SUPPORT FOR BASIC AND UNSATISFACTORY RATINGS Clause Samples
The "Support for Basic and Unsatisfactory Ratings" clause defines the procedures and requirements for addressing employee performance ratings that are classified as basic or unsatisfactory. Typically, this clause outlines the steps supervisors must take to document performance issues, provide feedback, and offer support or improvement plans to affected employees. For example, it may require regular meetings, written performance improvement plans, or access to training resources. The core function of this clause is to ensure that employees receive clear guidance and support to improve their performance, while also providing a fair and structured process for managing underperformance.
SUPPORT FOR BASIC AND UNSATISFACTORY RATINGS. A. The Association President will be notified when any teacher is judged below an overall summative score of three (3) Proficient, as early as possible, or within ten (10) school days of knowledge by the Assistant Superintendent of Human Resources that such a rating may occur.
B. When a teacher with more than five (5) years of experience receives a summative evaluation score below Proficient (3), the teacher must be formally observed before October 15 the following year. If the first Formal Observation in that following year results in ongoing and specific performance concerns, a structured support plan including opportunities for facilitated professional growth will be completed prior to completion of the comprehensive evaluation. This support plan can include, but is not limited to:
1. The teacher’s class size will not exceed trigger;
SUPPORT FOR BASIC AND UNSATISFACTORY RATINGS.
A. The Association President will be notified when any teacher is judged below an overall summative score of three
SUPPORT FOR BASIC AND UNSATISFACTORY RATINGS. 12.7.1 The Association will be notified when any employee is rated below Proficient. Employees placed on probation shall receive a plan of improvement as set forth in RCW 28A.405.100 and Section 8.7.2. If an employee demonstrates a need for improvement in one or more areas that do not rise to the level of requiring formal probation, at either party’s request, an informal plan to improve the employee’s performance may be developed.
12.7.2 Whenever an employee is rated below Proficient, the evaluator and the employee will attempt to develop a mutually-agreeable Improvement Plan with the goal of improving the employee's rating. If the evaluator and the employee are unable to agree on a mutually acceptable plan, the evaluator will prepare and deliver a plan to the employee which will include:
12.7.2.1 Evaluation criteria that are not being met.
12.7.2.2 Evidence of non- proficient performance.
12.7.2.3 Expected performance that will cause the employee to be rated proficient.
12.7.2.4 Benchmarks and periodic feedback defining and marking improvement and mastery of performance expectations, as well as the duration of the plan.
SUPPORT FOR BASIC AND UNSATISFACTORY RATINGS. 51.1 The Association President will be notified by Human Resources when any employee is judged below an overall summative score of three (3) Proficient or unsatisfactory, prior to the end of the school year.
51.2 When a classroom teacher with more than five (5) years of experience receives a summative evaluation score below three (3) Proficient, the classroom teacher must be formally observed before October 15 the following year. If the 1st Formal Observation in that following year results in ongoing and specific performance concerns, a structured support plan including opportunities for facilitated professional growth will be completed prior to completion of the comprehensive evaluation. This support plan can include but is not limited to:
51.2.1 Ensuring the classroom teacher’s class size does not exceed trigger;
51.2.2 Limit a secondary classroom teacher to no more than two (2) subject area preparations;
51.2.3 Opportunities to observe instruction with a mentor and/or peer coach;
51.2.4 Mentor/peer coaching, instructional resources, and District or ESD staff development courses. The District will provide and pay for any required in- service training and any required mentor (RCW 28A.405.140).
SUPPORT FOR BASIC AND UNSATISFACTORY RATINGS. The Association President will be notified when any teacher is judged below an overall summative score of three (3) Proficient, as early as possible, or within ten (10) school days of knowledge by the Assistant Superintendent of Human Resources that such a rating may occur. When a teacher with more than five (5) years of experience receives a summative evaluation score below Proficient (3), the teacher must be formally observed before October 15 the following year. If the first Formal Observation in that following year results in ongoing and specific performance concerns, a structured support plan including opportunities for facilitated professional growth will be completed prior to completion of the comprehensive evaluation. This support plan can include, but is not limited to: The teacher’s class size will not exceed trigger; Opportunities to observe colleges’ instruction with a mentor; The teacher may request a second certificated administrator as an observer; The teacher will be assigned only one (1) work location, i.e., one (1) classroom; Additional supports may include, but are not limited to: university course work, peer coaching, reading material, and District or ESD staff development courses. The District will provide and pay for any required in-service training and any required mentor (RCW 28A.405.140). An effort will be made to limit a secondary teacher to no more than two (2) subject area preparations.