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How to Fix Nicholas

 


Based on the information provided in the Special Circumstance Review of Nicholas County Schools, a remediation plan would need to address the issues identified across the three focus areas: Personnel and Employment Practices; County Board of Education, Superintendent, and Central Office Leadership; and the Summersville Middle School Learning Environment.

Here is a potential remediation plan based on the review's findings:

Focus Area 1: Personnel and Employment Practices

  • Address Issues Related to the Hiring and Continued Employment of a Registered Sex Offender:
    • Review and revise hiring policies and procedures to ensure strict adherence to requirements for criminal background checks for all employees, as per W. Va. Code 18-5-15c.
    • Establish clear protocols for reviewing and acting upon the results of background checks, particularly when they indicate past convictions or registration requirements. Ensure that background check results are reviewed before an individual begins working and before board approval is finalized.
    • Clarify reporting structures and responsibilities regarding background check findings to ensure relevant administrators, including the superintendent and assistant superintendent/personnel director, are fully informed and take appropriate action.
    • Ensure employment applications are complete and reviewed upon submission, and verify the accuracy of information provided by applicants, including employment history and references.
    • Implement consistent procedures for employment duration and classification, ensuring that individuals hired for specific contracts (like a 40-day summer custodian) do not continue employment beyond the contract term without a new application, board approval, and proper job posting. Ensure pay grade and job description accurately reflect duties.
  • Address Nepotism Concerns:
    • While state law prohibits favoritism by public officials regarding relatives in employment or working conditions, Nicholas County Schools reportedly does not have its own nepotism policy. Develop and implement a specific nepotism policy for Nicholas County Schools to provide clear guidelines for employees and board members.
    • Review hiring processes for relatives of the superintendent to ensure compliance with W. Va. Code §158-6-3. While employment is not prohibited, the process must ensure these individuals do not receive special treatment and are the most qualified candidates, addressing concerns raised about recent hires.
    • Ensure relatives of the superintendent, like all other employees, meet all job requirements, including appropriate certification for teaching positions. Establish procedures to correct certification deficiencies promptly and ensure proper permit applications are submitted to the WVDE.
  • Strengthen Background Check Procedures for Other Individuals:
    • Ensure background checks are consistently conducted for all parent volunteers, and establish clear guidelines for approving volunteers with criminal backgrounds.
    • Implement mandatory background checks for teachers transferring from other counties. Establish clear procedures for reviewing information about disciplinary actions in previous counties and determining eligibility for employment.
  • Address Issues with Certification and Payroll:
    • Review all personnel records to identify individuals employed in positions for which they are not certified or inadequately certified. Develop a plan to bring all employees into compliance with certification requirements.
    • Establish clear, standardized procedures for hiring and approving substitute employees, including required documentation and board approval, to prevent issues with back pay and ensure employees are properly entered into the payroll system before working.
  • Improve Record Keeping:
    • Establish and enforce policies and procedures for the proper retention of all personnel files and records, ensuring they are stored securely and accessible, and preventing destruction of records.

Focus Area 2: County Board of Education, Superintendent, and Central Office Leadership

  • Improve Procedures for Board Meetings and Hearings:
    • Develop and implement clear protocols for conducting expulsion hearings, including procedures for swearing-in, questioning, and cross-examination of witnesses. Ensure these procedures are consistently followed to maintain order.
    • Establish guidelines for managing public participation in hearings, especially those held publicly or livestreamed, to prevent a chaotic atmosphere.
  • Enhance Policy Implementation and Training:
    • Provide additional training and support on WVBE Policy 4373 for all relevant personnel, with a particular focus on central office leadership, to ensure understanding and consistent implementation.
    • Develop and communicate clear, well-defined procedures for reporting and investigating Title IX complaints throughout the district. Ensure school administrators, teachers, and students are aware of these protocols and expectations. Leverage the training already received by some central office staff to build capacity and standardize procedures.
  • Address Central Office Operations and Culture:
    • Develop and implement strategies to improve employee accountability by establishing clear expectations regarding the employee code of conduct and consistent procedures for addressing violations.
    • Initiate efforts to improve collaboration and collegiality among central office staff to address the noted lack of trust and improve communication.
    • Reinforce the importance of maintaining confidentiality and professional discretion among all central office staff. Establish clear guidelines on handling sensitive information, particularly during reviews or investigations, and implement consequences for breaches of confidentiality.

Focus Area 3: Summersville Middle School Learning Environment

  • Strengthen Behavioral Support Programs:
    • Provide additional training and technical assistance to support the full implementation of the Positive Behavior Intervention and Support (PBIS) program as part of a Multi-Tiered System of Support for student behavior. The goal should be to ensure consistent behavioral expectations are understood and applied.
  • Increase Central Office Support for School Administration:
    • Increase engagement and direct support from central office staff for Summersville Middle School administrators.
    • Provide guidance and support to school administrators on managing communication and community relations, particularly when dealing with sensitive issues, allegations, and social media rumors.
    • Establish clear, written protocols for school administrators outlining how to appropriately address both substantiated and unsubstantiated allegations of student misbehavior, ensuring a consistent response regardless of the source of the complaint.
    • Implement procedures for frequent, collaborative monitoring of discipline data between the central office and school administration to identify trends and ensure timely and appropriate interventions.

This remediation plan is derived directly from the findings and concerns detailed in the Special Circumstance Review sources.

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