Category Archives: Teachers

The NEA’s Call for Duncan’s Resignation: Latest Strike in a Battle the NEA will Lose

The leadership of the National Educational Association (NEA) is mad, and on July 4th that anger reached a boiling point when delegates passed a new business item calling for the resignation of U.S. Secretary of Education Arne Duncan. While historically, teachers unions including the NEA have been staunch supporters of Democrat administrations, the relationship between the NEA and the Obama administration has been a strained one, largely because of the Obama administration’s support of key elements of an education reformist agenda which includes financial support for the expansion of charter schools, the continuance of the DC school voucher program, reform of teacher evaluation to include student performance, and most notably now, reform of teacher tenure and seniority rules. The Obama administration’s support for such reforms has earned President Obama and Secretary Duncan a place on the NEA’s ‘not so nice’ list. Officially, the new business item stated that it was necessary to call for Secretary Duncan’s resignation because of the U.S. Department of Education’s “failed education agenda focused on more high-stakes testing, grading and pitting public school students against each other based on test scores, and for continuing to promote policies and decisions that undermine public schools and colleges, the teaching education professionals, and education unions.”

Duncan has flat out dismissed the NEA’s call for his resignation. In a recent AP article, Duncan is quoted as saying, “I always try to stay out of local union politics. I think most teachers do too.” Though brief, Duncan’s comment is clever dig at the union. Duncan is making the claim, which I largely agree with, that although the NEA’s leadership claims to be the voice of teachers, most teachers are not involved in the development of the union’s policy agenda and are not typically well-informed on the inner-workings and maneuvering of the union’s leadership. I go even further than Duncan and assert that many teachers, particularly younger teachers, are not supportive of the policy agenda, policy stances, and tactics of the NEA. And for that reason, I am very careful to distinguish between the voice the NEA’s leadership and the voice of teachers; I am convinced that on a variety of important policy issues their voices are not in harmony.

This call for Secretary Duncan’s resignation is the NEA’s latest move in a battle that’s gone on for about a decade now; a battle that in the end, the NEA is sure to lose. Democratic administration’s have historically been the NEA’s allies, holding off the progressive education reform ideas of conservatives. That day has passed. Much of the education reform agenda is supported and even advocated for by growing numbers of Democrats and political independents. If the next president elected is a Republican the NEA is sunk. They don’t stand a chance of reversing the education reform tide which includes the expansion of school choice, tenure reform (and in some states tenure elimination), teacher evaluation based in part on student performance, and tying teachers’ pay to their performance. But even if the next president is a Democrat, the likelihood of that Democrat being from the extreme liberal end of the party is none; it will not happen. Whether the next president is a Democrat or a Republican, s/he will have to live and lead from a more moderate than extreme position; and it is the more moderate Democrats, or neo-liberals, that are becoming more and more supportive of the education reform agenda that the NEA is fighting against.

In the end, the NEA will lose this battle. Education policy does have a tendency to shift somewhat like a pendulum, but there are pieces of the current education reform agenda that are here to stay. Charter schools and public school choice aren’t going anywhere. Public school choice will become central to public schooling, everywhere. Teachers will be evaluated at least in part based on the performance of their students; what that measurement will look like will vary from state to state and may change over time, but the days of teacher evaluation not having a student performance component are soon to be over. Tenure for teachers will go away in some places and will look radically different in most other places. School administrators will have increased authority with the hiring and removal of teachers. The days of collective bargaining agreements protecting ineffective senior teachers while more junior effective teachers are dismissed will be ending very soon. Teaching will no longer be a profession where you can go a job pretty easily, join the union, get tenure for sticking around for four years, and have a safe position for the rest of your career.

The NEA is fighting for relevance and survival. ‘The organization’s leadership knows that Secretary Duncan won’t consider resigning based on their call, and the fact that the largest teachers union in the country can call for the Secretary of Education’s resignation and most Americans won’t even take their call seriously is an indicator of the organization’s waning influence on educational leadership and educational policy. I do believe there is a future for the NEA, but not as a labor union. Teachers are not labor. Teachers are professionals. My hope is that the NEA’s new leadership will take the opportunity during this time of transition for teachers and public schooling to reform itself into the world-class professional association that America’s teachers need and deserve.

Does Every Teacher Deserve to Keep Her Job?

Cleveland Schools’ Chief Executive Officer (CEO) Eric Gordon announced earlier this month that more than 50 Cleveland public school teachers may be terminated based on their performance and/or conduct. According to Gordon, in 41 schools, principals gave notices to 68 teachers that their one-year contracts would not be renewed. Those 68 notices were far more than the number of notices that are typically distributed at the end of the school year in Cleveland, and as you might imagine, the leadership of the Cleveland Teachers Union was not happy. The increased ability of principals in Cleveland to remove ineffective teachers is a direct result of the Cleveland Plan for Transforming Schools, signed into law in 2012 by Ohio Governor John Kasich. As part of the bipartisan sponsored plan which applies only to Cleveland as Ohio’s sole school district under mayoral control, Cleveland schools are now implementing a new teacher development and evaluation system based on professional standards.

Hearing about public school teachers being fired causes most of us to sit up straight and listen for the rest of the story. That is because public school teachers, especially in high-needs school districts, are typically only terminated when a teacher has been found guilty of something particularly egregious, like stealing money or having an inappropriate sexual relationship with a student. Even in the current era of reform, you don’t hear very often of significant numbers of teachers in traditional public school districts losing their jobs based on their performance. And why is that the case?

First, most big city teachers unions (the Cleveland Teachers Union included) fight with every ounce of strength they have to prevent teachers from being terminated; even teachers whose performance has been abysmal, and in some limited cases, even when a teacher’s conduct has been so inappropriate that she cannot return to the classroom. Second, Americans have largely accepted the reasoning that teachers (and leaders, and schools) should not be held accountable for the academic performance of their students, particularly if those teachers serve children of color or economically disadvantaged students. Fortunately for children, both of those circumstances are changing. First, parents, community members, the business community, and school districts are demanding changes in teachers unions collective bargaining agreements, particularly around provisions that restrict school leaders’ ability to supervise, evaluate, and if need be, remove ineffective teachers. Second, parents, community members, and the business community are demanding that teachers, even teachers who serve children of color and economically disadvantaged students, be held accountable for the learning of their students.

Cleveland Schools CEO Eric Gordon has assured that the teachers in danger of losing their jobs will receive due process. Those teachers will have the opportunity to respond to the charges of their principals. I fully support teachers’ right to due process. It may turn out that some of the teachers in question are able to present evidence of their instructional effectiveness and keep their jobs. But teachers who are unable to provide evidence of their students’ learning should be fired. My stance on this issue is firm: Teachers that cannot provide evidence of adequate learning in their classrooms should be removed from those classrooms.

It is true that some teachers whose performance is not optimal can and should be developed. Early career teachers in particular need mentoring and development and they deserve the opportunity to grow. Pre-service teacher training should be regarded only as preparation for entering the profession, so new teachers should never be seen as finished products. But even with the understanding that early career teachers and even some struggling later career teachers can be developed, I will not back down from the argument that every student deserves the opportunity to learn in her classroom, regardless of how inexperienced or well-meaning her teacher is. A sixth grader gets one shot at sixth grade, and educational leaders and policy makers owe it to every sixth grader to ensure that she has an adequate teacher.

I have no problem with teachers unions fighting for job security for teachers, but only for effective teachers. Contrary to popular belief, all teachers are not effective. Some ineffective teachers can be mentored and developed to become effective teachers, but others should be removed from the classroom quickly before they do irreparable damage to children. Consideration of job security for teachers should always be secondary to ensuring that every child has an effective teacher in her classroom.

New Jefferson County (Louisville) Collective Bargaining Agreement Makes Small Advances but Leaves Much To Be Desired

Last week the Jefferson County Teachers Association’s (JCTA) voting members approved a new contract with the Jefferson County Public Schools (JCPS). Centerpieces of the new agreement include a) no annual raise for JCPS teachers, and b) slight changes to flexibility in hiring for JCPS principals.

According to JCTA president Brent McKim, teachers are willing to forgo the annual raise because they understand the difficult budget situation the district is in. JCPS will, however, provide an additional $5 million to compensate teachers for working ‘extra hours’ and for participating in professional development. Other changes include providing early childhood and elementary school teachers with an additional 10 minutes for their planning periods, and permitting teachers to take a personal day to attend their child’s graduation—rules currently prevent teachers from taking personal days during the last five school days. I applaud the district for providing additional planning time early childhood and elementary teachers. Generally, teachers are not provided with an optimal amount of time for planning. Providing teachers with additional time during the school day for planning and collaboration must be a part of school reforms. Planning time is not a luxury for teachers; rather it is absolutely necessary for high quality instructional planning. Without high quality instructional planning there can be no high quality instruction.

There are changes in the new contract to regulations around
hiring flexibility for principals, but the changes are slight and leave much to be desired for giving principals the flexibility they need to hire the best possible candidates for teaching positions. Under the previous contract, principals were prohibited from hiring a teacher candidate from outside the school district if a JCPS teacher requests a transfer to the school for the opening. The three most senior transfer applicants were given preference for the position. Under
the new contract, the pool of transfer candidates for positions will be expanded to eight. If fewer than four teachers request transfers for the position, principals will be permitted to interview candidates from outside of the district to reach a total of four candidates for the position. The change provides principals slightly more flexibility in hiring, but not much. Even with the new contract, the hiring restrictions on principals in JCPS are unnecessarily burdensome and do nothing to ensure that the best candidates are chosen for teaching positions. The interests of children would be served by
allowing principals the flexibility to hire the best candidate for a teaching position, regardless of whether the candidate comes from inside or outside of JCPS and without regard to how many years of experience a candidate has. Principals factor in teachers’ years of experience when making decisions about the best candidate for filling a vacancy. Giving a teacher preference for a position
simply because he or she has been doing the job longer, not because he or she is a more effective teacher, is ridiculous and it is part of the adult-centered, traditional teachers union ideology that we must break free from in public education. That ideology puts the desires and security of adults before the needs of children.

Although not nearly as big a problem as hiring flexibility for principals, I believe it is time we engage in conversations around the idea of paying teachers to attend and participate in professional development. Asking teachers to attend professional development that takes place ‘after-hours’ is not sufficient justification for needing to pay them to attend. The ‘after-hours’ concept itself is problematic for non-hourly, salaried employees like teachers.
Further, the idea that teachers must be paid to attend professional development which is both required for continued certification and/or equips them with the tools to do their jobs well just doesn’t sit well with me. Regulations pertaining to the maximum number of hours per month that teachers may be asked to stay ‘after-hours’
for professional development and the fiscal reality of having to pay for both trainers and attendees puts unneeded burdens on principals and school budgets. I am a supporter of paying teachers a salary commensurate with their abilities. Effective teachers should be paid well. Highly effective teachers should be paid very well—at a salary that differentiates them from average teachers. But with that
salary the expectation should be that teachers will meet all professional obligations, including attending meetings and participating in professional development after school. These are not foreign concepts. In fact, for teachers in Kentucky
school districts without collective bargaining agreements this is how
professional life works. It is time to revisit these ideas in Jefferson County as well.

Building a New Teaching Profession in the USA

I recently returned home after
spending nearly two weeks in Finland. After meeting with dozens of Finnish
education officials, administrators, and teachers, one of several recurrent
themes was trust. Finnish educators said repeatedly that trust is a hallmark of
their educational system and their relatively recent success on the Programme for
International Student Assessment (PISA). They talked about trusting a lot of
people; education officials trusting school principals, principals trusting teachers,
teachers trusting students and parents, etc. But most often the conversations
centered on how much trust the Finnish people have in teachers. As a former
teacher and a teacher advocate, I think that is awesome!

But we Americans would be foolish to look at the Finns
success, hear that it comes from trusting their teachers, and then therefore reason that trusting American teachers in that manner would lead us to success similar to that of the Finns. I
have likely upset some of you by saying that but it is true. We do not have
reason to have a blanket trust in American teachers. I wish things were that simple, but they are not. I argue that instead of advocating for
blanket trust for American teachers today our course of
action should be to begin building a teaching profession in the United States worthy
of such trust.

What it means to be a teacher in Finland is a bit
different than what it means to be a teacher in America. In Finland, throughout the nation’s history and even today
teachers are regarded as the candles of society, spreading light into the
darkness. Teaching is regarded as one of the most honorable and respected
professions in the country. Very many of the best and brightest students
graduating high school apply to teacher education programs in Finnish universities. Because
the profession is regarded in that manner, university teacher education
programs are able to choose from among the best and brightest of the best and
brightest students entering Finnish universities. That is not quite the case in the United States.

Over the last 10 years I have often had the opportunity to speak
to middle and high school students, and I often talk with them about
considering careers in teaching. Unfortunately, it is the very rare motivated
and highly academically capable student that tells me that they are interested
in a career in teaching. It is the current reality in the USA that our teachers
are a mixed bag. Some of our teachers were the brightest, most capable, and
highly motivated students in their high school and university classes. As students these
teachers could have chosen to major in anything. In current role as faculty
member in a college of education, I have the opportunity to work with some of Kentucky’s most
phenomenal educators. Some of these educators are outstanding in every conceivable way. They
are smart, talented, unbelievably hardworking, and passionately committed to
their students and to the teaching profession. These professionals make me so proud
to be a teacher.

Unfortunately, however, many teachers in our classrooms are
not as talented, committed, or passionate about children or about teaching as
the teachers I just described. Some teachers in American classrooms have landed
there because they couldn’t cut it in other majors or professions and teaching
was relatively easy to get into and keep a job. Some are in the classroom
because teaching has been considered a stable
profession. Some teachers are in classrooms because the hours and calendar
schedule of the profession are convenient for raising a family. And believe
it or not, some teachers are in the profession for the money. You won’t get
rich teaching, but in the right school district with the right credentials and a
few years of experience you can make a pretty decent living as a teacher.

What Do I Propose?

I propose building a teaching profession in the USA that we
can be proud of; not just a portion of the teaching profession that are
superstars, but a profession of superstars. I propose building a teaching
profession of individuals that could have chosen any career path but chose to teach. I propose building a teaching profession in America that we can trust to lead us into the future.

Building that kind of teaching profession in the USA would
not be easy. In fact, the stack is currently staked against our being able to
pull it off, but we could do it. We would have to be intentional about it and
it would take the buy-in and collaboration of some key stakeholders. First, we
would need to acknowledge that the teaching profession in the USA is not what we
want it to be, and that our current teaching force is not what we would like it
to be. The teaching profession, including salary structure, career ladders, and
accountability, would have to be drastically reformed to attract a new breed of
candidates into the profession. Colleges of teacher education would have to get
on board by actively recruiting a new, diverse breed of teacher candidates into
the profession, selecting only the highest quality candidates for entry into
programs, and holding candidates to extremely high standards; functioning as true
gate-keepers to the teaching profession. Teacher training programs would have to
embrace radical reform enabling them to better equip teacher candidates with
the necessary content knowledge, pedagogical expertise, and dispositions for
meeting the needs of the diverse group of learners in 21st century
American classrooms. Policy makers and colleges of teacher education would have
to work together to create high-quality pathways for talented professionals to
enter the teaching profession as a 2nd career, but with the necessary training and preparation for
long-term success once they get there. Teachers would have to start tapping
talented students as early as middle school to get them to consider careers in
teaching. And teachers unions would have to radically transform themselves into
high-quality professional associations that play a major role in both building
and refereeing the teaching profession. Professional associations must play a
major role in holding their members to the highest standards for professional
practice.

By the end of my career I would love nothing more than to
entertain visitors from across the world and tell them that a key to the
success of schools in the USA is the trust that we have placed in our teachers.
I would love nothing more than to say that the American people have every
confidence in American teachers and that the teaching profession is highly respected because
we know that our teachers are well-equipped for and passionately committed to preparing
our students for successful careers and lives as citizens of the greatest
country in the world. It is my hope and my prayer that we will have the courage
to own up to our shortcomings and the
will to transform teaching into the profession that it should be and can be.

North Carolina Charter Schools, Teacher Credentialing, and the Future of Teacher Licensure

North Carolina Senate Bill 337 would, among other things,
remove the current statutory requirement that at least 75% of teachers in
elementary charter schools and 50% of teachers in charter high schools hold
teacher licenses. The controversial bill was passed in the Senate and now sits
with the House Education Committee. In addition to the eliminating teacher
licensing requirements, the bill would create a new state Charter School Board
with substantial statutory authority. I will discuss the implications of the creation
of such a board in a future post, but here I want to focus on the potential
elimination of teacher licensure requirements for charter school teachers in
the state.

If Senate Bill 337 is passed by the Republican-controlled North
Carolina House and signed by Republican Governor Pat McCrory, as I believe it
will be, the implications for teacher certification in the state are pretty
significant. If the bill passes, North Carolina wouldn’t be the first state to
remove certification requirements for teachers in public charter schools. In
Louisiana, a state that has blazed the trail in recent years for controversial
school choice policies, provisions of House Bill 976 (2012) eliminated certification
requirements for charter school teachers in the state. Prior to the passage of House
Bill 976, Louisiana law required that 75% of teachers in charter schools have
valid teaching certificates. The elimination of certification requirements for
charter school teachers in Louisiana has been pretty hotly debated—as I believe
it will be in North Carolina; with the change drawing the ire of teachers
unions and traditional public school district superintendents.

In Louisiana, this change has immediate implications for the
vast majority of teachers in the city of New Orleans. Approximately 75% of
public schools in New Orleans are charter schools and nearly 80% of the city’s
public school students attend charter schools. So eliminating requirements for
teacher certification in Louisiana could mean that over time, a majority of
teachers working in public schools in a major American city could be non-licensed teachers. Charter schools in
none of North Carolina’s cities serve nearly the percentage of students as
charter schools in New Orleans, so the immediate implications of the passage of
Senate Bill 337 are not quite as drastic. But eliminating licensure
requirements for charter school teachers in North Carolina and Louisiana
represents a national conversation (or debate) around what the most appropriate
credentials for public school teachers ought to be.

The majority of advocates for eliminating state licensure requirements
for charter school teachers see state-licensure as an unnecessary hurdle for other-wise
qualified aspiring content experts
who would like to teach. While the current policy changes pertain only to
teachers in charter schools, changes to licensure requirements for teachers in
traditional public schools will likely follow in some states. How could they not?
Whatever one’s feelings regarding the utility of charter school reforms, there
is no debating the fact that charter schools are in fact public schools; and
states will have a difficult time rationalizing the maintenance of one set of
credentialing requirements for chemistry teachers at Johnson Traditional High
School, but then waiving those credentialing requirements for Jackson Charter
High School right across the street. It just doesn’t make sense.

Teachers unions and traditional public school district
superintendents in Louisiana and North Carolina are currently making the
argument that different requirements for charter school teachers and traditional
public school teachers doesn’t make sense. They are right. But what I don’t
think they understand yet is that the resolution to these differences in
requirements for teachers will likely be the elimination of state licensure
requirements for all public school teachers in a state. It won’t happen
overnight and it won’t happen in all states, but mark my words, that’s where
this is heading.

The implications for teacher training, schools of teacher
education, and the teaching profession are huge! More to come…

Thoughts on the Strongsville (OH) Teachers Strike

For the second day children attending public schools in Strongsville, OH went to school but their teachers were not there. Substitute teachers have been called in to keep schools in Strongsville open after contract negotiations between the Strongsville City Schools and the Strongsville Education Association (SEA) fell apart. At issue here is teacher pay. 

SEA charges that teachers have not received a raise since 2008. While that statement has some truth to it, it is deceiving. Teachers in Strongsville as in most school districts are paid according to a salary schedule. On a salary schedule, teachers are paid based on their years of service and their academic credentials. What is true is that the salary schedule in Strongsville has not been changed since 2008. However, teachers in Strongsville have all continued to get raises in pay every year as they gained years of experience and in some cases earned additional degrees. So again, to say that teachers in Strongsville have not received a raise since 2008 is misleading. 
I am an advocate for good teachers. I believe good teachers should be paid a wage commensurate with their experience, expertise, and performance. However, I am not a proponent of teacher salary schedules in any form, as they assume that teachers with the same number of years of experience and the same academic credentials are the same. We all know that is not true. Some teachers with five years of experience and a masters degree are awesome; and some teachers with five years of experience and a masters degree are terrible. Yet with a teacher salary schedule, that awesome teacher is compensated in the same way the terrible teacher is compensated. That is ludicrous!
But here is my two cents on the Strongsville teachers strike: I find it more and more sickening that any group would hold children’s education hostage in order to better their bargaining position. That’s it; that’s how I feel. Teachers in Strongsville arguing that they are striking for the children are not being truthful. They are not striking for children; they are striking for higher wages. I am not saying higher wages are bad; I think most of us would take higher wages if we could get them. But it is shameful to pretend that this strike is about something that it is not. The strike is about the teacher salary schedule in Strongsville. The strike is not about children.

Why I Left the K-12 Classroom

Pretty often someone asks me why I left the K-12 classroom. Since I am someone who works pretty hard to recruit talented young people into the teaching profession I think that’s a fair question. It is no secret that there is a critical shortage of teachers of color, particularly male teachers of color. So why have I chosen to spend my career in the academy instead of in schools where I can have a more direct impact on students?

Let me start by saying that I in no way profess to have been God’s gift to the profession; but I do think I was a pretty effective teacher by the time I left K-12 teaching. You might notice that I said by the time I left teaching. That’s because I didn’t have a clue what I was doing when I started. I owe my growth in teaching to fabulous mentors who spent a lot of time with me during my first few years; four very special ladies in particular: Tina Baptiste (New Orleans Public Schools), and  Rhonda Voiselle, Tanya Bourgeois, and Erin Raiford (St. Charles Parish Public Schools). With their help, I can comfortably say that I got to the point where I was impacting student learning in significant ways.

But what I also learned beginning in my very first year of teaching, was how broken systems and failed education and social policy can create conditions in schools that even the most talented teachers cannot overcome. A teachers is unequivocally the most influential school-level determinant in a child’s academic success, and teachers impact the lives of their students in extraordinary ways; but it is very hard to fix broken system and influence policy from the classroom. Most effective teachers that I have known spend well over 40 hours a week on their planning, instruction, and assessment. So while I loved my job as a middle school and high school teacher, I realized pretty early on that I wanted to work to change systems and influence policy. That’s why I returned to graduate school to earn a PhD, and why I took a faculty position at a research university.

I see my job now as preparing high quality teachers and leaders for schools, and working to change policy to create conditions where teachers in our most challenging schools and districts have a much better shot at impacting student learning in significant ways. That’s what I try to do everyday here at the University of Kentucky, and I want all of you to hold me accountable to that.

Chicago Teachers Strike Over Issues of Teacher Evaluation, Performance, and Accountability

As most of you have heard, 350,000 children enrolled in Chicago Public Schools are not in school today. Talks broke down between the Chicago Teachers Union and Chicago Public Schools over the weekend and Chicago Teachers Union officials made the decision to go on strike. It does not appear that the major points of difference between the Union and the school district are salary or working conditions. Instead, the major sticking points seem to surround issues of maintaining current health benefits, teacher evaluation, teacher performance, and teacher accountability. 

Obviously, the finer details of negotiations are not widely known at this point, but aside from negotiations over health benefits, it seems that the movement to have teachers held directly accountable for students’ performance is at the center of this strike.  Chicago Teachers Union President Karen Lewis has said that the school district’s proposed changes to teacher evaluation rely much too heavily on students’ standardized test scores, and the changes would likely result in 6,000 teachers (30% of the Union’s membership) being dismissed from their jobs within the next two years. 
What educators and observers should take note of here, and from similar though less widely publicized debates across the country, is that teachers WILL be held directly accountable for students’ performance on standardized examinations. It would be unrealistic and unfair to have the results of standardized exams be the sole measure of teacher effectiveness, but it is equally unrealistic and unfair to move forward without students’ performance on those exams factor into teacher evaluations in some significant way. Our challenge is to use those data in an appropriate manner for evaluating teachers, but the performance data must be used. No longer will teachers’ evaluations be completely subjective without student performance data factoring into how administrators rate their performance.
So while I do not know the details of Chicago Public Schools’ proposed changes to their teacher evaluation system, I believe it would be best if conversations between unions and school districts across the country centered on how to most appropriately use standardized test data as a part of teacher evaluation systems and not whether these data will be used at all. If standardized test data are used appropriately to evaluate teachers, the number of ineffective teachers that lose their jobs should be a secondary concern. Our primary concern in this matter should be whether there are effective teachers in our children’s classrooms.

Involuntary Teacher Transfers Challenged in Court (Chapel Hill-Carrboro City Schools, North Carolina)

A pretty interesting personnel battle is brewing between a superintendent and two teachers in the Chapel Hill-Carrboro City Schools in North Carolina. Superintendent Thomas Forcella has attempted to transfer two teachers from Chapel Hill High School to two other high schools in the district. The teachers, however, have taken their cases to court, challenging their transfers on the grounds that the superintendent has no cause to move them. Chaper Hill High School is getting a new principal this year, and the superintendent alleges that the transfers were ordered to try to head off dissention/insubordination by those teachers. The teachers argue that nothing of the sort is found in their personnel files, and that the superintendent’s attempt to transfer them is baseless.

Superior Court Judge Elaine Bushfan said last week that she would make a decision relatively quickly on whether she would grant the teachers a stay until their appeals are heard in a few months. This case has pretty significant implications for school board policy and administrative procedures regarding the involuntary transfer of staff. Superintendents and school board members in North Carolina and across the country should follow this one pretty closely as it unfolds.