Typically, central office employees who are removed from a position have the contractual right to be placed in a lower-ranking position in the system while maintaining their salary. These rights have hampered superintendents who have sought in the past to downsize the school administration and remove poorly performing employees.
Gee… I can’t imagine how a policy like that would hamper management’s ability to hire and maintain a competent workforce. And I’m sure it has nothing to do with this:
In past years…the central office has allowed thousands of school facility work orders to languish, failed to deliver paychecks to teachers on time and had trouble supplying principals with supplies and equipment.
I understand wanting to protect employees from willy-nilly firings, but these ‘protections’ have gone too far. It has reached the point where the image of all central office employees—good or bad—is colored by the broad-based incompetence and corruption reported in the news. If the Council of School Officers—the union that represents some central office employees—decides to oppose Rhee’s efforts, it will have a difficult time explaining why some of these employees don’t deserve to be fired and I doubt if it will find much support among the schools, parents, and students that have been negatively impacted by the central office’s history of poor performance.
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