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: 2/19/2006 11:10:00 AM Author: Cathy (childcarediva@aol.com) Subject: non-compliant staff member Hi! Do you have job descriptions for the teachers at your center? Having clear and consistant expectations is the first step. I've taken over centers in which there were teachers that were underperforming, and basically, were awful. I seen some 'self-select' and choose to leave, and some make an unexpected 360* turn-around. Sometimes people have never had any expectations laid out for them or had any expectations enforced. Maybe being a lead teacher is more than she actually even wants. Would being part-time, a teacher assistant or floater be a better fit for her 'at this time in her life?' Start the initial conversations with 'how can I help you with this?' You can't make her accountable until you have the expectations - and they go for everyone - in writing. Get the owners approval and support on policy (not her specifically being the issue.) Explain to the teacher why you need her support on these things and how they effect the children and the center. If that doesn't work, you give her verbal warnings, (and use the words 'this is a verbal warning')then start writing her up. Pick your battles, since there seem to be so many right now. She's not taking this seriously. She may - and she hopefully will surprize you. Good luck!! Name: Email: Subject

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