CAUSE FOR ACTION
Employees may be subject to disciplinary action, including dismissal, for reasons related, but not limited, to unsatisfactory job performance, misconduct, poor attendance, and unsatisfactory professional conduct, or growth.
Policy DNAA describes the schedule and minimum intervals for evaluating non-teaching personnel. It is the policy of the Board and the Administration that monitoring of each subordinate’s performance be an ongoing aspect of supervisors’ responsibilities, in addition to an annual formal appraisal. To this end, supervisors shall conduct performance conferences, as needed, throughout the evaluation cycle to discuss with the employee emerging performance problems in an effort to correct the problem before more serious disciplinary action is indicated. Likewise, supervisors shall recognize performance which significantly exceeds expectations, either orally or in writing.
PROGRESSIVE DISCIPLINARY STEPS
The Superintendent shall develop and implement an administrative procedure which includes a range of progressive disciplinary steps to address employee job performance (see TSBVI Operating Procedure A-2-4.1). The procedure shall result in the proposed dismissal of employees whose job performance, or conduct, does not meet standards after less severe actions have been taken. However, nothing in the procedure shall prevent the Superintendent from approving disciplinary actions, including proposed dismissal, which have not been preceded by all available steps. The seriousness of the performance problem, or misconduct, along with the employee’s disciplinary history, will be considered in determining the appropriate disciplinary action.
A dismissal action against a regular employee, as defined in policy DCD, shall become final when the employee has had the opportunity to make a response to the Superintendent, or his/her designee, regarding any reasons stated for the proposed dismissal and the Superintendent/designee has finalized the dismissal action.
A dismissal action against a temporary, or substitute employee, shall become final upon approval by the Superintendent, or his/her designee, of the administrative recommendation for dismissal.
EMPLOYMENT AT WILL
Nothing in this policy (or in TSBVI Operating Procedure A-2-4.1) is intended, or shall be construed, to give non-contractual employees a property right in their employment. Non-contractual employees may be dismissed at will. The Superintendent may terminate the employment relationship at any time, for any reason, except as otherwise provided by law. See also DCD.
Amended: 5/8/81, 11/12/87, 1/25/91, 7/17/92, 5/26/94, 9/29/95, 11/17/95, 11/6/98, 4/5/13