Hiring and Firing
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Transcript of Hiring and Firing
HIRING
PAY ATTENTION TO YOUR ADVERTISEMENT
DEVELOP QUESTIONS PRIOR TO THE INTERVIEW
SHARE THE INTERVIEW DO THE “INFORMAL INTERVIEW” AVOID THE IMPERMISSIBLE
QUESTIONS
IMPERMISSIBLE
MARITAL/FAMILY STATUS PERSONAL HISTORY INBORN CHARACTERISTICS PROTECTED AREAS ASSOCIATIONAL ACTIVITIES UNRELATED WORK/EDUCATIONAL
HISTORY
SUPERVISION AND HELP
REGULAR VISITS DOCUMENTATION WARNINGS NOTICES OFFER OF HELP DIFFERENCE BETWEEN
SUPERVISION AND EVALUATION
Regular Visits
All teachers should have both formal and informal visits during the year;
Some form of a record of those visits should be made and kept:this includes informal visits
There are many forms of “supervision”
Documentation
If you didn’t write it down, you didn’t see it, and if you didn’t see it, it didn’t happen.
Keep a written record of all meetings; record each person’s opinion and the course of action proposed.
If the union contract calls for a union rep to attend meetings, the principal may wish to have another administrator present.
Keep plan books, roll books
Warnings, Notices, Offers of Help
Written warnings should cite the problem to be solved, and a deadline date.
Offers of help need to be documented Warnings should give date of notice,
deadline, preferred outcome and consequences
ALWAYS keep your deadlines
Supervision vs. Evaluation
Supervision is for teacher growth, improvement
Anyone may supervise Only the PRINCIPAL or the CHIEF
ADMINISTRATOR may evaluate First year teachers are always probationary
JUST CAUSE?
OBJECTIVE, DOCUMENTED EVIDENCE TO SUPPORT?
PATTERN OF BEHAVIOR? MORE THAN PERSONALITY
CONFLICT? RELATIONSHIP BETWEEN CONDUCT
AND CLASSROOM? VIOLATION OF RULES/POLICY?
REASONS FOR TERMINATION
Incompetence Insubordination Neglect of Duty Incapacity* Unprofessional Conduct Other just cause*
Incompetence: Inability to Perform
Lack of knowledge of subject matter Failure to improve teaching Physical mistreatment of students Lack of cooperation Negligent conduct Violation of rules Failure to maintain discipline
Insubordination: Willful Refusal
to abide by the rules to follow directives behavior same as incompetence but
assumed to be willful
Immorality
Usually, according to local standards public knowledge Interfere with authority or effectiveness
Neglect of Duty
Failure to supervise, either physically or mentally
Imposition of perilous activities, situations
Unprofessional Conduct
Failure to behave in a manner evidencing standards of professional behavior
Usurpation of parental rights/relationship/alienation of affection
Other Just Cause: “to include but not limited to:”
Violation of the tenets of morality Teaching contrary to religious/phil. doctrine Public repudiation of rel./phil. teaching Violation of academic, professional standards of
conduct Immoral/illegal conduct Imminent danger Material omission/falsification of application
Observation and Help
Supervise everyone, even veterans Document what needs to improve Document notice of consequences Require signatures/witnesses Document offers of help Document types of remediation Document Refusal of help
Be Fair
Be honest in assessments and evaluations Apply all policies equally Be prepared to give difficult information
and notification Recognize differences in background,
talents
RIF-ing/Termination/Nonrenewal
Notify the entire staff Clarify criteria: academic qualifications,
areas of teaching experience, length of service, etc.
Maintain deadlines Make every effort to reassign Have a written policy
Recordkeeping: Teacher’s File
College transcripts Certifications Contract/Recommendations Observations Conferences Plans for improvement Awards, recognition Memoranda of discipline
Some Points:
Never ask an impermissible question in the interview
Never tell an applicant why he/she was not hired
Teacher signature 1st one on contract Document, document, document Periodically review the handbook Know what’s going on