Saturday, August 28, 2010
Personnel Case
As principal, you have directed by the Superintendent to submit recommendations for personnel reductions due to required budget cuts made by the school board. The decision is irreversible and you and each principal must comply. You must cut three positions. How will determine which positions you will recommend to cut?
Subscribe to:
Post Comments (Atom)
With this situation, you know this is something that you don't ever want to do. It is probably the hardest thing you may ever do as a principal.
ReplyDeleteI would first start by making a list of the areas that are of least importance or effectiveness in our school. Then I would look at those areas and the personnel that are at those areas. Then I would see where we might can incorpate a couple areas to cut back on some other activities. After looking over any excess areas or iterinates, I would then concur with my AP to see what they think.
I would then submit my list to the Superintendent and then go and tell the personnel of those areas. I would tell them b/c I would want to know as well. I believe as a school leader one must have the respect and admiration for each of his staff members.
This is a situation that happened in my school just last year, and with budgets still weak something that we all might face in the years to come. I believe my principal handled this issue in a very ethical and repectful manner, and in a way that I would as well. He first brought the staff together to explain the recommendation of the Super and how this was going to be a difficult thing to do. He then went on to explain his rational for chosing the memebers to be cut. He explained that we are all here for the well-being and education of the students and cuts will be made based on instructional requirements of the students. By doing this speciality teachers and aids were the first to go. Not because they are not important, but this was least likely to interrupt classroom instruction. After making his recommendations he brought in each individual in to explain his poisition as to why he chose them. Also, he brought the faculty together as a whole to explain that these cuts will effect everyone and that loosing some members means the others will have to fill the void. I thought this was the best decision for the students and a fair and respectful way to handle the teachers......
ReplyDeleteZack Dotson
I really appreciate my colleagues' thoughts on this. This truly would be a very difficult situation to deal with as an instructional leader.
ReplyDeleteMy first step would be to review my school system's policy on personnel reductions due to required budget cuts made by the school board and act accordingly.
I agree with Zach's sentiments that letting go of staff that would have the least impact on children's instruction and well being would be the best scenario, and hopefully my school system's policy would allow for this. I also think it would be important to consider seniority in addition to the impact on children and instruction.
Based on these comments I would follow policy, although if I thought that the policy was detrimental to the students in my charge I would let the superintendant know of my concerns before submitting my list of personnel I believed should be let go due to required budget cuts.
I know that many school systems have policies that require the leadership to let go personnel based solely on seniority. I have spoken to teachers who actually went through "Getting a pink slip" when they first began teaching due to tough economic times. Some of these veteran teachers stated that they were not told that they were being let go. They simply received the pink slip. I disagree how this was handled. The principal should have been up front and honest about this. I asked these teachers how they felt about this, and they stated that they understood that they had to be let go based on seniority, and added that they were young, and many did not have families yet to support.
It was interesting and heartbreaking to listen to their perspectives, as many school systems are having to reduce their teaching forces and class sizes are increasing as a result.
I think as an instructional leader in your building, letting your faculty know what was happening and how you are handling it would be paramount.
Letting your faculty affected know personally about the reductions in a respectful way is important as well.
I look forward to hearing from the rest of you and your thoughts on this.
Kind regards,
Amanda G. Gibson
I agree that this would be an extremely hard position to be put in. I also agree with the previous statements that we should do what disrupts instruction the least. However, I don't know that letting go of our Specialty teacher first is the answer that I would choose. I know that there is no perfect or easy answer, however, I see that these specialty classes are classes that some of our children can excel in, and if we take those away, I feel that we are taking there confidence away. I have learned first hand that if we take confidence, then we take a desire to learn. I have worked with many students and it is the specialty classes that allow them to stand out and shine. As I stated, I am not saying that there is any perfect way, but I believe if it were me, I would have to increase numbers in classrooms and let go of the teachers who it was obvious had lost their passion for teaching. I know we don't like to think about any teacher losing their job, but the truth is, we are teaching for the kids. If it gets to a point to where we aren't teaching for the success of the children, we aren't teaching. If a teacher is there just biding their time then I don't feel this is to the benefit of our students.
ReplyDeleteAlana Sexton
I believe that everyone that has made a post has done an excellent job. I would have to agree with the majority in saying I would have to make the cuts that would least affect student learning and achievement. This is something that is difficult to determine in a school setting. There is a great deal of things to consider. I think it would depend on the size of your school, grade level or department classes, the ratio if students to teachers. I would imagine that there is a policy to determine which teachers would have a greater opportunity to stay. Many systems have a rift or seniority policy in place.
ReplyDeleteRegardless I believe it would be the most difficult job as a principal to let go of someone in your school. Whatever was decided I think it would be the best policy to be honest and direct with everyone involved. I would give them the rationale for the decisions that needed to be made. It also would be best to let these teachers know as soon as you make a decision. Mainly because teachers know exactly what is going on in their school, and it would help maintain a positive school climate, to take care of business as soon as you make the decision. Although it is a negative time in your school, you have to maintain professionalism as much as possible. Even if the people that are involved are not going to be happy along with the staff, you need to make sure everyone understands the best decision is made for the students in the school.
I would check out the school's policy on reducing personnel first. I happen to know that the policy in Carroll states that the persons who were hired last are to be let go first. So, I would adhere to policy and inform Central Office of who those teachers are or check with the personnel department to find out hire dates if I was not sure. It would certainly not be a pleasant or comfortable situation.
ReplyDeleteI would gather data. I need to know which electives are the least attended. I need to know which elective classes cost the most. Once I know which classes are the least populated and cost the most, I would review their behavior and performance evaluation. As long as nothing is significantly wrong with behavior or ability, I would make cuts based on seniority.
ReplyDeleteThis is, of course, if I cannot handle the situation through attrition.
This comment has been removed by the author.
ReplyDeleteAlthough this is a situation everyone would never have to face, there may be a time in our careers that it may happen. As Shelly said there are policies that cover this and administrators should adhere to the policies that are in place for their school division. Galax does consider seniority but if funding of a particular position has been lost then that position would take precedence.
ReplyDeleteThis is an unfortunate situation that most systems have encountered during the current economic crisis. No administrator wants to be faced with such decisions, but at times it is a necessary part of the job. I would begin by checking the policy for staff reduction before I begin making any decisions. If the policy is based solely on seniority, I would contact personnel and ask for hire dates of the newest teachers. If there is no policy based on seniority, the decision would have to be based on what is best for student learning and achievement. It would be easy to cut some electives, but these are the classes that allow some students to find their niche. I believe I would have to turn to evaluations to determine my recommendations. I would bring the faculty together and inform them of the situation, because I think it is best to open and honest and inform them that all decisions will be made based on what is best for the students. I would bring the selected teachers in individually and inform them of the decision, showing appreciation and respect throughout the process.
ReplyDeleteRobert Sturgill
First of all, a review of my county's RIF policy would be in order. If, at that point, I had to choose among particular members of my faculty, I would look at areas in which I could 'cut' teachers without disrupting the academic program. If non-SOL area classes were among those areas from which I could choose, those would have to be the first to be cut. (It may not be right to base a decision solely upon SOL requirements, but, unfortunately, no matter how much we dislike it, it is our reality ...) If all areas were SOL areas, again, I would have to look at the area in which I could cut the staff without being a huge detriment to my instructional program.
ReplyDeleteAfter making my decision, I would meet with the teachers being cut individually and explain the situation and how I made my decision(s). At this point, the teacher would be the one to make the decision to tell others that s/he had been let go. If I have been sympathetic to the teacher's situation, then that teacher will be less likely to 'bad-mouth' me.
As stated above, my county's RIF policy would take effect. Being the case, the decision I have, is almost made for me. I would review our students schedules. By doing so I feel as though I could make the decision in regard to the overall well being of the instructional program of my school. I would look at program enrollment. I would also look at which areas could be consolidated. My school works with 3 English teachers---Four would improve the schedule, five (with budget issues) would be too many. I would look at scenarios like the English example to recommend my reduction choices.
ReplyDeleteMy county's policy goes by seniority. By going by this policy, part of the cuts I would make would already be made and upheld by the county policy. The next step I would take would be to look at non-SOL course teachers. If possible, I would try to avoid ridding of any SOL teachers. As many have mentioned above, the academic success of the students must be kept in mind. Once these options have been explored, I would meet with the teachers who will be cut to explain the situation the county is in. This would be an extremely tough situation to face and really dread the day I have to deal with it.
ReplyDeleteJerad Ward
I will decide which positions to cut based on our enrollment numbers at each grade level. If there is high enrollment in third, fourth and fifth, then I will look at cutting positions at the lower grades and vice versa. The cuts have to be in the best interest of the students. Unfortunately, the assistants will have to go first as they are supplemental...vital and appreciated but supplemental. This has happened several times at my school throughout the years. My principal handles professionally and is very open about her rationale in deciding the cuts. We all realize it is not personal and the county does it's best to reabsorb the positions cut.
ReplyDelete