Module 5 EL5623

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Miami Dade College, Miami *

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Sociology

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Feb 20, 2024

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docx

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1 Best Practice Research Brief District Processes, Procedures, and Policies Improvement Plan Outline Termination Plan Lisa Banegas American College of Education Developing Teachers EL5623 Dr. Amy MacCrindle February 11, 2024

2 Introduction Confronting inadequate performance and dismissal in the field of education is extremely important in upholding the caliber and quality of the educational setting. This not only aids in holding educators responsible for their actions but also fosters a culture of continual enhancement, ultimately ensuring that students are provided with optimal opportunities for academic attainment (Jobirovna, 2023). In addition to this, a transparent and just process must be followed to safeguard educators' rights as well as promote an ethical and professional approach toward addressing any performance concerns (Vredenburgh, 2022). Significant responsibility falls on principals to support teachers' professional growth by adhering to best practices that align with school regulations. ( Yeary, 2022). Research Brief Examining strategies for handling academic underperformance, termination, and due process in educational contexts can have multiple benefits. It allows school units to obtain valuable perspectives and information from effective methods and approaches, serving as a basis for effective policy implementation. By identifying reliable techniques that promote equitable, clear-cut, and legally compliant procedures, this research empowers educational administrators to surmount the difficulties associated with managing instances of underperformance and termination (Amrein-Beardsley, 2023). Additionally, upholding due process guarantees the protection of educators' rights and assists in establishing a caring and proficient workplace. Constantly staying up-to-date with effective methods empowers educational authorities to augment their strategies and cultivate an academic atmosphere that enhances teaching practices (Jobirovna, 2023). Evaluating the best strategies for handling underachievement, dismissals, and

3 proper procedures in educational institutions is crucial to establishing an equitable, encouraging, and lawful atmosphere that fosters outstanding academic achievement and teacher growth. Underperformance The presence of educational leaders plays a vital role in guaranteeing high-quality instructional techniques for all students, resulting in academic success. Studies have pinpointed multiple components responsible for inadequate teaching and emphasize the necessity of confronting these concerns. Numerous research endeavors have demonstrated the course of trainers' skills as the primary element influencing student achievements (Yeary, 2022). Several research studies examined academic achievement to delineate the impact of instructional underperformance on student learning outcomes. These endeavors significantly influenced academic results and affected colleagues' emotions, cognitions, attitudes, and behaviors. Utilizing assessment and survey materials from school staffers enabled qualitative and quantitative data to inform the results. Overall, these findings conclude that ineffective teaching can ripple effect throughout the entire educational setting. Therefore, it is essential to ensure that underperforming teachers are provided with individualized support that encompasses mentorship, professional development, and, when necessary, corrective action plans ( Yeary, 2022). Research emphasizes the need for clear evaluation criteria and a supportive school culture to help underperforming teachers enhance their skills or explore alternative career paths ( Jobirovna, 2023). This research's findings validate the importance of addressing underperformance and ensuring educators provide students with the best learning environment.

4 Termination Terminating educators is complex and sensitive, requiring a fair, transparent, and legally sound process. In light of this, a study was conducted to identify the potential causes, procedures, and perceptions of termination in education. The research was conducted through a phenomenological approach, surveying school principals. The study's findings revealed several crucial factors necessary for a successful and just termination process ( Amrein-Beardsley, 2023). Amrein-Beardsley (2023) concluded that implementing clearly stated policies and procedures is crucial in facilitating termination. Provisions of meticulous adherence to set regulations and documenting issues about performance were determined as critical factors. Moreover, offering chances for progress was found to be a vital stage in the process. The effective partnership of administrators, teachers, and legal professionals through proficient communication was also emphasized as pivotal during this time frame. Furthermore, the investigation emphasizes the necessity of adequately documenting instances where ineffective teachers fail to demonstrate improvement, and it is crucial for an administrator to keep termination as a potential option. This reinforces the importance of safeguarding educators' rights while maintaining accountability and preserving the integrity of the educational establishment. The overall importance of a fair and equitable procedure for terminating educators is highlighted in the study, emphasizing the need to uphold their rights while also promoting accountability and preserving the integrity of educational institutions. Due Process Research delves into the intricacies of due process for underperforming educators and sheds light on the significance of fair and equitable procedures that safeguard the rights of

5 teachers. It aims to provide educational leaders with a comprehensive understanding of due process and its scope through content analysis of Supreme Court decisions ( Vredenburgh, 2022). By doing so, the article hopes to equip leaders with the necessary skills and knowledge to implement policies and procedures that ensure fairness for all involved parties, including students, staff, and teachers. The study revealed several key findings, including the importance of clear communication about performance expectations, timely and specific documentation of performance issues, and opportunities for educators to address and improve their performance ( Vredenburgh, 2022). Furthermore, the study emphasizes promoting disclosure, teachers' active participation, and an organized structure for addressing disputes. Through the application of these measures, academic establishments can establish a just system that achieves a harmonious balance between responsibility and equity, resulting in a conducive and highly esteemed workplace atmosphere. Conclusion Promoting justice, openness, and efficiency is a top priority for educational establishments. To properly handle instances of poor performance, dismissal, and fair procedures, utilizing research to determine the most effective practices is crucial (Yeary, 2022). Through leveraging research, educational leaders can obtain valuable insights into the intricacies of teacher performance management and utilize them as a basis for implementing well-defined policies, equitable due process procedures, and supportive tactics. Adhering to evidence-based approaches within their operations can allow for maintaining accountability without disregarding the rights of educators - ultimately fostering a professional and conducive learning environment

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