Common use of Remediation Plan Clause in Contracts

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.