Common use of Removal of Poorly Performing Teachers Clause in Contracts

Removal of Poorly Performing Teachers. A. A teacher who receives a final summative evaluation rating of “Ineffective” for a period of two (2) years, whom has not met the criteria of the improvement plan based on the determination of his/her evaluator, and in consultation with the Superintendent, may be dismissed from employment. In addition, the Board may consider termination of a teacher for good and just cause under R.C. 3319.16 for persistently poor job performance. B. Nothing herein shall prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law. C. The evaluation system and procedures set forth herein shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this Article.

Removal of Poorly Performing Teachers. A. A teacher who receives a final summative evaluation rating of “Ineffective” for a period of two (2) years, whom has not met the criteria of the improvement plan Improvement Plan based on the determination of his/her evaluator, and in consultation with the Superintendent, may be dismissed from employment. In addition, the Board may consider termination of a teacher for good and just cause under R.C. 3319.16 for persistently poor job performance. B. Nothing herein shall prevent the Board from exercising its rights to nonrenewnon-renew, terminate, or suspend a teaching contract as provided by law. C. The evaluation system and procedures set forth herein shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this Article.

Removal of Poorly Performing Teachers. ‌ A. A teacher who receives a final summative evaluation rating of “Ineffective” for a period of two (2) years, whom has not met the criteria of the improvement plan based on the determination of his/her evaluator, and in consultation with the Superintendent, may be dismissed from employment. In addition, the Board may consider termination of a teacher for good and just cause under R.C. 3319.16 for persistently poor job performance. B. Nothing herein shall prevent the Board from exercising its rights to nonrenew, terminate, or suspend a teaching contract as provided by law. C. The evaluation system and procedures set forth herein shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this Article.