Call it what you like, it’s all about bumping.
And it takes an act of you-know-who to get rid of a bad teacher or reconstitute a school (where the entire staff is a disaster.)
Or, for that matter, just about any district employee.
Pay particular attention to the second from last line: “Staffing Departments coordinate placement as priority over surplussed employees in the same job classification.”
How’s that again??
Let me translate that into English:
Staffing Departments will place you as a priority and if somebody else needs to be surplussed (handed a pink slip) because of it, we’ll do just that.
Click on the image for a larger version.
Now look at the first five boxes and see the massive bureaucracy and red tape that must be navigated before any action is even considered.
The focus of the appendix is to protect incompetent teachers and staff.
Not getting the job done? No problem.
We’ll just move you to another location so you can do a bad job there, too.
And we’ll make sure that you bump somebody who may very well be more capable but with lower seniority.
And the “bad” employee gets to fight the involuntary transfer all the way.
I once put it this way:
“Doublespeak for moving bad teachers and administrators out to fix one school and setting them in motion to wreck another school.”
Take this to any private school or business and you’ll be escorted out the door.
The common sense solution would be to surplus the employee right away, but it’ll never fly with the union.
So let me propose an alternate solution.
Set up an independent review committee of no more than seven individuals from the business and parental community chosen by lottery.
No political appointments. No union members.
The committee will forward their recommendation to the Superintendent and he will submit it to the Board if necessary.
Let a union representative serve as defense council.
It’s long past time the tail stopped wagging the dog.