PROCEDURES FOR THE 90-CALENDAR DAY PERFORMANCE PROBATION

(T0 BE USED FOR ANNUAL CONTRACT (SUBSEQUENT TO 97-CALENDAR DAY INITIAL PROBATION) AND PROFESSIONAL SERVICE CONTRACT EMPLOYEES)

·          The principal must conduct a conference-for-the-record with the employee.

·          At the conference-for-the record, the results of the observation are discussed; the employee is informed regarding the stipulations of the 90-Calendar Day Performance Probation (excluding holidays and vacations) which begins the day after the employee receives the written Performance Improvement Plan; future required observations; and possible employment actions.

·          The PIP is reviewed.  The employee may advance suggestions for the PIP.  Any changes resulting from clarifications made at the meeting must be initialed by the administrator and the employee.

·          The employee receives a copy of the Observation Form and the written PIP signed by the administrator.  Any changes resulting from clarifications made at the conference-for-the-record must be initialed by the administrator and employee. The employee signs the observation form.  The employee’s signature on a copy of the Observation Form shall be proof that the Observation Form was given to the employee with the understanding that such signature merely signifies receipt and does not necessarily indicate agreement with its contents.  

·          In the event that an employee is absent on authorized leave in excess of 10 consecutive workdays, the 90-Calendar Day Performance Probation is suspended until the employee returns to active duty, at which time it resumes.  

·          At any time during the 90 calendar days, the employee may request a transfer to another appropriate position with a different supervising administrator; however, a transfer does not extend the period for correcting performance deficiencies.  

·          If the 90-Calendar Day Performance Probation has not been completed during the current year of employment, the annual evaluation is withheld pending completion of the performance probation during the subsequent year of employment.

·          Employees who have not completed the requirements of the 90-Calendar Day Performance Probation are ineligible for summer school employment.

·          Two (2) additional observations (see page 14 of the Procedures for Observation, Assessment, and Evaluation of Instructional Personnel) during the 90-calendar day performance probation are required if deficiencies are identified.  When this occurs, a post-observation meeting must be held within 10 calendar days excluding employee absence(s) and a PIP is provided to the employee.  

·          If the last observation within the 90-Calendar Day Performance Probation does not meet standards, a confirmatory observation by the principal must be conducted during the 14 calendar days subsequent to the conclusion of the 90-Calendar Day Performance Probation. This observation will determine whether the observed deficiencies have been corrected and the principal will forward a recommendation to the Superintendent through the Region Office and the Deputy Superintendent for Personnel Management and Services.  

·          Within 14 calendar days after receiving the principal's recommendation, the Superintendent must notify the employee in writing whether the observed deficiencies have been satisfactorily corrected and whether the Superintendent will recommend that the School Board continue or terminate his or her employment contract.

If the employee wishes to contest the Superintendent's recommendation, the employee must, within 15 calendar days after receipt of the Superintendent's recommendation, submit a written request for a hearing.   

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