Common use of Probationary Guidelines Clause in Contracts

Probationary Guidelines. 10.5.1 At any time after October 15th, an employee whose work is judged unsatisfactory based on the district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. During the period of probation, the employee shall 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 reassignments contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. 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. The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is not judged satisfactory: a. Level 1; or b. ▇▇▇▇▇ ▇, 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 period. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and to make a written evaluation of the progress, if any made by the employee. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. a. 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 which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. b. Such additional certificated 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. 10.5.2 The establishment of 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. 10.5.3 The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. 10.5.4 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 affect the effectiveness of the plan or the ability to evaluate the probationer’s performance. The probationer may be removed from probation if he/she has demonstrated improvement to the satisfaction of the 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 during the established probationary period, as specifically documented in writing with notification to the probationer shall constitute grounds for finding probable cause. 10.5.5 If the employee has failed to make the necessary improvement as detailed in the prior written notice, non-renewal may be considered. a. If such improvement has not taken place, the superintendent may make a determination of probable cause for non-renewal of contract. b. Such cause is limited to matters identified in connection with the probationary procedures and notice. c. If probable cause for non-renewal action is found, the employee has ten (10) days after receiving written notice of probable cause to request a hearing. 10.5.6 If a hearing is requested, the following procedures are applicable: a. An agreed-upon hearing officer shall be jointly appointed by nominees of the school board and the employee. In case of a dispute, the presiding judge of the superior court in the county in which the district is located will appoint a hearing officer. The hearing officer shall be a member in good standing of the Washington State Bar association. b. The employee is entitled to all of the pre-hearing discovery methods available in superior court, e.g., subpoenas, depositions, etc. c. The hearing officer presides at the hearing and rules as to the admissibility of evidence under the same rules applicable in superior court. d. The final decision shall be determined by the presiding hearing officer. e. Any final decision shall be based solely upon the cause stated in the probable cause notice and established by a preponderance of the evidence at the hearing.

Probationary Guidelines. 10.5.1 At any time after October 15th, an employee whose work is judged unsatisfactory based on the district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. During the period of probation, the employee shall 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 reassignments contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. 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. The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is not judged satisfactory: a. Level 1; or b. ▇▇▇▇▇ ▇, 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 period. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and to make a written evaluation of the progress, if any made by the employee. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. a. 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 which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. b. Such additional certificated 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. 10.5.2 The establishment of 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. 10.5.3 The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. 10.5.4 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 affect the effectiveness of the plan or the ability to evaluate the probationer’s performance. The probationer may be removed from probation if he/she has demonstrated improvement to the satisfaction of the 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 during the established probationary period, as specifically documented in writing with notification to the probationer shall constitute grounds for finding probable cause. 10.5.5 If the employee has failed to make the necessary improvement as detailed in the prior written notice, non-non- renewal may be considered. a. If such improvement has not taken place, the superintendent may make a determination of probable cause for non-renewal of contract. b. Such cause is limited to matters identified in connection with the probationary procedures and notice. c. If probable cause for non-renewal action is found, the employee has ten (10) days after receiving written notice of probable cause to request a hearing. 10.5.6 If a hearing is requested, the following procedures are applicable: a. An agreed-upon hearing officer shall be jointly appointed by nominees of the school board and the employee. In case of a dispute, the presiding judge of the superior court in the county in which the district is located will appoint a hearing officer. The hearing officer shall be a member in good standing of the Washington State Bar association. b. The employee is entitled to all of the pre-hearing discovery methods available in superior court, e.g., subpoenas, depositions, etc. c. The hearing officer presides at the hearing and rules as to the admissibility of evidence under the same rules applicable in superior court. d. The final decision shall be determined by the presiding hearing officer. e. Any final decision shall be based solely upon the cause stated in the probable cause notice and established by a preponderance of the evidence at the hearing.

Probationary Guidelines. 10.5.1 10.6.1 At any time after October 15th, an employee whose work is not judged unsatisfactory satisfactory based on the district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. During the period of probation, the employee shall 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 reassignments contemplated by either the individual or the school district. A probationary period of at least sixty (60) school days shall be established. 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. The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is not judged satisfactory: a. Level 1; or b. ▇▇▇▇▇ ▇, if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five years of teaching experience, and 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 probationary period the evaluator shall meet with the employee at least twice monthly to supervise and to make a written evaluation of the progress, if any made by the employee. The evaluator may authorize one additional a second certificated employee administrator to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. a. Should the evaluator not authorize such an additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this process. This request must be implemented by including an the district. The additional experienced evaluator assigned by the educational service district in which the school district is located and shall be selected from a list of evaluation specialists compiled in collaboration with the ESD and approved by the educational service districtassociation. b. Such The additional certificated employee evaluator shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 10.5.2 10.6.2 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. 10.5.3 10.6.3 The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approvalSuperintendent. 10.5.4 10.6.4 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 unless, the error materially affect affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. The probationer may be removed from probation if he/she has demonstrated improvement to the satisfaction of the 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 during the established probationary period, as specifically documented in writing with notification to the probationer shall constitute grounds for finding probable cause. 10.5.5 If the employee has failed to make the necessary improvement as detailed in the prior written notice, non(RCW 28A- 405-renewal may be considered. a. If such improvement has not taken place, the superintendent may make a determination of probable cause for non-renewal of contract. b. Such cause is limited to matters identified in connection with the probationary procedures and notice. c. If probable cause for non-renewal action is found, the employee has ten (10) days after receiving written notice of probable cause to request a hearing. 10.5.6 If a hearing is requested, the following procedures are applicable: a. An agreed-upon hearing officer shall be jointly appointed by nominees of the school board and the employee. In case of a dispute, the presiding judge of the superior court in the county in which the district is located will appoint a hearing officer. The hearing officer shall be a member in good standing of the Washington State Bar association. b. The employee is entitled to all of the pre-hearing discovery methods available in superior court, e.g., subpoenas, depositions, etc. c. The hearing officer presides at the hearing and rules as to the admissibility of evidence under the same rules applicable in superior court. d. The final decision shall be determined by the presiding hearing officer. e. Any final decision shall be based solely upon the cause stated in the probable cause notice and established by a preponderance of the evidence at the hearing.100)