"And if there is a vacancy, no dear, I'm not interested in hiring my family members. What I do want is to be able to hire a really AMAZING teacher to fill that vacancy. What I don't want is someone from central office to say that a current DCPS teacher from another school has rights to transfer into that vacancy and that I have to take that transfer."


Actually, you are misinformed. If there's a vacancy at your school you can hire the person YOU think is right. DCPS does not push transfers on the principals.

I am a DCPS teacher and I have worked on the Personnel Committee at my school for many years. We've interviewed transfers AND outside candidates. However, the outside candidate must clear preliminary DCPS screening before their resume is uploaded to the system.

Anonymous wrote:The shepherd principal knows every child at the school. She is well liked. I am seriously concerned that she is being replaced--by her choice or not. I am also seriously concerned that they plan to find the new candidate by next week.

She also had VERY LOW teacher turnover, which speaks really well for her. It's too bad she's gone.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What is the biggest issue standing in the way of finding and retaining quality principals?

I'm a District resident who is a principal in Virginia. I'd love to work in DC, but that union contract scares the daylights out of me. Our teacher contract is one-page, front and back. In DC, it's pages and pages and pages long. The notion that I would have to move a mountain to get rid of an incompetent teacher is not a battle I want to fight. And then if there is a vacancy, there is a senority system in place where others could get the job over a candidate that I would want. I'm not saying that I can or should be able fire teachers at the drop of a hat (for things other than really obvious offenses like showing up drunk.) But I have to know that with appropriate documentation, I have the backing from central office to get rid of incompetence. Right now I don't have faith that such a scenario would take place.

Really? Your desire to be able to fire a teacher at the drop of a hat is the only thing keeping you from DCPS? Then stay very far away.

1. One thing DC has no shortage of is AMAZING teachers. That is the one thing they've gotten right over the years. I suspect part of the problem is that the teachers are of such a high caliber that it raises the bar for leadership. It's the TEACHERS who've been leaving in droves. They're a talented pool who can get jobs elsewhere. (The teachers leave; principals are fired.)
2. You seem to have the systems backwards. Seniority counts in Va. It is in Va that principals must document, document, document to have a teacher fired. And what's wrong with that? You should have to show cause before firing someone. Otherwise, I'm out of a job because you want to hire your girlfriend or brother-in-law. Damned the fact that I'm more competent.
3. I have a hard time believing you're a principal. With all the issues around the achievement gap, your greatest concern is being able to fire teachers? I really don't think you're someone DCPS needs. You sound like exactly the type of principal they're getting rid of-power-tripping anti-teachers who worry about the wrong thing.

Sorry to disappoint, but I am a principal. And I am very concerned about the achievement gap. I want the very best teachers in my school and in every school. If I walk in and there's an incompetent teacher who isn't performing and has no business working with children, then I want to be able to get rid of that teacher. I will do the documentation. If a teacher has great relationships with the students and colleagues and parents, plans and executes engaging lessons and demonstrates high levels of learning, then that's fabulous! I will do whatever it takes to keep that teacher.

And if there is a vacancy, no dear, I'm not interested in hiring my family members. What I do want is to be able to hire a really AMAZING teacher to fill that vacancy. What I don't want is someone from central office to say that a current DCPS teacher from another school has rights to transfer into that vacancy and that I have to take that transfer.

I'm quite familiar how things work in Virginia, thank you. I'm not sure where you picked up that I don't mind documenting to get rid of an incompetent teacher. I don't believe any principal should be able to fire a teacher at the drop of a hat. I shouldn't do all the documentation to get rid of an incompetent teacher THEN have someone from central office undermine that by not backing me up. Maybe try reading a little closer next time.

Are you the poster who complains about the principal at West ES?

^^^^
And they need to know a thing or two about teaching and learning because the teachers know what the hell they're doing.

Anonymous wrote:Previous poster clearly you're not aware of what impact is. There is no teacher tenure in DC public schools. If a teacher is performing unsatisfactorily on impact then they can be let go as early as at the end of the same school year.

That poster has absolutely NO idea what he's talking about? How can one claiming to be an educator be so uninformed?

Besides, DC has moved beyond that "Let's blame and get rid of teachers" chapter in school reform. These teachers are top notch, Ivy educated, well-traveled, well-rounded, confident, competent, bright, articulate and funny. They have interests, passigns. They're former Teachers of the Year, nationally board certified, just a really impressive mix can be found throughout DC schools-from the best to the worst.

That's the reason DC needs to step up their game when choosing leaders. Theye need to be competent and confident enough to lead talented people.

Anonymous wrote:I don't think that any principal on that list got terminated for no reason. However I would go so far as to say that there were principles on that list that got let go because of differences of educational philosophy.

Or chose to leave for the same reason.

Anonymous wrote:

Anonymous wrote:Unfortunately, I think that can happen in any job for the most part unless you are part of some super strong union. (And I'm not advocating that.)

Nah. Most professional jobs provide certain protections like job security and an actual legitimate reason for getting rid of you, especially in the field of education. You've been in DC too long.

.

Interesting. Can you let me know what types of professional protections are in place in other professions that apparently are not in this or Columbia public schools? My understanding is that employees of the school system such as administrators have the same federal and state protections as any other employees do in terms of labor laws and equal opportunity employment laws and nondiscrimination laws.

Anonymous wrote:

Anonymous wrote:What is the biggest issue standing in the way of finding and retaining quality principals?

I'm a District resident who is a principal in Virginia. I'd love to work in DC, but that union contract scares the daylights out of me. Our teacher contract is one-page, front and back. In DC, it's pages and pages and pages long. The notion that I would have to move a mountain to get rid of an incompetent teacher is not a battle I want to fight. And then if there is a vacancy, there is a senority system in place where others could get the job over a candidate that I would want. I'm not saying that I can or should be able fire teachers at the drop of a hat (for things other than really obvious offenses like showing up drunk.) But I have to know that with appropriate documentation, I have the backing from central office to get rid of incompetence. Right now I don't have faith that such a scenario would take place.

Really? Your desire to be able to fire a teacher at the drop of a hat is the only thing keeping you from DCPS? Then stay very far away.

1. One thing DC has no shortage of is AMAZING teachers. That is the one thing they've gotten right over the years. I suspect part of the problem is that the teachers are of such a high caliber that it raises the bar for leadership. It's the TEACHERS who've been leaving in droves. They're a talented pool who can get jobs elsewhere. (The teachers leave; principals are fired.)
2. You seem to have the systems backwards. Seniority counts in Va. It is in Va that principals must document, document, document to have a teacher fired. And what's wrong with that? You should have to show cause before firing someone. Otherwise, I'm out of a job because you want to hire your girlfriend or brother-in-law. Damned the fact that I'm more competent.
3. I have a hard time believing you're a principal. With all the issues around the achievement gap, your greatest concern is being able to fire teachers? I really don't think you're someone DCPS needs. You sound like exactly the type of principal they're getting rid of-power-tripping anti-teachers who worry about the wrong thing.

Previous poster clearly you're not aware of what impact is. There is no teacher tenure in DC public schools. If a teacher is performing unsatisfactorily on impact then they can be let go as early as at the end of the same school year.

Anonymous wrote:What is the biggest issue standing in the way of finding and retaining quality principals?

I'm a District resident who is a principal in Virginia. I'd love to work in DC, but that union contract scares the daylights out of me. Our teacher contract is one-page, front and back. In DC, it's pages and pages and pages long. The notion that I would have to move a mountain to get rid of an incompetent teacher is not a battle I want to fight. And then if there is a vacancy, there is a senority system in place where others could get the job over a candidate that I would want. I'm not saying that I can or should be able fire teachers at the drop of a hat (for things other than really obvious offenses like showing up drunk.) But I have to know that with appropriate documentation, I have the backing from central office to get rid of incompetence. Right now I don't have faith that such a scenario would take place.

What is the biggest issue standing in the way of finding and retaining quality principals?

Anonymous wrote:I hope it works out too. But I have my doubts that finding the right principal is a task that should only take two weeks.

And like others on this thread, I can't imagine why any good candidates would want a one year contract job with this much responsibility and pressure. These are adults with lives we are trying to hire--not recent college grads working as office temps. In what universe is being a principal a job that only takes a year? Shepherd did well because its principal was there for seven.

DCPS has been screening principals for a while now - it's just the last steps of having the parent / staff panels that takes a couple of weeks.

Anonymous wrote:I hope it works out too. But I have my doubts that finding the right principal is a task that should only take two weeks.

And like others on this thread, I can't imagine why any good candidates would want a one year contract job with this much responsibility and pressure. These are adults with lives we are trying to hire--not recent college grads working as office temps. In what universe is being a principal a job that only takes a year? Shepherd did well because its principal was there for seven.

+1 These are adults with lives, families and mortgages who are often relocating. They some sort of job security not just "You're not owed a job".

Anonymous wrote:I hope it works out too. But I have my doubts that finding the right principal is a task that should only take two weeks.

And like others on this thread, I can't imagine why any good candidates would want a one year contract job with this much responsibility and pressure. These are adults with lives we are trying to hire--not recent college grads working as office temps. In what universe is being a principal a job that only takes a year? Shepherd did well because its principal was there for seven.

I agree, it takes longer than a year for a principal ---or any high official to prove themselves. I'm all for the three year contracts Kaya has implemented, but I think all principals should have those from the start, with a clause to terminate earlier.

I hope it works out too. But I have my doubts that finding the right principal is a task that should only take two weeks.

And like others on this thread, I can't imagine why any good candidates would want a one year contract job with this much responsibility and pressure. These are adults with lives we are trying to hire--not recent college grads working as office temps. In what universe is being a principal a job that only takes a year? Shepherd did well because its principal was there for seven.