The 50-State Comparison on teacher employment contract policies provides a national comparison of teacher employment contract policies in all states. All of the information was gathered from and focused on state statutes and regulations. State case law was also utilized for metrics related to collective bargaining. Data collection focused…

The tables have turned on Michigan's public school boards and other school officials. As a result of changes to the state's labor law in 2023, school districts face the risk of losing some authority to determine who should be teaching in their classrooms. Teachers unions are empowered once again to demand districts treat teachers as if they are…

Administrators cannot avoid disciplining and dismissing teachers who lack the skill to teach or the judgment to conduct themselves professionally. Central office administrators at a Salt Lake City school district developed "corrective discipline" procedures to help principals incorporate just cause, due process, and progressive…

Teachers who desire the academic freedom to discuss all sides of an issue are often branded as disloyal, communistic, or evil. But it is those who propose thought control and oppose total access to knowledge, not teachers advocating their students' right to know, who are America's actual subversives. (Author/SJL)

Dismissing a teacher for insubordination is usually acceptable to the courts when the teacher willfully defies reasonable and specific regulations and orders despite repeated and clear directives that such behavior must cease. (PGD)

A four-phase process for dismissing unsatisfactory teachers is described: (1) early diagnosis of unsatisfactory performance; (2) initiating a 12- to 14-week plan for improvement of performance; (3) notification of corrective action (list deficiencies, provide assistance, and set a deadline); and (4) implementing termination hearings when all else…

Responsible and effective administrative leadership requires confronting those members of the teaching staff who are a negative influence on the institution. Importantly, the absence of expressed appreciation for good work can have a devastating impact on a principal's image if he or she suddenly begins to confront poor performances. Actually, the…

This paper presents an analysis of the "adjacent curriculum," a term defined as that knowledge that is organizational in origin and that is transmitted to the organization's members for the purpose of maintaining the organization as an abstract but functional entity. This "curriculum" consists of such material as conduct codes, evaluation forms,…

An elementary school teacher from Worcester, Massachusetts, was reprimanded and received a two-day suspension and a series of involuntary transfers after being reluctant to turn a case study (done for a college class) of a disturbed student in to her principal. Rights of privacy of public employees are discussed and Supreme Court decision in…

Responsible administrators are obligated to confront poor teacher performance. Guides principals through 12 steps to take in the confrontation process that include the following: gathering information, waiting for a specific incident, developing a file, meeting with the teacher, helping the teacher to improve, and working with the teacher union.…

Dismissing incompetent tenured teachers is a difficult and time-consuming task. Contrary to popular opinion, however, that task is not impossible. Effective dismissal of incompetent teachers requires thorough, valid, and well-documented evaluation procedures, appropriate remediation efforts, and a fair hearing prior to dismissal. (TE)

Reviews court decisions since Pickering v. Board of Education and Mt. Healthy v. Doyle, and suggests guidelines for balancing teachers' claims of first-amendment protection with need for orderly school administration. Ends by summarizing lawful restrictions on criticism of administrators and notes the elements of litigants' respective burdens of…

Immoral behavior does not automatically provide the basis for dismissal of a teacher or administrator. There must be a proven causal connection or nexus between the behavior and job performance. (Author/WD)

This report presents information for implementing teacher evaluation. The first section explains that the purpose of teacher evaluation is to recognize quality teaching, improve teacher performance and instruction, identify and assist teachers having difficulty, and identify incompetent teaching. Subsequent sections discuss the positive outcomes…

Strategies for principals in supervising marginal teachers are described. Procedures for handling three types of marginal teachers are addressed, which depend on the causes of teacher ineffectiveness. Causes include lack of training, personal problems, and poor attitude. Conclusions are that principal action is necessary to maintain school…