Employee Name: _______________________________________ Grade: ______ School: _________________________________ Principal: ______________________

2011-2012 E VALUATIO N Q UI CK G UI DE #7

PROBATION
The process for probation is governed by Article XI Section N of the CBA. At the beginning of the probationary period, the employee must be provided a written Performance Improvement Plan (PIP). During probation, the evaluator must meet with the employee at least twice monthly to supervise and make a written progress evaluation. See the back of this form for specific requirements of the probation process.
Start of school October 1st
OCT

SEP

No later than Winter Break

After Oct 15th, Before Dec 16th

Oct 16th Jan 15th During 60 days following probation notice

If considering probation
Contact Your Labor/Employee Relations Manager ASAP

3 Formal Observations
(2 required but 3 recommended) Conduct conferences for as for PG&E Comprehensive employees. Complete observation reports for all employees.*
Date: ____________ Date: ____________ Date: ____________ Date: ____________ Date: ____________

NOV

Evaluation
Evaluation Form completed & provided to employee

If Unsatisfactory:
Superintendent provides Probation Notice to Employee

PIP

PROBATION PERIOD
PIP prepared Bi-monthly Principal evaluations

Date: ____________ Bi-Monthly Evals Date: ____________ Date: ____________ Date: ____________ Date: ____________ Date: ____________ Date: ____________

DEC
Date: ____________

JAN

FEB

MAR

*Although observation reports are not required by the CBA in all instances, this is best practice if considering probation.

If improved performance

Can be removed from probation for improved performance

Date: ____________

60 days after start of probation

Complete Evaluation
Evaluation Form

APR

Prior to May 27
MAY
Date: ____________

Complete Evaluation
Evaluation Form
Date: ____________

No later than May 15

Letter of Non-renewal

JUN
May be eligible for career ladder

Innovative, Proficient

Basic

Unsatisfactory

NOTIFY LR/ER IMMEDIATELY

Send mid year and/or probation evaluations to LR/ER Manager ASAP Send Annual Evaluation to Executive Director by June 10
Seattle Public Schools 2011-2012 Evaluation Quick Guide

Develop PIP / Teacher provided HRCT Send Unsatisfactory Annual Evaluations to Executive Director and HR

Revised October 2011

PROBATION
PROBATION. The process for probation is governed by Article XI Section N of the CBA. 1. The Superintendent may, at any time after October 15th, place an employee on probation if his/her performance is judged to be unsatisfactory based on the Evaluation Criteria and at least two (2) observations prior to winter break. 2. Prior to the Superintendent placing any employee on probation, the evaluator must complete an Evaluation Form (Appendix I) by no later than January 15th. A copy of the Evaluation Form will be provided to the employee. 3. Any employee who is to be placed on probation will be notified in writing by the Superintendent. The notice will comply with RCW 28A.405.100. The SPS will provide a copy of the Superintendents letter placing an employee on probation to the Executive Director of the SEA. 4. At the beginning of probation the employee will be provided with a draft of the specific and reasonable program for improvement pursuant to RCW 28A.405.100. The employee will meet with the principal/ supervisor within five (5) working days following the receipt of the draft plan for the purpose of discussing and providing input to the plan. The principal/program manager has the responsibility to complete the final plan. The principal/program manager will provide the employee with the final plan within five (5) working days after that meeting. Any objection to the plan will be made at the time the final plan is provided to the employee. If there is a disagreement, an SEA representative will collaborate with a designee of the Chief Academic Officer to develop the parts of the plan in question. 5. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. 6. The probationer may be removed from probation if he/she has demonstrated improvement to the satisfaction of the principal/program manager in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her plan of improvement. 7. Upon recommendation of the evaluator, the Superintendent may remove the employee from probationary status if satisfactory performance improvement has been observed and documented. 8. Non-renewal of any employee will be accomplished in accordance with the procedures established by applicable law. For more information on the specific expectations for educators with respect to student growth and professional growth, please see the Evaluation Quick Guides for the PG&E Comprehensive or General systems.

Seattle Public Schools 2011-2012 Evaluation Quick Guide

Revised October 2011