Remediation Plan. If deficiencies or weaknesses are cited on the evaluation form, the evaluator, working with the evaluatee, shall develop a written remediation plan for the purpose of assisting the evaluatee to improve. The remedial action plan shall be attached to the evaluation document and shall contain:
a. Areas where improvement is needed.
b. Specific suggestions for improvement of deficiencies or weak areas cited on the evaluation.
c. Specific plans of the evaluator to provide personal and resource assistance in a reasonable effort to help the employee improve.
d. Techniques for the assessment of improvement. The remediation plan shall be developed and signed by both parties within five (5) work days from the date of the evaluation conference. The five-day period will be extended due to the absence of either party. The Association may be involved in this process. The remediation plan will stay in effect until job performance is satisfactory. An employee will be notified that the evaluation will be placed in his/her personnel file at the end of ten days and a rebuttal may be written and attached.
Remediation Plan. 15.8.1 A remediation plan is required when there are identified performance concerns that result in a rating of “Ineffective” or “Partially Ineffective”. The educator whose performance evaluation includes a remediation plan shall be given an opportunity to improve their effectiveness through the implementation of the plan. If the next performance evaluation shows that the person is performing effectively, no further action shall be taken concerning the original performance evaluation. If the evaluation shows the person is still not performing effectively, they shall receive written notice that their performance evaluation shows a rating of ineffective, and a copy of the documentation relied upon in measuring the person’s performance and identification of deficiencies.
15.8.2 The performance evaluation system shall also ensure that the standards and criteria identified in the rubrics are available to all educators in writing through the on-line system and are communicated and discussed by the educator being evaluated and the evaluator prior to and during the course of the evaluation.
15.8.3 The electronic sign-off on the report of any educator shall not be construed to indicate agreement with the information contained in the evaluation report. If the educator being evaluated disagrees with any of the conclusions or recommendations made in the evaluation report, the educator may attach any written explanation or other relevant documentation that the educator deems necessary.
15.8.4 The final evaluation report shall be reviewed by a supervisor of the evaluator, whose review shall be documented and reflected in the on-line system and evaluation document.
15.8.5 The non-probationary educator who objects to a second consecutive Performance Evaluation rating of “Ineffective” or “Partially Ineffective” has an opportunity to appeal that rating. See APEX Guide – Appeal Process for Non-Probationary Educators.
Remediation Plan. Remediation Plan shall mean the intervention for a Teacher with an ineffective or partially effective Final End of Year rating who has not demonstrated effectiveness through the Targeted Support Plan. It shall be based upon the standards, elements, and professional practices that were concerns which resulted in the ineffective or partially effective rating.
Remediation Plan. 1. If a teacher's performance is judged by the site/program administrator to be ineffective, and the performance of the teacher has not sufficiently improved as a result of the evaluation process, and or the DIP, the site/program administrator can move the teacher to the remediation process following two (2) DIP processes lasting a minimum of sixty (60) calendar days each within the teacher’s work year. The principal will notify the teacher of the decision to move to the remediation process. The site/program administrator will also notify the teacher of their right to representation during the remediation process.
2. The principal will timely hold a conference with the teacher. This conference should take place within six (6) working days after delivery of the notification of movement from XXXxx the remediation process.
3. At the conference, the site/program administrator, the teacher and any other appropriate personnel, will
a) Review specific performance concerns; and b) Formulate a written remediation plan including the following:
a. Objectives for improving the identified performance concerns;
b. Identification of resources and assistance available to implement the objectives;
c. A timeline for completing the objectives;
d. Criteria by which the attainment of the objectives will bemeasured;
e. How they will monitor progress on the remediation plan objectives to include the timing of conferences.
4. If agreement on any or all of the above items contained in this Part Three cannot be reached, the principal is responsible for the final decision.
5. Following completion of the timeline established in the remediation plan, the principal and teacher will meet to review the remediation process. The principal will share either electronically or in writing whether the teacher has corrected the identified performance problems. The principal will then make a recommendation to the Superintendent. This recommendation will include next steps for action.
Remediation Plan. The Remediation Plan shall include specific examples of expected performance, suggestions about how to improve and the method that will be used to assess improvement within an agreed upon time frame for each item addressed in the plan. Should the Unit member disagree with the plan, he/she may request to meet with the President along with his/her supervisor to reach agreement on the plan. All parties shall receive a copy of the agreed upon plan.
Remediation Plan. Within thirty (30) school days after summative evaluation has been reduced to writing resulting in a rating of unsatisfactory, the District will develop and commence the remediation plan designed to correct the areas identified as unsatisfactory, provided the deficiencies are deemed remediable.
1. The remediation plan will provide for evaluations and ratings once every forty-five (45) school days for ninety (90) school days immediately following the teacher's receipt of a remediation plan.
2. The evaluations and ratings shall be conducted by a qualified participating administrator.
3. The qualified participating administrator shall issue the final evaluation at the conclusion of the period specified in subsection
(1) of this Section within ten (10) school days after the conclusion of the plan.
4. Any teacher who successfully completes the remediation plan by receiving a proficient or better rating at the conclusion of the remediation process shall be evaluated at least once during the school term following the receipt of the unsatisfactory rating that triggered the remediation plan and thereafter be reinstated to a schedule of biennial evaluations so long as the teacher is rated proficient or better.
Remediation Plan. 1. If a teacher's performance is judged by the site/program administrator to be ineffective, and the performance of the teacher has not sufficiently improved as a result of the evaluation process, and or the DIP, the site/program administrator can move the teacher to the remediation process following two (2) DIP processes lasting a minimum of sixty
Remediation Plan. 1. If an SSP Employee's performance is judged by the site/program administrator to be ineffective, and the performance of the SSP Employee has not sufficiently improved as a result of the evaluation process, and or the DIP, the site/program administrator can move the SSP Employee to the remediation process following two (2) DIP processes lasting a minimum of sixty (60) calendar days each within the SSP Employee’s work year. The principal will notify the SSP Employee of the decision to move to the remediation process. The site/program administrator will also notify the SSP Employee of his/her right to representation during the remediation process.
2. The principal will timely hold a conference with the SSP Employee. This conference should take place within six (6) working days after delivery of the notification of movement from XXXxx the remediation process.
3. At the conference, the site/program administrator, the SSP Employee and any otherappropriate personnel, will a) Review specific performance concerns; and b) Formulate a written remediation plan including the following:
a. Objectives for improving the identified performance concerns;
b. Identification of resources and assistance available to implement the objectives;
c. A timeline for completing the objectives;
d. Criteria by which the attainment of the objectives will be measured.
4. If agreement on any or all of the above items contained in this Part Three cannot be reached, the principal is responsible for the final decision.
5. Following completion of the timeline established in the remediation plan, the principal and SSP Employee will meet to review the remediation process. The principal will share either electronically or in writing whether the SSP Employee has corrected the identified performance problems. The principal will then make a recommendation to the Superintendent. This recommendation will include next steps for action.
Remediation Plan. 3.7.2.1.1. Within ten (10) Business Days of HCPF’s notification to DPHE of noncompliance, DPHE shall deliver a remediation plan to HCPF. The Remediation Plan shall include:
3.7.2.1.1.1. A description of the noncompliance.
3.7.2.1.1.2. The actions DPHE will take to correct the noncompliance. 3.
Remediation Plan. The remediation plan shall be designed to correct the deficient areas of teaching performance identified in the teacher's summative evaluation.
