Home Hot Topics Articles Directors' Choice Awards About Us / Contact Us Activities & Curriculum Activities for Outcome-Based Learning Arts & Crafts Music for Learning Recommended Reading Sharing Boards: What Do YOU Think? NEWSlink Current National News Conference Calendar Topics In Early Childhood Education Art and Creativity in Early Childhood Education Job Sharing Board State Licensing Requirements Stay Connected! Each month we'll send you an email filled with articles and ideas for your classroom. Subscribe Now Date: 2/6/2006 8:47:00 AM Author: Barb (bjliben1386@aol.com) Subject: I had a staff member who requested a cla... I had a staff member who requested a classroom change, which I gave her, then complained about the way the teacher who took her place was doing things. She made a point of criticizing the other teacher in private and in front of children and other staff. They had 2 very different teaching styles and both were working well with the children they were teaching. I had no complaints. Her bitterness and criticizing went from that classroom to other parts of the program causing a lot of center problems. In a meeting with me, she told me all the things that I was not doing right...in her eyes. She often yelled at me for various issues. As I said at the beginning of this.....I HAD a staff member. She is no longer with us. Her infamous behavior followed her to another center where she was to student teach. They asked her to leave after one day because the parents at that center knew about her actions with us. I will not tolerate rudeness between staff members. We try to work as a team and when one member is pushing the wrong way, nothing goes right. I would meet with her to get things out in the open. Explain the center policies on such things as changes in snacks and meals. Flexibility is needed in working with children and the same courtesy should be shown for other staff members. If she is not willing to conform to center policies, I would suggest a meeting with the 2 of you and the owner. Do you give staff written warnings? Perhaps knowing that these incidents will be in her record, will help her "get with the plan." If not, perhaps she needs to look elsewhere for employment. You are the director and were hired for your knowledge, background and education. If she can't respect you, then it is time for her to move on. Name: Email: Subject

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