Common use of Retention and Promotion Decisions/Removal of Poorly Performing Teachers Clause in Contracts

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining Agreement. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement in effect between it and the Richmond Heights Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with O.R.C. Section 3319.11 notwithstanding the teacher’s summative rating.

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining AgreementAgreement in effect between the Board and the Boardman Education Association (BEA). Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement collective bargaining agreement in effect between it and the Richmond Heights Xxxxxxxx Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with O.R.C. Section R.C. 3319.11 notwithstanding the teacher’s summative rating.

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining AgreementAgreement in effect between the Board and the Boardman Education Association (BEA). Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement collective bargaining agreement in effect between it and the Richmond Heights Boardman Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with O.R.C. Section R.C. 3319.11 notwithstanding the teacher’s summative rating.

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning learning, and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal nonrenewal of poorly performing teachers. The removal Removal of poorly performing teachers shall will be in accordance with the nonrenewal and termination statutes of the Ohio Revised Code and any applicable provisions of the Collective Bargaining AgreementCode. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement collective bargaining agreement in effect between it and the Richmond Heights Apollo Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew a teacher evaluated under this policy in accordance with O.R.C. Section R.C. 3319.11 notwithstanding the teacher’s summative 's holistic rating.

Retention and Promotion Decisions/Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation Policy to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/non-renewal nonrenewal of poorly performing teachers. The removal of poorly performing teachers shall be in accordance with the Ohio Revised Code and any applicable provisions of the Collective Bargaining AgreementAgreement between the Board and the Columbiana Education Association. Nothing in this policy will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the Collective Bargaining Agreement collective bargaining agreement in effect between it and the Richmond Heights Columbiana Education Association. The evaluation system and procedures set forth in this policy shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this policy. The Board reserves the right to non-renew nonrenew a teacher evaluated under this policy in accordance with O.R.C. Section R.C. 3319.11 notwithstanding the teacher’s summative rating. A teacher shall be entitled to Association representation at any conference held in which the teacher will be advised of an impending adverse personnel decision.