Common use of PROBATIONARY PROCEDURE Clause in Contracts

PROBATIONARY PROCEDURE. (This process applies to non-classroom teachers) A. Every non-provisional employee whose work is judged unsatisfactory based on District evaluations shall be notified in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. A probationary period of sixty (60) school days shall be established beginning after October 15th and not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance as long as the probationary period is concluded before May 15th of the same school year. C. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency. D. In carrying out the probation procedure, the following steps shall be followed: STEP 1. The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2. If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. STEP 3. The Superintendent, or designee, shall review the principal's or immediate supervisor's recommendation for probation. STEP 4. The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific and reasonable program for improvement as follows: 1. A definition of the problem in terms of the adopted criteria; 2. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. A plan for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. E. During the probationary period the principal shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The documentation of evaluation reports during the probationary period shall be confined to the areas of prescribed remediation.

PROBATIONARY PROCEDURE. (This process applies to non-classroom teachers) A. 1. Every non-provisional employee whose work is judged unsatisfactory based on District evaluations shall be notified in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. 2. A probationary period of sixty (60) school days shall be established beginning after October 15th and not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance as long as the probationary period is concluded before May 15th of the same school year. C. 3. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency. D. 4. In carrying out the probation procedure, the following steps shall be followed: STEP 1. The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2. If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. STEP 3. The Superintendent, or designee, shall review the principal's or immediate supervisor's recommendation for probation. STEP 4. The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific and reasonable program for improvement as follows: 1. a. A definition of the problem in terms of the adopted criteria; 2. b. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. c. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. d. A plan for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. E. 5. During the probationary period the principal shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The documentation of evaluation reports during the probationary period shall be confined to the areas of prescribed remediation.

PROBATIONARY PROCEDURE. (This A. The probationary procedure as set forth herein shall provide an employee with assistance through consulting, counseling, and providing other resources as may be utilized in the improvement of an employee's performance. If an employee's performance is judged unsatisfactory in accordance with the Evaluation Procedure and criteria herein, the employee shall be considered for placement on probation; however, no employee shall be placed on probation unless an evaluation has been completed prior to January 20. The probationary process applies shall apply to non-classroom teachers)provisional employees as well as continuing teachers in accordance with RCW 28A.405.100.The Association President shall be notified by the Superintendent if any employees are being considered for probation. A. Every non-provisional B. At any time after October 15, an employee whose work is judged unsatisfactory based on District evaluations shall the evaluation criteria set forth in this Agreement may be notified in writing placed on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. probation. A probationary period of sixty (60) school days shall be established beginning after October 15th and not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance as long as the probationary period is concluded before May 15th of in the same school year. C. year shall be established. The purpose of the probationary period is to give the employee an opportunity to demonstrate improvements in his/her areas of deficiency. D. C. In carrying out the probation procedure, the following steps shall be followed: STEP Step 1. The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held before the date of the formal evaluation and in no case later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP Step 2. If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. The recommendation for probation must be made in writing and a copy of that recommendation be sent to the employee. The recommendation for probation will include a specific and reasonable program for improvement as follows: a) a specific definition of the problem in terms of performance deficiency. STEP b) a specific set of expectations delineating what would constitute acceptable performance in the problem areas defined. c) a prescription for remediation which spells out courses of action and time expectations so the employee involved can reach an acceptable level of performance. d) a statement of possible assistance or counseling by the principal or other supervisor to aid the employee in improving his/her performance to an acceptable level. Step 3. The Superintendent, or designee, shall review the principal's or immediate supervisor's recommendation for probation. If the Superintendent or designee determines that there is an alternative to probation, he/she may continue to work with the parties involved. STEP Step 4. The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific all the provisions of Step 2 of this probationary process, as well as being consistent with this and reasonable program for improvement as follows: 1. A definition other provisions of the problem in terms of Agreement and state statutory requirements. During the adopted criteria; 2. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. A plan for assistance by probationary period, the principal or immediate their supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. E. During the probationary period the principal shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. Step 5. The documentation If by May 1 and after all the steps and processes of evaluation reports during the probationary period have been followed, and if the employee does not demonstrate the acceptable level of performance as originally stated in the probationary recommendation, the actual letter of probation and subsequent supportive evaluation documentation, then that employee may be eligible for non-renewal of contract. Conversely, if by May 1 and after all the steps and processes of the probationary period have been followed and the employee does demonstrate the acceptable level of performance as originally stated in the probationary recommendation, the actual letter of probation and subsequent supportive evaluation documentation. Then, that employee shall be confined to given a favorable evaluation for inclusion in the areas of prescribed remediationemployee's personnel file.

PROBATIONARY PROCEDURE. (This process applies to non-classroom teachers) A. Every non-provisional employee whose work is judged unsatisfactory based on District evaluations shall be notified in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. A probationary period of sixty (60) school days shall be established beginning after October 15th and not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance as long as the probationary period is concluded before May 15th of the same school year. C. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency. D. B. In carrying out the probation procedure, the following steps shall be followed: STEP 1. The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2. If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. STEP 3. The Superintendent, or designee, shall review the principal's or immediate supervisor's recommendation for probation. STEP 4. The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific and reasonable program for improvement as follows: 1. A definition of the problem in terms of the adopted criteria; 2. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. A plan for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. E. . During the probationary period the principal shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The documentation of evaluation reports during the probationary period shall be confined to the areas of prescribed remediation.

PROBATIONARY PROCEDURE. (This process applies The probationary procedure as set forth herein shall provide an employee with assistance through consulting, counseling, and providing other resources as may be utilized in the improvement of performance relating to non-classroom teachers) A. Every non-provisional the instructional program. If it becomes necessary to place an employee whose work is judged unsatisfactory based on District evaluations probation, such action shall be notified in writing accordance with the Evaluation Procedure as contained in this Contract. Such probationary period shall be on or before February 1 1. The probation period shall be a minimum of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. A probationary period of sixty (60) 60 school days shall to be established beginning after October 15th and completed not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance as long as the probationary period is concluded before May 15th of the same school year. C. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency. D. In carrying out the probation procedure, the following steps shall be followed: STEP Step 1. : The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held within ten (I0) days of the date of the formal evaluation and, in no case, later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP Step 2. : If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20February 1 A. A precise definition of the problem in terms of instructional deficiency, B. A precise set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined, C. A prescription for remediation which spell out courses of action and time expectations so the employee involved can reach an acceptable level of performance, and D. A prescription for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. STEP Step 3. : The Superintendent, Superintendent or designee, his designee shall review the principal's or immediate supervisor's recommendation for probation. If the Superintendent or his designee determine that there is an alternative to probation, he may continue to work with the parties involved. STEP Step 4. : The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific all the provisions of Step 2 of this probationary process, as well as being consistent with this and reasonable program for improvement as follows: 1. A definition other provisions of the problem in terms of the adopted criteria; 2Contract and State statutory requirements. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. A plan for assistance by the The principal or immediate supervisor which spells out courses of action whereby shall be responsible for supervising the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. E. probation. During the probationary period the principal evaluator or immediate supervisor shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, progress made by the employee. The documentation principal or immediate supervisor may ask for assistance from the Superintendent or his designee to supply additional resources during the probation. Step 5: If by May 1 and after all steps and processes of evaluation reports during the probationary period shall be confined have been followed, the employee does not demonstrate the acceptable level of performance as stated in the original letter of probation, then the District may proceed according to the areas provisions of prescribed remediationRCW.

PROBATIONARY PROCEDURE. (This A. The probationary procedure as set forth herein shall provide an employee with assistance through consulting, counseling and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place an employee on probation, such action shall be in accordance with the Evaluation Criteria as contained in this Agreement. The provisions of the probationary process applies shall not apply to non-classroom teachers) A. Every non-provisional employees.When there is concern about progress of a provisional employee whose work is judged unsatisfactory based as documented on District evaluations an observation report form, the provisional employee shall meet with the evaluator and an Association representative within five (5) days of the observation conference to review the expectations for his/her current position. At that time, a plan will be notified developed whereby the employee will be assisted in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvementimproving his/her performance to an acceptable level. B. A Such probationary period of shall begin any time after October 15 and shall continue for sixty (60) school days days. The probationary process is to be implemented and completed within this time frame. The Association President shall be established beginning after October 15th and not later than February 1 and ending no later than May 1notified by the Superintendent if any employees are being considered for probation. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance as long as the probationary period is concluded before May 15th of the same school year. C. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency. D. In carrying out the probation procedure, the following steps shall be followed: STEP 1. 1 The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held before the date of the formal evaluation and in no case later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2. 2 If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. The recommendation for probation must be made in writing and a copy of that recommendation be sent to the employee. The recommendation for probation will include a specific and reasonable program for improvement as follows: a. a precise definition of the problem in terms of adopted criteria; b. a precise set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; c. a prescription for remediation which spells out courses of action and time expectations so the employee involved can reach an acceptable level of performance; and d. a prescription for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled and tutored in improving the level of performance to an acceptable level e. a statement of the sixty (60) school day duration of the probationary period. STEP 3. 3 The Superintendent, or designee, ,shall review the principal's or immediate supervisor's recommendation for probation. If the Superintendent determines that there is an alternative to probation, he/she may continue to work with the parties involved as an alternative to probation. STEP 4. 4 The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific all the provisions of Step 2 of this probationary process, as well as being consistent with this and reasonable program for improvement as follows: 1. A definition other provisions of the problem in terms of the adopted criteria; 2Agreement and state statutory requirements. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. A plan for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. E. During the probationary period the principal shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The provisions of Step 2 above shall apply to the documentation of evaluation reports during the probationary period. STEP 5 If by May 1 and after all the steps and processes of the probationary period have been followed, the employee does not demonstrate the acceptable level of performance as originally stated in the probationary recommendation, the actual letter of probation and subsequent supportive evaluation documentation, then that employee may be eligible for non- renewal of contract. Conversely, if by May 1 and after all the steps and processes of the probationary period have been followed, the employee does demonstrate the acceptable level of performance as originally stated in the probationary recommendation, the actual letter of probation and subsequent supportive evaluation documentation, then that employee shall be confined to given a favorable evaluation for inclusion in the areas employee's District personnel file. In either case, the Superintendent shall notify the employee in writing no later than May 15 of prescribed remediationthe status of his/her contract renewal.