Module 5 EL5623

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Miami Dade College, Miami *

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5723

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Sociology

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Feb 20, 2024

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1 Best Practice Research Brief District Processes, Procedures, and Policies Improvement Plan Outline Termination Plan Lisa Banegas American College of Education Developing Teachers EL5623 Dr. Amy MacCrindle February 11, 2024

2 Introduction Confronting inadequate performance and dismissal in the field of education is extremely important in upholding the caliber and quality of the educational setting. This not only aids in holding educators responsible for their actions but also fosters a culture of continual enhancement, ultimately ensuring that students are provided with optimal opportunities for academic attainment (Jobirovna, 2023). In addition to this, a transparent and just process must be followed to safeguard educators' rights as well as promote an ethical and professional approach toward addressing any performance concerns (Vredenburgh, 2022). Significant responsibility falls on principals to support teachers' professional growth by adhering to best practices that align with school regulations. ( Yeary, 2022). Research Brief Examining strategies for handling academic underperformance, termination, and due process in educational contexts can have multiple benefits. It allows school units to obtain valuable perspectives and information from effective methods and approaches, serving as a basis for effective policy implementation. By identifying reliable techniques that promote equitable, clear-cut, and legally compliant procedures, this research empowers educational administrators to surmount the difficulties associated with managing instances of underperformance and termination (Amrein-Beardsley, 2023). Additionally, upholding due process guarantees the protection of educators' rights and assists in establishing a caring and proficient workplace. Constantly staying up-to-date with effective methods empowers educational authorities to augment their strategies and cultivate an academic atmosphere that enhances teaching practices (Jobirovna, 2023). Evaluating the best strategies for handling underachievement, dismissals, and

3 proper procedures in educational institutions is crucial to establishing an equitable, encouraging, and lawful atmosphere that fosters outstanding academic achievement and teacher growth. Underperformance The presence of educational leaders plays a vital role in guaranteeing high-quality instructional techniques for all students, resulting in academic success. Studies have pinpointed multiple components responsible for inadequate teaching and emphasize the necessity of confronting these concerns. Numerous research endeavors have demonstrated the course of trainers' skills as the primary element influencing student achievements (Yeary, 2022). Several research studies examined academic achievement to delineate the impact of instructional underperformance on student learning outcomes. These endeavors significantly influenced academic results and affected colleagues' emotions, cognitions, attitudes, and behaviors. Utilizing assessment and survey materials from school staffers enabled qualitative and quantitative data to inform the results. Overall, these findings conclude that ineffective teaching can ripple effect throughout the entire educational setting. Therefore, it is essential to ensure that underperforming teachers are provided with individualized support that encompasses mentorship, professional development, and, when necessary, corrective action plans ( Yeary, 2022). Research emphasizes the need for clear evaluation criteria and a supportive school culture to help underperforming teachers enhance their skills or explore alternative career paths ( Jobirovna, 2023). This research's findings validate the importance of addressing underperformance and ensuring educators provide students with the best learning environment.

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4 Termination Terminating educators is complex and sensitive, requiring a fair, transparent, and legally sound process. In light of this, a study was conducted to identify the potential causes, procedures, and perceptions of termination in education. The research was conducted through a phenomenological approach, surveying school principals. The study's findings revealed several crucial factors necessary for a successful and just termination process ( Amrein-Beardsley, 2023). Amrein-Beardsley (2023) concluded that implementing clearly stated policies and procedures is crucial in facilitating termination. Provisions of meticulous adherence to set regulations and documenting issues about performance were determined as critical factors. Moreover, offering chances for progress was found to be a vital stage in the process. The effective partnership of administrators, teachers, and legal professionals through proficient communication was also emphasized as pivotal during this time frame. Furthermore, the investigation emphasizes the necessity of adequately documenting instances where ineffective teachers fail to demonstrate improvement, and it is crucial for an administrator to keep termination as a potential option. This reinforces the importance of safeguarding educators' rights while maintaining accountability and preserving the integrity of the educational establishment. The overall importance of a fair and equitable procedure for terminating educators is highlighted in the study, emphasizing the need to uphold their rights while also promoting accountability and preserving the integrity of educational institutions. Due Process Research delves into the intricacies of due process for underperforming educators and sheds light on the significance of fair and equitable procedures that safeguard the rights of

5 teachers. It aims to provide educational leaders with a comprehensive understanding of due process and its scope through content analysis of Supreme Court decisions ( Vredenburgh, 2022). By doing so, the article hopes to equip leaders with the necessary skills and knowledge to implement policies and procedures that ensure fairness for all involved parties, including students, staff, and teachers. The study revealed several key findings, including the importance of clear communication about performance expectations, timely and specific documentation of performance issues, and opportunities for educators to address and improve their performance ( Vredenburgh, 2022). Furthermore, the study emphasizes promoting disclosure, teachers' active participation, and an organized structure for addressing disputes. Through the application of these measures, academic establishments can establish a just system that achieves a harmonious balance between responsibility and equity, resulting in a conducive and highly esteemed workplace atmosphere. Conclusion Promoting justice, openness, and efficiency is a top priority for educational establishments. To properly handle instances of poor performance, dismissal, and fair procedures, utilizing research to determine the most effective practices is crucial (Yeary, 2022). Through leveraging research, educational leaders can obtain valuable insights into the intricacies of teacher performance management and utilize them as a basis for implementing well-defined policies, equitable due process procedures, and supportive tactics. Adhering to evidence-based approaches within their operations can allow for maintaining accountability without disregarding the rights of educators - ultimately fostering a professional and conducive learning environment

6 beneficial for both teachers and students, as noted by (Jobirovna, 2023). Thus, it will help build rapport, a partnership with all stakeholders, and a more robust educational community. District Processes, Procedures, and Policies It is crucial for teachers to effectively implement their teaching strategies in order to ensure that children achieve success in their academic pursuits. If a teacher fails to perform their duties satisfactorily, they may face termination by the school principal. Miami Dade County Public Schools is committed to treating all educators fairly and consistently ( Personnel Evaluation Procedures , 2024). The district has established policies and procedures outlined in a teacher handbook, which serves as a contract for teachers ( IPEGS, 2022). This handbook includes information about the district's termination policies for underperforming teachers. In this research brief, best practices related to each section will be discussed in addition to an overview of Miami-Dade County Public Schools' policies and relevant information. Miami-Dade County Public Schools, with over 332,600 students and 34,600 employees, is the third largest school district in the US. The district has earned an A rating for four consecutive years and has well-established procedures and guidelines for teacher support, termination, and due process. The school board accepts and adheres to all policies. In case of poor teacher performance, the district policy explicitly provides additional training for teachers to improve student achievement. The teacher evaluation program aims to identify areas where teachers need help and provide appropriate support ( IPEGS , 2022). The teacher evaluation program is essential for identifying areas where educators may require support and help. The key is to support and aid teachers in improving their skills by strengthening needed areas ( Amrein-Beardsley, 2023). Furthermore, it plays a crucial role in ensuring that teachers perform their assigned duties satisfactorily and continue to meet the

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7 expected standards. The comprehensive evaluation process may include formal and informal documents to arrive at the final assessment. In Miami-Dade County Public Schools, the Teacher Performance Assessment System is the primary evaluation tool used to evaluate the teachers' performance in the classroom ( Personnel Evaluation Procedures , 2024 ). This system is based on the State of Florida's teacher evaluation system and includes a thorough assessment of the teacher's classroom performance, including observations and student growth. In the event of a teacher's inability to improve their performance, disciplinary action may be taken, ultimately leading to termination. Therefore, it is crucial for teachers to take their evaluations seriously and work diligently to improve their performance to ensure they meet the expected standards and continue to provide quality education to their students. Like any other employee, teachers are entitled to due process before termination. This means that they should be given fair notice and an opportunity to be heard before their employment is terminated. Due process protects teachers from arbitrary and unjustified termination and ensures their rights are respected and upheld. It is important for schools and educational institutions to follow due process procedures to maintain a fair and safe learning environment for students and teachers alike.

8 Improvement Plan Outline The teacher has been consistently late to school, and there is no sign of student engagement during lessons. Notably, the classroom is disorganized, and when asked, the teacher cannot produce lesson plans. The teacher's poor classroom management skills are also evident. As a result, the principal will meet with the teacher to discuss their subpar performance and work together on an improvement plan to improve student achievement as set forth through district protocols. This will be added to the teacher's professional file as well. However, the teacher will also have the opportunity to provide input and collaborate on the improvement plan. Several approaches will be implemented to improve the teachers' performance. Firstly, professional developments tied to instructional tactics and classroom management will be offered. Secondly, a teacher leader or a mentor with experience will be assigned to the teacher, who will work with the teacher on lesson plans and classroom management. Thirdly, the administration will conduct weekly check-ins with the teachers to monitor their students' data growth and provide critical feedback on their performance. Fourthly, the teacher will be provided with resources such as pacing guides and materials to support instruction and organization. Finally, any assistance the teacher may need will be supplied to ensure the teacher's success. Using a combination of formal and informal classroom observations will ensure that the teacher is making progress in the identified area s. These observations will be conducted by the school administration and will provide valuable feedback to the teacher on their performance. The teacher will have a six-week period to demonstrate progress in the identified areas. During this time, the teacher will be given ample opportunity to improve their performance with the help of additional resources and guidance provided by the school administration. All observations and meetings will be documented properly.

9 If, after the six-week period, the teacher has not made sufficient progress, the principal will schedule a follow-up meeting with the educator. During this meeting, the principal will discuss the areas where the teacher is still struggling and provide additional support to help them improve. The teacher will be placed on an official improvement plan if there is still no progress. This plan will outline specific steps that the teacher needs to take to improve their performance, and they will be given additional support and resources to help them achieve their goals. However, if there is still no improvement and the teacher is not meeting the school's expectations, disciplinary action may be taken, up to and including termination. The school is committed to providing a supportive environment for all teachers but recognizes the need for accountability and improvement to ensure the best possible outcomes for our students.

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10 Termination Plan • Step 1: District Policies Review Prior to termination, it's crucial to review the district's policies and procedures regarding teacher performance and due process. Take the time to carefully review the contract manual and reach out to human resources to ensure that all necessary steps are followed correctly. • Step 2: Performance Issues Documented The principal should gather all documentation related to the teacher's underperformance, including formal and informal observations, feedback, email messages, and any written records based on the improvement plan. This documentation should clearly show that the educator has failed to meet expectations. • Step 3: Teacher Notification The principal will schedule a meeting with the teacher to inform them of the intention to terminate their contract. During this meeting, the principal will review all performance issues and explain the Miami-Dade County District policies in detail. • Step 4: Due Process The educator must be given sufficient time to respond to the allegations and prepare a defense. The school district will provide a written statement outlining the reasons for termination. • Step 5: School Board and Union Steward Involvement The principal will notify the school board and union representatives of the decision to terminate the employee. It's essential to follow the proper procedures.

11 • Step 6: Hearing If the teacher challenges their termination, a hearing will be carried out in compliance with the district's protocols. Throughout the hearing, if desired, witnesses and legal counsel can accompany and represent the teacher. • Step 7: Termination After we conclude to terminate the teacher, a detailed termination notice, furnishing the date, cause for termination, and instructions on appealing will be created and given. Conclusion To deliver effective instruction, it is crucial that teachers communicate clear expectations to students that are both challenging and attainable. They must also adeptly lead purposeful learning experiences that enable students to progress in their understanding and abilities. Ultimately, the success of effective teaching cannot be overstated, as it significantly impacts all aspects of a student's well-being (Jobirovna, 2023). For optimal outcomes, it is imperative that every involved party in education, such as policymakers, community members, educators and parents, work collaboratively towards consistently enhancing student success. Identifying qualifying traits of effective teachers is crucial as hiring dedicated personnel who can propel students toward accomplishment remains a top priority for the administration. Consequently, it is crucial for the administration to assemble a viable and capable team that can support teachers in evolving into highly impactful educators. The Miami-Dade County Public Schools provide clear policies and protocols to aid teachers struggling with their performance. These procedures, outlined in the Personnel Evaluation Procedures (2024), offer teachers the opportunity for improvement before facing termination or other forms of disciplinary action.

12 References Amrein-Beardsley, A. (2023). A Florida Teacher Wrongfully Terminated? Alleged (Mis) Uses of Value-Added Model (VAM) Estimates for High-Stakes Teacher Evaluation Decisions. Educational Assessment, Evaluation and Accountability , 1-40. Jobirovna, A. J. (2023). Effective Classroom Management: Strategies for Teachers. American Journal of Language, Literacy and Learning in STEM Education (2993-2769) , 1 (10), 444-450. Miami-Dade County Public Schools. (2022). Instructional Performance Evaluation and Growth Systems (IPEGS). https://www.hrdadeschools.net/pdf/IPEGS/IPEGS Participant Packet 2019-2020.pdf Miami-Dade County Public Schools. (2024). Personnel Evaluation Procedures. https://www.hrdadeschools.net/apps/pages/index.jsp?uREC_ID=424301&type=d Vredenburgh, K. (2022). The right to explanation. Journal of Political Philosophy , 30 (2), 209- 229. Yeary, K. (2022). Understanding the Principal’s Experience with Teacher Organizations when Dismissing Underperforming Teachers (Doctoral dissertation, Southwest Baptist University).

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