Friend needs help

[HELP!]

My friend is a 7th grade teacher. Her principal came in to observe her and saw that a few students were talking. (Note that they didn't stop talking when he came into the room--they have no respect for him.) She has received all good observations before. Yesterday her principal told her that she would be placed on an "action plan" because of her students talking and being off-task. She was shocked--she expected him to note the students talking, but just write it as a side comment. I feel the principal should have come back and observed her again a few days later before taking that step, but he told her if the behavior didn't improve she would have to continue the plan next year. Is there any recourse she can take? What can she do?

 

[kdg il]

review

OK, I am going to sound like a pessimist (did I spell that wrong) but my guess is that either the principal needs to cut staff and is trying to justify pink slipping her, or the principal has another teacher he wants to put in that position and is setting her up to fall. It is odd that up to this point everything has been fine - I think something is up. I would tell your friend to think about updating her resume.

 

[HELP!]

I also wanted to add...

that she teaches in a school system where the test scores are not great. I am betting that the principal is getting fussed at from the superintendent, and he in turn, is fussing at the teachers. Does that sound like it could be a possibility?

Plus, he said it could follow her "next year" so is her job in danger??

 

[PrivateEyes]

What are the guidelines?

Depending on the school district, what are their guidelines?

When is an action plan put in place?
For what reasons?
What does the action plan state?
How do you get OFF the action plan.

It just seems to me that this is a bit arbitrary.

However, I have heard that an action plan is the first step to firing. Are you in a union state? Does your friend belong to a union? Start there.

Linda

 

[HELP!]

Not sure

He told her that the action plan was for behavior or classroom management and that it would be removed if the behavior was better by the end of the school year. He also told her that if she were up for tenure he wouldn't have recommended her. (This is her third year.) We are not in a union state, but have PENC and NCAE.

 

[Jennifer in OK]

Plan of Improvement

In my district, when you receive a poor evaluation, you have a certain period of time to write a letter regarding the deficient areas as seen by the observer. You can mark on the evaluation whether you agree or disagree with the evaluation. I would also advise her/him to contact their union/association regarding this action. There should be an advocacy person who can direct your friend in the direction he/she needs to go. Your friend should also make sure to keep any documentation from previous years. It should show the sudden change from a competent teacher to a teacher put on an improvement plan of action. I don't know if this helps in the district your friend is in or not, but that's how we handle it where I am.

 

[Tounces]

friend

It sounds like he was looking for an excuse to me too. Does she want to continue working there? This is a really dumb reason to be put on an action plan. They don't really need a reason though. They can make up whatever they want.

 

[PrivateEyes]

She needs specifics....(in writing)

If she is on an action plan, it has to be more specific than "better at the end of the year." What's better? 3 kids talking instead of 6? Dead silence when the principal comes into the room? She needs to have quantifiable steps that she can take, and ways to judge results. If he wants to put it in writing, and have her sign it, then she needs to insist on measurable outcomes. Otherwise, it's just his opinion. And I'd want these questions answered.


If he's not putting it in writing, she should say nothing (so he doesn't put anything in writing) and work on her classroom management, and document the steps she taken and the results she's getting. Just in case it comes up again. But I'm thinking that a verbal action plan is no action plan at all, and couldn't hold up in a showdown.

Just out of curiosity, when do you get tenure in your area? We get it after three years.

 

[HELP!]

It is after

3 years. She told me that he wants her to turn in her lesson plans every week. He also wants her to "fill them with activities" so her kids won't have time to act up/talk.

He has already put it in writing. I'll have to ask her what it says so I can ask more specific questions...

 

[musicbug]

Got to love admin.

Let's punish the teacher for rude ,disrespectful kids. Unreal. Some of these people need to be in the classrooms that they create for us to tame. I'm so tired of admin who blame the teacher instead of the kid with the phone book sized cum.

 

[Dina]

Here in Texas

each teacher is given the teacher appraisal system scoring tool booklet. I know that if a teacher is being appraised, and student(s) act out, talk out of turn, etc. it's only a problem if the teacher doesn't address it in some way. It could be as simple as walking over to the student(s) while you are teaching and getting them back on task, or simply calling their name. You have to show that you attempted to correct the behavior and you shouldn't get marked down on your evaluation. Whatever discipline plan your school uses should also be followed during evaluations. If a teacher has a total lack of control in the classroom, then that's another story.

 

[teacher4]

ditto

I was thinking the same thing as kdg11

 

[Dawn]

Wow

7th grade students talking in class--just imagine that!!! I would love to see all the other classrooms he's observing where the 7th grade angels sit in neat rows and listen politely and attentively at all times. Gimme a break!

A 3 year action plan? Did I read that right? I wonder if your friend wants to stay in that environment. It sounds like he is out to get her. I agree she should update her resume. Good luck to her, and to you. He might be after other teachers next!

 

[n2n2n2n]

I hope......

I hope the "action plan" also includes what the principal is going to provide / arrange for your friend in order to help her improve class management skills. For example inter-school visitiations, workshops, videos on management, mentoring etc.
Our teacher appraisal process is laid out clearly. Both sides have an obligation. It shouldn't become something that is "done" to your friend. Professional growth should be the ultimate goal.

Having said that, I agree with the skeptics --- she should also watch her back.

 

[fun_friend]

I had a feeling one year that the asst. principal was gunning for me so I joined what passes for a union here: GAE/NEA. I felt like if I were being put on a PDA (that's what we call 'em here), I would want it to be legally executed. First I would not accept PDA status unless I had no choice, and that's where the legal representation from NEA/GAE comes from. I was tenured at the time though. Your friend needs to seek advice from a union representative or emplioyee representative of some kind.