Question

Gloria Williams, a well-respected tenth-grade social studies teacher, has taught at Johnson High School for over fifteen years. Her formal evaluations were quite good under the previous administration. She was informally evaluated each year during her fifteen-year tenure. The new principal, Bob Mason, who has held his position for only two years, recommended dismissal for incompetency based on two informal assessments of Williams’s performance.

Discussion Questions

1. What are the chances that Williams may be dismissed for incompetency?
2. Is there sufficient evidence to sustain such a charge? Why or Why not?
3. Ideally, what process should be used to successfully remove a teacher for incompetence? Outline the process.
4. Based on information provided in this case, has Gloria Williams been treated fairly? Why or why not?
5. How would the court likely rule in this case? Provide a rationale for your response.
6. What are the administrative implications of this case?

Answer 1

answer-

There are less chances that williams may be dismissed for incompetency because She has been teaching at school for 15 years and her evaluation was good even if it was informal in nature but Her performance was recorded good. Her past 15 evaluation shows that her performance was upto standard so She can not be dismissed based on incompetency.

There are not sufficient evidence which can prove that she can be dismissed based on past two informal assessments because those assessments was created by former administration. If they need to discharge her, new principle must make new formal assessment system and set performance standards. In previous evaluations, formal or informal, her performance remains good.

The process to remove a teacher include-

Create performance standards in formal nature.

Communicate those standards to teachers in the school.

Compare the actual performance of teachers with set standards.

If actual performance are not upto set standards for two consequetive years then take decision of removal of teacher.

No, Gloria has not been treated fairly because she was dismissed based on past performance system which shows good performance of hers but new principle considered them informal assessment so dismissed her. Gloria has no responsibility it was mistake of previous administration to make such evaluation system. Mary should be given another chance because she is an old teacher with experience and knowledge. She should be assessed on new performance evaluation system.

I think Court will rule in favor of teacher because There is evidence which can show that her performance was declining at school. There was no reason to believe that it is her mistake that previous performance system was informal. This is wrongful termination as there is no mistake from side of Glory.

The administration implication is that administration of the school must make sure performance system is formal in nature. There should be proper documentation and evidence of performance system of all teachers.