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J@  g4kdkdt0IPIppp@ ? % Hiring and FiringLegal Thoughts to Ponder  HIRING<PAY ATTENTION TO YOUR ADVERTISEMENT DEVELOP QUESTIONS PRIOR TO THE INTERVIEW SHARE THE INTERVIEW DO THE  INFORMAL INTERVIEW AVOID THE IMPERMISSIBLE QUESTIONS IMPERMISSIBLEMARITAL/FAMILY STATUS PERSONAL HISTORY INBORN CHARACTERISTICS PROTECTED AREAS ASSOCIATIONAL ACTIVITIES UNRELATED WORK/EDUCATIONAL HISTORY SUPERVISION AND HELPiREGULAR VISITS DOCUMENTATION WARNINGS NOTICES OFFER OF HELP DIFFERENCE BETWEEN SUPERVISION AND EVALUATIONRegular VisitsAll teachers should have both formal and informal visits during the year; Some form of a record of those visits should be made and kept:this includes informal visits There are many forms of  supervision  DocumentationIf you didn t write it down, you didn t see it, and if you didn t see it, it didn t happen. Keep a written record of all meetings; record each person s opinion and the course of action proposed. If the union contract calls for a union rep to attend meetings, the principal may wish to have another administrator present. Keep plan books, roll books!Warnings, Notices, Offers of HelpWritten warnings should cite the problem to be solved, and a deadline date. Offers of help need to be documented Warnings should give date of notice, deadline, preferred outcome and consequences ALWAYS keep your deadlinesSupervision vs. Evaluation  Supervision is for teacher growth, improvement Anyone may supervise Only the PRINCIPAL or the CHIEF ADMINISTRATOR may evaluate First year teachers are always probationary JUST CAUSE?OBJECTIVE, DOCUMENTED EVIDENCE TO SUPPORT? PATTERN OF BEHAVIOR? MORE THAN PERSONALITY CONFLICT? RELATIONSHIP BETWEEN CONDUCT AND CLASSROOM? VIOLATION OF RULES/POLICY? REASONS FOR TERMINATIONaIncompetence Insubordination Neglect of Duty Incapacity* Unprofessional Conduct Other just cause* "Incompetence: Inability to PerformLack of knowledge of subject matter Failure to improve teaching Physical mistreatment of students Lack of cooperation Negligent conduct Violation of rules Failure to maintain discipline  Insubordination: Willful Refusalbto abide by the rules to follow directives behavior same as incompetence but assumed to be willful  Immorality`Usually, according to local standards public knowledge Interfere with authority or effectiveness  Neglect of DutyaFailure to supervise, either physically or mentally Imposition of perilous activities, situations IncapacityMPhysical or mental inability to perform duties Illness, medication, treatment Unprofessional ConductFailure to behave in a manner evidencing standards of professional behavior Usurpation of parental rights/relationship/alienation of affectionf Other Just Cause:  to include but not limited to:  Violation of the tenets of morality Teaching contrary to religious/phil. doctrine Public repudiation of rel./phil. teaching Violation of academic, professional standards of conduct Immoral/illegal conduct Imminent danger Material omission/falsification of application>D  Observation and HelpSupervise everyone, even veterans Document what needs to improve Document notice of consequences Require signatures/witnesses Document offers of help Document types of remediation Document Refusal of help  Be FairBe honest in assessments and evaluations Apply all policies equally Be prepared to give difficult information and notification Recognize differences in background, talentsRIF-ing/Termination/Nonrenewal$ Notify the entire staff Clarify criteria: academic qualifications, areas of teaching experience, length of service, etc. Maintain deadlines Make every effort to reassign Have a written policy @ Recordkeeping: Teacher s FileCollege transcripts Certifications Contract/Recommendations Observations Conferences Plans for improvement Awards, recognition Memoranda of discipline! 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