The primary objective of a school district's teacher evaluation system is to improve teachers' performance so they can become successful and contribute to the objectives of the district. If the evaluation does not produce this positive result, the teacher must be replaced, either by resignation or termination. The district's evaluation system thus…

Outlines 12 steps a principal should follow when he or she has put a teacher on an intensive evaluation cycle because of the teacher's unsatisfactory performance. The steps focus on following and documenting procedures that will lead to a fair dismissal case. (IRT)

Provides guidelines for meeting legal standards of fairness in teacher evaluation. (WD)

By building in due process procedures and substantive review, a school system provides the opportunity for the teacher, the supervisor, and the administrator to work together to improve the instructional environment. (Author/IRT)

Once a teacher can establish that conduct protected by the Constitution was the major cause of his/her dismissal, the burden of establishing another cause of termination falls on the school board. (Author/IRT)

Suggests ways for ensuring that teacher evaluation methods used by principals when dismissing teachers will stand up to the challenges posed by hearings: Did the principal try to help the teacher improve? Were evaluation criteria relevant? Was the decision to terminate arbitrary or capricious? Was the evaluation process confidential? (PGD)

An examination of two dozen recent court decisions dealing with teacher dismissal for drug-related incidents reveals that the facts of each case, not traditional guidelines, determine the legality of the action. (Author/MLF)

Outlines a seven-step procedure for dismissing incompetent or unprofessional teachers, including conferring with the teacher, summarizing the conference, developing an action plan with the teacher, having the personnel officer approve the plan, implementing the plan, and holding a progress assessment conference. Provides a sample performance memo…

Secondary school administrators considering the termination of an employee prior to the expiration of contract are offered several suggestions. These are: have a good evaluation system in place; follow all phases of the evaluation system; document all conferences, observations, and other encounters; alert the superintendent early in the process;…

Presents a set of model regulations on the issue of reduction in force applicable to certified personnel. (Author/WD)

By providing more accurate and complete data, a personal exit interview is superior to an exit questionnaire; however, separation interviews in the field of education are not common. To optimize the benefits of an exit interview for both the district and the departing employee, a formal, oral interview should be scheduled within the last 4 weeks…

Teacher dismissals are made more difficult by administrators who do not understand their roles as teacher evaluators. To establish thorough, grievance-free teacher evaluation procedures, a successful series of strategies and techniques developed by the Pinellas County (Florida) schools is presented. (MD)

Describes steps colleges and universities can take to increase the likelihood that workforce reductions will stand up in court: reserve the contractual right to implement reductions in force and consider reserving the right to issue temporary furloughs. (EV)

Because many school districts now face reductions in teaching and administrative staff, this short article provides information about administrative policies and roles in reducing school staffs. A section on the legal precedents for releasing tenured teachers sets out some relevant court decisions and the conditions necessary for reduction of…

A list of important points and procedures for superintendents to observe when preparing for and testifying during teacher dismissal hearings. (MLF)