The Wilkes County Board of Education recognizes that an effective staff is critical to the smooth operations of the school district and to creating a learning environment where students can succeed. When an employee is unable or unwilling to meet performance expectations, the supervisor and superintendent should consider whether dismissal or demotion is appropriate.
Evaluators of career employees are expected to follow Board of Education policies on evaluation (policy 7810) and personnel files (policy 7820). Evaluators of career or probationary employees should provide the superintendent with carefully documented evidence concerning a person's inadequacies and lack of competencies when such inadequacies or lack of competencies has led to the recommendation and contemplation of dismissal or demotion. These documents also should show ways in which the evaluator has endeavored to help the employee become a more effective professional. In the interest of students and the welfare of the school district, dismissal or demotion may be pursued regardless of whether the evaluator has met these expectations, so long as the legal grounds for seeking dismissal or demotion can be sufficiently demonstrated.
All procedures in G.S. 115C-325 will be followed in the dismissal or demotion of career and probationary employees.
When the Board of Education determines that it cannot continue to employ an individual, the employee will be given written notice. Except in emergency situations, the superintendent will notify the employee by letter at a reasonable time in advance of the end of the period for which the employee is paid within the current fiscal year. Probationary teachers will be notified of the non-renewal of their contracts by June 1 of the contract year in which they are employed.
In critical situations, when the Board feels that the continued presence of the employee would jeopardize the educational goals of the system, an employee may be removed immediately from his position. The provisions of the Fair Employment and Dismissal Act (G.S. 115C-325) will be followed regarding dismissal of career and probationary personnel.
Legal References: G.S. 115C-325, 16 NCAC 6C.0502
Cross References: Staff Responsibilities (policy 7300), Job Descriptions (policy 7400), Career Status (policy 7410), Professional Development and Assistance (policy 1610/7800), Evaluation of Licensed Employees (policy 7810), Personnel Files (policy 7820), Annual Independent Audit (policy 8310)
Adopted: January 9, 2006