Common use of PROBATION PROCEDURES Clause in Contracts

PROBATION PROCEDURES. A. A recommendation for probation will be made by the principal or other administrator designated by the superintendent as the evaluator of the employee. The recommendation shall be: 1. in a written report; and 2. submitted in writing to the superintendent. B. If the superintendent concurs with the evaluator that the employee’s performance is unsatisfactory, the superintendent shall provide written notification to the employee that he/she is being placed in a probationary status. The notification shall contain information as required by applicable statute(s) and regulation(s). C. For a classroom teacher the following ratings mean a classroom teacher’s work is judged not satisfactory: 1. Level 1 (Unsatisfactory); or 2. Level 2 (Basic) if the classroom teacher is a continuing contract employee with more than five years of experience and if the level 2 rating has been received for 2 consecutive years or for 2 years within a consecutive 3-year period. D. The probationary period may begin at any time after October 15th and shall continue for sixty (60) school days following the effective date of the probationary status. The employee may be removed from probationary status at any time. E. Evaluation procedures during the probationary period shall be consistent with statutory requirements. F. An employee who has been placed in a probationary status may not be transferred from the supervision of the original evaluator until the original evaluator recommends either removal from probationary status due to improvement of performance or probable cause for non-renewal. G. By not later than the tenth (10th) school day following the end of the probationary period, the superintendent shall provide to the probationary employee written notification that the employee’s performance is deemed to be either: 1. being removed from probation; or 2. unsatisfactory. ▇. If the superintendent notifies the employee that his/her performance during the probationary period was unsatisfactory, then the superintendent: 1. ▇▇▇ remove the employee from his/her assignment and place the employee into an alternate assignment for the remainder of the school year. a. The alternate reassignment may neither displace another employee nor adversely affect the reassigned employee’s compensation or benefits for the remainder of the employee’s contract year. b. If an alternate reassignment is not possible, the district may, at its sole discretion, place the employee on paid leave for the balance of the employee’s contract year. 2. Will provide written notification to the employee on or before May 15th that his/her employment contract will not be renewed for the following year in accordance with applicable statute(s) and the terms of this Agreement. I. Hearing procedures will be available to the non-renewed employee as provided in applicable statute(s) and regulation(s). J. Any conflict between the terms of this Agreement and applicable statute(s) and/or regulation(s) shall be resolved with the statute(s) and/or regulation(s)

PROBATION PROCEDURES. A. A recommendation for probation will be made by the principal or other administrator designated by the superintendent as the evaluator of the employee. The recommendation shall be: 1. in a written report; and 2. submitted in writing to the superintendent. B. If the superintendent concurs with the evaluator that the employee’s performance is unsatisfactory, the superintendent shall provide written notification to the employee that he/she is being placed in a probationary status. The notification shall contain information as required by applicable statute(s) and regulation(s). C. For a classroom teacher the following ratings mean a classroom teacher’s work is judged not satisfactory: 1. Level 1 (Unsatisfactory); or 2. Level 2 (Basic) if the classroom teacher is a continuing contract employee with more than five years of experience and if the level 2 rating has been received for 2 consecutive years or for 2 years within a consecutive 3-year period. D. The probationary period may begin at any time after October 15th and shall continue for sixty (60) school days following the effective date of the probationary status. The employee may be removed from probationary status at any time. E. Evaluation procedures during the probationary period shall be consistent with statutory requirements. F. An employee who has been placed in a probationary status may not be transferred from the supervision of the original evaluator until the original evaluator recommends either removal from probationary status due to improvement of performance or probable cause for non-renewal. G. By not later than the tenth (10th) school day following the end of the probationary period, the superintendent shall provide to the probationary employee written notification that the employee’s performance is deemed to be either: 1. being removed from probation; or 2. unsatisfactory. ▇. H. If the superintendent notifies the employee that his/her performance during the probationary period was unsatisfactory, then the superintendent: 1. ▇▇▇ remove the employee from his/her assignment and place the employee into an alternate assignment for the remainder of the school year. a. The alternate reassignment may neither displace another employee nor adversely affect the reassigned employee’s compensation or benefits for the remainder of the employee’s contract year. b. If an alternate reassignment is not possible, the district District may, at its sole discretion, place the employee on paid leave for the balance of the employee’s contract year. 2. Will provide written notification to the employee on or before May 15th that his/her employment contract will not be renewed for the following year in accordance with applicable statute(s) and the terms of this Agreement. I. Hearing procedures will be available to the non-renewed employee as provided in applicable statute(s) and regulation(s). J. Any conflict between the terms of this Agreement and applicable statute(s) and/or regulation(s) shall be resolved with the statute(s) and/or regulation(s)