Common use of Probationary Procedures for Regular Certificated Contract Employees Clause in Contracts

Probationary Procedures for Regular Certificated Contract Employees. 7 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 the period of probation, the Employee may not be transferred from the supervision of the 9 original evaluator. Immediately following the completion of a probationary period that does 10 not produce performance changes detailed in the initial notice of deficiencies and 11 improvement program, the Employee may be removed from his/her assignment and placed 12 into an alternative assignment for the remainder of the school year. This reassignment may 13 not displace another employee nor may it adversely affect the probationary Employee's 14 compensation or benefits for the remainder of the Employee's contract year. If such 15 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 for the balance of the contract term. The Auburn Education Association and the Auburn 17 School District agree that, should the District select the option of placement into an 18 alternative assignment, the individual will perform work related to that requiring a certificate. 20 b. The superintendent or administrative designee will coordinate, and the principal or 21 administrative designee will supervise, all probationary placements. 23 c. During the period of probation, the principal or administrative designee will meet with the 24 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 summarized in writing by the principal or administrative designee. The Employee will 27 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 opportunity to attach written comment of explanation or clarification. 30 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 renewals stemming from that probationary period. 34 e. An Employee on probation shall be offered assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 mentor as a witness in any proceeding except to testify to services provided. 38 f. At the commencement of the probationary period, probationers will receive: 39 40 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 description of satisfactory performance for the deficient areas, 42 43 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated

Probationary Procedures for Regular Certificated Contract Employees. 7 32 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 33 the period of probation, the Employee may not be transferred from the supervision of the 9 34 original evaluator. Immediately following the completion of a probationary period that does 10 35 not produce performance changes detailed in the initial notice of deficiencies and 11 36 improvement program, the Employee may be removed from his/her assignment and placed 12 37 into an alternative assignment for the remainder of the school year. This reassignment may 13 38 not displace another employee nor may it adversely affect the probationary Employee's 14 39 compensation or benefits for the remainder of the Employee's contract year. If such 15 40 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 41 for the balance of the contract term. The Auburn Education Association and the Auburn 17 42 School District agree that, should the District select the option of placement into an 18 43 alternative assignment, the individual will perform work related to that requiring a certificate. 20 45 b. The superintendent or administrative designee will coordinate, and the principal or 21 46 administrative designee will supervise, all probationary placements. 23 48 c. During the period of probation, the principal or administrative designee will meet with the 24 49 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 50 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 51 summarized in writing by the principal or administrative designee. The Employee will 27 1 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 2 opportunity to attach written comment of explanation or clarification. 30 4 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 5 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 6 renewals stemming from that probationary period. 34 8 e. An Employee on probation shall be offered assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 10 mentor as a witness in any proceeding except to testify to services provided. 38 12 f. At the commencement of the probationary period, probationers will receive: 39 40 14 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 15 description of satisfactory performance for the deficient areas, 42 43 17 (2) Written description of assistance probationer will receive from district, 45 19 (3) A written plan of administrative supervision for the Employee. 47 21 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificatedall

Probationary Procedures for Regular Certificated Contract Employees. 7 ‌ 32 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 33 the period of probation, the Employee may not be transferred from the supervision of the 9 34 original evaluator. Immediately following the completion of a probationary period that does 10 35 not produce performance changes detailed in the initial notice of deficiencies and 11 36 improvement program, the Employee may be removed from his/her assignment and placed 12 37 into an alternative assignment for the remainder of the school year. This reassignment may 13 38 not displace another employee nor may it adversely affect the probationary Employee's 14 39 compensation or benefits for the remainder of the Employee's contract year. If such 15 40 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 41 for the balance of the contract term. The Auburn Education Association and the Auburn 17 42 School District agree that, should the District select the option of placement into an 18 43 alternative assignment, the individual will perform work related to that requiring a certificate. 20 45 b. The superintendent or administrative designee will coordinate, and the principal or 21 46 administrative designee will supervise, all probationary placements. 23 48 c. During the period of probation, the principal or administrative designee will meet with the 24 49 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 50 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 51 summarized in writing by the principal or administrative designee. The Employee will 27 1 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 2 opportunity to attach written comment of explanation or clarification. 30 4 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 5 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 6 renewals stemming from that probationary period. 34 8 e. An Employee on probation shall be offered assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 10 mentor as a witness in any proceeding except to testify to services provided. 38 12 f. At the commencement of the probationary period, probationers will receive: 39 40 14 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 15 description of satisfactory performance for the deficient areas, 42 43 17 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated,

Probationary Procedures for Regular Certificated Contract Employees. 7 25 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 26 the period of probation, the Employee may not be transferred from the supervision of the 9 27 original evaluator. Immediately following the completion of a probationary period that does 10 28 not produce performance changes detailed in the initial notice of deficiencies and 11 29 improvement program, the Employee may be removed from his/her assignment and placed 12 30 into an alternative assignment for the remainder of the school year. This reassignment may 13 31 not displace another employee employee, nor may it adversely affect the probationary Employee's 14 32 compensation or benefits for the remainder of the Employee's contract year. If such 15 33 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 34 for the balance of the contract term. The Auburn Education Association and the Auburn 17 35 School District agree that, should the District select the option of placement into an 18 36 alternative assignment, the individual will perform work related to that requiring a certificate. 20 37 b. The superintendent or administrative designee will coordinate, and the principal or 21 38 administrative designee will supervise, all probationary placements. 23 1 c. During the period of probation, the principal or administrative designee will meet with the 24 2 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 3 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 4 summarized in writing by the principal or administrative designee. The Employee will 27 5 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 6 opportunity to attach written comment of explanation or clarification. 30 7 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 8 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 9 renewals stemming from that probationary period. 34 e. An Employee on probation shall be offered assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 mentor as a witness in any proceeding except to testify to services provided. 38 f. At the commencement of the probationary period, probationers will receive: 39 40 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 description of satisfactory performance for the deficient areas, 42 43 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated

Probationary Procedures for Regular Certificated Contract Employees. ‌ 7 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 the period of probation, the Employee may not be transferred from the supervision of the 9 original evaluator. Immediately following the completion of a probationary period that does 10 not produce performance changes detailed in the initial notice of deficiencies and 11 improvement program, the Employee may be removed from his/her assignment and placed 12 into an alternative assignment for the remainder of the school year. This reassignment may 13 not displace another employee nor may it adversely affect the probationary Employee's 14 compensation or benefits for the remainder of the Employee's contract year. If such 15 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 for the balance of the contract term. The Auburn Education Association and the Auburn 17 School District agree that, should the District select the option of placement into an 18 alternative assignment, the individual will perform work related to that requiring a certificate. 20 b. The superintendent or administrative designee will coordinate, and the principal or 21 administrative designee will supervise, all probationary placements. 23 c. During the period of probation, the principal or administrative designee will meet with the 24 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 summarized in writing by the principal or administrative designee. The Employee will 27 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 opportunity to attach written comment of explanation or clarification. 30 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 renewals stemming from that probationary period. 34 e. An Employee on probation shall be offered assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 mentor as a witness in any proceeding except to testify to services provided. 38 f. At the commencement of the probationary period, probationers will receive: 39 40 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 description of satisfactory performance for the deficient areas, 42 43 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated

Probationary Procedures for Regular Certificated Contract Employees. 7 16 a. Consistent with the provisions of RCW28A.405.100, as now or 17 hereinafter amended, during 8 the period of probation, the Employee 18 may not be transferred from the supervision of the 9 original 19 evaluator. Immediately following the completion of a probationary 20 period that does 10 not produce performance changes detailed in the 21 initial notice of deficiencies and 11 improvement program, the Employee 22 may be removed from his/her assignment and placed 12 into an 23 alternative assignment for the remainder of the school year. This 24 reassignment may 13 not displace another employee nor may it adversely 25 affect the probationary Employee's 14 compensation or benefits for the 26 remainder of the Employee's contract year. If such 15 reassignment is 27 not possible, the District may, at its option, place the Employee on 28 paid leave 16 for the balance of the contract term. The Auburn 29 Education Association and the Auburn 17 School District agree that, 30 should the District select the option of placement into an 18 31 alternative assignment, the individual will perform work related to 32 that requiring a certificate. 20 34 b. The superintendent or administrative designee will coordinate, and 35 the principal or 21 administrative designee will supervise, all 36 probationary placements.. 37 23 38 c. During the period of probation, the principal or administrative 39 designee will meet with the 24 Employees at least twice monthly to 40 evaluate the Employee’s progress, or lack of progress, 25 toward 41 remediation of deficiencies or conditions. Such progress, or lack of 42 progress, will be 26 summarized in writing by the principal or 1 administrative designee. The Employee will 27 acknowledge, in writing, 2 receipt of a copy of such summary and will be provided an 28 3 opportunity to attach written comment of explanation or clarification.or 30 6 d. Any deficits or weaknesses known to the District at the onset of 7 probation, but not included in 31 the probationary statement, shall not 8 be relied upon in subsequent evaluations or non- 32 non-renewals stemming 9 from that probationary period. 34 11 e. An Employee on probation shall be offered assistance of a mentor who 12 is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 mentor as a witness in any proceeding except to testify to services provided. 38 f. At the commencement of the probationary period, probationers will receive: 39 40 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 description of satisfactory performance for the deficient areas, 42 43 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated,

Probationary Procedures for Regular Certificated Contract Employees. 7 1 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 2 the period of probation, the Employee may not be transferred from the supervision of the 9 3 original evaluator. Immediately following the completion of a probationary period that does 10 4 not produce performance changes detailed in the initial notice of deficiencies and 11 5 improvement program, the Employee may be removed from his/her assignment and placed 12 6 into an alternative assignment for the remainder of the school year. This reassignment may 13 7 not displace another employee nor may it adversely affect the probationary Employee's 14 8 compensation or benefits for the remainder of the Employee's contract year. If such 15 9 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 10 for the balance of the contract term. The Auburn Education Association and the Auburn 17 11 School District agree that, should the District select the option of placement into an 18 12 alternative assignment, the individual will perform work related to that requiring a certificate. 20 14 b. The superintendent or administrative designee will coordinate, and the principal or 21 15 administrative designee will supervise, all probationary placements. 23 17 c. During the period of probation, the principal or administrative designee will meet with the 24 18 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 19 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 20 summarized in writing by the principal or administrative designee. The Employee will 27 21 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 22 opportunity to attach written comment of explanation or clarification. 30 24 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 25 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 26 renewals stemming from that probationary period. 34 e. An Employee on probation shall be offered assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 mentor as a witness in any proceeding except to testify to services provided. 38 f. At the commencement of the probationary period, probationers will receive: 39 40 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 description of satisfactory performance for the deficient areas, 42 43 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated

Probationary Procedures for Regular Certificated Contract Employees. 7 a. Consistent with the provisions of RCW28A.405.100, as now or hereinafter amended, during 8 the period of probation, the Employee may not be transferred from the supervision of the 9 original evaluator. Immediately following the completion of a probationary period that does 10 not produce performance changes detailed in the initial notice of deficiencies and 11 improvement program, the Employee may be removed from his/her assignment and placed 12 into an alternative assignment for the remainder of the school year. This reassignment may 13 not displace another employee employee, nor may it adversely affect the probationary Employee's 14 compensation or benefits for the remainder of the Employee's contract year. If such 15 reassignment is not possible, the District may, at its option, place the Employee on paid leave 16 for the balance of the contract term. The Auburn Education Association and the Auburn 17 School District agree that, should the District select the option of placement into an 18 alternative assignment, the individual will perform work related to that requiring a certificate. 20 b. The superintendent or administrative designee will coordinate, and the principal or 21 administrative designee will supervise, all probationary placements. 23 c. During the period of probation, the principal or administrative designee will meet with the 24 Employees at least twice monthly to evaluate the Employee’s progress, or lack of progress, 25 toward remediation of deficiencies or conditions. Such progress, or lack of progress, will be 26 summarized in writing by the principal or administrative designee. The Employee will 27 acknowledge, in writing, receipt of a copy of such summary and will be provided an 28 opportunity to attach written comment of explanation or clarification. 30 d. Any deficits or weaknesses known to the District at the onset of probation, but not included in 31 the probationary statement, shall not be relied upon in subsequent evaluations or non- 32 non-renewals stemming from that probationary period. 34 e. An Employee on probation shall be offered the assistance of a mentor who is not a regular 35 employee of the district. The District, Association, and the probationer agree not to call the 36 mentor as a witness in any proceeding except to testify to services provided. 38 f. At the commencement of the probationary period, probationers will receive: 39 40 (1) Written recommendations of remediation or collective deficiencies or conditions, and a 41 description of satisfactory performance for the deficient areas, 42 43 (2) Written description of assistance probationer will receive from district, 45 (3) A written plan of administrative supervision for the Employee. 47 g. On or before May 1 of each year, the principal will complete a written evaluation of all 48 probationary Employees and recommend: 50 (1) Termination of probationary placement, or 51 1 (2) Issuance of probable cause under RCW 28A.405.310 or 28A.405.210. Such notice will 2 include evaluation of the Employee’s progress in those areas of deficiencies or conditions 3 appearing in the original notice. 5 h. Following receipt of the principal’s report, the superintendent will: 7 (1) Terminate the Employee’s probationary status, or 9 (2) Issue to the Employee a notice of probable cause under RCW 28A.405.310 or 10 28A.405.210, or 11 12 (3) Identify areas of deficiency which need further improvement. 14 i. The District will provide the Association president the name or names of regular certificated