Re: May Infants and Toddlers
posted at 5/25/2013 3:53 PM EDT
When a teacher is terminated we, as the director, CANNOT give out information about why because that's a breach of confidentiality for the teacher. And, even if we want to say 'she lost a freakin' kid at the park' or "she yelled at the top of her lungs at me in her office and has been making her co-teachers miserable for the last 6 months" (the latter of which is why I did terminate someone recently) we cannot do that.
Not following procedure 4 times is important, unless the "procedure" was where to put a pencil after using the computer in the staff room. but of course, it's not that, procedures are put into place because they are important. The thing is, a teacher can be great with children, or in front of parents at least be great with children, but horrible with her co-teacher, or horrible with the director, or not creating interesting curriculum, or lots of things. And what the parents see is that she loves their child, and that is important, but if the 2 other teachers constantly walk on egg shells with her, ultimately the children will be affected, trust me. I once had a teacher tell me on a thursday morning that she was leaving the next day - yup, one day notice! Now, I was dancing (in my head) because this was a teacher whom I had wanted to terminate but just couldn't because she did things right up to the line of acceptable, couldn't catch her at stuff, but knew she wasn't performing up to par..... parents were SO UPSET that she was leaving, but what could I say? She'd snowed them all.
Other times I've terminated a teacher and not a single parent asked me why.... obviously, they knew the teacher was difficult (perhaps because they never saw her 5 days/week although she was supposed to be a full time teacher, LOL?) and they trusted me.
You've all had those emails go through your offices: "X is leaving our company for new horizons. We wish him the best in his future endeavors." which means - thank god this person is leaving, but we can't say it! So that's what these are.... when a teacher does leave to take a promotion, or due to health concerns, or whatever, usually that's the letter to the parents "we regret to inform you that X is leaving our center in two weeks, on x date. We will miss her greatly, but are excited that she has accepted a position as an Asst Dir and wish her well. Etc."
Now, I'm not saying that there aren't directors who need firing, or who are crazy, or whatever, but for the most part if the center is well run then the director knows what he/she is doing when he/she terminates someone and you can trust the director to be doing the right thing. I used to hesitate to terminate someone when I knew we'd be shortstaffed because of the nightmare of being shortstaffed, but I discovered that getting rid of bad apples allows me to hire good apples, and the relief of getting rid of negative nelly is also worth it. AND when you terminate someone for being LATE ALL THE TIME (which I did, I swear to god) you send a message that it will not be allowed, and the rest of the staff smarten up.
Also, believe me, we don't want to be sued anymore than other companies do, so we are very careful to cross the t's and dot the i's when terminating....