4. Interacting with staff member and administration to establish a remedial program that is acceptable to all. 5. Providing periodic progress reports to the staff member and administration during the remediation process. 6. A final progress report to the staff member and administration concerning the effectiveness of the remediation progress. Specific recommendations may be included in the final report as to further actions. 7. The committee shall establish a time schedule for the remediation process. 8. The three-member committee has the authority to seek expert input. 9. Appoint a mentor to aid the educator/employee. The mentor shall not conduct evaluations of the educator/employee. In all cases, the final decision as to the ultimate outcome of the remediation process rests with the principal/supervisor. This could include a number of courses of action, including: Notification to the staff member that total remediation has been effected, along with appropriate commendations; notification that partial remediation has occurred, along with recommendations of areas needing additional attention in the future; or notification of the failure of the remediation process. Failure to obtain acceptable levels of performance on evaluations constitutes ground to terminate an employee’s employment for cause. The educator/employee receiving the professional assistance will receive written notice at least sixty (60) days prior to the end of the contact year from his/her supervisor/principal. This notice will include written evaluations and recommendations regarding the educator. The final evaluation shall contain only data previously considered and discussed with the individual educator/employee.
3.0731.04 DISCLAIMER
Issue Date: 9/12/96 Updated: 11/14/19 Nothing in this policy shall be construed to require the District to comply with all or any part of the evaluation policy prior to termination of employment. Nothing in this policy shall be construed to grant any employee an expectation of continued employment beyond the immediate contract term.
3.0731.05 TERMINATION OF CONTRACT FOR CAUSE Issue Date: 9/12/96 Updated: 11/14/19
As an alternative to proceeding directly with termination for cause, the District may in its discretion, warn the educator/employee that specified conduct places the educator/employee in danger of having his/her contract terminated for cause. The District is not required, to place the educator/employee on probation for misconduct, which could be grounds for termination for cause as defined in the orderly termination policy, but may elect to do so.
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