Common use of PROCESS FOLLOWING AN UNSATISFACTORY RATING Clause in Contracts

PROCESS FOLLOWING AN UNSATISFACTORY RATING. If following the first appraisal, the principal/vice-principal determines that the teacher is not performing satisfactorily, at a post observation conference, the principal/vice-principal will provide the teacher with the following: 1) A summary of the observations and concerns 2) A summary of remedial actions to be undertaken by the teacher to address those concerns, with specific references to the practices requiring improvement and suggestions on how to accomplish that. Copies of these summaries will be sent to the Regional Director and Human Resources. In this case, a second appraisal must be carried out by February 15th. If following the second appraisal, the teacher has addressed the concerns and the appraisal is satisfactory, then this appraisal completes the formal performance appraisal in his/her evaluation year. The summative evaluation is completed and sent to the Regional Director and Human Resources. However, in such cases the principal may recommend that a repeat appraisal take place prior to that teacher’s next scheduled appraisal (before the 5 year period). In cases where the second appraisal was not satisfactory, because the teacher did not address the concerns or did not implement the remedial plan, then the principal, following his/her post observation meeting with the teacher will forward the summative evaluation to both the Regional Director and Human Resources.

PROCESS FOLLOWING AN UNSATISFACTORY RATING. If following the first appraisal, the principal/vice-principal determines that the teacher is not performing satisfactorily, at a post observation conference, ; the principal/vice-principal will provide the teacher with the following: 1) A summary of the observations and concerns 2) A summary of remedial actions to be undertaken by the teacher to address those concerns, with specific references to the practices requiring improvement and suggestions on how to accomplish that. Copies of these summaries will be sent to the Regional Director and Human Resources. In this case, a second appraisal must be carried out by February 15thprior to the end of the assignment. If following the second appraisal, the teacher has addressed the concerns and the appraisal is satisfactory, then this appraisal completes the formal performance appraisal in his/her evaluation year. The summative evaluation is completed and sent to the AEVS Regional Director of and Human Resources. However, in such cases the principal may recommend that a repeat appraisal take place prior to that teacher’s next scheduled appraisal (before the 5 year period). In cases where the second appraisal was not satisfactory, because the teacher did not address the concerns or did not implement the remedial plan, then the principal, following his/her post observation meeting with the teacher will forward the summative evaluation to both the AEVS Regional Director and Human Resources.

PROCESS FOLLOWING AN UNSATISFACTORY RATING. If following the first appraisal, the principal/vice-principal determines that the teacher is not performing satisfactorily, at a post observation conference, ; the principal/vice-vice- principal will provide the teacher with the following: 1) A summary of the observations and concerns 2) A summary of remedial actions to be undertaken by the teacher to address those concerns, with specific references to the practices requiring improvement and suggestions on how to accomplish that. Copies of these summaries will be sent to the Regional Director and Human Resources. In this case, a second appraisal must be carried out by February 15th. If following the second appraisal, the teacher has addressed the concerns and the appraisal is satisfactory, then this appraisal completes the formal performance appraisal in his/her evaluation year. The summative evaluation is completed and sent to the Regional Director and Human Resources. However, in such cases the principal may recommend that a repeat appraisal take place prior to that teacher’s next scheduled appraisal (before the 5 year period). In cases where the second appraisal was not satisfactory, because the teacher did not address the concerns or did not implement the remedial plan, then the principal, following his/her post observation meeting with the teacher will forward the summative evaluation to both the Regional Director and Human Resources.