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Case Study # 2 Group 5 Shawn Kerr Colin Purcell Bryan Rotella Nicole Vourliotis

Case study #2 team 5

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  • 1. Case Study # 2Group 5Shawn Kerr Colin Purcell Bryan RotellaNicole Vourliotis

2. Background The assistant principal position has, in the past, been a positionof high turnover for a number of reasons: o It is a stepping stone for many future principals o Varied responsibilities and duties across districts and buildings o Poor mentoring relationships amongst principals with regard to their assistants Recently, the assistant principalship has become the "ultimatecareer goal" for many administrators that are unwilling tosacrifice family and personal time for career advancement. With increased emphasis on building level improvement acrossthe nation, stability in both the principal and assistant roles arevital to effectively implement initiatives and programs forchange. 3. Case SummarySetting: Bentonville, Iowa Small farming community in northern Iowa with roughly 2,500 residents. Community pride is exceedingly high. Bentonville Junior/Senior High School Parents and school board members expect schooladministrators to live in the community and take an active rolein Bentonville Junior/Senior High School activities. For someone who has never lived and worked in a small community, this can be a major adjustment. 4. Case SummaryBentonville Junior/Senior High School: Serves approximately 450 students. Is replacing George Stileke as a result of his retirement.o Served as AP for 10 years.o Teacher, coach and close friend to the Principal. The Principal, Oscar McCammick, has never worked inanother district. o He has served in Bentonville as a science/math teacher, assistant principal, and in his recent and most current position as the Junior/Senior high school principal. 5. Case Summary continuedScenario:Hiring ProcessStarted with an internal job search. No applicants as of early June Opened to external applicants by Superintendent Potter July 15 deadline Six applicants One eliminated due to lack of qualifications Five were sent to Principal McCammick Three out of the five eliminated Two Finalists:Norman Emons, 51 and Raymond Tyler, 29. 6. Case Summary continuedThe interview: Mr. Emons Middle School Teacher from Des Moines. Recently obtained license to qualify him for an AP position. Prior to seeking an administrative position, he owned a smallbusiness with two other teachers. Business dissolved.The interview: Mr. Tyler Teacher in Davenport Moved to Iowa to attend school. Lived with his family in a relatively affluent ChicagoSuburb. 7. Case Summary continuedThe interview: During Tylers interview he was asked how long he intendedto stay in the assistant principal position. He responded by asking them what there expectations were. Mr. Tyler satisfied them with a response indicating heanticipated no issues staying for five years as he expected itwould take that long to complete his doctoral program on apart time basis. o Upon completion of his doctoral program he would like to pursue a position as a principal or a professorship at a university. 8. Case Summary continued ...The Decision: The superintendent considered Tyler to be the bettercandidate based upon recommendations and the interview. Principal McCammick was unsure how Tyler would fit in thecommunity and school.o McCammick did not believe Tyler would stay more than a few years,but he agreed to offer Tyler the position. Tyler moved into a small apartment within the school districtfor the beginning of the first school year.o He was very busy, and mildly overwhelmed by extra responsibilitiesat school and his Ph.D. coursework.o McCammick was pleased with his performance. 9. Case Summary continued ...Conflict: After some time ,Tyler decided to move out of the district toLincoln. The principal began to doubt his decision once again. At Tylers annual performance review, he was told thatsome board members and parents were displeased with hisdecision to move out of district.o His evaluation was given a number of "above average" and"average marks. However, a negative remark regarding his maturitywith students was noted. AP Tyler was still offered a new contract next year.o Although disagreeing with parts of the evaluation, he signed thecontract for the following year. 10. Case Summary continued ...Conflict: In late May, AP Tylers friends informed him the PrincipalMcCammick was asking other teachers if they know of APTylers intentions for next school year. A week later, it was brought to the attention of PrincipalMcCammick that Tyler was seeking a new position in Chicagowhen a principal called for a reference. After questioning Tyler about the job search, Tyler sharedthat he was not actively seeking a position.o His wife had just accepted a teaching position in a Chicago highschool and mentioned him to her principal.o He indicated that he would still do his best and work in Bentonville ifhe did not get the job. 11. Problems in the Case What are the initial reasons for Asst. Principal Tylersintended departure? AP Tylers fianc accepted a position as a teacher in Chicago, and hedoes not feel it would be an ideal situation living away from her. The Chicago position offers a better salary The Chicago position is likely to offer more opportunity foradvancement, while the Bentonville position offers little to noopportunity for advancement AP Tyler never truly identified with or was accepted by the community AP Tylers relationship with Principal McCammick has begun todegrade since his first year performance review 12. Problems in the CaseWhat are the underlying issues surrounding AP Tylerspossible departure? AP Tyler originally stated he did not have any problem to stay in aposition as an AP for at least 5 years before advancing to aprincipalship or higher education The initial question by Principal McCammick was a loaded question,as the candidate knows what the principal wants to hear, and what heneeds to say in order to gain employment Nothing is legally binding Tyler to the position for 5 years, nor isanything binding the district to employ him for 5 years Relationships are strained between McCammick and Tyler, and jobstability may be a concern for him 13. Problems in the case What are other possible problems in this case? What the superintendent and principal are looking for in an assistantprincipal is not what they are hiring. o The district had a difficult time gathering a well qualified and diversified candidate pool. The district needs and wants longevity in the AP position for thefuture to benefit their school community and it is not what they hired. Principal McCammick may have came across as a flawed orineffective leader to AP Tyler during the review process. o It appears Principal McCammicks personal concerns with AP Tylers departure may have clouded his performance evaluation of him. 14. Problems in the caseWhat the district wants: a motivated, driven, energetic AP, who is willing to stay in the positionfor 5+ years without a desire to advance within the district someone familiar with, or even from, the Bentonville community thatwill reside within and become an active member in the communityduring his/her tenure thereWhat the district hired: a young, driven, and ambitious candidate that meets or exceeds theprofessional qualities desired by the district a candidate that, from the beginning, gave red flags that he was notgoing to meet the personality mold the principal was looking for, aswas the case with Norman Emons. 15. Legal Dimensions With apparent discontent with his current position and recent evaluation, AP Tyler still signed a contract for the next school year.o Depending on the language in his contract, this couldresult in a legal matter if he decides to break hiscontract. Such a matter if the Bentonville district is able to and pursues, can result in a filed complaint, possible fine or other ramifications depending on state laws in regards to contracts.o This possibly could result in Mr. Tyler having no job atall. 16. Possible Solutions Provide the Chicago principal with an appropriaterecommendation and aid Tyler in obtaining employmentthere. Develop an exit plan for Tylers departure to assist in a smooth transition and delegation of his roles and responsibilities until a new AP is hired. Rework the hiring process and expectations for the nextassistant principal with a better understanding of thedistricts needs and realistic expected outcome Begin seeking interview applicants for a possible AP opening,while asking AP Tyler to keep all parties informed of hisdecision. 17. Possible Solutions Continue to deny providing Tyler with the recommendationin an attempt to keep him in the district for the time being. Offer Tyler an incentive (i.e. salary or benefits) to stay in thedistrict, while working to heal the gap between the principaland his assistant. Offer Tylers wife a position within the district o Help him find housing that would suit his needs.o If this does not work, then the district should put together a policy to helpexternal applicants find appropriate housing in the area. 18. Analysis There are four main issues in this case study. The first is the natural progression of the assistant principal position. o Gateway to principal position o High turnover, as APs leave once they get a job. o In this case, AP Tyler does not want to leave to become a principal, rather because of the location and his wifes job. The second issue is the ethical and legal dimension of AP Tylerscareer decision. o A verbal promise is quite different from a signed contract. In many cases, pursuing legal recourse are costly and take a long time. o In this case, AP Tyler implied that hed stay in Bentonville for at least five years. o He said that he wanted to work under an experienced principal for that long. His conversation not quite as troubling as the fact that he signed a contract for the next school term. o If the school district wanted to pursue legal action, they could. 19. Analysis, Continued The third issue is the actual assistant principalship.o Assistant principal positions vary from school to school and are quitedifferent from that of a teacher.o An assistant principal needs a strong mentor in the principal in orderto be a successful leader.o The case study says nothing about McCammick mentoring AP Tyler. There is evidence to support the opposite. The fourth issue in this case is the relationship between AP Tylerand Principal McCammick.o Principal McCammick had reservations about AP Tyler from the beginning.o He was unsure whether or not Tyler would flourish in Bentonville.o When the Principal and Assistant Principal relationship is strained, it can bevery difficult to carry on a harmonious working environment. 20. Analysis, Continued Living and working in the same small community can be challenging.o Professionals may find it difficult to keep their professional and private livesseparate in a place where everyone knows each other. AP Tylers personal life was not congruent with his professional life.The required work beyond normal work hours surprised him. Personal issues also played a significant role on AP Tyler interest inpursuing another position. o Starting a PhD program. o Fianc living and working away from him. McCammick was angry at Tyler for not being professional byinforming him of his interest in another position. McCammick did not act professionally when he talked to teachersabout Tyler and refused to provide an adequate reference. 21. Possible Outcomes AP Tyler will move to Chicago. o AP Tylers fianc is seemingly committed to the position in Chicago. o More motivation for AP Tyler to want to move. o Even if the Bentonville district could keep AP Tyler, they may not want to. Distance from his fianc and discontent at position will likely effecthis job performance. The district will have to rehire a new assistant principal to fillthe position left by AP Tyler. o He may leave with minimal notice. o May develop a professionally responsible exit plan. 22. Solution Rework the hiring process for the assistant principalship to extend toother markets. o Consider seeking external applicants earlier and for a longer period of time. o If possible, improve the salary and benefits package. The district essentially desires an administrative candidate fromwithin their own district, they must promote and develop internalapplicants through leadership roles within the district o Provide tuition reimbursement packages for administrative degrees o Provide step or salary advancement for obtaining additional college credit hours o Build relationships among leaders within the faculty (i.e. department chairs, committee leaders, and teachers who serve as coaches) 23. Questions? What would you do if you were AP Tyler?o Would you take the position if offered?o Would you have told Principal McCammick? What would you do if you were PrincipalMcCammick?o Would you have given a reference?o Would you have spoke with AP Tyler differently?