PROGRAM OF ASSISTANCE. 1. If the District does not extend an employee’s contract by March 15 of the first year of the contract, the District will place the employee on a program of assistance for improvement. Employees have the right to representation at every step of the program of assistance.
2. The Association (Council) shall be notified in writing by the District of all employees placed on a plan of assistance for improvement at the same time the employee is notified.
3. The results of performance observation shall be in writing with a copy to the employee. Where deficiencies are noted in the formal evaluation process, an employee may be placed on a program of assistance. A program of assistance shall be in writing and shall include the following:
a. The specific deficiencies identified in observations/evaluations;
b. The specific correction that is expected to take place;
c. The specific assistance to be provided by the District;
d. The timeline for improvement that shall include a reasonable amount of time to complete the requirements of the program of assistance;
e. Schedule of conferences with written progress reports;
4. Programs of assistance for improvement will identify assessment techniques to be used to measure the success of the employee.
5. Programs of assistance shall not be placed in personnel files except as required by law.
6. The District may not place an employee on a program of assistance for improvement for disciplinary reasons.
7. A program of assistance shall not be required as a pre-condition of the termination of employment of a probationary employee.
PROGRAM OF ASSISTANCE. 1. Before an employee is placed on a Program of Assistance, a meeting will be held to review either the evaluation or the appropriate data upon which the decision to proceed with the Program is based. At this meeting, the employee will be given written notice of the District’s intent to place him/her on a Program of Assistance, with a copy to the LUBC/OEA Consultant. The employee will be advised of his/her right to representation in advance of this meeting.
2. Subsequently, the employee will meet with the administrator(s) responsible for administering the Program, for the purposes of: discussing the program; asking questions; and seeking clarification of its requirements. The employee is entitled to Association representation in this meeting or any progress conference with administrators.
3. A contract employee shall be placed on a Program of Assistance, if the District does not extend an employee’s contract by March 15 of the first year of his/her contract.
PROGRAM OF ASSISTANCE. 1. Where deficiencies are noted in the formal evaluation process, a member may be placed on a program of assistance.
2. A member who is to be placed on a program of assistance for improvement will be notified, in writing, in advance, with a draft to the Association with the member’s approval. The member will be given an opportunity to meet with the administrator(s) responsible for administering the program, to discuss the program, seek clarification and propose changes. The member may have representation which can be an Association representation in this meeting or any other meeting designated to discuss plan changes or a member’s progress on the plan.
3. The program of assistance must include the following:
a. The deficiencies in the member's conduct or performance;
b. The expectations and corrective action steps the member may pursue to overcome or correct the deficiencies;
c. Any assistance to be provided by the District;
d. A timeline for improvement which includes a schedule of conference(s) to review progress;
e. The assessment criteria and techniques by which the District will measure whether the member has met performance standards.
PROGRAM OF ASSISTANCE. A Program of Assistance is defined as a written plan that will identify specific deficiencies, expectations, corrective steps, additional District resources with timelines for the plan and how the success of the plan will be measured.
9.9.1 A program of assistance will be established, if one is needed, to remedy any deficiency specified in ORS 342.865 (1)(a) Inefficiency; (d) Neglect of duty, including duties specified by written rule; (g) Inadequate performance; and/or (h) Failure to comply with such reasonable requirements as the Board may prescribe to show normal improvement and evidence of professional training and growth. A program of assistance shall be for a minimum of forty (40) working days.
9.9.2 A draft of the program of assistance will be initially reviewed and discussed with the employee and an Association representative, if one is requested by the employee. Unless the employee specifically requests otherwise, the Association President shall be notified at least five (5) working days prior to this review meeting. Upon finalization of the plan, the employee will sign, verifying that they were able to provide input and review the plan, timelines for completion, as well as informed of what the results could be if the plan is unsuccessful. It will not be finalized and an employee's signature on the plan required until at least five (5) working days after the initial presentation of the plan. If after five (5) working days no input is provided for consideration, the plan shall go into effect as drafted.
9.9.3 The employee may bring a representative of their choice to the meeting to finalize the program of assistance as long as the representative confines their role to inquiring about the subject matter of the meeting to follow. During the discussion between the employee and the administrator, the representative may participate only to the extent of seeking clarification of portions of the program of assistance. Before the end of the meeting, the representative may suggest to the administrator other assistance to be provided and may describe mitigating circumstances or problems.
9.9.4 The employee may have representation at any meetings associated with the program of assistance, including any observation pre and/or post-conferences, so long as the representative acts in the capacity as a witness to the meeting. The representative may make notes of the conference, but will be restricted in participation.
9.9.5 Interim meetings shall be conducted duri...
PROGRAM OF ASSISTANCE. The date by which satisfactory progress in the correction of the deficiencies should be demonstrated.
PROGRAM OF ASSISTANCE. A formal process documenting areas of deficiency, expectation, and support for employees who do not meet the performance standards in one or more domains on their evaluation. Programs of Assistance shall be considered to be corrective and non- disciplinary.
PROGRAM OF ASSISTANCE. If the District decides a program of assistance is appropriate the program will include performance to be corrected, the District’s expectations, a timeline and identify any assistance that will be provided by the District. The intent of a program of assistance is to support the evaluative process by aiding the teacher in continuing professional growth and to determine the teacher’s performance of their teaching responsibilities. Failure to complete a program of assistance could have an impact on the teacher’s continued employment. An employee who is to be placed on a program of assistance for improvement will receive advanced written notification prior to setting up a meeting to review the draft of the program of assistance. The employee will meet with the supervisor(s) responsible for administering the program for the purpose of: discussing the program; asking questions; and seeking clarification of its requirements. The employee is entitled to Association representation in any meeting with administrators regarding the program. This section is applicable only to formal programs of assistance which are developed in accordance with ORS 342.850. It is not intended to be implemented in the early stages (first level interventions) of an administrator working with an employee to improve performance prior to needing a formal program of assistance. Evaluations and performance related meetings are focused on supporting and improving employee performance and not disciplinary in nature. The employee is responsible for answering questions and providing information. If the employee chooses to have a representative present, the representative’s role is to focus on clarifying questions, facilitating communications, expressing concerns about unfairness, impracticality and identifying other information the supervisor should consider in evaluating employee’s performance. The representative may not prevent or obstruct the administrator from asking questions of the employee regarding the employee’s performance and/or progress on the program of assistance. The employee may request a mentor as part of the assistance provided by the District. Any mentor selected must be mutually agreeable to both the employee and the District. Mentors shall not participate in the evaluation of the employee and shall not testify in any hearing or procedure regarding the performance of the employee.
PROGRAM OF ASSISTANCE a. Procedure for Placement on a Program of Assistance
i. A unit member who has been declared as not meeting District standards and/or Oregon State Statutes 342.835, 342.865 may be placed on a Program of Assistance. Should a deficiency be noted which is related more to discipline than to classroom performance, the District will initiate progressive disciplinary measures rather than a Program of Assistance. In this case, however, the District will adhere to the just cause and due process provisions in this Article.
ii. Whenever a unit member's placement on a Program of Assistance results from substandard classroom performance, a minimum of two formal observations, with written assessments, shall precede such action.
iii. During a conference the administrator shall give the unit member written notification indicating placement on a Program of Assistance. A copy of the written notification shall be given to the Association President.
PROGRAM OF ASSISTANCE. In the event that the evaluator of a non-probationary administrator determines during the formal evaluation process that said administrator is not performing in a satisfactory manner, a written notice of intent to be placed on a program of assistance must be given to the administrator with specific reason (s) stated for this action. (See points A - E below.) The administrator may appeal the decision to implement this program to the Executive Director of Human Resources and the Superintendent. If the appeals are denied, the program will be instituted no earlier than March 1st, and will be carried out in the following manner:
A. Areas of deficiency or weaknesses will be identified in writing.
B. Written suggestions or guidelines for improvement will be made by the evaluator.
C. If practicable, two administrators (which may include Central Administration personnel) shall be assigned to assist the Administrator.
D. A specific plan including defined measurement criteria to improve his/her performance will be designed by the administrator and approved by his/her evaluator.
E. Periodic reviews of no less than every month will occur. During the review sessions, the evaluator must maintain a written log of comments, which will include a general progress report. Copies will be made available upon request by the administrator and/or the P.C.A.
PROGRAM OF ASSISTANCE. Where significant deficiencies are noted as a result of the evaluation process, a written program of assistance for improvement of contract members will be established if one is needed to remedy the problem(s). The member will have an opportunity to meet with the evaluator to seek clarification and suggest modifications prior to implementation of the program. The program of assistance for improvement will be conducted in accordance with current applicable state law (legal reference ORS 342.815). The program of assistance for improvement shall be a written plan for a contract member that with reasonable specificity:
1. Helps member adapt and improve to meet changing demands of the Oregon Educational Act for the 21st century in ORS chapter 329 if applicable.
2. Identifies specific deficiencies in the member’s conduct or performance as noted in the evaluation process.
3. Sets forth corrective steps the member may pursue to overcome or correct the deficiencies. Sets forth resources provided by the District to provide support.
4. Establishes the assessment techniques by which the District will measure and determine whether the member has sufficiently corrected the deficiencies to meet district standards.
5. Defines a time line for improvement appropriate to the complexity of the program of assistance. The evaluator may extend the time line.
6. Provides for periodic conferences with written progress reports.
7. Specifies what may occur if the program of assistance for improvement is not completed satisfactorily.
