This study explored Wyoming school leaders' perceptions about the traits of incompetent teachers, strategies used to work with incompetent teachers, and the barriers to their dismissal. Most importantly, this study differentiated how principals and superintendents viewed incompetency issues. Some major findings include school leaders' beliefs that…

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)

Reviews a recent case that exhibits the mistakes that can be made when teachers, school boards, and administrators fail to understand that teacher tenure is not a guarantee of employment but does guarantee that procedural and statutory protections will apply in any termination process. (PGD)

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)

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)

Examines the case of Thompson v Southwest School District in which a teacher was dismissed for allegedly immoral behavior. The court found that the behavior did not have a deleterious impact on the teacher's ability to teach. (IRT)

Due process hearings should not threaten principals who have performed their teacher evaluation duties well and can demonstrate (1) the persistent nature of the teacher's difficulties; (2) repeated warnings; (3) frequent assistance; (4) adequate time and opportunity to improve; (5) close supervision; and (6) the teacher's involvement in a normal…

Giving reasons for terminating employees can enhance the credibility of administrators among teachers and the public. The legal and policy review presented here can help administrators with the task of formally evaluating teachers. (Author/LD)

Despite the existence of tenure laws, it is possible to remove an incompetent tenured teacher, and administrators should do no less when the welfare of children is at stake. (Author/JG)

Relying on his experience as an urban principal, the author relates several vignettes to illustrate the importance of a smoothly working school team of administrators, teachers, and counselors. (Author/JM)

Describes a complex court case involving a Massachusetts elementary teacher whose contract was not renewed because she was cohabiting with a suspected (but eventually exonerated) child abuser. School officials should resist the knee-jerk reaction to terminate a teacher's contract on the grounds of narrow, homogeneous community values regarding…

The responsibility of a school board in reaching decisions in immorality cases points to the obvious need to understand the scope of recent jurisprudence regarding this issue. This article focuses on the lesser-known areas of immorality and cites recent litigation that further illuminates the total concept. (Author)

Lists seven steps for principals to take when terminating teachers: follow good evaluation processes, build a documented case, recommend the termination, notify the teacher, prepare carefully for the hearing, follow guidelines for testifying effectively, and accept the outcome. Expands on evaluation process characteristics, preparing for hearings,…

Discusses several defamation cases involving school executives' written or spoken statements about terminated employees' performance and qualifications. Pays special attention to lawsuits hinging on administrators' and board members' informal remarks about school employees, outlining permissible behaviors and suggesting ways to avoid defamation…

A review of several studies reveals factors affecting the success of teacher evaluations: frequency of observations; teacher involvement in planning and operating the process and coaching peers; definition of expectations; fairness of incentives; and suitable supervisory techniques. Teacher autonomy and the value of evaluations in personnel…