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Parental Involvement in My School
Parental Involvement in My School
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Hiring and Termination practices
Hiring and termination of teachers is one area that I am still a little afraid of facing. One message we keep hearing in class in that we will inherit a problem and so I know that this is something that I will need to face. I look at my current principal and see that he has hired over thirty teachers since he was hired, the total could be higher than that. Thus, I have seen the issues that come with new teachers and have seen what needs to be done with a teacher termination. The real trick to all of this is making sure that you are hiring quality teachers to fit your school vision.
The termination process at Wahlert is really no different than any of the other school districts that I looked up. There needs to be documentation, documentation, and more documentation. Mr. Meyers stated that “you really have to be endangering kids to be terminated.” We talked at length about how documentation is the key component to a termination and how it needs to be collected over time. The worst part for him is when you make a hire and then realize that the teacher is really not good. This leads to a very awkward termination process that can be made a little easier if it is a beginning teacher. We discussed one case where he hired a speech teacher over a phone interview. The teacher arrived on campus and he knew after the first year the mistake he had made. The teacher lacked the ability to relate to students and refused to do any grading. The school put pressure on him to find a new teaching position because they were not going to sign off on his license. I did not get a lot more on the particulars but do know that the teacher found a new job in northern Wisconsin. Thus begging the point of did ...
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...egarding involvement. For a position that is only roughly three months long and for about three hours a day, we involve a lot more people. Generally, we have the principal, athletic director, a couple of parents, and sometimes a student committee. I know that coaching is a little different hire but we do a great job of involving stakeholders for that but not for education. I would suggest adding a couple of teachers to the hiring process, which seems to be a more normal process in other schools. Also having parent input on the committee would give a completely different set of standards and views that otherwise gets lost in the process. This would have all give the interview process a different feel. We are a private school where parents pay money for the education of their children and I feel that their expectations for teachers should be part of the process.
In “The Teacher Wars”, by Helen Goldstein, the book focuses on the historical implications of school policy and how it affects teachers. The author goes into depth with everything from the rise of female teachers to the rise of technology in today’s teachers. As Goldstein argues teachers have an incredible ability to be able to widen equality, yet can also narrow the achievement gap that is created from birth. Her showcase of the constant strife against teachers throughout the ages gives way to multiple ways politics and decisions affect the achievement gap.
This school has had 5 principals in 4 years. I spoke earlier about this school being a part of the I-zone. The I-zone is a special subset of schools within Shelby County that are given the task of leading a school from the bottom 5% to the top 25%. In that there is a high turnover rate with administrators and teachers. I was selected to be a turnaround principal given a certain amount of time with the authority to make necessary changes. The community asked for a principal they could relate to. They wanted to be involved with the school and wanted resources given back to them so they could help their children. I listen to community concerns and established a parent power committee so they could be partners in education with us. We reached out into the community to garner some wrap around services to help and support our students. We gained seven (7) new Adopters who have formally taken the charge to provide resources that all students will need to achieve academically. Life Church gives us food. Bellview Baptist Church comes in and tutors all our 2nd grade students. Kappa Alpha Psi Fraternity has volunteered to come in and work with our students on STEM projects. We have Omega Psi Phi who comes in an exposes our kids to social and character development. And the list goes on. There just so many programs and organizations ready to work with us because they know
In 1969, Donald H. Meichenbaum, Kenneth S. Bowers, and Robert R. Ross replicated a study of the remarkable Expectancy Effect study from Robert Rosenthal. Rosenthal had conducted numerous studies with a hypothesis of confirming that one person’s expectations affect another’s behavior, which is also referred as the self-fulfilling prophecy. This hypothesis was also used by Meichenbaum, Bowers, and Ross in their experiment. Under the Behavioral Analysis of Teacher Expectancy Effect study, 14 adolescent female offenders were examined over a period of a month. Six were chosen to be identified as “late bloomers” to their four teachers. During the study, the late bloomers improved significantly higher on objective exams, but not in subjective. However, their behavior in class improved as well. The observations of the teacher-pupil interactions during the 2 week expectancy period revealed that the instructions affected significantly and increased on the positive interactions among the late bloomers. The study conducted by Meichenbaum, Bowers, and Ross has several differences than Rosenthal’s study. Firstly, they created a different study with only 14 female adolescent offenders that were institutionalized in a training school. Secondly, the training school had limited time of two weeks under expectancy effect. Therefore they were graded based on objective test, subjective tests, and measures in their behavior instead of IQ change. Thirdly, the teachers had known the students prior to the study and had created their own expectancies of the girls’ intellectual capabilities. The study may have several differences, but the general aspects of examining the behavior of teacher expectancy and the effect of the academic performance on the adolesc...
Prince George’s County has been the largest school district in Maryland for the past more than twenty years. However, as a result of under funding, compared to other Maryland public school districts, Prince George’s County sustains the second highest percentage of uncertified teachers in the state. The lack of certified teachers has left lasting negative effects on the Prince George’s county school system.
According to ACLU – American Civil Liberty Union of Washington State, a tenured teacher in my understanding should not be fired for a comment like that. Rather have a disciplinary action, such us be sent to a sensitive seminar or class. She shall be shown that her comment was not acceptable. She can have her opinion, but she need to keep it to herself.
Standard 1 of the Florida Principal Leadership Standards (2011) describe the priority of the school leader as, “effective school leaders demonstrate that the student learning is their top priority through leadership actions that build and support a learning organization focus on student success”. Our number one priority and focus is and always should be our students. They are the reason behind our professions. It is the faculty the ones who should be supported by the administrators. The leaders should celebrate their success, encourage them, support their assertive instructional decisions, and motivate them each day to create the right conditions for learning. The principals must plan to project growth the most accurate possible, employing all the help that they could get for this challenging task. Students should not be affected because qualified teachers are not available. Strategic schools use the resources at had to relocate, and alleviate the human resources problems.
I would recommend this article to all teacher candidates, being as there is a great deal of valuable information shared.
From the reading “Ethical and Legal Issues in U.S. Education”, there were three points that that surprised me. One point was that it is so surprising to me that there are so many steps that a teacher, on tenure, must go through before they get fired. It makes it so difficult to be fired and such a long process that they will never be fired unless they commit a major crime and I believe that this should change. As a teacher, we need to be at the top of our game at all times, and teachers with tenure seem like they do not always have to in order to keep their job. It is also surprising to me that student teachers do not receive the same rights as normal teachers in some states. Student teachers are practicing to become a teacher one day, and
Teacher dispositions consist of the teachers’ values and beliefs regarding the teaching profession and about the children. National Council for Accreditation of Teacher Education (2007) identifies the dispositions as:
Elaine explained to me that she had submitted her résumé, the board reviewed her credentials, and she also had to submit three letters of recommendation and was interviewed by the school board. Elaine stated that why she did right, to be hired was “based upon past experience, and recommendations from several people within the school system and my credentials”. She believes the most important factors to becoming hired in today’s market are “credentials, education, and personality”.
Well, I’m not here to point fingers at who’s not making the right decisions; I’m here to discuss who is best suited to make the decisions that affect the masses. It’s easy to point out where the problem occurs, but there is difficulty in identifying the solutions to fix these problems. As a teacher, I believe that the teachers and administration should have the most
In deciding how to meet the skill needs of the teaching staff, Ben begins with the hiring process. Knowing what our School Improvement Plan goals are, his interview questions include specific skills and knowledge that will help Falcon Creek students meet these achievement goals. Mr. Rhodes is very clear about his high expectations of the teaching staff. He is currently in Denver University’s P.H. D. program in Educational Leadership and he utilizes his knowledge of best practice research. His assessments of staff learning needs are gleaned from a variety of sources that include feedbac...
For the lead teacher interview assignment, I had the opportunity to sit down with and interview my son’s EC teacher from last year, Mrs. Hamm. Since my son started at the school last year, Mrs. Hamm has helped him in so many different ways. Mrs. Hamm has been teaching for over 20 years from her home state of Pennsylvania and more currently at Mount Energy Elementary School in Creedmoor, NC. Mrs. Hamm has been teaching at Mount Energy Elementary School in Creedmoor, NC for the last 12 years and recently awarded “Teacher of the Year”. Mrs. Hamm, up until this school year, was the main EC teacher for all grades Kindergarten through fifth grade at Mount Energy Elementary School. As of the present school year, the school district made the determination that she was over the acceptable number of students. As a result, they decided to hire an additional EC teacher and assistant to teach grades 3-5th and Mrs. Hamm would teach grades K-2. Mrs. Hamm was the teacher of 18 students until this decision was made, now with grades K-2, she has 9 students in her class.
Finally, hire more qualified teachers; education is very important part of our lives, we should be careful of how we choose teachers. Many teachers are not qualified for teaching; in order for students to understand the subject the teacher had to teach it first. I have met many teachers love to teach, but I also I meet other teachers hate their jobs. Our part is to keep an eye on improving education. Training and retraining teachers to meet the needs, help teachers and students.
First, I realized that, teachers carry a lot of weight on their shoulders and have great responsibilities. They have to balance the curriculum, students, parents, lesson plans, common core, and upper management and still maintain a professional demeanor. Second, educators must follow a strong code of ethics. They must be professional at all times with students and colleagues, keep confidentiality, not have or show any prejudice or bias, maintain safe and positive learning environments, help students with problems, and hand out disciplines accordingly. Lastly, I found that when you’re a teacher, your education never stops. Teachers are always trying to improve their own education and professional growth, both for the benefit of their students and for the benefit of themselves.