Post-Probation Report Clause Samples

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Post-Probation Report. At the conclusion of the probationary period the administrator shall submit a written report describing the improvement or failure to improve. One of the following recommendations will be made: 1. The employee has successfully improved deficiencies to justify removal from probation. 2. The employee has demonstrated sufficient improvement of deficiencies to justify removal from probation but a letter is attached to identify specific needs for further improvement. 3. The employee has not demonstrated sufficient progress to correct the stated deficiencies; action should be taken to non-renew the contract.
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Post-Probation Report. Unless the probationary employee previously has been removed from probation, a written report at the end of the probationary period shall identify whether the performance of the probationary employee has improved and shall set forth one of the following recommendations for further action: 1. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; 2. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the employee.
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Post-Probation Report. Unless the probationary employee has previously been removed from probation, the evaluator shall submit a written post-probation report to the Superintendent at the end of the probationary period which shall identify whether the performance of the probationary employee has improved to a degree that is satisfactory. The report shall set forth one of the following recommendations for further actions: (1) That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify continued employment; or (2) That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify continued employment, even though there are areas where further improvement is required; or (3) That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and that the Superintendent should consider action to non-renew the employment contract of the employee. a) Immediately following the conclusion of a probationary period that does not produce the performance change(s) detailed in the initial notice of deficiencies and improvement program, the employee may be removed from his or her assignment and placed into an alternative assignment for the remainder of the school year. Such reassignment shall not displace another employee nor shall it adversely affect the probationary employee's compensation or benefits for the remainder of his or her contract year. If such a reassignment is not possible, the district may, at its option, place the employee on paid leave for the balance of the contract term.
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Post-Probation Report. If by May 1st and after all the steps and processes of the probationary period have been followed, the certificated employee does not demonstrate the acceptable level of performance as originally stated in the probationary notification (the actual letter of probation and subsequent supportive evaluation documentation), then that certificated employee may be subject to non-renewal of contract. Conversely, if by May 1st and after all the steps and processes of the probationary period have been followed, the certificated employee does demonstrate the acceptable level of performance as originally stated in the probationary notification (the actual letter of probation and subsequent supportive evaluation documentation), then the certificated employee shall be given a favorable evaluation for inclusion in the certificated employee’s district personnel file. In either case, the Superintendent shall notify the certificated employee in writing no later than May 15 of the status of his contract renewal. If probable cause for non-renewal of the employee’s contract is determined, such notification shall be by action of the Board in accordance with RCW 28A.405.300 or RCW 28A.405.210.
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Post-Probation Report. Unless the probationary employee has previously been removed from probation, the principal/superintendent shall submit a written report at the end of the probationary period which shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action. A. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or B. That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the employee.
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