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Documenting Poor Teacher Performance

Documenting Poor Teacher Performance. Indiana State University April 30, 2014 Trevor Jones, Southwestern Jefferson County Schools Connie Largent, Zionsville Schools David Marcotte, Mooresville Schools Mary Ray, Indiana State University Matt V ance, Rush County Schools.

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Documenting Poor Teacher Performance

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  1. Documenting Poor Teacher Performance Indiana State University April 30, 2014 Trevor Jones, Southwestern Jefferson County Schools Connie Largent, Zionsville Schools David Marcotte, Mooresville Schools Mary Ray, Indiana State University Matt Vance, Rush County Schools

  2. Contract Cancellation • State Statute (20-28-7.5-1) • Immorality • Insubordination • Justifiable decrease of teaching positions (RIF) • Incompetence (Evaluation) • Neglect of duty • A conviction for an offense listed in IC 20-28-5-8(c) • Good and just cause

  3. Contract Cancellation • Evaluation • Professional Teacher • Two consecutive ineffective rating • Combination of ineffective and improvement necessary ratings 3 of any 5 year period. • Probationary Teacher • One ineffective rating • Two consecutive improvement necessary ratings

  4. Teacher Evaluation Law IC 20-28-11.5-6 “If a certificated employee receives a rating of ineffective or improvement necessary, the evaluator and the certificated employee shall develop a remediation plan of not more than 90 school days in length to correct the deficiencies noted in the certificated employee’s evaluation.”

  5. Improvement Plan • Philosophy • Example #1 • Elementary Teacher Improvement Plan and Subsequent Communications.

  6. Letters of Reprimand • When is it appropriate? The psychology of a reprimand. • Verbal • email • Memo

  7. Letters of Reprimand • “The Shot Across the Bow” • cc: Personnel File • The official personnel file is critical to building the case. • Example #2

  8. Progressive Discipline • Building the case for dismissal • Letters of Reprimand - including notes and internal communication • Suspension w/Pay - #3 (Administrative Leave) • Suspension w/o Pay (in lieu of termination) #4, #5 • Recommendation for Termination (#6) • Which one is appropriate?

  9. EEOC Complaints • It’s not what the employee DID, it’s how the district handled it. • Avoid them like the plague! • $$$ • Three ways to avoid EEOC’s • Procedures • Procedures • Procedures

  10. Tips and Wisdom • Communicate with chain of command. • Follow established procedures. • Consult attorney – send documents for guidance. • cc: Personnel File • Save examples in a file. • Never underestimate the power of an evaluation. • No idle threats.

  11. Personnel Tenets • Treat others as you wish to be treated. • Follow established procedures. • Hope is not a strategy.

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