1. Employee discipline and management
November 9th 2016

2. 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?

3. 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”

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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 instructional days (minimum)

13. 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

14. 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!

15. 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

16. 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!

17. 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.