Additional Support for Provisional Employees Clause Samples

The "Additional Support for Provisional Employees" clause establishes the employer's obligation to provide extra resources, guidance, or assistance to employees who are hired on a provisional or probationary basis. In practice, this may involve assigning mentors, offering targeted training sessions, or providing regular performance feedback to help provisional employees integrate into the workplace and meet job expectations. The core function of this clause is to facilitate the successful onboarding and evaluation of provisional employees, reducing the risk of early turnover and ensuring that both the employee and employer have the support needed to make informed decisions about continued employment.
Additional Support for Provisional Employees. Before non-renewing a provisional teacher, the evaluator shall have made good faith efforts beyond the minimum requirements of the evaluation process to assist the teacher in making satisfactory progress toward remediating deficiencies. The efforts shall include: A. A completed comprehensive evaluation conducted in accordance with Section 7 above; B. A specific and reasonable plan designed to assist the teacher in making satisfactory progress in improving his/her performance, including benchmarks defining desired performance and indicating when it has been achieved. C. A description of the assistance and services the District will provide to the teacher to improve his/her performance; D. Periodic reports to the teacher of the evaluator’s judgment on the teacher’s progress toward remediating deficiencies; E. Written notice to the Association and teacher prior to March 1, or thirty (30) calendar days after the teacher began work, whichever is later.
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Additional Support for Provisional Employees. Before non-renewing a provisional teacher, the evaluator shall have made good faith efforts to assist the teacher in making satisfactory progress toward remediating deficiencies. Evaluators will make periodic reports to the teacher of the evaluator’s judgment on the teacher’s progress and will provide a description of the assistance and services the District will provide to the teacher to improve his/her performance. Written notice will be provided to the Association and teacher within a week after the end of the first observation cycle, or thirty (30) calendar days after the teacher began work, whichever is later.
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Additional Support for Provisional Employees. Before non-renewing a provisional teacher, the evaluator shall have made good faith efforts beyond the minimum requirements of the evaluation process to assist the teacher in making satisfactory progress toward remediating deficiencies. The efforts shall include: A. A completed comprehensive evaluation conducted in accordance with Section 7 above; B. A specific and reasonable plan designed to assist the teacher in making satisfactory progress in improving his/her performance, including benchmarks defining desired performance and indicating it has been achieved. C. A description of the assistance and services the District will provide to the teacher to improve his/her performance; D. Periodic reports to the teacher of the evaluator’s judgment on the teacher’s progress toward remediating deficiencies.
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Additional Support for Provisional Employees. Before non-renewing a provisional employee, the evaluator shall complete the minimum requirements of the evaluation process. In addition to the minimum requirements, the evaluator and the provisional employee will identify (in writing) specific deficiencies and mutually agree to a plan of improvement with specific follow-up dates to assess progress. The evaluator will provide models as well as additional outside resources, (i.e., mentoring, observations of mutually agreed upon master teachers, professional development related to the identified deficiency, etc.) as needed. a) A completed comprehensive evaluation conducted in accordance with Section 7 above; b) A specific and mutually agreed upon plan designed to assist the teacher in making satisfactory progress in improving his/her performance, including benchmarks defining desired performance and indicating it has been achieved; c) A description of the assistance and services the District will provide to the teacher to improve his/her performance; d) At a minimum, monthly written documentation to the teacher of the evaluator’s evidence regarding the teacher’s progress toward remediating identified deficiencies.
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Additional Support for Provisional Employees. Before non-renewing a provisional employee, the evaluator shall complete the minimum requirements of the evaluation process. In addition to the minimum requirements, the evaluator and the provisional employee will identify (in writing) specific deficiencies and mutually agree to a plan of improvement with specific follow-up dates to assess progress. The evaluator will provide models as well as additional outside resources, (i.e., mentoring, observations of mutually agreed upon master teachers, professional development related to the identified deficiency, etc.) as needed. a) A completed comprehensive evaluation conducted in accordance with Section 7 above; b) A specific and mutually agreed upon plan designed to assist the teacher in making satisfactory progress in improving his/her performance, including benchmarks defining desired performance and indicating it has been achieved; c) A description of the assistance and services the District will provide to the teacher to improve his/her performance; d) At a minimum, monthly written documentation to the teacher of the evaluator’s evidence regarding the teacher’s progress toward remediating identified deficiencies. 1457 1458 1459 1460 1461 1462 1463 1464 1465 1466 1467 1468 1469 1470 1471 1472 1473 1474 1475 1476 1477 1478 1479 1480 1481 1482 1483 1484 1485 1486 1487 1488 1489 1490 1491 1492 1493 1494 1495 1496 1497 1498 1499 1500 1501 1502
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Additional Support for Provisional Employees. The District desires to attract and retain high quality teachers. The District especially values our provisional teachers and endeavors to support them as much as possible to be successful as they grow toward continuing status. See Section five (5) above and Section 6.7 in the Collective Bargaining Agreement.
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Additional Support for Provisional Employees. Before non-renewing a provisional teacher, the evaluator shall have made good faith efforts beyond the minimum requirements of the evaluation process to assist the teacher in making satisfactory progress toward remediating deficiencies. The efforts shall include: A. A completed comprehensive evaluation conducted in accordance with Section 7 above with a formal observation prior to October 15; B. Written notice to the Association and teacher prior to March 1, or thirty (30) calendar days after the teacher began work, whichever is later. C. Once the Association is informed then the teacher will be granted additional support as outlined in IX B.
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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. Section 11B.11. Probation.
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Additional Support for Provisional Employees. 2736 2737 2738 2739 2740 2741 2742 2743 2744 2745 2746 2747 2748 Before non-renewing a provisional teacher, the evaluator shall have made good faith efforts beyond the minimum requirements of the evaluation process to assist the teacher in making satisfactory progress toward remediating deficiencies. The efforts may include:
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Related to Additional Support for Provisional Employees

  • Provisional Employees A provisional employee is an employee who is either (1) in the first three years of employment by a school district; or (2) in the first year of employment at a school district but has at least two years of employment by another Washington school district. Rights of provisional employees are defined by state statute. The probationary process is not applicable to provisional employees.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Additional Employee Benefits Sec. 2201

  • Employee Assistance Program Neither the fact of an employee's participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee's failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.