PROBATIONARY PROCEDURE Clause Samples

PROBATIONARY PROCEDURE. (This process applies to non-classroom teachers) A. Every non-provisional employee whose work is judged unsatisfactory based on District evaluations shall be notified in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. A probationary period of sixty (60) school days shall be established beginning after October 15th and not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. 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. C. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency. D. In carrying out the probation procedure, the following steps shall be followed: STEP 1. The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2. If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. STEP 3. The Superintendent, or designee, shall review the principal's or immediate supervisor's recommendation for probation. STEP 4. The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific and reasonable program for improvement as follows: 1. A definition of the problem in terms of the adopted criteria; 2. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined; 3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and 4. A plan for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of perform...
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PROBATIONARY PROCEDURE. A. The probationary procedure as set forth herein shall provide an employee with assistance through consulting, counseling and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place an employee on probation, such action shall be in accordance with the Evaluation Procedure as contained in this Agreement. B. Such probationary period shall begin any time after October 15 and shall continue for up to sixty (60) days. The probationary process is to be implemented and completed within this time frame. In carrying out the probation procedure, the following steps shall be followed: STEP 1 The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held before the date of the formal evaluation and in no case later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2 If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. The recommendation for probation must be made in writing and a copy of that recommendation be sent to the employee. The recommendation for probation will include a specific and reasonable program for improvement as follows: 1. a precise definition of the problem in terms of adopted criteria;
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PROBATIONARY PROCEDURE. (applicable to both classroom teachers and non-classroom teachers) a. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvement in his or her area(s) of deficiency. Provisional employees in their first, second or third year of provisional employment with the District will not be subject to the probationary process and will be subject to nonrenewal in accordance with law. i. Employees in their second year of provisional employment whose observation report(s) indicate one or more areas of significant concern, the evaluator and the employee will meet by January 15th to jointly develop a written growth/support plan. ii. Second year provisional employees who are under a written growth/support plan will be subject to the following three (3) options by May 1st: a. Employee meets expectations and continues on to their third year of provisional employment without a written growth/support plan. b. Employee is non-renewed due to one or more areas of significant concern. c. Employee meets with the evaluator and union representative by May 1st to jointly develop a written growth/support plan for the third year of provisional employment. iii. Employees in their third year of provisional employment who are not already on a written growth/support plan and whose observation reports indicate one or more areas of significant concern, the evaluator and employee will meet by January 15th to jointly develop a written growth/support plan. iv. Third year provisional employees who are under a written growth/support plan may be subject to non-renewal due to one or more areas of significant concern. b. Provisional employee appeal rights for non-renewal after probation shall be those defined by law, except for procedural errors under this Contract. c. At any time after October 15th, any employee whose work is not judged satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiency along with a reasonable program of improvement. d. The following final evaluation performance ratings mean an employee’s work is not judged satisfactory: i. For classroom teachers, Level 1; or ii. Level 2 if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five (5) years of teaching experience and if the level 2 rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period; iii. For non-classroom teache...
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PROBATIONARY PROCEDURE. The probationary procedure as set forth herein shall provide a member with assistance through consulting, counseling, and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place a member on probation, such action shall be in accordance with the Evaluation Procedure as contained in this Contract. Such probationary period shall be on or before February 1. The probation period shall be a minimum of sixty
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PROBATIONARY PROCEDURE. A. The probationary procedure as set forth herein shall provide an employee (excluding provisional employees) with assistance through consulting, counseling and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place an employee on probation, such action shall be in accordance with the Evaluation Procedure as contained in this Agreement. B. Such probationary period shall begin any time after October 15 and shall continue for up to sixty (60) days. The probationary process is to be implemented and completed within this time frame. In carrying out the probation procedure, the following steps shall be followed: STEP 1 The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held before the date of the formal evaluation and in no case later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference. STEP 2 If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. The recommendation for probation must be made in writing and a copy of that recommendation be sent to the employee. The recommendation for probation will include a specific and reasonable program for improvement as follows: 1. a precise definition of the problem in terms of adopted criteria;
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PROBATIONARY PROCEDURE. For those teachers (excluding provisional, or first and second year employees) whose instructional deficiencies are judged to be too serious to be sufficiently corrected in the post-evaluation conference, a probationary period from February 1, to May 1, shall be established for the purpose of improvement in the deficient areas. The Superintendent may make the decision to place the teacher be placed on probation. The plan of improvement shall be written fully in compliance with state law. The Superintendent will make the decision to place the employee on probation only after full consultation with an administrator from outside of the district or a retired administrator (an outside designee). The Association and the District have agreed upon three individuals who can be selected to perform this service. The Superintendent will notify the teacher of the decision. This notification to the teacher shall include a specific identification of deficiencies to be corrected, and a precise and reasonable definition of competence in those areas. Within five (5) days of the receipt of the written notification, the principal and the teacher shall meet to establish in writing a jointly-planned course of action for improvement and an outline of the District's plan for the purpose of discussing the teacher's improvement. All observations of the teacher shall be conducted openly and with the knowledge of the teacher. Within five (5) days of the receipt of the reports, the teacher may request and will be given a hearing with the Superintendent. If the evaluation indicated that the teacher has successfully met the definitions of competence outlined in the initial notice of probation, the probation shall be revoked and record of it removed from the teacher's personnel file after two (2) consecutive successful years. If necessary, the recommendation and evaluation procedure shall be repeated after May 1 but not later than May 5. Evaluation results and/or probation are not grievable matters; however, the failure to follow legally required procedures may be grievable.
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PROBATIONARY PROCEDURE. 2 Probation shall not be required or applicable to those provisional employees who are subject to 3 nonrenewal pursuant to RCW 28A.405.220. 5 The requirements of this procedure shall be to ensure that the professional rights and due 6 process are maintained for the certificated employee involved; ensure accurate assessment of 7 the charges of deficient performance; outline the available District resources, including the Peer 8 Assistance Program; and clearly define and clarify the roles of the District and the certificated
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PROBATIONARY PROCEDURE. The requirements of this procedure shall be to insure assessment of the charges of deficient performance and define the responsibility of the District and the certificated employee. All provisions of the evaluation procedures shall be followed before institution of the probation process. Such probationary process is to be implemented and completed within this time frame. In implementing and carrying out the probationary procedure, the following steps shall be followed:
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PROBATIONARY PROCEDURE 
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Related to PROBATIONARY PROCEDURE

  • Disciplinary Procedure 20.01 All employees shall have the following rights: A. An employee shall be entitled to only Union representation at each step of the disciplinary procedure. B. An employee shall not be coerced, intimidated, or suffer any reprisals either directly or indirectly that may adversely affect his hours, wages, or working conditions as a result of the exercise of his rights under this procedure. 20.02 An employee may resign following the service of a Notice of Discipline. Any such resignation will be processed in accordance with the provisions contained herein and the employee's employment shall be terminated. 20.03 Discipline shall be imposed only for just cause. The specific acts for which discipline is being imposed and the penalty proposed shall be specified in the Notice of Discipline. The Notice served on the employee shall contain a reference to dates, times and places, if possible, and shall also be given to the local union president and ▇▇▇▇▇▇▇. The Employer shall notify the employee and the Union within seven (7) days after the Employer has knowledge of the incident that the Employer intends to impose discipline that may result in a suspension or discharge. Disciplinary actions resulting in a reprimand shall be imposed within ten (10) days after the Employer has knowledge of the incident. Notice of Disciplinary actions resulting in a suspension or discharge shall be issued within sixty (60) days after the Employer has knowledge of the incident resulting in the proposed disciplinary action. 20.04 Before any discipline is imposed, the employee and his/her union representative shall be entitled to a pre-disciplinary hearing before the employee's department head. If after this hearing the department head decides to impose a penalty that does not involve a suspension, demotion, or removal from service, the department head may impose the penalty, and the employee may grieve it. Where the department head seeks as a penalty the imposition of a suspension without pay, a demotion or removal from service, he shall make such a recommendation to the Mayor and notice of such proposed discipline shall be made in writing and served on the employee personally or by registered or certified mail, return receipt request, with a copy to the local union president and ▇▇▇▇▇▇▇. If the employee grieves the proposed suspension, demotion, or removal from service, the Mayor or designee shall convene a hearing at Step 3 of the grievance procedure. 20.05 The Union on behalf of all the employees covered by this Agreement and its own behalf hereby waives any and all rights previously possessed by such employees to appeal any form of disciplinary action (e.g. suspensions, demotion or discharge) to any Civil Service Commission. 20.06 Discipline shall not be implemented until either: 1. the matter is settled, or 2. the employee fails to file a grievance within the time frame provided by this procedure, or 3. the penalty is upheld by the arbitrator or a different penalty is determined by the arbitrator, or 4. the penalty may be imposed after the hearing before the Mayor in Section 20.04, subject to the Union's right to appeal it to arbitration.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • Probationary Periods Employees transferring to a different title will serve a six (6) calendar month probationary period. In the event the probationary period is not satisfactorily completed, the affected employee shall be returned to Job Bank assignment and the employee’s “bumping”, layoff or transfer rights under the Agreement or other applicable authority shall be restored to the same extent such rights existed prior to the employee taking the probationary position. Upon the affected employee’s first such return to the Job Bank, the employee shall be entitled to remain in the Job Bank for the greater of ten (10) business days, or the duration of the applicable Job Bank period, as determined under Article I, paragraph 2, that remained as of the date the employee began in the probationary position. The rate of compensation for the remainder of the employee’s time in the Job Bank will be the same as the rate in effect as of the employee’s last day in the probationary position. Return to the Job Bank terminates the employee’s work in the probationary assignment and, therefore, time served following the return to the Job Bank shall not be construed to count toward the completion of the probationary period.

  • Promotional Probationary Period For a permanent worker who changes job classification due to promotion (except as noted in Section 7.2.5), probation shall be for six months, unless the worker is released from the new job before this time. At the end of the second month on the new job, the worker shall receive a written evaluation of his/her performance and progress towards permanency. The worker retains permanent status in the District and is only probationary in the new job. If he/she is released from the new job during the six-month probationary period, the Director of Human Resources shall assign the worker to a position in the class in which he/she holds permanency. He/she will be reinstated as a permanent worker, and his/her seniority at the higher position shall be credited to his/her seniority in the lower class. Workers who successfully complete probation shall have their annual step date adjusted to reflect the six-month probationary period.