2. Introduction and Background
■ There are two K-8 schools: Johnson School- 70%
minority, the building is old and decaying, the staff is
evenly distributed 30 members. Kennedy School-
building is aged but well maintained, 2% minority,
30 staff members evenly distributed.
■ The superintendent and board is closing Johnson
School.
3. Introduction and Background
Superintendent and Board of Education Plan
■ Johnson grades 6,7, and 8 will move to Kennedy.
■ K – 5 will at Johnson and Kennedy will move to the closest of 6
elementary schools in the area. The elementary schools are currently
K-6, so grade 6 will move to Kennedy which is the new Kennedy
Middle School housing 540 students.
■ The 6 elementary schools are staffed by elementary school personal.
■ High school remains the same one 9-12 high school.
4. Issues
Staffing and Establishing the new Middle School
■ Issue 1: Prior to implementing this plan, the school district must develop sections
throughout the district that determine what elementary school each student will be
assigned to.
■ Issue 2: 70% minority and 30% majority will be mixed with 2% minority and 98%
majority, creating a new and challenging environment for both teachers and
students.
■ Issue 3: Major change in the school district, 1 school closing, new Middle School,
more students within each elementary school.
■ Issue 4: loss of jobs and positions or new positions for teachers and administrators.
■ Issue 5: students will face changes in their schools and or attend new schools.
■ Issue 6: Placement Grievance by employees.
5. Literature Review 1
Chapter 5 of textbook
Chapter 5 Placement and Induction discusses employee placement. Page 159 states
that the Placement Policy specifies how placement could be handled in a school district.
Superintendents are responsible for the placement of employees within the schools.
When superintendents make decisions they take into consideration the wishes of the
employees when able to do so. When making placements they assure that the employee
has the needed education, certification, and experiences for the position. They also
make decisions that best fit the needs of each school and district. Superintendents are
responsible for announcing assignments for unclassified and classified staff members
by certain dates. The responsibility of human resources is to make the employee feel
comfortable, inspired, a sense of belonging, help the employee adjust to the work
environment, and provide information about the school district, community, and
students.
Rebore, R. W. (2015). Human resources administration in education: A management approach(9th ed.). Boston: Pearson.
6. Literature Review 1
Chapter 5 of textbook
Chapter 5 of the textbook discusses the duty of the superintendent. With this research, I
feel more confident in making my decisions for placements and staffing and
establishing the new middle school. After reading this Chapter again, I realize the
importance of staffing a school to meet the needs of each school and staff member.
This can be challenging. An administrator must realize who has what certification,
experiences, and passions. After reading Chapter 5 again, I realize my responsibilities
as an assistant superintendent of the Happy Valley School District.
7. Literature Review 2
New Teacher Staffing and Comprehensive Middle School Reform: Philadelphia's Experience,
by Useem (2001) deeply examined the problems with recruitment and placement in 7 out of
43 middle schools. Many teachers claimed to not be prepared and felt that they were
disappointed in their placement. Development programs for staff were designed to help
staff members and actually significantly showed a difference in maintaining staff members.
Staff members needed training and mentoring before being placed into a new position or
building such as a middle school. Even with training and mentoring, other factors such as
discipline, salary, supplies, etc. still bring about a challenge. These were some of the many
challenges taking place within this school district in Philadelphia, PA.
Progressive Business Publications. (2013). What to Say in Those Difficult Conversations- 15
Scripts for the Toughest Discussions. What to Say in Those Difficult Conversations,2-27.
Retrieved June 10, 2019.
8. Literature Review 2
I found this article very helpful. This school district had many teachers moved into the
middle schools, similar to the final scenario. The teachers felt unprepared for the move
and unsatisfied. After having a staff development many of the issues resided. After
reading this, I feel that it is important to add staff development into my action plan.
Staff must be prepared and assisted with the transition. When I put together a plan of
action I will take this literature review into consideration as well as how thankful the
staff members were to be more prepared for their new position in the middle schools.
9. Literature Review 3
Education and Certification Qualifications of Public Middle Grades Teachers of Selected Subjects, written by
Baldi and Warner-Griffin (2015) discussed evidence of a survey done in the 2011-2012 school year showing
the teacher certifications play a crucial role in student achievement. Teacher qualifications, experiences,
training, and certifications determine the student learning and behavior outcome. This study also talked about
the difference between departmentalized teachers and non-departmentalized teachers as well as the
difference between elementary and secondary teachers. Departmentalized teachers are those who hold
specific certifications in a certain subject (middle school often 2 subjects). These teachers are specific in their
knowledge. Non-departmentalized teachers instruct one group of students in all different subjects, this
includes elementary teachers, special education, etc. It is crucial for middle school teachers to have the
appropriate certifications and experience in order to distribute their knowledge of the subject matters to the
students. If they are not specifically trained in a subject and just know a wide range but not in depth students
may be unsuccessful in grasping the full material and conquering the standards.
Baldi, S., & Warner-Griffin, C. (2015). Education and Certification Qualifications of Public Middle Grades Teachers of Selected
Subjects. National Center for Education Statistics,9-29. Retrieved June 13, 2019.
10. Literature Review 3
Education and Certification Qualifications of Public Middle Grades Teachers of Selected
Subjects, literature review 3, was very helpful and guided me to begin my action plan for
the final scenario. When staffing schools it is very important to know the qualifications
of the staff members and match the qualifications with the building positions. In the
final scenario, the old schools had equal elementary teachers and equal secondary.
When making a new middle school it makes sense to put the secondary educators
where they belong, in the middle school, and elementary educators in the elementary
schools. This study helped clarify the final scenario for me and helped me start a plan of
action.
11. Interview with Mr. Reeves
Interview Questions after giving him time to read and review the Final Scenario
After reading the Final Scenario, if you were the assistant superintendent in this position, where would you start? How would
you begin to plan and assure that everyone keeps his or her job?
Mr. Reeves: After reading and reviewing the Final Scenario provided by your instructor, I would first review the end of the year
plans from each teacher. This includes who will be remaining in the district and who has plans to move elsewhere. This also
includes teacher’s preferences. Often, I find that teachers are happy where they are, but sometimes they have special
requests. In this situation, with Johnson K-8 closing, many teachers will be moved against their will. With this in mind, as part
of human resources, I will do my best to make them feel comfortable with the move and new work environment. Next, I will
layout all of the teachers with their degrees and certifications under the school they are currently working at (minus the
teachers who plan to leave the district). I will then use the certifications of those at the closing school and distribute them by
certifications. For example, those with elementary degrees will go to the 6 elementary schools and those with middle school/
secondary license will be placed at the new middle school covering grades 6-8 depending upon their subjects. This isn’t as
easy as it seems, but the goal is making the move simple and move the least amount of people as possible while trying to
keep everyone’s jobs. Keeping everyone’s jobs shouldn’t be an issue due to contracts and having the same number of
students adding new positions as the school closes and other schools expand. The high school can be left alone because the
same number of students will be entering the high school.
12. Interview with Mr. Reeves
What if the teachers who were forced to leave their positions at Johnson decided to file a
placement grievance?
Mr. Reeves: Unfortunately, this may happen, but it is out of my control because the school
has to close. After I place the teachers, if anyone has an issue or would like to file a
grievance, I would encourage them to set up an interview with their building administrator
and or myself. I would work with other members of human resources to come up with a
solution and help the teacher feel comfortable, happy, and a member of the new work team.
I understand it will be a difficult adjustment, but I will work to help them make the
adjustment. If an agreement is not made from this point, I would set up a meeting with
myself and the superintendent. My goal would be to help resolve the issue before going to
the superintendent, I also want my employees to feel comfortable and have an easy
transition.
13. Interview with Mr. Reeves
How would you staff the new Middle School and distribute the other staff members into the 6
elementary schools?
Mr. Reeves: With all of the certifications set out and knowing that the 2 K-8 schools have equal
elementary and secondary staff members, I believe staffing the middle school would not be a hard
challenge. Each school has 2 Admin, 10 non-licensed, and 18 teachers (9 elementary, 9 secondary). I
would take the 9 secondary teachers at Johnson and move them to the new middle school. I would
leave the 9 secondary teachers at Kennedy at Kennedy. I would move both Kennedy and Johnson
elementary teachers (18) into the elementary schools. More jobs will be available being K-5 from both
schools will be coming into the schools. All 4 administrators will be at the middle school. The set up will
be similar to HMS. One administrator will be assigned a grade level and floor. The remaining principal,
will be the head principal due to seniority. Their pay will remain the same (raising by steps and years as
specified in the contracts under head principal). The 20 un-licensed staff members will be distributed
14 will be in the middle school used as support staff to help with adjustments, assist teachers and
students with diversity and new challenges, etc. The remaining 6 will be distributed into the 6
elementary schools. Being it mentions that Kennedy was 70% minority, it is crucial to mix the teachers
at the middle school and have support staff to help teachers who were originally working with the 2%
minority. This at times can be challenging without experience.
14. Interview with Mr. Reeves
What would the future concerns with parents, students, staff development, transportation,
administration, and public relations and community be?
Mr. Reeves: It is important to keep in mind that challenges always come with change. Parents may
become concerned with Johnson students mixing with Kennedy students. Students may react
negatively to all of the change, which is why it is extremely important to have staff who are familiar with
diversity, minority, and challenges that come with this. Staff development would be different based on
the different needs of staff members within the school. For example, teachers who are unfamiliar with
minority may need a staff development on working with the minority. Transportation routes would
change. As the assistant superintendent, myself and the transportation team would sit down and come
up with a new plan. We would not need transportation to Johnson. Students would need transported
from their homes to either the middle school, high school, or closest elementary school to their
neighborhood. Public relations and community members may be concerned of the changes, and it may
take time to get things completely on track, but it is important to show positive things happening and
positive changes taking place.
15. Plan of Action:
■ Staffing
■ Teacher and Non-Professional Unions
■ Parents
■ Students
■ Staff Development Training
■ Transportation
■ Administrators
■ Public Relations and Community
