DC Principal Tries To Fire Outstanding Teacher

Here is another email that I received from a teacher regarding a DC principal who unfairly tried to place an outstanding teacher on a 90 day plan without regard to her work performance. As I have noted in my other blog entries- some DC principals have been advised by Rhee's administration to place a quota of teachers on a 90 day plan even if they have to 'lie'. I can't help but ask what's wrong with this picture ? If you know of cases in which DC teachers have been unfairly placed on a 90 day termination plan, email me with specifics c/o saveourcounselors@gmail.com Read the email below and weep ! (Posted by The Washington Teacher).

"Hi Candi.. On "Rhee's 90 Day Plan"- As I reflect on one of my colleagues most recent school situations, I can only think how her situation could have been another teacher potential "Horror Story". Her new principal told her she was putting her on a 90-day plan. As she was busily preparing for a formal observation, she decided to read our WTU contract guidelines. After reading our contract, she approached her principal to ask why she was targeted for a 90 day plan since she is a tenured teacher and all her evaluations have been rated as "exceeds expectations." She has also been selected for several teacher leadership assignments because of her extensive experience and insight to problem solving school, student, and parent concerns. In addition, she also served as a special education coordinator at one of our most reputable high schools.

After her discussion with the principal, the principal rescinded the decision to place her on a 90 day plan. My colleague was shocked at how vulnerable all teachers/ET15 employees are today with working in a school system with inexperienced new administrators from other school districts and under the chaotic leadership and mandates of Michelle Rhee. It appears that newly hired administrators from NLNS (New Leaders for New Schools) and other affiliated agencies (not within the DCPS school approved administrator's pool) are coming to DCPS from outside our pool with their own agendas, directives, and mindsets and with the attitude or mandates that DCPS teachers should be FIRED.

It appears also that Teach for America teachers, et al are given all the resources, professional development, access to new technology, administrative support, better class rooms, etc. Most of these teachers are coming to us without classroom experience, appropriate certifications, and degrees . One thing I learned from my colleague's situation is that teachers MUST READ their WTU contracts consistently. Unfortunately, this is a lonely scary environment to work in when teachers can not trust their principals "WORD" or Chancellor Rhee's 90-day plan implementation process. Have principals already submitted a "Hit List" of employees targeted to be "FIRED"? " Anonymous