When a possible staff problem is detected, the school administrator conducts an investigation and analyzes the physical evidence, such as attendance records and paperwork on file. The administrator also checks on school policies, regulations and contracts for a definition of the offense.
The administrator tells the staff person that he wants to set up an appointment to discuss the staff member’s work performance. After the administrator and the staff person agree to a day and time, the administrator arranges to hold the interview in a quiet place away from interruptions. If the staff problem is major, the administrator informs the staff member of his or her right to legal representation, if needed.
The administrator can create an atmosphere of empathy and respect by making a positive comment about her relationship with the staff person or the staff member’s teaching ability. The administrator explains the reason why she arranged the meeting by outlining the problem with facts and avoiding subjective or extreme statements about the problematic behavior, such saying the staff person is “always” late.
The administrator explains the consequences of the staff person’s behavior, such as students not receiving instruction at the beginning of class because of the teacher’s tardiness. The administrator’s statements of the facts will increase the staff person’s awareness of school rules and standards.
The administrator can begin a discussion about the staff problem by asking the staff member to explain the reasons for his behavior. The staff person can do most of the talking, while the administrator listens and requests clarification. The administrator judges if factors in the problem are beyond the staff person’s control or can be resolved, and discusses possible solutions. The administrator asks the staff person to commit to improving his behavior.
The administrator sets a date for review during the interview and follows up on her offers of help. The staff member is then monitored for improvements or a lack of change. On the review date, the administrator gives positive and negative feedback and praise for improvement. If the problematic behavior continues, school procedures can outline further steps that can be taken.