Policy Code: GCG
Adoption Date: Tuesday, June 17th, 2003
Review Date: Tuesday, March 27, 2018
Probation refers to that status given an employee employed in the Iron County School District who has been advised by the district that his or her performance as an employee is inadequate. Probation is intended as a way of recognizing and dealing with problems which might, if unresolved, seriously interfere with an employee's performance and effectiveness. Probation is not necessarily the first step leading toward dismissal; however, if problems are not corrected, dismissal may be the end result. The Iron County School District Corrective Discipline Handbook will be followed for individuals who have been placed on probation.
Deficiencies and remediation. An employee whose performance is inadequate or in need of improvement shall be provided with a written document that clearly identifies his or her deficiencies, the available resources for improvement, and a recommended course of action that will improve the employee’s performance. The district shall provide the employee with reasonable assistance to improve his or her performance. An employee is responsible for improving his or her performance by using the resources identified by the school district and demonstrating acceptable levels of improvement in the designated areas of deficiency.
Final evaluation Certificated: At least 60 days prior to the end of the contract school year, and in no case later than March 24, the principal, immediate supervisor, or appointed evaluator of an educator whose performance has been determined to be inadequate or in need of improvement, shall complete all written evaluations and recommendations regarding the educator evaluated during the contract school year. The final evaluation shall contain only data previously considered and discussed with the individual employee as stated above. The district may conduct supplementary evaluation of an educator for good cause after the issuance of the final evaluation.
Final evaluation Non-certificated: Evaluation of an employee whose performance has been determined to be inadequate or in need of improvement may occur at any time as deemed necessary. This evaluation shall be by the principal, immediate supervisor or appointed evaluator. The final evaluation shall contain only data previously considered and discussed with the individual employee as stated above. The district may conduct supplementary evaluation of an employee for good cause after the issuance of the final evaluation.
Review of evaluation. An employee who is not satisfied with an evaluation has 30 days after receiving the written evaluation to request a review of the evaluation. If a review is requested, the superintendent or his designee shall appoint a person or persons, not employee(s) of the district, who have expertise in teacher or personnel evaluation to review and make recommendations to the superintendent regarding the teacher's evaluation. The teacher and the superintendent may agree to another method of review if desired.