Activity: Interview a principal who has engaged in formal discipline of a tenured teacher.

Description: I interviewed an elementary school principal who has engaged in formal

discipline of a tenured teacher. She talked about the legal requirements regarding a
situation such as this.
What went well?
During the interview, I felt that the administrator was very open about talking about the
formal discipline of a tenured teacher. I knew that this was a complicated situation, and I
learned that it is very difficult to discipline, or even fire, a teacher. The administrator
stressed the need to create a file on each teacher in your building, and keep a record of
that teacher. When the time comes that the teacher needs to be disciplined, or fired, the
TEA is going to search for documentation regarding the situation. For example, the steps
must be an oral or written warning, form g signed, written reprimand, and if the case
requires it, due to teaching issues, the teacher will need to be placed on a PIP.
The administrator shared her experience with disciplining a tenured teacher. This
particular case was that the teacher refused to do lesson plans and turn them in to
administration. The teacher was offered help in learning strategies in the classroom,
strategies for creating lesson plans, etc. When entering the classroom, the administrator
would see teaching that was not acceptable. The teacher was then warned orally, in
written form, and had 3 reprimands. The teacher was placed on a PIP, and the
administrators supervisor was called. The administrator mentioned that her supervisor,
the director, does not have to be involved but it is the best idea because the teacher will
more than likely involve them and HCEA.
First of all, it was very eye opening to me that teachers would be that defiant on a job
situation. I also found it interesting that there were that many steps in the process.

What advice will I take from that person and use?

Overall, the administrator mentioned time and time again, be sure to keep documentation.
The process seems to be very complex, and in order to cover your back as the
administrator, you need documentation that you have tried to help that teacher succeed in
every way possible. I think it is also important to be sure the teacher has had an effective
mentor, or people in his/her room to model. As far as other cases go, such as neglecting
duty, I think it is very important to set expectations at the beginning of the year. The
administrator must make teachers aware of these expectations, and make them feel
responsible for the job that is done.