Common use of PROBATIONARY PROCEDURE Clause in Contracts

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 teachers, Unsatisfactory. e. If it becomes necessary to place a certificated employee on probation, such action shall be in accordance with the probationary procedures. In carrying out the probationary procedures, the following steps and timelines shall be followed: The evaluator 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. No employee shall be placed on probation without first receiving an evaluation based on the evaluation procedure. If an employee is to be placed on probation, the Superintendent shall notify the employee after October 15 and before January 15 of the school year. The notification for probation must be in writing and a copy of that notification for probation shall include a reasonable program for improvement which shall consist of the following: A. A clear and detailed definition of the problem in terms of the evaluation criteria relevant to the employee’s position. B. A clear and detailed set of expectations delineating what level of performance would constitute acceptable performance in the problem areas defined. C. A prescription for remediation which spells out course(s) of action and time expectations for the employee.