This remediation plan provides a strategic roadmap for restoring a school’s operational health and community trust, specifically grounded in the West Virginia legal framework and evidence-based turnaround strategies.
1. Legal Framework: Understanding the Takeover
In West Virginia, the legal basis for state intervention is governed by West Virginia Board of Education (WVBE) Policy 2322: West Virginia System of Support and Accountability.
Special Circumstance Review: This is an on-site investigation triggered by low performance, financial mismanagement, or leadership failure.
State of Emergency: Per W. Va. Code §18-2E-5, the WVBE may declare a State of Emergency if "extraordinary circumstances" exist. These include:
Falsification of reports or academic records.
Misappropriation of funds.
Deficiencies in leadership or willful neglect of duty.
Immediate Intervention: If the county fails to make progress within six months of an emergency declaration, the state can move to "Immediate Intervention," assuming full control over the superintendent and board of education.
2. Academic Integrity & Digital Security
To restore credibility, the school must secure its Student Information System (SIS)—specifically WVEIS in West Virginia—to prevent unauthorized grade or attendance changes.
Technical Safeguards
Role-Based Access Control (RBAC): Restrict "Edit" permissions to a strictly audited group. Teachers should only edit their own grade books within a specific window.
Automated Audit Trails: Implement system-level logging that records every entry, change, and deletion, including the timestamp and user ID.
Data Validation: Conduct weekly "Change Reports" where administrators must justify every manual grade change via a formal, signed override form.
Compliance Training
Mandatory Ethics Certification: Annual training for all staff on FERPA (privacy) and the ethical implications of data falsification.
"Gentle Truth-Telling" Policy: Establish a safe, anonymous whistleblower channel for staff to report pressure to change grades without fear of retaliation.
3. Student Support: Mental Health & Absenteeism
Rural and economically distressed districts face unique barriers like transportation and lack of local providers.
Mental Health Access
Project ECHO Model: Partner with state universities to provide local staff with tele-mentoring and expert case consultation via video conferencing.
Rural Immersion Recruitment: Offer loan forgiveness and housing stipends (modeled after Reconnecting McDowell’s Renaissance Village) to attract new graduates to the area.
School-Based Health Centers (SBHC): Integrate mental health providers directly into the school building to eliminate the "transportation gap."
Reducing Chronic Absenteeism
Material Needs Intervention: Implement a "Pathways to Potential" model by placing caseworkers in the school to help families with non-academic barriers (e.g., lack of clean laundry, food insecurity).
Engagement-First Model: Use programs like Playworks to improve school culture through structured recess and inclusive play, making the school a place where students want to be.
Nudge Letters: Send frequent, positive "nudge" communications to parents highlighting their child's progress and the direct link between attendance and future success.
4. Cultural Renewal & Institutional Trust
Rebuilding trust requires reconciling a strict chain of command with radical transparency.
Transparency Measures: Livestream all Board of Education meetings and post summary reports of "Special Circumstance" progress publicly to the school website.
Psychological Safety: Leaders must adopt a "Mistake-as-Learning" posture. According to research on psychological safety, staff are more productive and honest when they feel safe to admit errors or voice concerns about policy.
Local School Improvement Councils (LSICs): Reinvigorate these councils to include parents, students, and local business leaders, ensuring community voices have a formal seat at the table.
5. Lessons from Successful Turnarounds
| Case Study | Key Strategy | Outcome |
| Fayette County, WV | Infrastructure Consolidation & Local Agency | Restructured failing facilities; returned to local control in 2017 after improving academic focus. |
| Reconnecting McDowell | Public-Private Partnership | Graduation rates rose from 74% to 92% by addressing poverty, housing, and healthcare. |
| Valley View (Rural VT) | Restorative Leadership | Turned around two decades of turmoil by hiring a principal focused on "community healing" and bond-passing. |
Would you like me to draft a 90-day "First Response" calendar that prioritizes these actions by month?
Renaissance Village Teacher Housing
This video highlights how the Reconnecting McDowell partnership addressed the rural recruitment crisis by building specific housing for educators.
This 90-day "First Response" calendar is designed to move the district from immediate crisis management to a sustainable model of institutional integrity. It prioritizes securing the "ground floor" (data and safety) before building upward into cultural renewal.
Phase 1: Stabilization & Security (Days 1–30)
Goal: Halt further damage, secure data, and establish a baseline of physical and psychological safety.
Week 1: Digital Lockdown: Immediately freeze all administrative access to the Student Information System (WVEIS). Reset all credentials and implement Multi-Factor Authentication (MFA).
Week 2: Forensic Audit: Commission an independent third-party audit of grade changes and attendance records for the past two academic years.
Week 3: Physical Safety & Presence: Conduct a facilities "blitz" to repair visible infrastructure failures (lighting, locks, bathroom repairs) to signal a new era of care.
Week 4: The "Safe Harbor" Period: Open a 30-day window for staff to self-report any past administrative pressures or "forced" grade changes without fear of disciplinary action.
Phase 2: Capacity Building (Days 31–60)
Goal: Address the service gaps in mental health and attendance through strategic partnerships.
Week 5: Tele-Health Launch: Finalize a contract with a tele-health provider to ensure every student has access to a licensed counselor via a secure video link in the school.
Week 6: Recruitment Blitz: Launch a "Rural Service" recruitment campaign offering housing stipends or loan forgiveness for mental health professionals, targeting WVU and Marshall University graduates.
Week 7: The Attendance Task Force: Deploy "Pathways to Potential" caseworkers to conduct home visits for the 50 students with the highest chronic absenteeism rates.
Week 8: Staff Compliance Training: Conduct mandatory, in-person workshops on West Virginia Board of Education Policy 2322 and the ethical mandates of data integrity.
Phase 3: Cultural Renewal (Days 61–90)
Goal: Rebuild trust with the community and transition from state oversight toward local agency.
Week 9: Transparency Portal: Launch a public-facing dashboard on the school website that tracks "State of Emergency" remediation milestones in real-time.
Week 10: LSIC Reinvigoration: Host the first "State of the School" town hall led by the Local School Improvement Council to gather parent and student feedback.
Week 11: Chain-of-Command Revision: Finalize a new administrative policy that balances strict reporting lines with a protected "Whistleblower" track directly to the WVBE.
Week 12: The 90-Day Review: Synthesize audit findings and progress reports into a formal presentation for the West Virginia Board of Education to request a transition from "Emergency" to "Supported" status.
Key Performance Indicators (KPIs) for Success
| Metric | Target (Day 90) |
| SIS Security | 100% of staff trained on new MFA and audit protocols. |
| Mental Health | 1:250 counselor-to-student ratio (including tele-health). |
| Absenteeism | 10% reduction in chronic absenteeism for the target group. |
| Trust Index | Increase in staff survey scores regarding "Psychological Safety." |
Note on WVBE Policy 2322: Throughout this 90-day period, all actions must be documented in a "Continuous Improvement Plan" (CIP) format to satisfy state auditors.
Would you like me to draft a specific "Whistleblower and Ethical Conduct" policy template that aligns with these West Virginia legal requirements?
This policy template is designed to align with West Virginia Code §6C-1 (The Whistle-blower Law) and WVBE Policy 2322, ensuring that staff can report ethical violations—particularly those involving grade manipulation or financial waste—without fear of reprisal.
Policy: Professional Ethics & Whistleblower Protection
Status: Remediation Draft | Authority: W. Va. Code §6C-1-1 et seq.
I. Purpose
To ensure the highest standards of academic integrity and fiscal responsibility. This policy establishes a protected process for employees to report "Wrongdoing" or "Waste" (as defined by state law) to the appropriate authorities without fear of retaliation, termination, or discrimination.
II. Definitions
Whistleblower: Any employee who witnesses or has evidence of wrongdoing or waste and makes a good-faith report, verbally or in writing.
Wrongdoing: A violation of a federal, state, or municipal law or regulation; a violation of West Virginia Board of Education (WVBE) policies; or a violation of a code of conduct or ethics designed to protect the interest of the public or the school district. This specifically includes the falsification of student grades, attendance, or transcripts.
Waste: An employer's conduct or omissions which result in substantial abuse, misuse, destruction, or loss of funds or resources belonging to the school district or the state.
III. Reporting Procedures
The district encourages employees to report concerns through the internal chain of command first; however, a "Safety Valve" is provided if the concern involves the employee’s direct supervisor.
Level 1 (Internal): Report to the Building Principal or immediate supervisor.
Level 2 (District): If the concern involves the Principal, reports should be made to the County Superintendent or the Human Resources Director.
Level 3 (Safety Valve): If the concern involves the Superintendent or Board of Education members, or if the district is under a State of Emergency, the report should be made directly to the West Virginia Department of Education (WVDE) Office of Legal Services or the State Superintendent of Schools.
IV. Protection from Retaliation
In accordance with W. Va. Code §6C-1-3, no employer may discharge, threaten, or otherwise discriminate against an employee regarding the employee’s compensation, terms, conditions, location, or privileges of employment because the employee has made a good-faith report of wrongdoing.
Note: Any administrator found to have retaliated against a whistleblower shall be subject to disciplinary action, up to and including recommendation for certificate revocation per W. Va. Code §18A-3-6.
V. Confidentiality & Anonymity
Confidentiality: To the extent allowed by law and the needs of the investigation, the identity of the whistleblower will be kept confidential.
Anonymous Reporting: The district will maintain a secure, third-party digital reporting portal where employees may submit evidence of wrongdoing anonymously.
VI. Investigation Process
Initial Review: Within 48 hours of a report, a designated Compliance Officer (independent of the school in question) will begin an initial inquiry.
Notification: The whistleblower will receive written acknowledgment of their report within 5 business days.
Final Report: A summary of findings and corrective actions will be provided to the County Board of Education and, if applicable, the WVDE, within 60 days.
VII. False Allegations
An employee who intentionally files a report they know to be false or malicious is not protected by this policy and may be subject to disciplinary action.
Implementation Step: The "Ethics Poster"
West Virginia law (§6C-1-8) requires employers to post notices of whistleblower protections. As part of this plan, we will post the following "Know Your Rights" notice in every faculty lounge:
KNOW YOUR RIGHTS: PROTECTING OUR STUDENTS’ INTEGRITY
You cannot be fired for reporting a grade change you didn't authorize.
You cannot be demoted for reporting the misuse of school funds.
You have a direct line to the State Department of Education if local leadership fails to act.
Would you like me to create the text for a 30-minute "Ethics Refresher" presentation for your first staff meeting under this new policy?
This 30-minute presentation is designed to be delivered during a "State of the School" faculty meeting. The tone is empathetic yet firm—acknowledging the pressure staff may have felt in the past while drawing a hard line for the future.
Presentation Title: Restoring Our Compass
Sub-heading: Integrity, Protection, and the Path Forward
Duration: 30 Minutes
1. The Opening: Acknowledging the "Why" (5 Minutes)
Speaker Notes: Begin by validating the difficulty of the recent transition. Acknowledge that in times of crisis, "doing the right thing" can feel complicated by "doing what you’re told."
The Goal: We aren't just fixing a "report card problem"; we are rebuilding the value of a diploma from this institution.
The Promise: This isn't a "gotcha" session. It is a "reset" session.
The Core Principle: Every student deserves a grade that reflects their actual learning, and every teacher deserves an environment where their professional judgment is respected.
2. The Legal Reality: WVBE Policy & State Law (7 Minutes)
Speaker Notes: Explain that ethics are not just "suggestions"—they are legal requirements in West Virginia.
W. Va. Code §18A-3-6: Remind staff that falsifying records isn't just a policy violation; it puts professional licensure at risk.
WVEIS Security: Briefly explain the new technical locks on the Student Information System.
No more "implied" pressure: If an administrator asks for a change, it must now be documented with a physical signature and a pedagogical reason.
Audit Trails: Every keystroke is logged. This protects you by proving who made a change and when.
3. The "Safety Valve": How Whistleblowing Works (8 Minutes)
Speaker Notes: This is the most critical part. You must prove to the staff that they are safe to speak up.
What is "Wrongdoing"? Falsifying grades, ignoring IEP requirements, or misusing Title I funds.
The Chain of Command vs. The Safety Valve:
If you see something, tell your Lead Teacher or Principal.
BUT: If the Principal is the problem, you have a legally protected "Exit Ramp" directly to the County Superintendent or the WVDE.
No Retaliation: Explicitly state: "Under W. Va. Code §6C-1, it is illegal for this school to fire, demote, or harass you for reporting an ethical breach in good faith."
4. Scenario Workshop: "What Would You Do?" (7 Minutes)
Speaker Notes: Use these two quick scenarios to spark a 2-minute table discussion.
Scenario A: An administrator asks you to "find a way" to pass a student-athlete who has a 55% average so they remain eligible.
The Answer: You cite the new Academic Integrity Policy, request the request in writing, and if pressured, utilize the anonymous reporting portal.
Scenario B: You notice a student’s final grade on their transcript is higher than what you entered in your grade book.
The Answer: Flag it immediately. The new SIS audit trail will show exactly who changed it. Reporting this protects your license.
5. Closing & Next Steps (3 Minutes)
Speaker Notes: End with a call to action that focuses on the students.
The "Safe Harbor" Reminder: You have 30 days to report past discrepancies without fear of disciplinary action. Let's clean the slate together.
Support Resources: Point to the "Ethics Posters" in the lounge and the new digital portal link.
Closing Thought: "Our credibility is our currency. Let’s make our students' achievements mean something again."
Handout for Staff
The 3-Question Ethics Filter:
Does this action accurately reflect student mastery?
Is this change documented and transparent?
If this were on the front page of the local newspaper, would I feel confident in my professional judgment?
Would you like me to draft the "Safe Harbor" reporting form that staff can use during this 30-day reset period?
This form is a critical component of the Cultural Renewal phase. Its purpose is to provide a "clean slate" for staff who may have been coerced into unethical practices under previous leadership. By formalizing this process, the school converts "rumors" into "data" that can be legally addressed and corrected.
[School Name] Confidential Record Reconciliation Form
Subject: "Safe Harbor" Disclosure (Days 1–30 of Remediation)
Authority: Office of the State-Appointed Administrator / West Virginia Board of Education
I. The Safe Harbor Commitment
The administration recognizes that past institutional cultures may have placed undue pressure on staff to prioritize optics over accuracy. During this 30-day period, any staff member who self-reports past discrepancies—including unauthorized grade changes, attendance adjustments, or record falsification—will be granted amnesty from local disciplinary action related to the disclosure, provided the report is made in good faith and involves historical actions directed by previous leadership.
II. Submitter Information (Confidential)
Reports may be submitted anonymously, but providing your name allows the reconciliation team to contact you for clarification if a student’s transcript needs immediate correction.
Name (Optional): ________________________________________________
Current Position/Department: ______________________________________
Preferred Contact Method: ☐ Email ☐ Phone ☐ In-Person Meeting
III. Incident Details
Nature of the Discrepancy (Check all that apply):
☐ Grade Change (Override of teacher's grade book)
☐ Attendance Adjustment (Removing absences/tardies)
☐ IEP/504 Non-Compliance (Directed to skip services/documentation)
☐ Credit Recovery Irregularity (Granting credits without seat time/mastery)
☐ Other: _______________________________________________________
Timeline & Scope:
Approximate Date(s): ___________________________________________
Affected Student(s) or Course(s): _________________________________
(If multiple students/classes are involved, you may attach a separate list or WVEIS screenshots)
IV. Context of the Action
To help us understand the systemic failures, please briefly describe the circumstances. Was this a direct order? Was there an implied threat to your evaluation?
Statement of Fact:
V. Submission & Next Steps
How to submit this form:
Digital: Upload via the secure, encrypted link provided on the staff intranet.
Physical: Place in the "Safe Harbor" lockbox located in the Main Office (monitored by state-appointed staff only).
Direct: Schedule a "No-Fault" meeting with the State-Appointed Compliance Officer.
The Reconciliation Process:
Verification: The state team will verify the report against WVEIS audit logs.
Correction: Discrepancies will be corrected to reflect accurate student mastery.
Closure: Once corrected, the file on this specific incident will be closed regarding the reporter's involvement.
VI. Affirmation
By signing below (optional), I affirm that the information provided is a true and accurate account of past events to the best of my knowledge.
Signature: ________________________________________ Date: ____________
Admin Note: Scannability & Trust
Important: This form should be printed on yellow or bright-colored paper to distinguish it from standard administrative forms, signaling its "special status" during the 30-day window.
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