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Date: 2/4/2006 12:07:00 PM
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Author:
bear
(infinitebeliever@hotmail.com)
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Subject:PLEASE read my posting about a Teacher w...
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PLEASE read my posting about a Teacher who has been with the center for 18 yrs..and I am a new Director. I am not the owner-- this Teacher is making the center staff so stressed, as she is constantly finding faults with new people we are hiring, and of course she is finding fault in how i am doing my job as Director. I have been in this field for 8 yrs and have never ran across someone so overbearing...she has been the 5 yr old Teacher for 18 yrs and never has wanted the position as Director, but she sure likes to try to run the show..when i tried to talked to the owners, they just tell me to ignore her...I assume its because she has been there so long...and before me there was a Director there for 8 years and i have heard she treated that person just like she is treating me...sort of bossy--lol well i am tired of all --and I do like my job, its just getting past this issue..please read my posting feb.4, under please help Directors
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Date: 9/14/2006 2:34:00 PM
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Author:
Janice
(jsm234@hotmail.com)
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Subject:Suggestion
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I would suggest discussing you vision of the program with the whole staff and clearly define what your expectations are of your staff. I suggest utilizing the NAEYC code of conduct in this discussion - which they just revised. Then if you are not seeing improvements in conduct after this meeting, find time to talk one on one with her about what you are looking for and ask her what she is looking for in her position as well. And define what you want out of her and all staff that are part of your team. There may be something else happening with her so allow her time to share and be heard. Also, you may want to have an outside person come training your staff on effective communication. We had a session on this for my staff and they were much improved.
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Date: 11/23/2006 8:27:00 AM
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Author:
Kathie Mitchell
(Kmitchell@childcaredirectory.com)
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Subject:Annoying Teacher
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Do you by chance work at MINI SkooL? Just wondering. She sounds an awful lot like someone I worked with many years ago. (One of the reasons why I left). In our situation the centre was unionized so our options for dealing with this teacher were limited. She got away with all kinds of things and we too were basically told by management to just pacify her, it was truly exasperating. If you don't have support by upper management, it would be really hard to do anything about it. It was always easier for them to just sweep it under the carpet. I completely sympathize with your position and understand what you are going through. It is really hard to enforce anything when someone like that opposes and fights everything especially when we (Supervisors and teachers) are supposed to be there for the kids benefit no to babysit the teachers. I'd be really curious to know know if we are speaking of the same individual, because the teacher I experienced these same problems with was also a long time employee and worked with the Kindergarten children and was nothing more than a trouble maker. She once told me I had to respect her because she had worked for the company for so long, and I told her she had to earn my respect and I was her boss so she needed to be respectful. She gave problems to every director in the school. It is amazing how one individual can get away with so much for so long. I would rather lose a teacher like her than the many wonderful Director's that left probably largely because of her.
Anyways, if you don't have the support of the upper management, it could be tricky especially if your unionized. You really need to get the upper management on board. Document everything for a period of time so that you have specific incidences to refer to. It also depends on how much you are willing to put up with. I know my state of mental health was 100% when I no longer needed to deal with her. ( I left after working there for 10 years to stay home with my son and start my own business).
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Date: 11/23/2006 8:29:00 AM
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Author:
Kathie Mitchell
(Kmitchell@childcaredirectory.com)
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Subject:Annoying Teacher
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Do you by chance work at a school that is part of a chain in Toronto/ Mississauga? Just wondering. She sounds an awful lot like someone I worked with many years ago. (One of the reasons why I left). In our situation the centre was unionized so our options for dealing with this teacher were limited. She got away with all kinds of things and we too were basically told by management to just pacify her, it was truly exasperating. If you don't have support by upper management, it would be really hard to do anything about it. It was always easier for them to just sweep it under the carpet. I completely sympathize with your position and understand what you are going through. It is really hard to enforce anything when someone like that opposes and fights everything especially when we (Supervisors and teachers) are supposed to be there for the kids benefit no to babysit the teachers. I'd be really curious to know know if we are speaking of the same individual, because the teacher I experienced these same problems with was also a long time employee and worked with the Kindergarten children and was nothing more than a trouble maker. She once told me I had to respect her because she had worked for the company for so long, and I told her she had to earn my respect and I was her boss so she needed to be respectful. She gave problems to every director in the school. It is amazing how one individual can get away with so much for so long. I would rather lose a teacher like her than the many wonderful Director's that left probably largely because of her.
Anyways, if you don't have the support of the upper management, it could be tricky especially if your unionized. You really need to get the upper management on board. Document everything for a period of time so that you have specific incidences to refer to. It also depends on how much you are willing to put up with. I know my state of mental health was 100% when I no longer needed to deal with her. ( I left after working there for 10 years to stay home with my son and start my own business).
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Date: 3/6/2006 11:36:00 PM
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Author:
Dr. Cadano
(acadano@yahoo.com)
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Subject:Help a Director?
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Helping a Director? You can direct! You are in a line position to controlyour personnel including that teacher. The number of years of services is not what counts. The teacher received the salary. Now that you are the director, talk and reprimand the teacher in your office; avoid public attention to be fair with the teacher. On the second time that it happens again, make a written reprimansion with some possible conditions in there. If still it repeat, recommend to the administration a suspension. That is not militaristic but it is a school that must maintain quality education.
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Date: 2/5/2007 8:43:00 AM
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Author:
Christine
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Subject:Dear Help, Ive been in your shoes. It ...
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Dear Help,
I've been in your shoes. It takes a couple years for a new director to turn around "old" staff. Involve the staff in decisions where possible, make changes where necessary, respect input, be strong. Meet with her in private and tell her that you respect her many years as an educator and know she has invested a lot in the school. You vaule her input and she needs to respect and support the fact that you are the director -period. If she continues to stir things up or goes behind your back then replace her - follow the employment laws of your state. And yes, document your meetings and incidents. On bad apple can ruin the batch!
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Date: 3/3/2007 4:05:00 PM
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Author:
Chrissy
(mamick@jaxnet.net)
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Subject:Dear Help --
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I've been in your shoes too. I also HAD an employee like that - she had been with the program years and years. I inherited her. Firing her was out of the question. There were parents on the Board who just loved her although they didn't fully know how her classroom ran. That changed when I had the parents sit in and monitor the class. She didn't like doing anything new. Any type of change was unacceptable. The children's art and crafts were all "embellished" by her. Very cookie cutter like. I re-vamped the program and added things into the curriculum - goals and objectives to go along with the themes. She continued to do her own thing. Finally, she quit because I was expecting too much of her (to prepare a lesson, write a simple plan, and work in centers she couldn't do all of that AND do the children's art. She also had a tendency to complain and gripe about anything. If a child was difficult or having a bad day it was "hell" for the rest of the staff. Her negativity was bringing everybody down. I know I've rambled -- but... I've been there. YOU WILL GET THROUGH IT. YOU WILL BE BETTER FOR IT. YOUR PROGRAM AND YOUR KIDS WILL BE BETTER.
Christine -- you've said a mouthful. DOCUMENT, DOCUMENT, DOCUMENT.
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