Dismissals: A 2 Year / 27 Step Firing Process?

Picture 108.png

I don't think truly bad teachers are the biggest problem of all the many issues out there, but they're a pretty obvious place to start.  Is it really so hard to spur teachers to do better or weed them out, or is it actually much easier to do than it might otherwise appear? (Tribune)  Please be specific.

Comments

Leave a comment
  • It is a complicated process however you do it. I was part of an LSC that over a three year period turned over 90% of th teachers with the participation and effort of an incoming principal. The union fought every step of the way. Their rules are ridiculous, it takes a year to get a dismissal in place once you jump through all the hoops and then just as the clock is about to run out their contract provides that if they take medical leave you have to start the entire process all over again from the first step.
    We ended up largely abandoning the dimissal process and changing to tactics where we put in requirements that caused them to have to really work. We scrapped all their historical lesson plans, forced them into regular and repeated assessment testing and then monthly sessions where they had to produce their next months lesson plans and justify how they would fit the assessment test results for each student. Rather than work hard and embrace the changes, our targets simply used their seniority to bump their ways into other schools. I know many fine teachers who work long hours and spend out of their own pocket to provide classrooms resources so I am not ever going to paint with a broad brushstroke; but things do need to change so that teachers who are not committed can be moved out once a fair and thorough case for their dismissal is established.

  • Well stated. But even if it is difficult to fire a teacher, a principal can cause a great deal of tension and misery to ostracize a teacher. Harassment cases are difficult to prove.

  • Have seen two teacher removed from school for non-performance. It was justified and wasn't a prolonged nightmare. I hope that someone will write an op-ed piece for the Tribune. What an editorial board there.

  • John

    I hope you are just talking .Because if not I hope you get sued for all
    You are worth. Since when does an LSC have anything to do with the
    evaluation and remediation process? I hope all you experts have a type 75.
    If you are telling the truth why don

  • Not just here

    Outside administrators are just as likely to hire friends. I was talking
    about those related to the rich and famous, and appointed by clout.
    Try to get rid of one of these creatures.

  • Dear someone who knows

    Your are correct it is difficult to go through the process. It is much
    easier to get rid of someone you don

  • Can you tell me the name of one of these boot camps? web site? thanks.

  • Someone who doesn

  • It's not the teachers it is the attitude of the student and parents and of course some teachers, Entitlement. I don't want to follow what successful people do. Reverse racism in system. Ex-CPS teacher.

  • catalyst says they've been tightening up on the teacher eval process -- is that true?

    http://www.catalyst-chicago.org/notebook/index.php/entry/1004/Tough_scrutiny_of_teachers_under_former_CEO_Huberman

  • In reply to AlexanderRusso:

    Ermm...no, it isn't.

    The article you linked to has nothing to do with teacher evaluation (or, as the CBA calls it, "teacher efficiency ratings"), but with warning resolutions--many of which are for violations of the city's residency requirement.

    How important is the current teacher evaluation process?
    (1) Many principals simply don't make the classroom visits, and then have no choice but to renew the teacher's last rating--usually a Superior or Excellent rating.
    (2) The current system is going to be replaced by September 2012.
    (3) CPS fired/laid-off/terminated a lot of teachers last year with no regard for their ratings.

Leave a comment