Keukasmallies Posted June 24, 2009 Share Posted June 24, 2009 Actually, discipline hearings against a teacher can progress quite quickly IF the school administrators have done their jobs documenting the setting of objectives for the teacher, attempts to remediate shortcomings, specific failures to meet the standards set forth, specific warnings and finally proper notice of termination; and met all the deadlines in federal, state and local laws and policies and contracts. Without the administrator doing her/his job, there is no way a hearing officer will uphold a charge of incompetence, negligence, dereliction of duty, etc.. Most often when the administrator has done the proper job of supervision, the teacher and union rep look for a settlement long before a hearing takes place. No matter what the union reps say in "public," the reps always know who the bad apples are and often come to the administration with a plan to resolve the issue. Unfortunately, when one district "solves" their problem, a neighboring district may inherit it by hiring that bad teacher. Hiring teachers is an art, not a science; the only mistake is in not firing a bad one once you know she/he can't do the job. Link to comment Share on other sites More sharing options...
finknottle Posted June 24, 2009 Share Posted June 24, 2009 Actually, discipline hearings against a teacher can progress quite quickly IF the school administrators have done their jobs documenting the setting of objectives for the teacher, attempts to remediate shortcomings, specific failures to meet the standards set forth, specific warnings and finally proper notice of termination; and met all the deadlines in federal, state and local laws and policies and contracts. Without the administrator doing her/his job, there is no way a hearing officer will uphold a charge of incompetence, negligence, dereliction of duty, etc.. Depends on what you mean by quickly. Isn't it the case that you need to give a failing review, followed by counsoling and mentoring, followed by an additional failing review, even before you bump it to the union for 90 days? And only after that can you begin the 90 day adjudication process. So even in the best of circumstances - assuming the administrators have their ducks in a row from the get-go, and the reviews are done as promptly as allowed - you are still looking at 9 months minimum. Link to comment Share on other sites More sharing options...
Live&DieBillsFootball Posted June 24, 2009 Share Posted June 24, 2009 There needs to be a "WTF PAC" for taxpayers to address these outrages whenever they come to light. I don't give a rat's ass whose fault it is, it just needs to get fixed pronto. Same for the annual article on police stuffing their overtime in their last years of work to retire on a pension that's higher than their annual salary. Link to comment Share on other sites More sharing options...
Gary M Posted June 26, 2009 Share Posted June 26, 2009 I think the main point is why does it take years to hold a disciplinary hearing? "Once their hearings are over, they are either sent back to the classroom or fired. But because their cases are heard by 23 arbitrators who work only five days a month, stints of two or three years in a rubber room are common, and some teachers have been there for five or six." Link to comment Share on other sites More sharing options...
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