DISMISSAL FOR TEACHING PERFORMANCE Sample Clauses

DISMISSAL FOR TEACHING PERFORMANCE. 1. The Board shall not dismiss a teacher on continuing contract for less than satisfactory teaching performance reasons unless the Board has received at least three (3) consecutive less than satisfactory teaching reports. 2. Reports referred to in this article shall be written by three different evaluators, no more than one of whom shall be an administrative officer in the same school as the teacher. At least one of these reports shall be written by a Superintendent of Schools or a District level Administrative Officer. 3. Should any of the three evaluators be an administrative officer from another school within the District, it shall only be with agreement of the Superintendent of Schools, the external administrative officer and the teacher involved. 4. Reports referred to in this article shall cover a period of time not less than nine (9) months. 5. Reports referred to in this article shall not involve a period of time greater than twenty-four (24) months, unless the teacher takes an extended leave of absence within those twenty-four (24) months in which case the limit will be extended by the length of such leave. 6. The Board shall give notice of termination in writing at least 30 days prior to the effective date. 7. The report writers shall not collaborate with regard to the content or the results of any report.
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DISMISSAL FOR TEACHING PERFORMANCE. The Board shall not dismiss a teacher on continuing contract for less than satisfactory teaching performance reasons unless the Board has received at least three (3) consecutive less than satisfactory teaching reports.
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Related to DISMISSAL FOR TEACHING PERFORMANCE

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Continuing Performance In the event of a dispute, the Owner and the Developer agree to continue their respective performance hereunder to the extent feasible in light of the dispute, including paying ▇▇▇▇▇▇▇▇, and such continuation of efforts and payment of ▇▇▇▇▇▇▇▇ shall not be construed as a waiver of any legal right.

  • Employee Performance Review When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read. An employee shall be entitled to a minimum of two (2) work days to review the performance review prior to providing any response to the Employer, verbally or in writing, with respect to the evaluation.

  • Ongoing Performance Measures The Department intends to use performance-reporting tools in order to measure the performance of Contractor(s). These tools will include the Contractor Performance Survey (Exhibit G), to be completed by Customers on a quarterly basis. Such measures will allow the Department to better track Vendor performance through the term of the Contract(s) and ensure that Contractor(s) consistently provide quality services to the State and its Customers. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MFMP or on the Department's website).

  • Work Performance ▇▇▇▇▇▇ agrees that all Services performed hereunder shall be performed on a best effort basis by employees, students, faculty, graduate assistants and staff having an appropriate experience and skill level and in compliance with the statement of work.