The Heat is On
Date: Apr 19th, 2006 5:33:23 pm - Subscribe
Hmm... I would tell him that I would call the maintenance department to see what I could find out and promptly call him back to tell him when it might be fixed. He would then need to call his supervisor as to what they should do about staying. At our building, they don't get paid if they don't work so I would let their supervisor make that call. I would also hope that the maintenance department wouldn't be on summer vacation.
Barbara shouldn't be promoted
Date: Apr 19th, 2006 5:27:30 pm - Subscribe
What a secretary! I would hope that I would have already taken the time to look at the students grades who were below average (are we talking failing) before the last six weeks so I would have a clue. I would be interested to see what the reasoning behind her being promoted. Was she referred for special programs? Has she made considerable progress even though she is still below average? If I hadn't done that, I would visit with Mrs. Nelson to get her input and if needed, call a grade placement meeting.
Teacher in a Rut
Date: Apr 19th, 2006 5:22:06 pm - Subscribe
I think this happens everywhere especially with experienced staff. I think this is all in the approach. I would visit with Mrs. McFarland and tell her how much you respect her and her dedication to teaching and your school. I would tell her that I need her help. We would like to move her to ? grade to work with that team. I know that with her experience that she would be able to make the switch and help our school. I would make some concessions about helping her if she had to move rooms. For example, having someone cover her class while she packs, coming up to help her move, or offering her a comp day (if the district policy would allow it). I think sometimes teachers don’t mind moving but they are apprehensive about the change. If they know that we, as principals, have confidence in them sometimes they will willingly take the step.
What's the Matter with Craig?
Date: Apr 19th, 2006 5:09:01 pm - Subscribe
I would try to attend a planning meeting that week. Hopefully they have set days to have meetings. Oftentimes, the principal asks the team to fill out a team planning sheet. I would see how often Craig attended these meetings. Also, I would try to talk to each of the teachers separately to ensure that this is not just a personality clash. After I checked the validity of these claims and if in fact Craig had exhibited this behavior, I would talk to Craig to see what explanation he might provide and also discuss the importance of the school vision of teamwork. If Craig hasn’t ever had problems before and I felt confident that this behavior would change, I would visit with the entire team about working together and how valuable they all are and needed as team members. If this is an ongoing, yearlong problem that had just come to a head at the end of the year, I would try to find another placement for Craig that might help him feel more comfortable if possible. I’ve had one case where changing was not doable and it helped to meet with the team and get it all out in the open.
Date: Apr 19th, 2006 4:44:10 pm - Subscribe
Yikes.. Well.. I would be very concerned about confidentiality. If this is a small town and I'm betting it is, I hope I would know some information about Mrs. Penn and the nature of her threats. My first phone call would be to the superintendent. However, with all of the new HIPAA and right to privacy laws, I would be very concerned about why Mrs Penn was releasing this information and I this Mrs. Penn's supervisor and the hospital administrator should be alerted. There is no legal recourse to firing Mr. Wonderful if this is not impeding his teaching.
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