State Board for Educator Certification - Essay Example

State Board for Educator Certification It a requirement that complainant must put the grievance(s) in writing after which the written grievance(s) is /are delivered it to the State Board for Educator Certification, being addressed to the attention of the Deputy Associate Commissioner. Further, there are various elements that must be included in this written complaint, they include: a) Name of the learning institution or institution’s employee alleged to have violated a specific state requirement. b) A specific obligation that the complainant believes as having been violated. c) The activities, evidences and records on which the complaint(s) are based. d) Supporting evidence of the efforts to resolve the grievance(s) through the local parent complaint process. e) The expect resolution. Who can file an ethical complaint with the SBEC? Anyone with a concern regarding an educator in the state of Texas may file a complaint. However, normally, complaints are heard in a hierarchy manner, for example the district policies and procedures are first addressed by campus administrators, then next by the district’s central office administrators, and then finally by the board of trustees. Hence the complainant may change as the grievance advances through these stages. Week 2 Assignment, Part 2: Code of Ethics Mind Walk through Public Schools, Pre-K-16 Review each of the ethical standards under each of the three main areas of Chapter 247 of the TAC, and identify at least one ethical conflict in each of the three areas of the Code: Overall professional ethical conduct, practices and performance that may result in a complaint: Standard 3.6 the educator shall not solicit or engage in sexual conduct or romantic relationship with a student. This is an ethical code safeguards the innocence of the pupils. Teachers are expected to protect their students for sexual exploitation. However, they are supposed to educate then on sex education being very cautious not to create an impression that may affect the student’s psychology. In the Texas ethical codes of conduct, teachers are therefore expected to refrain from soliciting and or engaging in sexual conduct or romantic relationship with a student. I discussed these issues with the dean of student’s affairs in my campus; he confessed that during his long service in this position to have experienced such cases. However a majority of cases were solved internally. However, a number of cases had been forwarded to the board because the complainants felt that they had not been accorded enough justice through the campus dispute committee. Unethical conduct toward professional colleagues: In most campuses across our district interactions between staff members are generally amiable, and where they are not, they are professional at the very least. The existing code of ethical standards guides against making false accusations or allusions about coworkers, observing school policies in regard to appointment, appraising, and dismissing staffs, not infringing with coworkers’ political or citizenship rights, discrimination against colleagues , among others. However, in special instances, teachers ask favors of each other that may be unethical. In fact, peer pressure is the most common form of coercion, witnessed among teacher colleagues and is occasionally effective. This, in most cases puts the teacher requested in situation of breaching the set ethical standards. Week 2 Assignment, Part 3: School District Policies and Procedures The web address where your district’s human resources and personnel policies are located http://www.tea.state.tx.us/portals.aspx?id=2147484909 Briefly reflect on what you learned in reviewing these policies and procedures. I learnt that every state has its own unique policies; however, these policies are by large linked to each other since they have to follow the guidelines of the national education board. Consequently, due to the fat that these guidelines are very comprehensive I realized the role of the board and its jurisdiction on educational matter grievances. Week 2 Assignment, Part 4: Personnel Interviews You are serving as the chair of your school’s teacher interview committee. In the space below, list seven questions that you should ask the prospective teacher 1 What are your primary goals in this profession? 2. Describe the perfect classroom. 3. What is your classroom organization style? 4. What is your position on the use of technology in the classroom? 5. How will you ensure that you strictly conform to your lesson plan? 6. Which methods would you use to give instruction to your students? 7. How would you deal with student who has anger management issues? In the space below, list 3-5 questions that you cannot ask the prospective teacher. 1. What is your sexuality? 2. What is your HIV status? 3. When did you get married 4. How many children do you or plan to have? 5. What is your religious orientation? Unethical conduct toward students: In this area, the ethical standards stipulate that educators shall not disclose confidential information; use approaches that adversely affects their students’ learning, safety, or health; exclude some students from participation in a program, accessing benefits, or grant advantage on the grounds of race, color, sex, etc., partake in physical mistreatment of students, solicit or participate in sexual behavior or romantic relationships, supply alcohol, or knowledgeably permit any student to consume alcohol in their presence. Notably I have discovered that while most teachers adhere to these guidelines, our community fails to provide support for these standards. For instance, I once attended a wedding where three of my students walked up, beer in hand, to talk to me. The students were consuming alcohol and everyone including their parents, seemed not to care and on the other hand I could not take any action in that setting. I had to leave since I could not be in the presence of the students and not be complicit or breach the code of conduct Describe the possible consequences of personnel engaging in any of the above ethical conflicts Some of the possible consequences include suspension, a referral, a file/records kept in the personnel office, loss of certificates, dismissal from campus/district. Using one of the above conflicts as an example; describe how you would respond to the conflict as a campus principal. Example conflict: A teacher in an elementary campus has a complaint lodged against him for recurrent disrespect towards a colleague. As a principal, I would talk over the circumstances with the accuser to establish the nature of the disrespect and whether it has been documented, or if other colleagues have witnessed these incidents of disrespect. If not, then I would ask the accuser go back to work and to document any future incidences of the kind. Next, I would meet the accused and inform him regarding the accusations and try to get his side of the story. If the issue persisted, I would then contemplate writing a referral and observing the parties involved for any behavioral improvements. In case it does not improve, I would then inform the personnel for a solution on the matter. Week 2 Assignment, Part 5: Teacher Contracts Identify the types of contracts issued to Texas public school teachers, and describe their similarities and differences. Probationary Contract Probationary contracts last for one school year and may be renewed as probationary for up to four added years (each for a one year term). New teachers and teachers seeking a growth plan may be put on probationary contract. Continuing Contract Continuing contracts have an indeterminate duration and last up until the educator steps down, retires, or is discharged for good reason. Term Contract Term contracts cannot go beyond five years, and are usually one to two years long. These contracts must be renewed by the school board. Week 2 Assignment, Part 6: Teacher Recruitment and Retention Describe what you learned in your interview regarding the recruitment and retention of quality staff at your school. According to the interview I conducted with my school’s administrator, it was apparent that the school had very strict recruiting rules. The teachers being recruited are interviewed by a six member committee mainly for their capabilities in addition to their academic qualifications. This has consequently created a teaching team that is in love of what it does. Moreover, the administrator disclosed that they did not have a problem with retaining their teachers. The reason behind the high retention rate was mainly associated to the good remuneration and other benefits that the school paid the teachers. In addition, the teachers are free to raise their issues which are acted on promptly. As a prospective principal, what did you find out about recruiting high-quality teachers that might impact your recruitment activities? As a prospective principle, I learnt the importance of forming a committee whose main purpose is to interview prospective teachers. This is important because it allows for divers ideas from the team on a given candidate. In addition, it is also important not to focus only on the academic qualifications but also for other talents and future expectations of the prospective teacher in regards to his/her career. Week 2 Assignment, Part 7: Article Critique No. 1 Identify your article and source using APA citation format Vogel, T. (2006). The principal’s role in teacher retention. National Association of Elementary School Principals: NAESP Principal, 85(3) Why did you select this article? I chose this article because as a new teacher i was interested in the discovering the various ways in which campuses attempt to retain their teachers. Briefly summarize key points from the reading. This article highlights the different stages a new teacher undergoes in their first year of teaching. Further, it defines the differences and increased challenges encountered by and with new teachers in urban schools. Finally, the article offers numerous advices for principals in supporting and ensuring their new teachers get what they require in the course of their stressful first year. Identify the principal competencies and supporting standards involved or implicated in the reading Competency 6: Human Resources Leadership, Management, Professional Development and Appraisal: The principal knows how to implement, evaluate, and revise a comprehensive campus professional development plan that addresses staff needs and aligns professional development with identified goals. How might you apply what you learned from this reading in your role as an administrator or educational leader? This article provides critical knowledge that is appropriate to my role as an educational leader. For instance, I would take charge of familiarizing my new teachers with the school’s informal organization; ensure that they are supported by a mentor teacher, institute positive reinforcement and relationships with peers. “Meeting these needs is critical to keeping beginning teachers in their classrooms and to help them gain the confidence and success that come from experience” Additional comments/recommendations N/A Week 2 Assignment, Part 8: Article Critique No. 2 Identify your article and source using APA citation format AASPA (20 (T., 2006)03). Teacher Recruitment and Retention. American Association of School Personnel Administrators: AASPA Best Practices in School Personnel, May/June/July 2003. Why did you select this article? I consider the recruitment and retention process of quality teachers as a vital step in the education process. As such, I selected this article to acquaint myself with then numerous strategies used to recruit and retain teachers. Briefly summarize key points from the reading This article details various recruitment approaches and provides specimens of successful state programs. The article identifies some problems in selected recruitment approaches such as outdated hiring procedures. Further, the article highlights the challenge of increasing quality in specific subject areas of math and science. According to the article, teacher retention is steered through various induction programs and quality mentorship programs. Identify the principal competencies and supporting standards involved or implicated in the reading Competency 6: Recruitment, screening, selection, assignment, induction, and development of staff. How might you apply what you learned from this reading in your role as an administrator or educational leader? My role as an educational leader greatly benefits form this article since I can utilize the suggested examples and ideas of recruiting and retaining quality teachers on my campus. Additional comments/recommendations N/A Week 2 Assignment, Part 9: Mentoring Programs Briefly reflect on what you learned in reviewing these policies and procedures. When reviewing the monitoring program policies I learnt that the district has clearly outlined its requirements in order for on to become a teacher. In their website, the have listed these requirements as; Obtain a Bachelor’s Degree, Complete an Educator Preparation Program, Pass Appropriate Certification Exam(s), Submit a State Application, and Fingerprinting. This is adequate information that greatly helps any prospective teacher since they will know what is required for them. Works Cited T., Vogel. (2006). The Principal's role in Teacher Retention. The National Association of Elementary School Principal, 85 (3). Read More