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/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 a collective bargaining agreement, except that no decisions concerning the retention or removal of any teacher after his/her fourth year of employment shall be made without considering the previous 3 years of data collected from the previous 3 evaluation cycles. 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 Jefferson County Joint Vocational School Teachers’ 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 ORC Section 3319.11 notwithstanding the teacher’s holistic rating. Definitions:

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/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 a collective bargaining agreement, except that no decisions concerning the retention or removal of any teacher after his/her fourth year of employment shall be made without considering the previous 3 until three (3) years of data have been collected from the previous 3 and three (3) evaluation cyclescycles have been completed. 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 Jefferson County Joint Vocational School Teachers’ 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 ORC Section 3319.11 notwithstanding the teacher’s holistic summative rating. Definitions:.