8. If upon a reevaluation of the career employee's performance, the district determines the career employee's performance is satisfactory, and within a three-year period after the initial documentation of unsatisfactory performance for the same deficiency pursuant to Subsection (2), the career employee's performance is determined to be unsatisfactory, the district may elect to not renew the career employee's contract. 9. If the career employee's performance remains unsatisfactory after reevaluation, the Superintendent or designee shall give notice of intent to not renew or terminate the career employee's contract, which shall include written documentation of the career employee's deficiencies in performance. 10. Nothing in this Policy shall be construed to require compliance with or completion of evaluations prior to non-renewal of a career employee’s contract. Utah Code Ann. § 53G-11-514 11. An employee whose performance is unsatisfactory may not be transferred to another school unless the Board specifically approves the transfer of the employee. Utah Code Ann. § 53G-11-517 3.0810.02 NOTICE OF INTENT NOT TO RENEW CONTRACT OF CAREER EMPLOYEE Issue Date: 7/8/99 Updated: 11/14/19 If the District intends not to renew the contract of employment of a career employee after giving notice that continued employment is in question, it shall: 1. Give notice that a contract of employment will not be offered for the following school year to the individual. 2. Issue notice at least thirty (30) days before the end of the contract term of the individual. 3. Serve notice by personal delivery or certified mail to the employee’s most recent address shown on the district’s personnel records. 3.0810.03 NOTICE OF INTENT TO TERMINATE EMPLOYMENT DURING TERM OF CONTRACT Issue Date: 7/8/99 Updated: 11/14/19 If the District intends to terminate an employee’s contract during the contract term, the District shall: 1. Give written notice of that intent to the employee; 2. Serve the notice by personal delivery or by certified mail addressed to the individual’s last known address. 3. Serve the notice at least thirty (30) days prior to the proposed date of termination. The employee may be placed on leave during the time between notice of termination and the proposed date of termination. 4. State the date of termination and detailed reasons for termination.
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