1. The superintendent of schools of a school district or the governing body of a charter school may place a postprobationary administrator on probation for a period of 2 school years if, based on the evaluation of the postprobationary administrator pursuant to NRS 391.710 , the superintendent or governing body determines that the postprobationary administrator: (a) Is consistently ineffective in meeting instructional practice standards, pupil performance standards and classroom management standards; or (b) Fails to demonstrate adequate progress under a performance improvement plan established pursuant to NRS 391.831 . 2. Upon placing a postprobationary administrator on probation pursuant to subsection 1, the superintendent or governing body shall give written notice to the postprobationary administrator that the postprobationary administrator has been placed on probation pursuant to this section. The written notice must contain an explanation of areas of underperformance for which the postprobationary administrator has been placed on probation pursuant to this section and a performance improvement plan established pursuant to NRS 391.831 that details the support and interventions that will be provided to the postprobationary administrator. 3. Except as otherwise provided in this subsection, during a period of probation imposed pursuant to this section, the postprobationary administrator must not be reassigned or transferred to another school in the school district or otherwise employed at another school or charter school in the school district. The postprobationary administrator may be reassigned or transferred during a period of probation imposed pursuant to this section if the reassignment or transfer is required because of low enrollment, program elimination or other district-wide or school-wide operational needs. Any such transfer or reassignment must be made in accordance with the policies and procedures of the school district or charter school, and such reassignment or transfer must not conflict with the terms of the period of probation imposed pursuant to this section. 4. Upon the conclusion of a period of probation imposed pursuant to this section, the postprobationary administrator must be evaluated to determine whether the postprobationary administrator has met improvement goals. If, based on the evaluation, the postprobationary administrator: (a) Has met the improvement goals, the postprobationary administrator must be removed from probation. (b) Has shown improvement and progress toward meeting the improvement goals, the period of probation imposed pursuant to this section may be extended for 1 additional school year and the postprobationary administrator must continue to receive support and monitoring under a performance improvement plan established pursuant to NRS 391.831 . (c) Has failed to make adequate progress toward achieving the improvement goals, the postprobationary administrator may be given notice pursuant to NRS 391.820 that the postprobationary administrator will not be reemployed or the superintendent may initiate the process for dismissing the postprobationary administrator pursuant to NRS 391.822 , 391.824 and 391.826 . A postprobationary administrator who is not reemployed or for whom a process for dismissal is initiated pursuant to NRS 391.822 , 391.824 and 391.826 may apply for another position within the school district or charter school, as applicable. 5. A postprobationary administrator who is placed on probation pursuant to this section shall be deemed a probationary employee for the purposes of NRS 391.650 to 391.826 , inclusive, and must serve an additional probationary period in accordance with the provisions of NRS 391.820 , except that the duration of that period of probation must be determined in accordance with the provisions of this section. 6. The postprobationary administrator placed on probation pursuant to this section: (a) Shall not be reemployed pursuant to NRS 391.820 or shall be dismissed pursuant to NRS 391.822 , 391.824 and 391.826 if the postprobationary administrator is determined to have failed to meet the objectives in the performance improvement plan established for the postprobationary administrator and the dismissal is in the best interest of the pupils and the school. (b) May be reassigned or have any other consequences imposed only if compelling evidence demonstrates extenuating circumstances contributing to the underperformance and it is in the best interest of the pupils in the school for the administrator to be reassigned or have other consequences imposed. 7. The Department shall provide support to a school district or charter school that does not reemploy or dismisses a postprobationary administrator pursuant to subsection 6. Such support may include, without limitation: (a) Assistance in recruiting and hiring highly effective administrators to fill any resulting vacancies; and (b) Access to leadership and instructional coaching resources to support school leadership in managing transitions and improving instructional leadership practices.
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