ing, state statutes delineate components that must be included: statement of charges with materials for support; timely written notice regarding date, time, and place of hearing, opportunities for counsel representation and witnesses for the teacher, opportunities to cross-examine witnesses, written decision with findings, and a right to appeal.
For the current situation, it is noted that observations by the principal supported conclusions regarding the teacher's incompetence and an improvement plan was put into action which had no effect. Now that the decision to terminate the teacher has been made, the principal has the job of making sure that all standard procedures have been met regarding the notation of criteria, presentation of this criteria to the teacher, and presentation of failure to meet the criteria to the teacher. Thus the principal must go back and write down specific standard-criteria that has not been adequately met, with observations of behavior for support, and present this to the teacher.
The principal must also make sure that all required components of a remediation attempt have been met. Specifics of the improvement plan are not clear and if all components were not met, the principal must again make attempts at remediation of the teacher with regular monitoring, evaluation, and feedback specific to standard criteria and goals to meet this criteria. Following completion of these procedures, if no changes take place, the teacher must be informed of the decision to recommend termination. This must be done by the principal prior to the hearing for dismissal. In addition, as noted above the materials for the hearing must be assembled.
The principal will then notify the superintendent who will notify the Office of Appeals and Reviews by both telephone and letter and a copy of the intent to terminate will be sent to the Executive Director, Division of Human Resources. A written request may be sent to...