1. Indiana New Administrator Leadership Institute September 21, 2015 Dr. David Marcotte, Superintendent Mooresville Schools david.marcotte@mooresvilleschools.org

2.  Today’s Themes ◦ Contract Cancellation ◦ Improvement Plans ◦ Letters of Reprimand ◦ Documentation

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

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

5.  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

6.  Evaluation ◦ Professional/Established 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

7. 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.”

8.  Philosophy  Collaborative  Specific  Support – Administrative & Peer  Feedback – Often  90 Day Maximum

9.  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

10.  When is it appropriate? The psychology of a reprimand. ◦ Verbal ◦ email ◦ Memo

11.  “The Shot Across the Bow” ◦ cc: Personnel File ◦ The official personnel file is critical to building the case. ◦ Sent AFTER conference with employee  Invite CTA Rep or other employee rep  Include information from conference in reprimand

12.  Building the case for dismissal ◦ Letters of Reprimand – notes and internal communication ◦ Administrative Leave – (suspension w/pay) ◦ Suspension w/o Pay – In Lieu of Termination ◦ Recommendation for Termination ◦ Which one is appropriate? ◦ Public Records Request

13.  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 1)Procedures 2)Procedures 3)Procedures

14.  Communicate with chain of command.  Follow established procedures.  Consult attorney via Superintendent/HR Director  cc: Personnel File  Save examples in a file.  Never underestimate the power of an evaluation.  No idle threats.

15.  Treat others as you wish to be treated.  Follow established procedures.  Inspect what you expect.  Hope is not a strategy.