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The answer to Rabbi Zvi Grumet is that he does all or some of the
following (the assumption is that there is no existing contractual
framework:
1. Gives the teacher a written appraisal of his performance, to which
the teacher has an opportunity for input and comment (there is a massive
literature on teacher appraisal). Share with him fully your concerns, and
stress that your aim is to make him a better teacher, and to give him
chances to develop new horizons. Ask him what the school can do to help
his professional functioning (and ask yourself whether the Administration
is supporting its teachers sufficiently).[If you don't have that sort of
system --- develop it now.]
2. Then identify and agree with him areas that need improvement /
refreshing, and work out a one-year program that might include
professional development (hishtalmut), mentoring, classroom observation /
feedback, the teacher visiting other classrooms, teachers or schools, etc.
etc., as appropriate. If possible, agree in advance how success is to be
measured.
3. Tell him that he will have another full written appraisal after one
year.
4. If after the year there is improvement - continue the PD process. If
there is no improvement - write expressing concern, and give notice that
you will be reviewing his future employment etc. etc., and again offering
him professional help. Suggest that he should think about other posts. If
at the end of the second year - no improvement at all -- consider
terminating his contract. Make sure you have the ability to get a better
replacement ...........
The message to our systems has to be : professionalise, professionalise,
professionalise.
Paul Shaviv, Headmaster
CHAT - Community Hebrew Academy of Toronto
200 Wilmington Avenue,
Downsview, Ont M3H 5J8</HTML>
