Action by the Superintendent. The Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination.
Action by the Superintendent. Following a review of the report submitted pursuant to paragraph J. above, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. (RCW 28a.405.100 Section 4d)
Action by the Superintendent. Following a review of all reports submitted pursuant to paragraph C.4 above, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. In the event that the Superintendent determines that the employee has not demonstrated sufficient improvement, the Superintendent shall make a determination of probable cause for the nonrenewal of the employee's contract and shall provide written notice thereof to the employee on or before May 15 pursuant to the requirements of the Revised Code of Washington.
Action by the Superintendent. Following a review of any report submitted pursuant to the evaluator’s post probation report, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. In the event that the Superintendent determines that the employee has not demonstrated sufficient improvement in the stated areas of deficiency, the Superintendent shall make a determination of probable cause for the non-renewal of the employee’s contract and shall provide written notice thereof to the employee on or before May 15 pursuant to the requirements of RCW 28A.405.210.
Action by the Superintendent. Following a review of the evaluator’s post-probation report, the Superintendent shall determine which of the courses of actions is proper and shall take appropriate action to implement such a determination
Action by the Superintendent a. The Superintendent shall review the evaluation report and in the event a recommendation for non-renewal is made, shall deliver such notice to the affected staff member as required by law. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the staff member, constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210.
Action by the Superintendent. Following a review of the Post-Probation Report, the Superintendent shall determine whether the employee is non-renewed.
Action by the Superintendent. The provisions of Section 2.A.1-6 above shall be implemented on or before May 15 of the school year prior to the school year in which any staff reductions may be necessary. The Superintendent shall take such action as may be required by statute to non-renew or adversely affect the employment contracts of affected employees.
Action by the Superintendent. Following a review of any report submitted as evaluation during the probationary period, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination.
Action by the Superintendent. Following a review of the report submitted pursuant to subsection H. above, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. In the event that the Superintendent determines that the employee has not demonstrated sufficient improvement in the stated areas of deficiency, the Superintendent shall make a determination of probable cause for discharge or non-renewal of the employee’s contract and shall provide written notice thereof to the employee on or before May 15, pursuant to the requirements of RCW 28A.405.300 or 28A.405.210. At the end of the probationary period, the employee may be removed from his/her assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may, at its option, place the employee on paid leave for the balance of the contract term.
