Common use of Probation Clause in Contracts

Probation. At any time after October 15th, the work of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.

Probation. At any time All new and rehired employees work on a probationary basis for the first six (6) months after October 15th, the work their initial date of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvementhire. A The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of sixty (60) school days shall be established for teachers deemed unsatisfactoryperformance and to determine whether the new position meets the employee’s expectations. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as The Employer uses the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee employee’s capabilities, work habits and to assist that employee overall job performance. If, in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction opinion of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300Employer, as now or hereafter amended. If the probationary period does not produce performance changes detailed allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial notice probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of deficiencies and improvement programthe Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the District may place employee will be allowed to return to his or her former job or to a comparable job for which the employee in an alternative assignment or on paid administrative leave is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the remainder first six months of employment, employees are eligible for other employer-provided benefits, subject to the school yearterms and conditions of each benefits program. Not Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationlocal, state and Federal laws.

Probation. At any time after October 15th, the Every continuing contract employee whose work of a continuing employee is judged to be unsatisfactory, the employee unsatisfactory based on district evaluation criteria shall be notified in writing of the writing, stating specific areas of deficiencies along with written a suggested specific and reasonable program for improvementimprovement on or before February 1st of each year. A probationary period of sixty (60) school days shall be established beginning at any time after October 15 for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same not less than 60 school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300days. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, Administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Such additional certificated person who shall The employee with their evaluator, may take advantage of no cost assistance from outside sources such as the ESD, UniServ Council, WEA or others as available. Use of outside resources will not be a member infringe on the evaluator’s role or duties as the sole evaluator of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee’s performance. The probation employee probationer may be removed from probation if he or she has they have demonstrated improvement to the satisfaction of the evaluator principal in those areas specifically detailed in his/his or her initial notice of deficiency probation and subsequently detailed in his/his or her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee probationer and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300RCW 28A.405.100, as now or hereafter amended. If the Non-renewal of provisional employees does not require probation as provided in this section. The establishment of a probationary period does shall not produce performance changes detailed in be deemed to adversely affect the initial notice contract status of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationemployee.

Probation. 1. At any time after October 15th15, the a non-provisional employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. 2. At his/her request the probationary employee may have a representative of the Association present at all meetings that the employee attends related to the probationary process. All written information shared with the employee shall also be given to the Association representative attending the meetings. 3. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non- renewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. (If a probationary teacher's evaluator is no longer with the District, the District and Association will meet to develop a plan of transition.) 4. A probationary probation period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th 15 of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15 of less than Basic. 5. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. 6. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 7. During the probationary period period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. 8. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, certified administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. . a. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certified employee evaluator become part of the probationary process and this request must be implemented by including additional experienced evaluator assigned by the Educational Service District 113 selected from a list of evaluation specialists compiled by the Educational Service District. b. Such additional certificated person who shall not be a member of this bargaining unit, certified employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 9. If a procedural error occurs the implementation of a program for improvement, the error does not invalidate the probationer’s plan of improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 10. The probation employee may probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement programprogram for improvement. 11. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation28A.405.210.

Probation. At any time after October 15th, the a classroom teacher whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. The following comprehensive summative evaluation performance ratings mean a classroom teacher's work is not judged satisfactory and must be placed on probation: (i) Level 1; or (ii) Level 2 if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five years of teaching experience and if the level 2 comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a consecutive three-year time period. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the District. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect may be extended into the contract status following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2 (i.e. an employee within the meaning of RCW 28A.405.300unsatisfactory rating). The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment decision of the probationary period and the giving of the notice whether to the place an employee of deficiency on probation shall be made by the school District superintendentSuperintendent as provided by state law. Teachers may only be placed on probation based upon a Comprehensive evaluation. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of level 2 or above for an employee with five or fewer years of experience, or of level 3 or above for a continuing contract employee with more than five years of experience. The evaluator may authorize one additional supervisory certificated employee to evaluate the satisfaction probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in those areas specifically detailed in his/her initial notice which the school district is located and selected from a list of deficiency and subsequently detailed in his/her improvement programevaluation specialists compiled by the educational service district. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause under RCW 28A.405.210 28A.405.300 or 28A.405.30028A.405.210. Following a review of the any report submitted by the evaluator, as now or hereafter amended. If the Superintendent shall determine whether to remove the employee from probation, extend the probationary period does not produce performance changes detailed in the initial period, or issue a notice of deficiencies and improvement program, the District may place the employee in an alternative assignment probable cause for non-renewal or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdischarge.

Probation. At 1. Employees shall be placed on probation subject to the following: at any time after October 15th, the an employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing by the Superintendent that the employee is being placed on probation commencing on the date identified in the notice. 2. During the period of probation, the employee may not be transferred from the supervision of the specific areas original evaluator. Improvement of deficiencies along with written program performance or probable cause for improvementnonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. 3. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th of the same school year. 4. The establishment of a probationary period does not adversely affect may be extended into the contract status following school year if the probationer has five or more years of an employee within the meaning teaching experience and has a comprehensive summative evaluation performance rating as of RCW 28A.405.300May 15th of less than level 2. 5. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. 6. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 7. During If a procedural error occurs in the probationary period implementation of a program for improvement, the evaluator shall meet with error does not invalidate the employee at least twice monthly to supervise and make a written probationer's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the progress, if any, made by plan or the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, ability to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationprobationer's performance. 8. The probation employee may probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement programprogram for improvement. 9. Lack of necessary improvement shall be specifically documented in writing with notification A classroom teacher who has been transitioned to the revised evaluation system must be removed from probation employee and shall constitute grounds if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of level 2 or above for a finding provisional employee or a continuing contract employee with five or fewer years of probable cause under RCW 28A.405.210 experience, or 28A.405.300, as now of level 3 or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice above for a continuing contract employee with more than five years of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationexperience.

Probation. At any 16.01 A newly hired employee shall be on probation for one hundred and fifty (150) calendar days from the date of hiring. Employees who normally work less than 7½ hours per day shall count as full-time after October 15th, for the work purpose of this Article. Employees who either transfer within the Bargaining Unit or who start in a continuing employee is judged to new position within four (4) months of leaving employment within the Bargaining Unit shall have a probation period of seventy-five (75) calendar days. Days worked need not be unsatisfactoryconsecutive for the purposes of calculating the period of probation. During the probationary period, the employee shall be notified entitled to all rights and benefits of this Agreement, except those provisions set out in writing Article 30.01 and the arbitration provisions of this Agreement. On or about the mid-point of the specific areas period of deficiencies along probation, the Employer will hold a meeting with written program for improvementthe employee to discuss progress and the provision of any required training. A The employee has the right to have a Union representative present at this meeting. The probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete extended for a program for improvement period not exceeding an additional thirty (30) calendar days by mutual agreement between Management and evaluate the probationer’s performance, as long as Union after the probationary period is concluded before May 15th of the same school year. The establishment of Employer holds a probationary period does not adversely affect review meeting with the contract status of an employee within and a Union representative to review the meaning of RCW 28A.405.300employee’s work performance. The purpose probationary period review meeting shall take place no later than the 90th calendar day of the probationary period is for a new employee and no later than the 45th calendar day for an employee with the shorter probationary period. An employee hired towards the end of a parliamentary session (for Ottawa employees) or at the beginning of the parliamentary session (for constituency employees), or between November 1st and December 31st, the probation period may be extended by mutual agreement between the parties up to give a maximum of 60 days. The probationary extension set out in this paragraph shall replace the extension set out in the 2nd paragraph above. 16.02 After completion of the probationary period, seniority shall become effective from the original date of employment. 16.03 In assessing any grievance arising from the discharge of a probationary employee, the Joint Grievance Committee shall take into account whether the standards expected were reasonable, whether the employee was notified of them, and given a fair opportunity to demonstrate improvements their ability, whether the employee was notified of deficiencies in his or her areas of deficiency. The establishment their performance, and given an opportunity to correct them, and whether the Employer’s assessment of the probationary period employee was fair and the giving of the notice to the employee of deficiency shall be by the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationreasonable.

Probation. At any time after October 15th, the Every continuing contract employee whose work of a continuing employee is judged to be unsatisfactory, the employee unsatisfactory based on district evaluation criteria shall be notified in writing of the writing, stating specific areas of deficiencies along with written a suggested specific and reasonable program for improvementimprovement on or before February 1st of each year. A probationary period of sixty (60) school days shall be established beginning at any time after October 15 for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same not less than 60 school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300days. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, Administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Such additional certificated person who shall The employee with his/her evaluator, may take advantage of no cost assistance from outside sources such as the ESD, UniServ Council, WEA or others as available. Use of outside resources will not be a member infringe on the evaluator’s role or duties as the sole evaluator of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee’s performance. The probation employee probationer may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator principal in those areas specifically detailed in his/his or her initial notice of deficiency probation and subsequently detailed in his/his or her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee probationer and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300RCW 28A.405.100, as now or hereafter amended. If the Non-renewal of provisional employees does not require probation as provided in this section. The establishment of a probationary period does shall not produce performance changes detailed in be deemed to adversely affect the initial notice contract status of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationemployee.

Probation. At any time after October 15th, the work of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District district superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District district may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.

Probation. At any time after October 15thA. Supervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under his or her supervision is Unsatisfactory, the work supervisor shall report the same in writing to the Superintendent at least 10 days prior to the beginning of a continuing the probationary period. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 4 above; 2. A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving his or her performance. B. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is judged to be unsatisfactoryUnsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: 1. Specific areas of deficiencies along with written performance deficiencies; 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; 3. A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of and b.) that the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his or her area or areas of deficiency; and 4. A prescription for assistance, when deemed appropriate in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the principal or supervisor, he/she may authorize one additional supervisory or administrative employee to observe the probationer and to aid the employee in improving his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. 2. During the probationary period the evaluator principal or supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be After each meeting required by this section the principal or supervisor shall prepare a member memorandum summarizing the matters discussed at the meeting, including an evaluation of this bargaining unitthe progress, to evaluate if any, being made by the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee. 3. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack probation. D. Following each observation, or series of necessary improvement observations, the observer shall promptly document the results of the observation on the appropriate Observation Report, Addendum B. The employee shall be specifically provided with a copy thereof within three days following the preparation of the document. E. Documentation during any probationary period shall be accomplished as follows: (a) Observations shall be documented in writing with notification to as provided above (b) After each meeting required by Section 7.C.2 of this article, the probation employee and principal or supervisor shall constitute grounds for prepare a finding memorandum summarizing the matters discussed at the meeting including an evaluation of probable cause under RCW 28A.405.210 or 28A.405.300the progress, as now or hereafter amended. If if any, being made by the employee: and (c) At the end of the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement programperiod, the District may place the employee in principal or supervisor shall prepare an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationEvaluation Report.

Probation. A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience, has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. D. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. district superintendent and need not be submitted to the board of directors for approval. E. During the probationary period period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. ▇. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. G. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. ▇. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. ▇. Lack ▇▇▇▇ of necessary improvement shall be during the established probationary period, where the employee is still not at a satisfactory level as defined below, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended28A.405.210. ▇. If ▇▇▇▇▇▇▇▇▇▇▇ following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee, nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. 1. At any time after October 15th, the work of a continuing employee work is judged to be unsatisfactory, the employee not-satisfactory based on CEL 5D+ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. 2. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2. 3. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 4. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request than additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. 5. During the period of probation, the employee may not be removed transferred from probation if he or she has demonstrated improvement to the satisfaction supervision of the evaluator in those areas specifically detailed in his/her initial notice original evaluator. Improvement of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of performance or probable cause under RCW 28A.405.210 for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or 28A.405.300, reassignment as now contemplated by either the individual or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school yeardistrict. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.1005 1006 1007 1008 1009 1010 1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026 1027 1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 1056 1057

Probation. a. At any time after October 15th, the a non-provisional teacher whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiencies deficiency along with written a reasonable program of improvement. b. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement performance or probable cause for improvement. nonrenewal/discharge must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or District. c. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, teacher's performance as long as the probationary period is concluded before May 15th of the same school year. . d. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee teacher an opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. . e. During the probationary period the evaluator shall meet with the employee teacher at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. teacher. f. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee teacher and to assist that employee aid the teacher in improving the identified his or her areas of deficiency. Such Should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated person who shall not employee evaluator become part of the probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 from a member list of this bargaining unit, evaluation specialists compiled by ESD 105. Any such request for an additional evaluator shall be immune from any civil liability that might otherwise be incurred made by the teacher in writing on or imposed with regard before the 5th day of the probationary period. g. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the teacher's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the good faith performance of such evaluation. teacher's performance. h. The probation employee may teacher must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement programprogram for improvement. 1. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute teacher, constitutes grounds for a finding of probable cause for discharge under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationnonrenewal under RCW 28A.405.210.

Probation. 1. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. 2. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. 3. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience, has a comprehensive summative evaluation performance rating as of May 15th of less than ▇▇▇▇▇ ▇, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. 4. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 5. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. 6. During the period of probation, the employee may not be removed transferred from probation if he or she has demonstrated improvement to the satisfaction supervision of the evaluator in those areas specifically detailed in his/her initial notice original evaluator. Improvement of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of performance or probable cause under RCW 28A.405.210 for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or 28A.405.300, as now reassignment is contemplated by either the individual or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdistrict.

Probation. No continuing employee may be terminated for evaluation purposes without being placed on probation. At any time after October 15th, the work of a continuing employee employee, whose work is judged to be unsatisfactory, not-satisfactory based on the employee ▇▇▇▇▇▇▇ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies concern along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Basic. The probation period may be extended if a teacher has made progress towards being Basic or Proficient and may be able to achieve a satisfactory rating during the extension period. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer within the first 30 days of probation may request than additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation Association may elect to bring in an outside professional within the first 30 days, to observe, advise, and assist the teacher while on probation. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. If a minor procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. The probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/this or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A classroom teacher will be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Basic or above for a continuing contract employee with five (5) or fewer years of experience, or of Proficient or above for a continuing contract employee with more than five (5) years of experience. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.300 or 28A.405.210 or 28A.405.300, as now or hereafter amended. If Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. This reassignment may not displace another employee nor may it 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. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation. The Association will be notifed when a member is put on probation.

Probation. a. At any time after October 15th, the a non-provisional employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiencies deficiency along with written a reasonable program of improvement. b. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement performance or probable cause for improvement. nonrenewal/discharge must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or District. c. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationerteacher’s performance, performance as long as the probationary period is concluded before May 15th of the same school year. . d. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee an opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. . e. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. . f. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee teacher and to assist that aid the employee in improving the identified his or her areas of deficiency. Such Should the evaluator not authorize such additional evaluator, the employee may request that an additional certificated person who shall not employee evaluator become part of the probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 from a member list of this bargaining unit, evaluation specialists compiled by ESD 105. Any such request for an additional evaluator shall be immune from any civil liability that might otherwise be incurred made by the employee in writing on or imposed with regard before the 5th day of the probationary period. g. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the employee’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the good faith performance of such evaluation. employee’s performance. h. The probation employee may must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement program. program for improvement. i. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute employee, constitutes grounds for a finding of probable cause for discharge under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If nonrenewal under RCW 28A.405.210. j. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do If such reassignment is not apply to Provisional employees. Provisional employees do not have access to probationpossible, the District may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. At You will be on probation for a period of 6 months from the start date of your employment. During this period, either party may terminate your employment by providing 30 days prior notice in writing to the other party After the six months’ probation, the prior notice period required by either party for future termination is 60 days subject to terms and conditions set forth herein below.  The employment offered under this agreement shall be valid until either party terminates it by giving to the other party the number of days of prior notice specified above. Such notice may be given at any time after October 15thduring the course of employment. You are employed by Publicis Sapient “at will” and not for any specific term.  In the event an employee requests for adjustment of his/her un-availed privilege leave against the stipulated notice period then the company may in its discretion agree to do so.  Publicis Sapient reserves the right, at its sole discretion, to terminate your employment without providing the work required period of a continuing employee is judged notice, by paying salary in lieu of notice.  Where you notified Publicis Sapient of your voluntary termination, Publicis Sapient reserves the right to accept your resignation anytime during the notice period stipulated above. You will be required to mandatorily provide minimum notice period of thirty (30)calendar days which will not be allowed to be unsatisfactory, adjusted against the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who un-availed privilege leave  You shall not be entitled to any salary or any benefits after the effective date of termination of your employment with Publicis Sapient.  In the event you do not provide the required period of notice, before voluntarily terminating your employment, Publicis Sapient reserves its right to forfeit your salary as per the requisite notice period duration. In addition, Publicis Sapient will also be entitled to adjust any amounts outstanding against you from your salary, accrued vacation or expense reimbursements, as may be legally permissible.  You acknowledge that if you fail to provide the minimum notice period of thirty days as stated above, Publicis Sapient is bound to suffer substantial damages caused due to improper transition of work, delay in completion of project, hiring and training of your replacement as per our client’s requirements. Therefore considering the gravity of damages that could be suffered by the company, the company reserves its right to assess and recover such damages from you as it deems fit.  In case of breach of these Terms of Employment or misconduct (which includes amongst other things failure to return to work after vacation, absconding from work, taking actions injurious to Publicis Sapient’s business or reputation, undertaking fraudulent acts, obtaining a member criminal conviction), Publicis Sapient may terminate your employment without prior notice and without any payment in lieu of this bargaining unitnotice, and all benefits shall be immune from any civil liability that might otherwise withdrawn with immediate effect.  There will be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction no waiver of the evaluator aforesaid notice period requirements unless otherwise specified in those areas specifically detailed in his/her initial notice of deficiency and this letter or subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification communicated to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationyou.

Probation. 1. At any time after October 15th, the work of a continuing employee work is judged to be unsatisfactory, the employee not-satisfactory based on CEL 5D+ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. 2. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2. 3. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 4. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request than additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. 1002 1003 1004 1005 1006 1007 1008 1009 1010 1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026 1027 1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 5. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. 6. If a minor procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. 7. The probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/this or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A classroom teacher who has been transitioned to the revised evaluation system pursuant to the district implementation schedule adopted by the board must be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. 8. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.210. 9. When a continuing contract employee with five (5) or more years of experience receives a comprehensive summative evaluation performance rating of Level 1 for two (2) consecutive years, the school district shall, within ten days of the completion of the second summative comprehensive evaluation or May 15th, whichever occurs first, implement the employee notification of discharge as provided in RCW 28A.405.300, as now or hereafter amended. 10. If Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. This reassignment may not displace another employee nor may it 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. 11. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.

Probation. A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience, has a comprehensive summative evaluation performance rating as of May 15th of less than ▇▇▇▇▇ ▇, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. D. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. district superintendent and need not be submitted to the board of directors for approval. E. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. F. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. G. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. H. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement program. that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. I. Lack of necessary improvement shall be during the established probationary period, where the employee is still not at a satisfactory level as defined below, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If 28A.405.210. J. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. At any time after October 15th15th but on or before February 1, the a teacher whose work of a continuing employee is judged to unsatisfactory based on the evaluative criteria contained in this Agreement may be unsatisfactory, the employee placed on probation. If a teacher is placed on probation he / she shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. . D.1 A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300established. The purpose of the probationary period is to give the employee an opportunity to demonstrate improvements improvement in his or his/her areas of deficiency. The establishment . D.2 During the period of probation, the employee may not be transferred from the supervision of the probationary period original evaluator. Improvement of performance or probable cause for nonrenewal must occur and the giving of the notice to the employee of deficiency shall be documented by the school District superintendent. original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the district. D.3 During the probationary period period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. . D.4 The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the employee on probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or he/she has demonstrated improvement to the satisfaction of the evaluator principal in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the employee on probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 and non- renewal of employment. Employees to be non-renewed shall be notified in writing on or 28A.405.300, as now or hereafter amended. If before May 15. D.5 Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place program the employee in may be removed from his/her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee nor may it adversely affect the probationary employee's compensation or benefits for the remainder of the teacher's contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district, at its option, may place the employee on paid leave for the balance of the contract term.

Probation. At Any employee whose work is judged unsatisfactory, based upon the evaluation criteria, shall be placed in a probationary status any time after October 15th15, the work of a continuing employee is judged to be unsatisfactory, the employee and shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of given sixty (60) school days to demonstrate improvement in his/her areas of deficiency. A. Step 1 – Supervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the Superintendent. The employee may request a conference with the Superintendent within five (5) work days of the evaluation conference. The employee has the right to representation at this meeting. The purpose of this meeting will be to review the probationary evaluation. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article VIII, Section 5, Paragraph C above; 2. A recommended specific and reasonable program designed to assist the employee in improving his/her performance. B. Step 2 – Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in probationary status beginning any time after October 15 and ending after sixty (60) school days. Upon being placed on probation, the employee shall be established for teachers deemed unsatisfactorygiven written notice of the action of the Superintendent, and such notice shall contain the following information: 1. Days may be added if deemed necessary to complete a Specific areas of performance deficiencies; 2. A suggested specific and reasonable program for improvement and evaluate improvement; 3. A statement indicating the probationer’s performance, as long as duration of the probationary period is concluded before May 15th of and that the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his his/her area or areas of deficiency. C. Step 3 – Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other administrator shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate, the principal or other administrator shall authorize additional administrators to evaluate the probationer and to aid the employee in improving his/her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. 2. During the probationary period period, the principal or other evaluator shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one provisions of Article VIII, Section 5, Paragraph F (13) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who (5) above shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard apply to the good faith performance documentation of such evaluationevaluation reports during the probationary period. 3. The probation probationary employee may be removed from probation at any time if he or he/she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/her initial notice of probation. D. Step 4 – Supervisor’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent at the end of the probationary period. Such report shall identify whether the performance of the probationary employee has improved and shall set forth one (1) 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; or 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 subsequently detailed in his/her improvement program. Lack action should be taken to non-renew the employment contract of necessary improvement the employee. E. Step 5 – Action by the Superintendent Following a review of any report submitted pursuant to Paragraph D above, the Superintendent shall be specifically documented in writing with notification to determine which of the probation employee alternative courses of action is proper and shall constitute grounds for take appropriate action to implement such determination. In the event that the Superintendent determines that the employee has not demonstrated sufficient improvement in the state areas of deficiency, the Superintendent shall make a finding determination of probable cause under 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 RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do provided that such probable cause determination shall not apply to Provisional any provisional employees. Provisional employees do not have access to probationViolation, misinterpretation, or misapplication of these evaluation procedures shall be covered by the Grievance Procedure in this Agreement. In the event that the evaluation results in nonrenewal, procedures established under applicable stated laws shall take precedence.

Probation. At any time after October A. If an evaluator contemplates recommending an employee be placed on probation, an evaluation shall be made and forwarded to the employee and the Superintendent on or before January 15th, . B. If the work Superintendent concurs with the evaluator’s judgment that the performance of a continuing the employee is judged to be unsatisfactory, the Superintendent shall: 1. Place the employee in a probationary status beginning on or before January 15th and ending on or before May 1. 2. The Superintendent shall be notified give the employee written notice of probation: a. Delivered in writing person, or b. Delivered by certified mail. 3. The notice shall contain the following information: a. A statement indicating the duration of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall period, which must be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before completed by May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. 1, b. The purpose of the probationary period which is to give the employee the opportunity to demonstrate improvements improvement in his or his/her area(s) of deficiency, c. Specific areas of deficiencyperformance deficiencies, d. A specific and reasonable program for improvement including specific objectives to be attained, e. The personnel and resources that will be provided to help the employee to improve his/her deficiencies. f. Other pertinent information. 4. The establishment of the probationary period and the giving of the notice Superintendent shall notify each employee in writing no later than May 15 if his/her contract is to the employee of deficiency shall be by the school District superintendent. non-renewed. C. During the probationary period period, the evaluator shall shall: 1. Hold a personal conference with the probationary employee within five (5) days after the delivery of the Superintendent’s probationary letter to discuss performance deficiencies and the remedial measures to be taken. 2. Observe and meet with the probationary employee at least last twice monthly to supervise and make a written evaluation report of the progress, if any, progress made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified specific areas of deficiencydeficiencies. 3. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard Recommend to the good faith performance of such evaluation. The probation Superintendent that the employee may be removed from probation at any time, if he or she there has been demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed set forth in his/her initial the notice of deficiency and subsequently detailed in his/her improvement programprobation. 4. Lack of necessary improvement The evaluator shall be specifically documented in writing with notification submit a written report including an evaluation using the Evaluation Report Form to the probation employee Superintendent prior to the end of the probationary period, but not later than May 1. The written report shall indicate the employee’s performance during the probationary period and shall constitute grounds for contained a finding recommended course of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amendedaction to be taken by the Superintendent. If the probationary period does not produce performance changes detailed in the initial notice employee has demonstrated an acceptable level of deficiencies and improvement programperformance, the District may place report shall include a recommendation for removal from probation and for continuation of employment. If the employee in has demonstrated an alternative assignment or on paid administrative leave unacceptable level of performance, the report shall include a recommendation for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdismissal from employment.

Probation. At 17.01 YSB shall conduct an orientation program for all first-time Employees prior to the mid-point of the probationary period. 17.02 In pursuing YSB's commitment to support the professional development of staff, YSB shall equitably fulfil the training needs of staff regardless of their program of origin. Training opportunities will be identified through consultation and posted as they occur. 17.03 YSB shall provide program specific training and orientation for all Employees. 17.04 YSB shall provide a written appraisal of the employee’s performance prior to the completion of the probationary period. Such appraisal shall be used to assess the performance of the employee to make the employee aware of the effectiveness of their performance, to assist in the planning and training opportunities for employees, and to assist in the development of the professional potential of employees. The employee shall receive a minimum of two documented supervisions during this probationary period. 17.05 There shall be a probationary period of 720 hours or six months whichever is less at work from the date of commencement of employment for new Employees. The probation period will be extended by any periods of absences of ten (10) consecutive scheduled work days or longer. Where the employee has previously completed the probationary period as a part time after October 15themployee, a second probationary period is not required. Where the work of Employee is appointed to a continuing employee is judged to be unsatisfactoryfull time position during the part time probationary period, the employee shall be notified in writing required to complete the unfinished portion of the specific areas initial probation period. 17.06 Employees shall receive written notice when they have completed their probationary period. If no notice is received at the end of deficiencies along with written program for improvement. A the probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performanceperiod, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by deemed to have been completed. 17.07 A current Employee who obtains a new position in a Bargaining Unit shall be allowed a trial period of twelve (12) weeks. If at the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member end of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.twelve

Probation. At any time after October 15thIn the event that the Supervisor determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the work Supervisor shall report the same in writing to the Superintendent on or before January 20 of the current contracted year. The report shall include a continuing recommended specific and reasonable program designed to assist the employee is judged to be unsatisfactoryin improving his/her performance. If the Superintendent concurs with the Supervisors judgement, the Superintendent shall place the employee in a probationary status beginning on or before February 1 of the current contracted year and ending May 1 of the current contracted year. On or before February 1 of the current contracted year, the employee shall be notified in writing given written notice of the action of the Supervisor, which notice shall contain the specific areas of performance deficiencies along with written and a suggested specific and reasonable program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete , and a program for improvement and evaluate statement indicating the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose duration of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his/her area of deficiency. At or about the time of the delivery of the probationary letter, the Supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgement of the Supervisor, the Supervisor may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. During the probationary period the evaluator Supervisor shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, progress if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator Supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement programprobation. Lack of necessary improvement Unless the employee has previously been removed from probation, the Supervisor shall be specifically documented in writing with notification submit a written report to the probation employee and shall constitute grounds for a finding Superintendent at the end of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does noting whether or not produce the performance changes detailed in of the initial notice employee has improved, and recommending removal of deficiencies and the probationary status, removal of the probationary status accompanied by a letter identifying areas where further improvement programis required, or action should be taken to non-renew the contract of the employee. Following a review of any report submitted, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder Superintendent shall determine which of the school yearalternative courses of action is proper and shall take appropriate action to implement such determination. Not applicable The employee shall be notified in writing no later than May 15. Removal from probation shall not be unreasonably withheld. Probation shall not be deemed “adverse affect” of contract within the meaning of RCW 28A.405.300 Note* Any grounds for non-renewal of contract status as a result of probationary status due to Provisional Employees: The probation requirements do not apply performance deficiencies is pursuant to Provisional employees. Provisional employees do not have access to probationRCW 28A.405.300.

Probation. At any time after October 15th, the a classroom teacher whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. The following comprehensive summative evaluation performance ratings mean a classroom teacher's work is not judged satisfactory and must be placed on probation: (i) Level 1; or (ii) Level 2 if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five years of teaching experience and if the level 2 comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a consecutive three-year time period. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the District. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect may be extended into the contract status following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2 (i.e. an employee within the meaning of RCW 28A.405.300unsatisfactory rating). The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment decision of the probationary period and the giving of the notice whether to the place an employee of deficiency on probation shall be made by the school District superintendentSuperintendent as provided by state law. Teachers may only be placed on probation based upon a Comprehensive evaluation. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of level 2 or above for an employee with five or fewer years of experience, or of level 3 or above for a continuing contract employee with more than five years of experience. The evaluator may authorize one additional supervisory certificated employee to evaluate the satisfaction probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in those areas specifically detailed in his/her initial notice which the school district is located and selected from a list of deficiency and subsequently detailed in his/her improvement programevaluation specialists compiled by the educational service district. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause under RCW 28A.405.210 28.A.405.300 or 28A.405.30028A.405.210. Following a review of the any report submitted by the evaluator, as now or hereafter amended. If the Superintendent shall determine whether to remove the employee from probation, extend the probationary period does not produce performance changes detailed in the initial period, or issue a notice of deficiencies and improvement program, the District may place the employee in an alternative assignment probable cause for non-renewal or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdischarge.

Probation. At any time after October 15thA. Supervisor’s Report In the event that an evaluator determines on the basis of the evaluation criteria that the performance of an employee is Basic or Unsatisfactory, the work evaluator shall report the same in writing to the Superintendent at least 10 days prior to the beginning of any probationary period. A provisional employee with a continuing final cumulative score of Unsatisfactory will be recommended for probation. A non-provisional employee is judged with a final cumulative score of Unsatisfactory will be recommended for probation. A non-provisional employee will also be recommended for probation if he/she receives a final cumulative score of Basic in two consecutive years or two Basic scores within a three year period. Employees who receive a summative score of Basic on a Focused Evaluation year will be moved from a Focused Evaluation to a Comprehensive Evaluation for the following year. The Basic score during the Focused Evaluation period shall not count toward the Probationary triggers as listed above. Should an evaluator determine that concerns exist early enough in the year in order to adequately complete a Comprehensive Evaluation, the employee may be unsatisfactorymoved from Focused to Comprehensive at that time. Should this occur, the scores may be used to determine probationary status. The Superintendent or his/her designee shall notify OEA leadership of the proposed probationary status of the employee. The report shall include the following: 1. The evaluation report / rubric 2. A recommended specific and reasonable program designed to assist the employee in improving his or her performance. Such a program will include clear measurable expectations for the employee as well areas of support the District will provide. 3. Student Growth tools that will be utilized B. Establishment of Probationary Period If the Superintendent concurs with the evaluator’s judgment that the performance of the employee warrants probation as described above, the Superintendent shall place the employee in a probationary status for a duration of no less than 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: 1. Specific areas of deficiencies along with written performance deficiencies: Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable measurable level of performance; 3. A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of and b.) that the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his or her area or areas of deficiency; 4. A prescription for assistance to include available resources, when deemed appropriate, in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator or other supervisor shall hold a conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the evaluator or other supervisor, he/she may authorize additional supervisory or administrative personnel to observe or aid the employee. He/She may also authorize additional certificated or WEA representatives to aid the employee in improving his or her areas of deficiencydeficiency or providing additional feedback. The establishment Any additional support shall be provided as a result of a discussion between the probationary period employee and the giving of the notice to the employee of deficiency shall be by the school District superintendentSuperintendent or Designee. 2. During the probationary period the evaluator or other supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The After each meeting required by this section the evaluator may authorize one (1) additional certificated person who may not be or other supervisor shall prepare a member memorandum summarizing the matters discussed at the meeting, including an evaluation of this bargaining unitthe progress, to evaluate if any, being made by the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee. 3. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement programprobation. Lack However, the employee will continue to be evaluated under the Comprehensive Evaluation model for the entire school year of necessary improvement the probationary period. D. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the evaluation form. The employee shall be specifically provided with a copy thereof within five days following the observation. Documentation during any probationary period shall be accomplished as follows: a. Observations shall be documented in writing with notification to as provided above b. After each meeting the probation employee and principal or supervisor shall constitute grounds for prepare an observation summary. The summary shall include a finding report of probable cause under RCW 28A.405.210 or 28A.405.300the matters discussed at the meeting including an evaluation of the progress, as now or hereafter amended. If if any being made by the employee: and c. At the end of the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement programperiod, the District may place the employee in an alternative assignment principal or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationsupervisor shall prepare a Final Evaluation Report.

Probation. At any time after October 15thSupervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under their supervision is Unsatisfactory, the work supervisor shall report the same in writing to the Superintendent at least 10 days prior to the beginning of a continuing the probationary period. The report shall include the following: The evaluation report prepared pursuant to the provisions of Section 4 above; A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving their performance. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is judged to be unsatisfactoryUnsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: Specific areas of deficiencies along with written performance deficiencies; A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of and b.) that the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his their area or her areas of deficiency. The establishment ; and A prescription for assistance, when deemed appropriate in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. Evaluation During the Probationary Period At or about the time of the delivery of a probationary period letter, the principal or other supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the giving remedial measures to be taken. When appropriate in the judgment of the notice principal or supervisor, they may authorize one additional supervisory or administrative employee to observe the probationer and to aid the employee in improving their areas of deficiency shall be by the school District superintendentdeficiency. During the probationary period the evaluator principal or supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be After each meeting required by this section the principal or supervisor shall prepare a member memorandum summarizing the matters discussed at the meeting, including an evaluation of this bargaining unitthe progress, to evaluate if any, being made by the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee. The probation probationary employee may be removed from probation at any time if he or she has they have demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/her initial their notice of probation. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the appropriate Observation Report, Addendum B. The employee shall be provided with a copy thereof within three days following the preparation of the document. Documentation during any probationary period shall be accomplished as follows: Observations shall be documented as provided above After each meeting required by Section 7.C.2 of this article, the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting including an evaluation of the progress, if any, being made by the employee: and At the end of the probationary period, the principal or supervisor shall prepare an Evaluation Report. Supervisor’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent or his designee at the end of the probationary period. The report shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action: That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 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 That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and subsequently detailed in his/her improvement programaction should be taken to non-renew the employment contract of the employee. Lack Action of necessary improvement the Superintendent Following a review of any report submitted pursuant to section 7.E, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. Open Observation All monitoring or observation of the performance of an employee shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amendedconducted openly. If the probationary period does not produce performance changes detailed observation is to be used for discharge, demotion, suspension or probation purposes, it shall be in writing, shown to and discussed with the employee and included in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationemployee’s personnel file.

Probation. 1. At any time after October 15th15, the a non-provisional employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. 2. At their request the probationary employee may have a representative of the Association present at all meetings that the employee attends related to the probationary process. All written information shared with the employee shall also be given to the Association representative attending the meetings. 3. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non- renewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. (If a probationary teacher's evaluator is no longer with the District, the District and Association will meet to develop a plan of transition.) 4. A probationary probation period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th 15 of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15 of less than Basic. 5. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her their areas of deficiency. 6. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 7. During the probationary period period, the evaluator shall meet with the employee at least twice monthly weekly to supervise and make a written evaluation of the progress, if any, made by the employee. 8. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, certified administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified their areas of deficiency. . a. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certified employee evaluator become part of the probationary process and this request must be implemented by including additional experienced evaluator assigned by the Educational Service District 113 selected from a list of evaluation specialists compiled by the Educational Service District. b. Such additional certificated person who shall not be a member of this bargaining unit, certified employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 9. If a procedural error occurs during the implementation of a program for improvement, the error does not invalidate the probationer’s plan of improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 10. The probation employee may probationer must be removed from probation if he or she has they have demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her their initial notice of deficiency and subsequently detailed in his/her improvement programtheir program for improvement. 11. Lack of necessary improvement shall be specifically during the established probationary period, addressed with specificity during the course of the weekly meetings, and documented in writing with notification to the probation employee and writing, shall constitute grounds for a finding of serve as probable cause under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation28A.405.210.

Probation. At any time after October 15thA. Supervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under his or her supervision is Unsatisfactory, the work supervisor shall report the same in writing to the Superintendent at least 10 days prior to the beginning of a continuing the probationary period. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 4(A) (3) above; 2. A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving his or her performance. B. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is judged to be unsatisfactoryUnsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: 1. Specific areas of deficiencies along with written performance deficiencies; 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; 3. A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of and b.) that the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his or her area or areas of deficiency; 4. A prescription for assistance, when deemed appropriate in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the principal or supervisor, he/she may authorize one additional supervisory or administrative employee or one additional other certificated employee to observe the probationer and to aid the employee in improving his or her areas of deficiency. The establishment of the probationary period ; except that an employee’s request that he/she be observed and the giving of the notice to the employee of deficiency aided only by administrative or supervisory staff shall be by the school District superintendentgranted. 2. During the probationary period the evaluator principal or supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member provisions of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who Section 8D shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard apply to the good faith performance documentation of such evaluationevaluation reports during the probationary period. After each meeting required by this section the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting, including an evaluation of the progress, if any, being made by the employee. 3. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack probation. D. Following each observation, or series of necessary improvement observations, the observer shall promptly document the results of the observation on the appropriate Observation Report (Classroom Teachers), Addendum A, or Observation Report (Certificated Support Personnel), Addendum B. The employee shall be specifically provided with a copy thereof within three days following the preparation of the document and no less than five days following the observation. Documentation during any probationary period shall be accomplished as follows: a. Observations shall be documented in writing with notification to as provided above b. After each meeting required by Section 8C2 of this article, the probation employee and principal or supervisor shall constitute grounds for prepare a finding memorandum summarizing the matters discussed at the meeting including an evaluation of probable cause under RCW 28A.405.210 or 28A.405.300the progress, as now or hereafter amended. If if any, being made by the employee: and c. At the end of the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement programperiod, the District may place the employee principal or supervisor shall prepare an Evaluation Report as provided in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationArticle VIII, Section 6.