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)

Describes a self-awareness process that enables the teacher to teach cognitive coping rather than to discipline children. The process involves playing the Okazi Word Game, keeping a coping diary, the teacher coding his own behavior as well as the childrens using the Coping Behaviors Index, and task analysis. (Author/AM)

Study of four schools reveals that principals generally view Chicago's systemwide Uniform Discipline Code (UDC) as an administrative convenience, but teachers are not as enthusiastic. The existence of the UDC has made little impact on the improvement of discipline management. (BJV)

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)

The differences between industrial assumptions and decision-making processes in institutions of higher education are outlined. The alternatives accommodating the grievance arbitration procedure to those processes are also surveyed along with tentative assessments of the awards made. Available from: Southern Methodist University, Dallas, Texas.…

The common practice of keeping negative information about a faculty member quiet if he agrees to resign quietly is criticized by some who find it unethical or illegal. They feel employers should disclose full employment records. Others warn that colleges may invade the privacy of a professor or defame him by passing on unsubstantiated charges to a…

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…

Because sexual harassment by faculty can deter college women from entering male-dominated fields, college administrators face the serious task of determining effective policies to deal with such harassment. This study was conducted to examine students' ratings of appropriate punishment for male professors who harass female students. The effects of…

This study focuses on the tension between community norms/values and teacher behavior in Canada. A series of instances where teachers in public or denominational schools are accused of misconduct are presented, and these instances are traced from their beginnings to their ends (that is, to the resolution or acceptance of the social conflict). Part…

Brinkmanship behaviors are challenges to authority expressed in such a mannner that expected negative sanctions are typically avoided. They are usually extemporaneous, involve satire or sarcasm, and take place in front of an audience. This study investigated 43 principals' and 137 teachers' perceptions of teacher brinkmanship behaviors and sought…

Incompetent teachers must be identified and assisted, and if they fail to improve, they must be dismissed. An eight-point strategy for school district administrators to use in identifying and assisting less competent teachers is presented. (RM)

The report of the AAUP Committee A on Academic Freedom and Tenure regarding the one-year disciplinary suspension of Professor Richard William Rosenbaum for taking four days of unauthorized leave of absence is presented. Procedural and substantive issues of the grievance procedures are reviewed. (LBH)

Surveys court cases having an impact on teacher's freedom of expression. (JF)