Although the main purpose of a school district's evaluation system is to improve employees' performance, the evaluation procedures and the supporting documentation must also serve as evidence in the termination hearings of an unsatisfactory employee. Accordingly, this chapter provides practical advice to school administrators concerning documentation generated in the evaluation process that can be used, if necessary, to support a recommendation for dismissal. Five types of written memoranda are described, with examples of each: (1) memoranda to the administrator's files (used for minor infractions or deviations by the employee); (2) specific incident memoranda (used to record conferences with a teacher concerning more significant events); (3) summary memoranda (used to record conferences with a teacher in which a series of incidents, problems, or deficiencies are discussed); (4) visitation memoranda (used for observing on-the-job performance); and (5) formal assessment instruments (used to evaluate overall performance). The latter part of the chapter discusses factors to consider in termination proceedings, including timely notification, opportunity for remediation, and drawing up a recommendation for termination. The advice is summarized in three steps: (1) develop a sound evaluation system, (2) provide administrative inservice on evaluation policies and the proposed documentation system, and (3) apply in a way that preserves the personal dignity of the employees. (TE)