Common use of Probationary Staff Clause in Contracts

Probationary Staff. 1. Probationary staff will be evaluated in accordance with the state Tenure Act. Time not actually worked does not count toward the probationary period. The process shall include but not be limited to an Individual Development Plan jointly prepared by the administrator and teacher, a final evaluation based on two (2) observations that are at least sixty (60) days apart, unless a shorter interval between the two (2) classroom observations is mutually agreed upon by the teacher and the administrator, and an assessment of the teacher’s progress in meeting the goals of his or her Individualized Development Plan included in the final evaluation. 2. First and second year probationary employees will be evaluated a minimum of three times each year of probation. Third year probationary employees will be evaluated a minimum of two times during the third year of probation. Fourth year probationary employees will be evaluated a minimum of one time during the fourth year of probation based upon two observations. The last evaluation must be completed by April 1st. At the discretion of the principal and the Superintendent of Schools, more frequent employment status evaluations may be transmitted if, in their judgment, such additional evaluations are needed. At least one of the three evaluations of probationary employees must be made by the principal. Other evaluations may be made by the assistant principal, or other administrators from within the school district assigned by the Superintendent or his/her designee. 3. The final written evaluation report including the recommendation as to whether the employee should be advanced to tenure or non-probationary status, offered additional probationary status, or denied a contract for the ensuing school year, will be furnished by the administration to the employee no later than April 1. If the report contains any information not previously made known to and discussed with the probationary employee, the employee shall have an opportunity to submit additional information to the Superintendent. In the event the employee is not being recommended for re-employment, the Superintendent or his/her designee will, in writing, advise the teacher of the reasons and provide for a hearing where requested. If permission is granted by the teacher, a copy of said reasons shall be forwarded to the Association. Except for first and second year probationary teachers, the non-renewal of a contract shall be grounds for a grievance.

Probationary Staff. 1. Probationary staff will be evaluated in accordance with the state Tenure Act. Time not actually worked does not count toward the probationary period. The process shall include but not be limited to an Individual Development Plan jointly prepared by the administrator and teacher, a final evaluation based on two (2) observations that are at least sixty (60) days apart, unless a shorter interval between the two (2) classroom observations is mutually agreed upon by the teacher and the administrator, and an assessment of the teacher’s progress in meeting the goals of his or her Individualized Development Plan included in the final evaluation. 2. First and second year probationary employees will be evaluated a minimum of three times each year of probation. Third year probationary employees will be evaluated a minimum of two times during the third year of probation. Fourth year probationary employees will be evaluated a minimum of one time during the fourth year of probation based upon two observations. The last evaluation must be completed by April 1st. At the discretion of the principal and the Superintendent of Schools, more frequent employment status evaluations may be transmitted if, in their judgment, such additional evaluations are needed. At least one of the three evaluations of probationary employees must be made by the principal. Other evaluations may be made by the assistant principal, or other administrators from within the school district assigned by the Superintendent or his/her designee. 3. The final written evaluation report including the recommendation as to whether the employee should be advanced to tenure or non-probationary status, offered additional probationary status, or denied a contract for the ensuing school year, will be furnished by the administration to the employee no later than April 1. If the report contains any information not previously made known to and discussed with the probationary employee, the employee shall have an opportunity to submit additional information to the Superintendent. In the event the employee is not being recommended for re-employment, the Superintendent or his/her designee will, in writing, advise the teacher of the reasons and provide for a hearing where requested. If permission is granted by the teacher, a copy of said reasons shall be forwarded to the Association. Except for first and second year probationary teachers, the The non-renewal of a contract shall be grounds for a grievancegrievance for fourth year probationary teachers. The non-renewal of a contract shall be grounds for a grievance for third year probationary teachers unless all of the following apply: 1. The teacher has been on an improvement plan set up by administration since the start of his or her second year. The BEA shall receive a copy of the improvement plan when the BEA president or designee attends the initial improvement plan meeting. 2. The teacher has received at least one overall unsatisfactory evaluation in each of his or her first two years or has not met the terms of the improvement plan. 3. The teacher has not been assigned to the same position and building for two years.

Probationary Staff. 1. Probationary staff will be evaluated in accordance with the state Tenure Act. Time not actually worked does not count toward the probationary period. The process shall include but not be limited to an Individual Development Plan jointly prepared by the administrator and teacher, a final evaluation based on two (2) observations that are at least sixty (60) days apart, unless a shorter interval between the two (2) classroom observations is mutually agreed upon by the teacher and the administrator, and an assessment of the teacher’s progress in meeting the goals of his or her Individualized Development Plan included in the final evaluation. 2. First and second year probationary employees will be evaluated a minimum of three times each year of probation. Third year probationary employees will be evaluated a minimum of two times during the third year of probation. Fourth year probationary employees will be evaluated a minimum of one time during the fourth year of probation based upon two observations. The last evaluation must be completed by April 1st. At the discretion of the principal and the Superintendent of Schools, more frequent employment status evaluations may be transmitted if, in their judgment, such additional evaluations are needed. At least one of the three evaluations of probationary employees must be made by the principal. Other evaluations may be made by the assistant principal, or other administrators from within the school district assigned by the Superintendent or his/her designee. 3. The final written evaluation report including the recommendation as to whether the employee should be advanced to tenure or non-probationary status, offered additional probationary status, or denied a contract for the ensuing school year, will be furnished by the administration to the employee no later than April 1. If the report contains any information not previously made known to and discussed with the probationary employee, the employee shall have an opportunity to submit additional information to the Superintendent. In the event the employee is not being recommended for re-employment, the Superintendent or his/her designee will, in writing, advise the teacher of the reasons and provide for a hearing where requested. If permission is granted by the teacher, a copy of said reasons shall be forwarded to the Association. Except for first and second year probationary teachers, the The non-renewal of a contract shall be grounds for a grievancegrievance for fourth year probationary teachers. The non-renewal of a contract shall be grounds for a grievance for third year probationary teachers unless all of the following apply: a. The teacher has been on an improvement plan set up by administration since the start of his or her second year. The BEA shall receive a copy of the improvement plan when the BEA president or designee attends the initial improvement plan meeting. b. The teacher has received at least one overall unsatisfactory evaluation in each of his or her first two years or has not met the terms of the improvement plan. c. The teacher has not been assigned to the same position and building for two years.