Purpose of Remediation Plan (See District Administrative Rule GARI-R, D.) To provide support and structure for the employee to achieve satisfactory performance or behavior remediate an overall annual evaluation from the prior year “Unsatisfactory” serve as written documentation and evidence of remediation efforts of the employee and supervisor prior to disciplinary action such as termination or nonrenewal When a Remediation Plan is appropriate or required Any employee (tenured or non-tenured) who received an overall annual “Unsatisfactory” evaluation from the prior year is REQUIRED to have a remediation plan Any employee whose current job performance is unsatisfactory and may require tenured disciplinary action. Tenured Employee state law this employee is granted an appeal of a – contractual nonrenewal via a Fair Dismissal Hearing. If requested, the District must legally prove grounds for dismissal. Non-tenured Employee This employee is not granted an appeal process to a – contractual nonrenewal. The District only needs to demonstrate a genuine business reason for dismissal. Expectations/Guidelines for Creating and Monitoring Remediation Plans Principals are ultimately responsible for making nonrenewal recommendations. Therefore, principals must have first-hand involvement in developing, implementing, and monitoring the results of all remediation plans. Written notification of performance concerns PRIOR to being placed on plan, such as: previous year Summative Evaluation (Remediation plan required if summative evaluation is unsatisfactory.) documentation of performance in TKES platform letter of direction Written notification to Employee Relations and Assistant Superintendent PRIOR to placing individual on plan. Minimum of 8 weeks in duration, with time allowed for 4-week extension (if needed). One observation per week, with feedback provided in the TKES platform within 2 days – and five (5) days to implement feedback prior to next observation.
Purpose of Remediation Plan (See District Administrative Rule GARI-R, D.) To provide support and structure for the employee to achieve satisfactory performance or behavior remediate an overall “Unsatisfactory” annual evaluation from the prior year serve as written documentation and evidence of remediation efforts of the employee and supervisor prior to disciplinary action such as termination or nonrenewal When a Remediation Plan is appropriate or required Any employee (tenured or non-tenured) who received an overall “Unsatisfactory” annual evaluation from the prior year is REQUIRED to have a remediation plan Any tenured employee whose current job performance is unsatisfactory and may require disciplinary action. Tenured Employee – state law this employee is granted an appeal of a contractual nonrenewal via a Fair Dismissal Hearing. If requested, the District must legally prove grounds for dismissal. Non-tenured Employee – This employee is not granted an appeal process to a contractual nonrenewal. The District only needs to demonstrate a genuine business reason for dismissal. Expectations/Guidelines for Creating and Monitoring Remediation Plans Principals are ultimately responsible for making nonrenewal recommendations. Therefore, principals must have first-hand involvement in developing, implementing, and monitoring the results of all remediation plans. Written notification of performance concerns PRIOR to being placed on plan, such as: previous year Summative Evaluation (Remediation plan required if summative evaluation is unsatisfactory.) documentation of performance in TKES platform letter of direction Written notification to Employee Relations and Assistant Superintendent PRIOR to placing individual on plan. Minimum of 8 weeks in duration, with time allowed for 4-week extension (if needed). One observation per week, with feedback provided in the TKES platform within 2 days – and five (5) days to implement feedback prior to next observation.