The state should articulate that ineffective classroom performance is grounds for dismissal and ensure that the process for terminating ineffective teachers is expedient and fair to all parties.
The District of Columbia Public School (DCPS) system's new IMPACT evaluation program ensures that teacher ineffectiveness is grounds for dismissal. The IMPACT guidebook specifies that individuals who receive "ineffective" ratings are "subject to separation from the school system."
In addition, teachers who are terminated have one opportunity to appeal. After receiving written notice of dismissal, the teacher may file an appeal to the Superintendent of Schools within 10 days. The time frame for the hearing, however, is not addressed.
Unfortunately, this strong policy exists only at the district level. The District of Columbia has no state-level policy governing teacher dismissal.
DCPS IMPACT http://www.dc.gov/DCPS/In+the+Classroom/Ensuring+Teacher+Success/IMPACT+(Performance+Assessment)
Codify policies to ensure that ineffectiveness is grounds for dismissal.
While the IMPACT system implemented by DCPS and the contract between DCPS and the Washington Teachers Union represent significant policy advancements in the areas of teacher evaluation, tenure, placement and dismissal, these are in fact district-level, and not state-level, policies. The District is encouraged to codify its teacher dismissal requirements in state statute and/or regulation.
The District of Columbia recognized the factual accuracy of this analysis.