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Understand the job assignments(work hours, duties, etc.)

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Understand the job assignments(work hours, duties, etc.)

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Do supervisors or HR traditionally send the FRISK letter?

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Relationships change when you move into admin in the same school setting, be prepared for a different kind of relationship.

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Letter to complaint should not include what steps will be taken to discipline respondent

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Letter to complaint should not include what steps will be taken to discipline respondent

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Follow up references or red flags with a call. Try to get to the bottom of your gut sense.

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Follow your instincts-- if something sounds like a flag listen and follow up.

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Get into classrooms and observe what is going on frequently.

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Give progressive feedback and coaching often to give people room and space to change (prior to non-reelecting them)

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Give progressive feedback and coaching often to give people room and space to change (prior to non-reelecting them)

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How do you find your go to person when you are new to the district?

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Make sure to read/be familiar with the CBA sections that Sandy mentioned

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Make sure to read/be familiar with the CBA sections that Sandy mentioned

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Grievance - a contract violation, not because someone is mean.

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Grievance - a contract violation, not because someone is mean.

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always call to check the references and ask open ended questions, get into the details! 

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always call to check the references and ask open ended questions, get into the details! 

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Find “go - to” people.  One at the district office and the other  on site in a similar position.

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Find “go - to” people.  One at the district office and the other  on site in a similar position.

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Familiarize with ed code etc

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Have a system for processing email. Make sure (don't assume!) all your staff members know what their jobs entail. Look for red flags in job apps.

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Your union reps can be your allies. Invite them in early.

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Your union reps can be your allies. Invite them in early.

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Document everything - even a parking lot conversation etc.

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Low burden of proof for investigations.  "Weight of a feather"

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Low burden of proof for investigations.  "Weight of a feather"

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Be diligent about evaluations and make sure to follow district/organization guidelines

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Be diligent about evaluations and make sure to follow district/organization guidelines

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Many things will be learned on the job.

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do not wait until later to schedule observations. Try to set it up asap on the calendar and consistent with the calendar

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do not wait until later to schedule observations. Try to set it up asap on the calendar and consistent with the calendar

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Know what red flags to look for when hiring. If you have to think, let them go.

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When in doubt, don't grant tenure.

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Investigations depend on the "weight of a feather" - just enough to tip the scale past 50% balanced (not "reasonable doubt")

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Investigations depend on the "weight of a feather" - just enough to tip the scale past 50% balanced (not "reasonable doubt")

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"If you have to think about it, you don't need it."

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"If you have to think about it, you don't need it."

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Do a lot of reading of contracts at the start. Know your staff roles, hours, etc.

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When researching references, always ask open-ended questions. If you are getting a list, ask if this is standard procedure. If not, that is a red flag!

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Grievances are for contract violations. Not just because people are mean.

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Grievances are for contract violations. Not just because people are mean.

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Find a Friend or a person to be your Principal Partner. Find a person in HR to support you.  

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Find a Friend or a person to be your Principal Partner. Find a person in HR to support you.  

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Find a go-to person within different departments. 

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Find a go-to person within different departments. 

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Calendar out deadlines

Know the contract

Know the status of your teachers (prob, temp, perm)