Employee discipline and management November 9th 2016

Personnel Documentation The vast majority of your time as an administrator is spent with adults not children You must be prepared to have crucial conversations as necessary Have a short memory and always document What is progressive discipline?

Progressive discipline Verbal Reprimand Written reprimand Growth plan revisions/action plans Dismissal To get to the last component, they must be aware of the “issues” every step of the way The bigger the issues…steps can be “jumped”

Different Employees Tenured Teachers, year to year contract employees, at will employees All are treated differently as we discuss employment options However-----progressive discipline is a must for all. If you do not show a progression of support/concerns your “HR” leadership will be questioned in an employee hearing with the board or in an unemployment claim

Verbal offense/written offenses Verbal-First offenses/Minor offenses-but document conversation Written reprimand- letter in the file- more serious Can be at school or in file at the CO This step can not be skipped, unless the offense is dismissible

Written reprimand/directive Letter always begins with or includes, “I am writing to provide you with a formal reprimand” States specific misconduct, insubordinations, failure to follow policy/procedure Give clear directives Give notice that the letter is going in their personnel file Attach letters of reprimand into NCEES-helps you support the lower rating

Additionally what should be in the letter Review meetings and verbal discussions Review the conduct-Be Specific Review past directives Attach past warnings Provide reprimand and why it is important to improve Always meet to go over the letter

Growth Plans/Action Plans For Repeated offenses that have not been addressed by the teacher Before this step is taken, there should be something in writing with a chance for the employee to address (written documentation in “NCEES” or letter of inadequate performance from you) This step occurs after you have tried multiple other strategies and the efforts were not successful

Growth Plans This action is punitive Our hope is that a teacher will improve and grow with your coaching, however if we are at this point many times we are trying to remove a bad employees from the system Action plans are not the first step (exception possibly with low performing schools) Always remember that your discipline can not be Arbitrary, Capricious, discriminatory or personal

Essential elements of a good plan Problem and examples of work related issues Goals- what you want the employee to be able to do. Be specific (SMART Goals) Strategies-professional development, counseling by employee, observations etc. Time frame for completion Evidence of completion (which should demonstrate the teacher is proficient or making progress towards proficiency) How the plan will be monitored by administration

Use of growth plans Evaluations without artifacts and details are evaluations not taken seriously Monitored plans are mandatory after a summative with one developing standard (if we employee the next year) Directed plans are mandatory with at least one developing or not demonstrated rating on a standard two years in a row (if we continue to employ) MIP’s if needed- Central office directed

timelines Monitored plans- one school year (even if mid-year) Directed plans- one year unless shortened by the LEA (is so must be communicated to the teacher in writing) MIP’s- 60-90 instructional days (minimum)

OBSERVATION REMINDERS Always write details in NCEES- it is not a good program to document poor performance Be honest with the employee Attach good and bad artifacts Make sure to correlate weaknesses in observations back to the PDP’s Any classroom walk through or informal documentation is evidence…do not leave it out MBWA-this is great documentation To add to NCEES New rule- if a teacher is up for their license renewal this year- they must be proficient on all five standards or the only way they can receive a new license (NC teaching) is if they are placed on a action plan/MIP

reminders If you do not address bAD employees…what does that say to your hardworking and good employees? Attach negative or positive notes to “ncees” Have a partner in difficult conversations with staff members Never act in anger…sleep on it Be honest in your discussions and do not sugar coat!

reminders Move up all observations for weak teachers….recommendations for employment will be due in May Progressive discipline- build your record from day 1 School board members will always ask, “was the employee aware of the concerns? Is it documented?” Remember that severe actions of misconduct may demand skipping some of the steps mentioned today

summary Group decisions are always better anything other than a verbal reprimand needs to be discussed with HR Good teachers are the number one resource and factor when it comes to increased student achievement Honest feedback and gentle pressure is a good thing Everything is great and wonderful does not help improve classroom instruction Call me anytime when you need help!

Crucial conversations Scenario 1- you have a veteran teacher who is generally difficult to deal with. Her attitude has been that she was here before you arrived and will be here when you leave. She has no interest in implementing any of the district initiatives or your ideas in her classroom instruction. You have JUST OBSERVED HER AND NOTED THAT SHE HAS NOT IMPLEMENTED ANYTHING NEW? Scenario 2- you have a first year teacher, that is the son of a close person friend, you live in a small community where news travels fast. You have just observed his class and it was chaos. Students were off task the entire lesson, loud and you can not name any significant point of learning that took place during the entire period.