Common use of Professional Intervention Clause in Contracts

Professional Intervention. If it is determined that a non-tenured certified staff member’s performance is unsatisfactory, a warning will be issued by the superintendent or his/her designee by February 15th. If the individual issued the warning does not remediate the concerns identified within sixty (60) calendar days, the individual may be (1) advised that his/her employment for the following year may not be renewed or (2) he/she may be placed on a more formal Corrective Action Plan for the balance of the current school year and/or for the following school year. In unusual cases, where it is determined that any certified staff member's aberrant behavior warrants immediate action, all warning periods may be eliminated. All employees will be advised as to their employment status for the following school year, in writing, no later than May 15. If there is a circumstance in which a determination cannot be made on or before May 15, a letter will be issued to that effect and the employee’s name may be submitted for renewal to the Board for approval at a later date, if warranted. If performance issues exist for a tenured certified staff member, he/she may be subject to additional professional interventions, including, but not limited to additional formal and informal observations and a Corrective Action Plan. A certified staff member may be subject to professional interventions at any point within the year. If a certified staff member is placed on a Corrective Action Plan, a Corrective Action Team (CAT) will be assembled to design a plan. The CAT will be comprised of a minimum of three (3) of the following individuals: 1. A Principal;

Professional Intervention. If it is determined that a non-tenured certified staff member’s performance is unsatisfactory, a warning will be issued by the superintendent or his/her designee by February January 15th. If the individual issued the warning does not remediate the concerns identified within sixty (60) calendar days, the individual may be be (1) advised that his/her employment for the following year may not be renewed or (2) he/she may be placed on a more formal Corrective Action Plan for the balance of the current school year and/or for the following school year. In unusual cases, where it is determined that any certified staff member's aberrant behavior warrants immediate action, all warning periods may be eliminated. All employees will be advised as to their employment status for the following school year, in writing, no later than May 15. If there is a circumstance in which a determination cannot be made on or before May 15, a letter will be issued to that effect and the employee’s name may be submitted for renewal to the Board for approval at a later date, if warranted. If performance issues exist for a tenured certified staff member, he/she may be subject to additional professional interventions, including, but not limited to additional formal and informal observations and a Corrective Action Plan. A certified staff member may be subject to professional interventions at any point within the year. If a certified staff member is placed on a Corrective Action Plan, a Corrective Action Team (CAT) will be assembled to design a plan. The CAT will be comprised of a minimum of three (3) of the following individuals: 1. A Principal;

Professional Intervention. If it is determined that a non-tenured certified staff member’s performance is unsatisfactory, a warning will be issued by the superintendent or his/her designee by February 15th. If the individual issued the warning does not remediate the concerns identified within sixty (60) calendar days, the individual may be be (1) advised that his/her employment for the following year may not be renewed or (2) he/she may be placed on a more formal Corrective Action Plan for the balance of the current school year and/or for the following school year. In unusual cases, where it is determined that any certified staff member's aberrant behavior warrants immediate action, all warning periods may be eliminated. All employees will be advised as to their employment status for the following school year, in writing, no later than May 15. If there is a circumstance in which a determination cannot be made on or before May 15, a letter will be issued to that effect and the employee’s name may be submitted for renewal to the Board for approval at a later date, if warranted. If performance issues exist for a tenured certified staff member, he/she may be subject to additional professional interventions, including, but not limited to additional formal and informal observations and a Corrective Action Plan. A certified staff member may be subject to professional interventions at any point within the year. If a certified staff member is placed on a Corrective Action Plan, a Corrective Action Team (CAT) will be assembled to design a plan. The CAT will be comprised of a minimum of three (3) of the following individuals: 1. A Principal;

Professional Intervention. If it is determined that a non-tenured certified staff member’s performance is unsatisfactory, unsatisfactory a warning will be issued by the superintendent or his/her designee by February January 15th. If the individual All individuals issued the a warning does not remediate the concerns identified within will be given a minimum of sixty (60) calendar daysdays to correct the concerns identified. At the end of the sixty (60) day period, the warning status may be removed or the individual may be (1) advised that his/her employment for the following year may not be renewed or (2) he/she may be placed on a more formal Corrective Action Plan for the balance of following year. After January 15th, if it is determined that a non-tenured certified staff member’s performance warrants a letter from the current school year and/or for superintendent, it may be issued. If a letter is issued by the following school yearsuperintendent to a non-tenured certified staff member with less than sixty (60) calendar days to correct his/her performance prior to May 15th, the district may take action regarding a non- tenured certified staff member’s employment. In unusual cases, where it is determined that any certified staff member's aberrant behavior warrants immediate action, all warning periods may be eliminated. All employees will be advised as to their employment status for the following school year, in writing, no later than May 15. If there is a circumstance in which a determination cannot be made on or before May 15, a letter will be issued to that effect and the employee’s name may be submitted for renewal to the Board for approval at a later date, if warranted. If performance issues exist for a tenured certified staff member, he/she may be subject to additional professional interventions, including, but not limited to additional formal and informal observations and a Corrective Action Plan. A certified staff member may be subject to professional interventions at any point within the year. If a certified staff member is placed on a Corrective Action Plan, a Corrective Action Team (CAT) will be assembled to design a plan. The CAT will be comprised of a minimum of three (3) of the following individuals: 1. A Principal;