make this shorter: The process begins when a teacher is identified as failing to meet the school's expectations or non-negotiables. The principal, as the first line of oversight, will conduct observations to assess the teacher's performance. This step is crucial as it provides a factual basis for any subsequent actions. Following the observations, the principal works closely with the teacher to create a growth plan. This plan is tailored to address the specific areas where the teacher falls short and provides a roadmap for improvement. The strength of this step lies in its collaborative nature, fostering a supportive environment for the teacher. If little to no progress is observed, the principal will bring an exemplary teacher to work with the struggling teacher. This peer mentorship can be highly effective, allowing the teacher to learn from a successful peer. However, its effectiveness can be limited if the struggling teacher is resistant to feedback or change. The principal will provide additional support if the growth plan and peer mentorship do not yield the desired improvements. This could involve professional development sessions or bringing in consultant experts. This step underscores the school's commitment to its teachers, but it can be time-consuming and costly. If all these measures fail to bring about improvement, or if the teacher fails to comply with the growth plan, the nonrenewal process begins. This is a serious step that typically involves the superint