not be rehired or resign

by LDS

Mar 2, 2013

I need some advice. After 4 years as a non tenured Illinois Elementary teacher the new principal of 2 years has not recommended me for rehire. He is giving me the opportunity to resign. Unfortunately he has not been nice to me all year, always being critical and non supportive, unlike his first year as principal. I could see this coming all year. No one will admit to me but budget concerns may be prompting my termination as the district has voted to eliminate 14 teaching positions for the next school year. My previous principal, for my first two years of employment, has provided me a wonderful letter of recommendation and will allow me to list her as a recent professional reference. I want to continue my career in teaching but would like the unemployment benefits if I need them. The union reps have not been very helpful, as they are slow to getting back to me, perhaps because the other 14 are taking their time as well. He has only given me two days to resign! He said he wants to get th...See More

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Curious What you have not mentioned is the rating you received on your summative evaluation. Under Senate Bill 7 and PERA, evaluations and ratings: •By September 1, 2012, principals, assistant principals, teachers in contractual continued service (i.e., tenured teachers) and probationary teachers (i.e., nontenured teachers) be evaluated using a four rati...See More

Mar 5, 2013

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Merrillv2 I think the key here is the performance review/summative evaluation, as the previous poster mentioned. If your assessment was unsatisfactory, you have some hard decisions to make. It could be career ending, which is not the end of the world--there are plenty of other things to do in life.

Now if the assessment is satisfactory, that is a di...See MoreI think the key here is the performance review/summative evaluation, as the previous poster mentioned. If your assessment was unsatisfactory, you have some hard decisions to make. It could be career ending, which is not the end of the world--there are plenty of other things to do in life.

Now if the assessment is satisfactory, that is a different story. I think you then have a few options:

1. Wait until you are not renewed, and in the meantime, build professional references and start interviewing. Indicate on all new applications that you were laid off for budgetary reasons.

2. Make a deal with the principal: if he will agree to write you a favorable review, a professional reference, AND indicate in the letter that you were not renewed because of budget issues, then you will agree to resign, not file a grievance with the union, etc. This is a bit risky, but it may pay off.

3. Go to the parents: if you are well-like teacher, with the support of parents, let it be known that you are being fired ostensibly for performance, but in reality, because of budget. 10-20 angry letters to the principal could change his mind. You have nothing to lose here.

My philosophy is always start as the nice guy, but make it known that it will get nasty quickly if nice isn't going to work. If the bridges are already in flames, go nuclear.

But again, this all depends on how well you did during the year.

On 3/05/13, Curious wrote: > What you have not mentioned is the rating you received on your > summative evaluation. Under Senate Bill 7 and PERA, evaluations > and ratings: •By September 1, 2012, principals, assistant > principals, teachers in contractual continued service (i.e., > tenured teachers) and probationary teachers (i.e., nontenured > teachers) be evaluated using a four rating category system > (Excellent, Proficient, Needs Improvement, and Unsatisfactory). > Evaluations "travel" with the teacher now in IL. > > On 3/02/13, LDS wrote: >> I need some advice. After 4 years as a non tenured Illinois >> Elementary teacher the new principal of 2 years has not >> recommended me for rehire. He is giving me the opportunity >> to resign. Unfortunately he has not been nice to me all >> year, always being critical and non supportive, unlike his >> first year as principal. I could see this coming all year. >> No one will admit to me but budget concerns may be >> prompting my termination as the district has voted to >> eliminate 14 teaching positions for the next school year. >> My previous principal, for my first two years of >> employment, has provided me a wonderful letter of >> recommendation and will allow me to list her as a recent >> professional reference. I want to continue my career in >> teaching but would like the unemployment benefits if I need >> them. The union reps have not been very helpful, as they >> are slow to getting back to me, perhaps because the other >> 14 are taking their time as well. He has only given me two >> days to resign! He said he wants to get the decision before >> the next board meeting in 2 weeks. I am feeling pressured. >> Since it seems I am out no matter what, what is the best >> way to list this on future teaching applications? Not >> rehired or resigned?

Mar 6, 2013

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anon It burns me up to a crisp that a vindictive principal giving you a bad evaluation can "end" your career.

That's a load of garbage advice. It isn't easy--no, impossible--to go into another line of work in this awful economy where there are 4 to 5 times as many unemployed as there are jobs available.

The person should just get som...See MoreIt burns me up to a crisp that a vindictive principal giving you a bad evaluation can "end" your career.

That's a load of garbage advice. It isn't easy--no, impossible--to go into another line of work in this awful economy where there are 4 to 5 times as many unemployed as there are jobs available.

The person should just get some references handy, serve out the year because a resignation is always worse than not being rehired, and then go from there.

On 3/06/13, Merrillv2 wrote: > I think the key here is the performance review/summative > evaluation, as the previous poster mentioned. If your assessment > was unsatisfactory, you have some hard decisions to make. It could > be career ending, which is not the end of the world--there are > plenty of other things to do in life. > > Now if the assessment is satisfactory, that is a different story. > I think you then have a few options: > > 1. Wait until you are not renewed, and in the meantime, build > professional references and start interviewing. Indicate on all > new applications that you were laid off for budgetary reasons. > > 2. Make a deal with the principal: if he will agree to write you a > favorable review, a professional reference, AND indicate in the > letter that you were not renewed because of budget issues, then > you will agree to resign, not file a grievance with the union, > etc. This is a bit risky, but it may pay off. > > 3. Go to the parents: if you are well-like teacher, with the > support of parents, let it be known that you are being fired > ostensibly for performance, but in reality, because of budget. > 10-20 angry letters to the principal could change his mind. You > have nothing to lose here. > > My philosophy is always start as the nice guy, but make it known > that it will get nasty quickly if nice isn't going to work. If the > bridges are already in flames, go nuclear. > > But again, this all depends on how well you did during the year. > > > On 3/05/13, Curious wrote: >> What you have not mentioned is the rating you received on your >> summative evaluation. Under Senate Bill 7 and PERA, evaluations >> and ratings: •By September 1, 2012, principals, assistant >> principals, teachers in contractual continued service (i.e., >> tenured teachers) and probationary teachers (i.e., nontenured >> teachers) be evaluated using a four rating category system >> (Excellent, Proficient, Needs Improvement, and Unsatisfactory). >> Evaluations "travel" with the teacher now in IL. >> >> On 3/02/13, LDS wrote: >>> I need some advice. After 4 years as a non tenured Illinois >>> Elementary teacher the new principal of 2 years has not >>> recommended me for rehire. He is giving me the opportunity >>> to resign. Unfortunately he has not been nice to me all >>> year, always being critical and non supportive, unlike his >>> first year as principal. I could see this coming all year. >>> No one will admit to me but budget concerns may be >>> prompting my termination as the district has voted to >>> eliminate 14 teaching positions for the next school year. >>> My previous principal, for my first two years of >>> employment, has provided me a wonderful letter of >>> recommendation and will allow me to list her as a recent >>> professional reference. I want to continue my career in >>> teaching but would like the unemployment benefits if I need >>> them. The union reps have not been very helpful, as they >>> are slow to getting back to me, perhaps because the other >>> 14 are taking their time as well. He has only given me two >>> days to resign! He said he wants to get the decision before >>> the next board meeting in 2 weeks. I am feeling pressured. >>> Since it seems I am out no matter what, what is the best >>> way to list this on future teaching applications? Not >>> rehired or resigned?

Mar 6, 2013

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Curious utting on my union rep hat.. A few things… A teacher cannot grieve the evaluation, but they can file a grievance if the process was not followed by administration. With Danielson and PERA, there is a learning curve. Double check the information for the evaluation plan for your district. An” unsatisfactory” evaluation is a problem and will lea...See Moreutting on my union rep hat.. A few things… A teacher cannot grieve the evaluation, but they can file a grievance if the process was not followed by administration. With Danielson and PERA, there is a learning curve. Double check the information for the evaluation plan for your district. An” unsatisfactory” evaluation is a problem and will lead to termination. “Needs Improvement” can lead to a remediation plan. Under Danielson, there are four areas in the evaluation. What did you get in each area? When you were observed this year, were you given areas of concern that the administration noted in your post observation meeting? Did you attempt to address the concerns? How did your drop- in observation go? If I were your union rep, I would ask you some of these questions as we tried to process the reasons you were not rehired. Before you place the blame squarely on budget cuts or the principal, consider the evaluation. If you are able to get future interviews, you will need to address those areas.

On 3/06/13, Merrillv2 wrote: > I think the key here is the performance review/summative > evaluation, as the previous poster mentioned. If your assessment > was unsatisfactory, you have some hard decisions to make. It could > be career ending, which is not the end of the world--there are > plenty of other things to do in life. > > Now if the assessment is satisfactory, that is a different story. > I think you then have a few options: > > 1. Wait until you are not renewed, and in the meantime, build > professional references and start interviewing. Indicate on all > new applications that you were laid off for budgetary reasons. > > 2. Make a deal with the principal: if he will agree to write you a > favorable review, a professional reference, AND indicate in the > letter that you were not renewed because of budget issues, then > you will agree to resign, not file a grievance with the union, > etc. This is a bit risky, but it may pay off. > > 3. Go to the parents: if you are well-like teacher, with the > support of parents, let it be known that you are being fired > ostensibly for performance, but in reality, because of budget. > 10-20 angry letters to the principal could change his mind. You > have nothing to lose here. > > My philosophy is always start as the nice guy, but make it known > that it will get nasty quickly if nice isn't going to work. If the > bridges are already in flames, go nuclear. > > But again, this all depends on how well you did during the year. > > > On 3/05/13, Curious wrote: >> What you have not mentioned is the rating you received on your >> summative evaluation. Under Senate Bill 7 and PERA, evaluations >> and ratings: •By September 1, 2012, principals, assistant >> principals, teachers in contractual continued service (i.e., >> tenured teachers) and probationary teachers (i.e., nontenured >> teachers) be evaluated using a four rating category system >> (Excellent, Proficient, Needs Improvement, and Unsatisfactory). >> Evaluations "travel" with the teacher now in IL. >> >> On 3/02/13, LDS wrote: >>> I need some advice. After 4 years as a non tenured Illinois >>> Elementary teacher the new principal of 2 years has not >>> recommended me for rehire. He is giving me the opportunity >>> to resign. Unfortunately he has not been nice to me all >>> year, always being critical and non supportive, unlike his >>> first year as principal. I could see this coming all year. >>> No one will admit to me but budget concerns may be >>> prompting my termination as the district has voted to >>> eliminate 14 teaching positions for the next school year. >>> My previous principal, for my first two years of >>> employment, has provided me a wonderful letter of >>> recommendation and will allow me to list her as a recent >>> professional reference. I want to continue my career in >>> teaching but would like the unemployment benefits if I need >>> them. The union reps have not been very helpful, as they >>> are slow to getting back to me, perhaps because the other >>> 14 are taking their time as well. He has only given me two >>> days to resign! He said he wants to get the decision before >>> the next board meeting in 2 weeks. I am feeling pressured. >>> Since it seems I am out no matter what, what is the best >>> way to list this on future teaching applications? Not >>> rehired or resigned?

Mar 6, 2013

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sped Obviously this is a bit late, but for anyone else reading, don't resign. While it is not impossible to get unemployment benefits if you resign, it is a lot harder. There is no benefit to you if you resign. Administrators aren't stupid. You resigned, but didn't have another job? They know what's going on there so there is no benefit to you.

...See MoreObviously this is a bit late, but for anyone else reading, don't resign. While it is not impossible to get unemployment benefits if you resign, it is a lot harder. There is no benefit to you if you resign. Administrators aren't stupid. You resigned, but didn't have another job? They know what's going on there so there is no benefit to you.

You stated the district cut 14 positions. You could be one of those positions. Some districts don't RIF non-tenured. You're simply not renewed and the reason could be budget, performance, you dress bad, whatever. If I were you, your position RIF'ed, and that's that.

Observation... eh. Doesn't really matter for non-tenured believe it or not. You can have excellent observations, and not be renewed. Likely poor observations will mean non-renewal, and actually that would take some of the "why" out of the situation, but many people are non-renewed with good observations. Keep in mind, as non-tenured, you have a contract that runs until the end of the school year. You are entitled to nothing else. You basically work from year to year. You have the right to leave at the end, and they have the right to not bring you back. They can decline to bring you back for any or no reason. Again, your job essentially terminates at the end of each year.

On 3/02/13, LDS wrote: > I need some advice. After 4 years as a non tenured Illinois > Elementary teacher the new principal of 2 years has not > recommended me for rehire. He is giving me the opportunity > to resign. Unfortunately he has not been nice to me all > year, always being critical and non supportive, unlike his > first year as principal. I could see this coming all year. > No one will admit to me but budget concerns may be > prompting my termination as the district has voted to > eliminate 14 teaching positions for the next school year. > My previous principal, for my first two years of > employment, has provided me a wonderful letter of > recommendation and will allow me to list her as a recent > professional reference. I want to continue my career in > teaching but would like the unemployment benefits if I need > them. The union reps have not been very helpful, as they > are slow to getting back to me, perhaps because the other > 14 are taking their time as well. He has only given me two > days to resign! He said he wants to get the decision before > the next board meeting in 2 weeks. I am feeling pressured. > Since it seems I am out no matter what, what is the best > way to list this on future teaching applications? Not > rehired or resigned?

Mar 20, 2013

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