Support for Basic and Unsatisfactory Employees. A. When a teacher is judged below 3 – Proficient, additional support shall be granted to the employee to support their professional development: Support may include but shall not be limited to access to TOSAs, release time for observing other teachers, training in use of adopted curriculum, attendance at relevant trainings/workshops, teaching assignment(s) which limit the number of preparations and or number of classrooms an employee may be assigned to, and/or other mutually agreeable interventions.
B. In such cases that a teacher with more than five (5) years of experience receives a summative evaluation score below Proficient, the teacher must be formally observed before October 15th the following year. If the 1st observation in that following year results in ongoing and specific performance concerns, a structured support plan will be completed prior to completion of the comprehensive evaluation.
Support for Basic and Unsatisfactory Employees. A. When a teacher is judged below 3 - Proficient, additional support shall be granted to the employee to support their professional development:
a. Staff Development
b. Lead teacher trained in CITW
c. Clock Hour classes
B. In the case a teacher falls below proficient, refer to the RCW 28A.405.220.
Support for Basic and Unsatisfactory Employees. The Association will be notified when any teacher is judged below Proficient, by the next Labor Management Meeting. If an employee is rated below proficient in some areas but has not scored low enough that the employee is required to be placed on probation, the employee shall be provided, upon request, the opportunity to receive coaching from an instructional coach or another non-supervisory certificated employee. Such employees may also be offered a Plan of Assistance pursuant to Section 11A.3(C), which may include professional development, reading materials, and/or other resources. The employee may decline any assistance offered under this Section. Section 11B.10. Additional Support for Provisional Employees Before non-renewing a provisional teacher for performance-related reasons, the evaluator shall have observed the employee in the classroom and provided the employee with a comprehensive evaluation to assist the teacher in making satisfactory progress toward remediating deficiencies.
Support for Basic and Unsatisfactory Employees. 1. As soon as it is perceived that a certificated employee’s performance may need additional support, intervention strategies shall be implemented. These may include:
a. peer mentoring
b. mentor teachers
c. instructional coach
d. Teacher On Special Assignment (TOSA) support e. professional development
Support for Basic and Unsatisfactory Employees. A. The Association will be notified when any teacher is judged below Proficient, within ten (10) school days.
B. When a teacher is judged below 3 – Proficient, additional support shall be granted to the employee to support their professional development.
C. In such cases that a teacher with more than five (5) years of experience receives a summative evaluation score below Proficient, the teacher must be formally observed before October 15th the following year. If the 1st Formal Observation in that following year results in ongoing and specific performance concerns, a structured support plan will be completed prior to completion of the comprehensive evaluation.
Support for Basic and Unsatisfactory Employees. 1. The Association will be notified when any teacher is on track to be judged basic or unsatisfactory prior to the end of the first semester, or as soon as this determination is made but no later than December 15 unless a teacher requests in writing that his/her performance rating not be shared with the Association. The evaluator will inform the teacher at the time the teacher is notified of a potential rating of basic or unsatisfactory that this information will be shared with the Association.
2. When a teacher is at risk of being judged Basic or Unsatisfactory additional support shall be provided to support his/her professional development.
Support for Basic and Unsatisfactory Employees. A. By March 1st, if it appears a teacher may be scored below Proficient, the evaluator will meet with the teacher and inform him/her of that possibility and share all scores of evaluations to date. The evaluator will also provide the teacher with feedback to help him/her score Proficient or above in areas of concern. If this deadline is not met and documented, the teacher may not be scored below proficient.
B. If a teacher is scored below Proficient on the Summative Evaluation, the Association will be notified. The teacher will be given an opportunity to meet with the evaluator before the end of the school year to receive feedback and support opportunities in the identified areas of need which the teacher may work on prior to October 15th of the next school year. Association representation is available upon request.
C. In such cases that a teacher with a continuing contract (non-provisional) receives a Summative Evaluation score below Proficient in the previous school year, the teacher must be formally observed before October 15th of the new school year. If the first formal observation results in ongoing and specific performance concerns, a Structured Support Plan will be developed with input/feedback from the teacher and will be completed prior to the Summative Evaluation.
D. The Structured Support Plan can include but not be limited to:
1. Attending or participating in online specific professional development paid for by the District.
2. Providing specific professional development from any of the District Teachers on Special Assignment (TOSAs).
3. Providing release time to observe a colleague appropriate to the area of concern.
4. Providing a mutually agreed-upon mentor or coach, experienced with the level and assignment, may be assigned to provide support appropriate to the need. The mentor will be compensated for up to twenty (20) hours at curriculum rate by submitting an extra hours form.
5. Providing written feedback regarding the observed deficiencies with recommendations or directives for improvement that include examples and/or strategies where appropriate.
6. Assigning the teacher to one location if possible.
7. At grades 7-12, limiting the number of preparations to no more than three classes with different titles unless the employee is the only teacher teaching in a content area or a limited number of teachers in a single content area restrict the District’s ability to limit preparations.
8. At grades P-6, reducing class size as long as it does ...
Support for Basic and Unsatisfactory Employees. 1. The Association will be notified when any teacher is judged below proficient, within ten (10) school days.
2. When a teacher is judged below 3–proficient, additional support shall be granted to the employee to support their professional development:
a. an internal or external mentor will be provided; and/or
b. two (2) release days to observe colleagues who model best practice and instructional successful strategies; and/or
c. Professional development opportunities provided by mutually agreed upon external providers.
3. In such cases that a teacher with more than five (5) years of experience receives a summative evaluation score below proficient, the teacher must be formally observed before October 15th the following year. If the first formal observation in that following year results in ongoing and specific performance concerns, a structured support plan will be completed prior to completion of the comprehensive evaluation.
Support for Basic and Unsatisfactory Employees.
1. When a non-provisional employee is judged below 3 – Proficient as a final criterion score, additional support shall be granted to the employee to support his/her professional development. The support will include:
a. An evaluation conducted in accordance with each provision of Section 6 above; and
b. Written notice to the Association and employee prior to May 15, or thirty (30) calendar days after the employee began work, whichever is later; and
c. Specific and reasonable assistance to the employee to make satisfactory progress toward improving his/her performance. The assistance provided may include: in-service training paid for by the District release time to observe colleagues outside evaluator from the ESD assignment of a mentor additional, focused professional development a consistent classroom(s) within the school limited number of preps
d. Periodic reports to inform the employee of the evaluator’s judgment on the employee’s progress toward remediating deficiencies.
2. Additional Support, as requested by the employee, may come from State, ESD, District, School Site, Team, Department, Grade Level from a different site, Local Association, National or State Professional Organizations.
3. In such cases that an employee with more than five (5) years of experience receives a summative evaluation score below Proficient, the employee must be formally observed before October 15th the following year. If the 1st Formal Observation in that following year results in ongoing and specific performance concerns, a structured support plan will be completed prior to completion of the comprehensive evaluation.
Support for Basic and Unsatisfactory Employees. The Association will be notified when any teacher is judged below proficient on a final summative evaluation within ten (10) school days. When a teacher is judged below 3–proficient, additional support shall be granted to the employee to support their professional development:
a. an internal or external mentor will be provided; and/or
b. two (2) release days to observe colleagues who model best practice and instructional successful strategies; and/or
c. professional development opportunities provided by mutually agreed upon external providers.
