Provisional Staff Sample Clauses

Provisional Staff. 53.1 Notwithstanding any other provisions of this Article, employees who are in their first, second or third year of employment with the District, and who are provisional staff member employees within the meaning of RCW 28A.405.220, shall be evaluated and, if appropriate, non-renewed in accordance with the requirements of that statute. 53.2 A provisional employee who has received an evaluation rating below 2 on the four (4) level rating system established under RCW 28A.405.100 during the third year of employment shall remain subject to the nonrenewal of the employment contract until the employee receives a level 2 rating. 53.3 Employees new to the profession or new to Washington public school teaching (includes private and charter schools) generally remain in provisional status for the first three years of their employment. 53.4 A second-year Provisional employee who receives a summative rating of 3 – Proficient or 4 – Distinguished (for both years) may be granted continuing contract status for the subsequent school year. 53.5 If an employee with less than two (2) years in one district in the Washington public school 53.6 Employees on continuing status in Washington public schools who move into a new district revert to provisional status for the first year of employment in the new district. 53.7 If the employee has previously completed at least two (2) years of certificated employment in another school district in the state of Washington, then the employee shall be subject to nonrenewal of employment contract pursuant to RCW 28A.405.220 during the first year of employment with the new district. 53.8 Assistance will be provided to all provisional employees with performance concerns. 53.8.1 An employee on a provisional contract who receives a Preliminary Summative Score of 1 Unsatisfactory in a formal observation will result in an additional meeting of the evaluator and employee following the post-observation conference. At said meeting, the evaluator and the employee will discuss the performance concerns, the specific ways in which the employee is to improve, employee at the meeting with the evaluator.
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Provisional Staff. 53.1 Notwithstanding any other provisions of this Article, employees who are in their first, second or third year of employment with the District, and who are provisional staff member employees within the meaning of RCW 28A.405.220, shall be evaluated and, if appropriate, non-renewed in accordance with the requirements of that statute. 53.2 A provisional employee who has received an evaluation rating below 2 on the four (4) level rating system established under RCW 28A.405.100 during the third year of employment shall remain subject to the nonrenewal of the employment contract until the employee receives a level 2 rating. 53.3 Employees new to the profession or new to Washington public school teaching (includes private and charter schools) generally remain in provisional status for the first three years of their employment. 53.4 A second-year Provisional employee who receives a summative rating of 3 – Proficient or 4 – Distinguished (for both years) may be granted continuing contract status for the subsequent school year. 53.5 If an employee with less than two (2) years in one district in the Washington public school system moves to another district, the provisional “clock” starts again. 53.6 Employees on continuing status in Washington public schools who move into a new district revert to provisional status for the first year of employment in the new district. 53.7 If the employee has previously completed at least two (2) years of certificated employment in another school district in the state of Washington, then the employee shall be subject to nonrenewal of employment contract pursuant to RCW 28A.405.220 during the first year of employment with the new district. 53.8 Assistance will be provided to all provisional employees with performance concerns. 53.8.1 An employee on a provisional contract who receives a Preliminary Summative Score of 1 Unsatisfactory in a formal observation will result in an additional meeting of the evaluator and employee following the post-observation conference. At said meeting, the evaluator and the employee will discuss the performance concerns, the specific ways in which the employee is to improve, the types of assistance that will be provided, specific types of assistance, if any, which the employee believes would be helpful, and a timeframe for assistance. 53.8.2 At the employee’s request, an Association Representation shall accompany the employee at the meeting with the evaluator.
Sample 1
Provisional Staff. As of the 20th June 2016 there were 2 members of staff employed by the current Service Provider of City of Glasgow College Manned Security Services and 6 members of staff employed by the current Service Provider of Xxxxxxx Xxxxxx College Manned Security Services. Current campus Staff FTE numbers City of Glasgow College 2 2 Xxxxxxx Xxxxxx College – Easterhouse Campus 3 3 Xxxxxxx Xxxxxx College – Haghill Campus 3 3 Bidders should note that TUPE is likely to apply to the Contract. City of Glasgow College and Xxxxxxx Xxxxxx College support the Glasgow Living Wage and will work within the current legislative framework to encourage Service Providers to pay the Living Wage. TUPE details are attached as Appendix F. Please note that a TUPE transfer happens by operation of law and City of Glasgow College and Xxxxxxx Xxxxxx College’s view is not determinative.
Sample 1
Provisional Staff. As of the 20th June 2016 there were 2 members of staff employed by the current Service Provider of City of Glasgow College Manned Security Services and 6 members of staff employed by the current Service Provider of Xxxxxxx Xxxxxx College Manned Security Services. Current campus Staff numbers FTE City of Glasgow College 2 2 Xxxxxxx Xxxxxx College – Haghill Campus 3 3 Bidders should note that TUPE is likely to apply to the Contract. City of Glasgow College and Xxxxxxx Xxxxxx College support the Glasgow Living Wage and will work within the current legislative framework to encourage Service Providers to pay the Living Wage. TUPE details are attached as Appendix F. Please note that a TUPE transfer happens by operation of law and City of Glasgow College and Xxxxxxx Xxxxxx College’s view is not determinative.
Sample 1

Related to Provisional Staff

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  • International Standards In determining whether an international standard, guide, or recommendation within the meaning of Articles 2 and 5 and Annex 3 of the TBT Agreement exists, each Party shall apply the principles set out in Decisions and Recommendations adopted by the Committee since 1 January 1995, G/TBT/1/Rev.8, 23 May 2002, Section IX (Decision of the Committee on Principles for the Development of International Standards, Guides and Recommendations with relation to Articles 2, 5 and Annex 3 of the Agreement), issued by the WTO Committee on Technical Barriers to Trade.

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