Non-Provisional Employee Training
Learning strand content
Plan of support
Once a certificated employee has five years of experience, they become subject to specific laws around performance and the resulting consequences of non-performance.
Join this series to learn how to best support an employee who is non-provisional and struggling to perform but has not yet scored an overall Basic on their end of year evaluation. One support you will learn about is the non-provisional plan of support.
A non-provisional plan of support is a great intervention for an employee who is non-provisional and at risk of scoring their first overall Basic on their end of year evaluation. Like the growth plan, the non-provisional plan of support will identify key players and their roles, important CBA requirements, goals for the employee along with growth opportunities and feedback and progress tracking of the results.
Who should attend
Both the Human Resource Director and any administrators who will be evaluating the employee should plan on attending.
Cost to attend
Cost to attend the series is $1,500.00 per team for up to three team members.
Learning strand content
Informal Plan of Improvement
Once a certificated employee has five years of experience, they become subject to specific laws around performance and the resulting consequences of non-performance.
Join this series to learn how to best support an employee:
- With more than five years of experience, and
- Who has scored an overall "2" (Basic) in the last two school years
One support you will learn about is the Informal Plan of Improvement.
An Informal Plan of Improvement is for non-provisional employees who are unsatisfactory and who scored a Basic on their end-of-year evaluation within the last two years. This is an important Plan for employees to avoid probation or to consider the possibility of a different vocation.
At Stevens Clay, we offer training around designing a non-provisional informal plan of improvement to be used with non-provisional employees who have more than five years of experience and have scored a Basic on their end of year evaluation within the last two years. This plan contains all of the components identified above and is a critical step that should occur prior to an employee being put on probation.
Who should attend
Both the Human Resource Director and any administrators who will be evaluating the employee should plan on attending.
Cost to attend
Cost to attend the series is $2,000.00 per team for up to three team members.