1. Documentation Model

2. Performance Management Cycle SetCheckConferEvaluate Hire/Beginning of Year Ongoing – Check Progress; Monitor Performance Mid-Year – Address Performance Concerns Review/Update Goals Evaluation – Summary of Performance Cycle & Goals

3. OBJECTIVES To effect positive change in employees’ performance To identify elements of legally defensible documentation To simplify drafting documents by providing a clear template

4. Step Disciple Plan Level of Effort Termination Suspension Written Warning Verbal Warning

5. Sample: Memo of Warning To:Wendy Smith From:Susan Jones, Principal Date:Sept. 25, 2010 Re:Professional Performance Concern On Friday, Sept. 24, 2010, I passed your classroom and realized that your sixth graders were unattended…..

6. Pinpoint the specific conduct and describe the conduct in complete and explicit terms. If necessary, supplement general statements with specific example to provide a proper factual foundation.

7. Include the rule, authority or expectation relating to the deficient performance, such as board policies or administrative regulations, MOU agreement, administrative directives, State Code sections, recognized professional standards, AND include prior same rule violations.

8. Include facts which describe the negative or adverse effect of the employee’s conduct on the district, other employees, students and parents.

9. Identify what must be done to correct the employee’s deficient performance and provide suggestions and offers of assistance for improvement. Include clear and unequivocal directions on the proper conduct you expect the employee to follow, the effective timelines and the consequences if the employee fails to comply, AND include suggestions for improvement.

10. Include language notifying the employee of the right to file a rebuttal to materials placed in the personnel file in accordance with applicable provisions of the MOU.

11. PROGRESSIVE DISCIPLINE The progressive discipline process consists of a series of disciplinary steps, each step calling for more serious disciplinary action. The process generally includes the following sequence: Oral warning/conference Written warning Letter of Reprimand Unsatisfactory Evaluation Suspension without pay Dismissal