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Trouble in Paradise

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Factguy View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Factguy Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 2:53pm
You have the ear of Marcia Andrew and the board. They don't appear to be concerned about Dr. Lolli, but want results. Dr. Lolli gets results and always lands on her feet. Ms. Cotter is a nice person, but the teachers are too complacent at the high school to move it forward. The high school, more than any school within the district, demonstrates to the community, if things are improving. Many believe the witch hunt was against  Mr. Ison.  
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chmoore1 View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote chmoore1 Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 4:07pm
The article states: "Lolli wrote that lack of instruction “continues to be an issue” at the high school. During occasional walk throughs at MHS, instruction is “not occurring or partially occurring because students are not expected to achieve much.” Question: how was it determined that "instruction was not occurring...because students are not expected to achieve much"? Did they ask the teachers if instruction wasn't occurring? Did they ask the students if they weren't expected to achieve much? Were the students playing basketball in the hallways? Did this just now pop up after these same students were with Mrs. Cotter for four years? Doesn't sound reasonable by observance through "several walks-through..." And certainly, how would it be determined by several walks-through? Teachers are "observed" several time a year in their teaching environment. NO teacher would do less than their best while under direct observation.

"Lolli also noted that the collaboration between the high school and central office has been “severely impaired” by negative comments such as “battling between this person and the principal” or about “fighting to keep our principal.” When these types of issues occur, a leader steps in and stops the negativity, understanding that all are on the same team and conveying that to the staff, Lolli wrote." So, if Dr. Lolli was a "leader" she would have stepped in and stopped the negativity that she is so famous for with her staff. I would still ask the Journal-News to obtain a copy of Dr. Lolli's evaluation; let's see if the Board does know of her shortcomings.
One more observation: the article says that "Lolli also noted that the collaboration between the high school and central office has been “severely impaired” by negative comments such as “battling between this person and the principal” or about “fighting to keep our principal.” If this was noted in her evaluation, how would this "fighting" have happened before her evaluation was released? Which came first, the evaluation or the fight to keep Mrs. Cotter? I remain, just 1(Mr.)chmoore.
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spiderjohn View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote spiderjohn Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 4:17pm
Hey--I would expect everyone who cares to be listening.
Interesting that yesterday's front page MJ story that also consumed the back page of the first section is nowhere to be found on their website today--lol

The most important learning starts at home and pre-K. The elementaries take over from there to stress the importance of education, teach social interaction, and teach the core subjects. We don't seem to be scoring well at this level, yet you never read of overhaul from the beginning forward.

By the time these students reach hs, they are either students or they are not. Very few change or change much imo.

The BOE sets the policies for discipline, dress code, and other behaviors(cell phones etc). They are responsible for enforcing the standards and educating the students, which they do through their admin. If Admin doesn't enforce effective procedures and standards early on and consistently, then the hs staff is up against it and set up to under-perform.

Unhappy teachers should leave. Consistently ineffective administrators should be replaced at all levels, starting at the top. I honestly don't see any other way for the process to work, though it only works to the potential and effort by parents/students.

jmo
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Vivian Moon View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Vivian Moon Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 4:59pm
Spiderjohn -The most important learning starts at home and pre-K. The elementaries take over from there to stress the importance of education, teach social interaction, and teach the core subjects. We don't seem to be scoring well at this level, yet you never read of overhaul from the beginning forward.

Spider
IMO...they need to teach the three R's in the K, 1st, 2nd and 3rd grades and the students need homework nightly until the students and the schools have a higher score. 
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Dean View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Dean Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 6:27pm
I have heard through the grapevine, as the levy passed, Mr. Ison was rehired after his retirement in the summer, Ms. Cotter can expect to have her contract renewed and she will continue as principal of the high school. I personally don't believe letting her performance review information out was a positive move on her part. It served as an embarrassment to her and the administration. I believe Mr. spiderjohn said it right, this was a hyper drama moment. Enjoy it while you can. A few school administrators showed some backbone, Even though the end result is back where it began. Ms. Cotter will be principal, Mr. Ison will be superintendent. Certainly don't mean to intrude Mr. spiderjohn in a post I read elsewhere you made. To me, it appears this to be another example of a groundhog day moment. Would enjoy Rick McCrabb pulling Ms. Lolli's review, and the two middle school principals, which had so much of the systems leaving allegedly, to move out of the district, associated with the bad downtown area of Vail. Come on Rick, let's see it.,        
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middie.lifer View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote middie.lifer Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 6:44pm
Dean, she didn't necessarily let it out.  Under the Sunshine Law, personnel records (such as performance reviews) are public record and available for review.
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Dean View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Dean Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 7:04pm
middle.lifer, come on. The Journal just stumbled across the information? And they didn't attempt to pull up records for others including Mr. Ison, Ms. Lolli, others. Wasn't it fun though, while it lasted. Like revisiting the old city council meetings with Schiavone, Williams, and others during the years when everyone wasn't meeting executive sessions and voting 7-0, 5-0, or having a dissenting opinion. A nice moment reminding  some of the good ole days no longer here in the realm of all yes members here and present.
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Post Options Post Options   Thanks (0) Thanks(0)   Quote middie.lifer Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 8:06pm
I'm just saying.  It's available for anyone (such as a reporter who was at the contentious board meetings and caught a whiff of something that didn't sound right) to access at any time.  You or I could walk in and ask to review things.  I'm not sure who evaluates Mr. Ison… or Dr. Lolli.  As far as I know, they are above evaluation.  (I'd LOVE to be wrong on this, by the way, and I hope I am.)  Cotter knows better than to stir the pot right now, trust me.  She has not "orchestrated" anything- wants nothing to do with "the game" and doesn't play them.  She is the consummate professional and has the utmost class, poise, and tact.  Her staff is simply standing up for a leader who has affected great change in their building… while that change might not be readily apparent to the public, it's a night and day difference since she has taken over.  As a parent and someone who is involved in the schools, I'd go to bat for this principal any day.  She expects great things from her staff and students and they are rising to the occasion.  If the henchman regime would spend more time trying to secure resources for the high school teachers and programs/support for parents who are disconnected and not "parenting,"  I think it would be more readily apparent to the public that these positive changes are taking place, because students would have the motivating support at home to follow-through with what's being given at school. Come to the high school Thursday night and see how many parents have even bothered to schedule conferences with their children's teachers.  It's sad. (Not for lack of trying from MHS staff/admin…)  I encourage you to get involved with something at the high school- volunteer, coach, come and be a booster… I'm there three times every week.  Anyone can sit at home and cry foul, but if they really stuck their head in the door, it would be clear that there is a great deal of Pride in that building and it's not there by accident.  
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Smartman View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Smartman Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 8:26pm
Dean I couldn't agree more middie.lifer. Mrs Cotter is a jewel for the High School and the community. This women truly cares for each and every student. How can an individual have glowing reviews for 2 years and in the 3rd be put on an action plan? Really? She a Middletown through and through. Middletown is the recycle center for administrators. Sam Ison from Lebanon. Retiring and being rehired. Kelly Thorpe ruined Monroe and we brought her here and she ruined Middletown. In that position we now have one of Sammy's buddies from Lebanon! Kinda sounds like the good ole boys club of years past. Let us not forget Libbi Lolli. Ran out of Barberton for the same thing she is doing here, and then Monroe because she put them in a financial hole. She is evil and vindictive. She does not care about students nor staff just ruining peoples careers. She needs to go. And go now. Intimidation does not work in the workforce any longer. I hate to admit it, but things were better under Steve Price. Get a clue BOE. Sammy does not know whats going on and doesn't want to know. The witch needs to go so we don't lose any more good educators.
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Dean View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Dean Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 9:03pm
In all seriousness, this is an unfortunate situation that never should have come out the way it has appeared. Lets face facts. This has played out as a battle between a principal that is a member of administration, against the administration she reports. If this were in a business setting, heads would have rolled a long time ago. Ms. Cotter is fortunate she has the time to improve or find another position. She has stated she can always go back to teaching. I know many have had it up to their eyebrows with the excuses with school performance and have no further patience nor intention of paying on levies that aren't delivering results. As for the previous reviews for Ms. Cotter, what was provided in the news seemed to be spot on with what Marcia Andrew indicated. The older evaluation was fairly vanilla, and praise languished for being nice, sensitive, and caring. Its time to bring about results, no matter what it takes. If it takes a smash-mouth, take no prisoners leader to effect change, bring it forward.      
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Smartman View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Smartman Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 9:41pm
Dean, I disagree. We had a smash mouth intimidating principal in Dennis Newell. That got him ran out of town. We live in a community that has too many dysfunctional families. In many cases the only interest shown to these students comes at school. Lets relate this to business. I have been a manager in business for many years. When you show interest in your employees, the job they are doing, compliment them, correct them in a positive way they respond. They want to please you. If all you do is point out the negatives and put them down they respond in a negative way. The same holds true in the schools. The only positive many of these students receive is at school. Our teachers understand this and so does Mrs Cotter! Unfortunately we live in a district that is 100% free and reduced lunch. Put 2 and 2 together. That tells you that the students that bring the lower scores come from parents that don't care. They expect the schools to do it all. Once the bus comes the students are no longer their responsibility. The administrators and staff at MHS are outstanding. I challenge Mr Isom or Mrs Lolli to find teachers in Lebanon and Mason that could handle the students and their situations at MHS. No way!!!
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middie.lifer View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote middie.lifer Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 9:44pm
You say "let's face facts" as though what you're saying is any less conjecture than what anyone else is saying.  Are you IN the schools?  Do you actually KNOW what's going on? As far as I'm concerned, you have offered NO facts; just opinions.  Look at the data.  It speaks for itself.  She is on the chopping block because she has spoken out against the crooked practices that are not student-centered, and she refuses to be afraid of the power-smearing and subjective evaluations.    

The other thing is that a school is NOT a business.  (Though Katie McNeil compares it to a business every time she speaks.)  Schools cannot source "better" products (children) if the ones they receive are not "up to par."  Schools cannot change their "business plan" if one is not working out for them- the standards and testing stay the same.  They can change their approach to the business plan… but if that change in approach is not supported by the higher-ups by obtaining the resources and personnel needed to meet the goal, that project manager is never going to succeed.  If you actually knew what was happening at MHS, you'd know that it was not Mrs. Cotter who shut down a working relationship with downtown, but it was downtown who failed to order updated textbooks until the middle of this school year, and it was downtown who refused to fill two administrative and classified positions that were eliminated, all while adding (or keeping?) needless "instructional specialist" positions downtown.  I have not seen these people do anything of merit in all of my time spent helping at MHS.  (Might be interesting to note that of the three instructional specialist positions that were hired this summer, one is Dr. Lolli's buddy, one is Dr. Lolli's nephew, and one remains to be seen in the light of day.)   Should schools be fiscally responsible, as a business should?  Should investors want a return on their investment?  Absolutely!  I am 100% with you there.  But the function is totally incomparable.  Absolutely different.  If you want a better return on investment, you need to get the fox out of the henhouse downtown.  



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Dean View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Dean Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 10:27pm
Isn't airing "dirty laundry" openly and within the public harmful to both Ms. Cotter, administration, the school board, and the city?
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Post Options Post Options   Thanks (0) Thanks(0)   Quote chmoore1 Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 10:48pm
Well said Smartman and Middie.lifer!   The buck should stop at the top, with Ison and Lolli. The negative and vindictive atmosphere that Lolli has created is poisonous. If these problems have been going on for some time, the two of them didn't do THEIR jobs to correct them. THEY should be held accountable. WAKE UP, BOE! Intimidation in the work place should not be tolerated, and from what I understand from MANY sources, this is her management style. Final point: By state law, Administrator contracts, when they are up for renewal, are renewed (or non-renewed, as the case may be) at the March or April board meeting (classified staff are one month, administrators are the other). Mrs. Cotter has about a month left to show this improvement.   just 1chmoore.
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spiderjohn View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote spiderjohn Quote  Post ReplyReply Direct Link To This Post Posted: Feb 10 2015 at 10:53pm
now many are coming down on the MJ for publishing the story, and how it was presented--lol--that is so typical of the Middietown way of looking at a community issue. Diversion

I haven't heard/read of anyone disputing any part of the story.
People seem to be taking sides and voicing displeasure, yet no different version of the detail.

I appreciate the printing of the piece, and seriously hope to read many more in depth covering of municipal activity. Not much else other than crime reports in local news anyway.

jmo

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Factguy View Drop Down
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Factguy Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 12:01am
If a totally neutral position is taken, questions which arise include- why is a school administrator only evaluated every two years when making more than $100,000 annually? Much time goes by in two years. There are companies that won't tolerate reviews being more than annually, two years is unheard of in most employment situations regardless of having a contract or not. Okay, the state allows a review every two years for a contract madness. That creates potential conflicts and unexpected surprise. Unwise. If Ms. Cotter was or is so well liked and regarded, did she not have an active role and play a significant part in passing the school levy? If so, that should count as part of her review indirectly and contract renewal, as it did for Mr. Ison. Moreover, if this friction was present before the levy election, was it covered up or kept quiet, so everyone was on the same page working as a team to pass the building levy?  This reads to the public, uptown versus downtown, or upstairs versus downstairs. No better in my opinion, than the drug site plans in Middletown when heroin prevention meetings are held at the Atrium. Lets grow pot while we put out a drug epidemic in the community. This article should not have been covered by the Journal. They with-held information regarding the district's finances until after the election when it was predicted the district would be in red by 2017. Jeff Faulkner filed a serious lawsuit mid January alleging federal civil rights violations. No exposure about the lawsuit by the paper. Selective drama causing headache and division. Is there a benefit from doing so- can't see it selling more papers and not making school administration nor downtown leadership happy. Trust me. Standing in a circle and shooting with shot-guns gets many folks hurt.     
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Post Options Post Options   Thanks (0) Thanks(0)   Quote spiderjohn Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 8:26am
I dunno, factguy--at least the MJ has gone from covering NOTHING controversial yet important to the citizen from the informative standpoint, to covering SOMETHING controversially(?) significant imo.

Hopefully we will begin to read more local coverage of important municipal issues. Information leads to increased awareness and quality involvement--two things that our community has been lacking for quite a while. Let this just be the start!

Nothing wrong about knowing what municipal administrators and employees are doing and thinking. Should be natural and consistent.

Hey--maybe Ohioans will eventually be so stoned on reefer that they won't bother to try heroin or drink and drive? Middietown's first hookah lounge? People are panicked over Marijuana, like it hasn't been around for the last 50+ years? Life is one amazing journey if you pay attention to what is going on around you.
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Post Options Post Options   Thanks (0) Thanks(0)   Quote chmoore1 Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 9:05am
Administrators ARE evaluated annually. This is the way the "system" works, according to school officials and Ohio State law: administrators usually have a three year contract, beginning on August 1 of that particular year. If some concerns arise during the renewal year, the board can offer the administrator a one-time "one year" contract, with the intent that the administrator has a warning shot to straighten up. At the end of that one year, the board can either offer a 2 or 3 year contract, or "non-renew" (bye-bye on July 31st) with no official reason given. ANNUAL evaluations are given (governed by state law). The Treasurer and HR must inform administrators of their "intent" to non-renew a contract by March 31, even though the existing contract doesn't expire until July 31 of that year. Source: Ohio Revised code. This is where Mrs. Cotter is; the evaluation she received is only preparation for her notification by March 31st. The board receives the recommendation to renew or non-renew during the end of March meeting, and acts on the recommendation from the Superintendent. The employee, as noted in the original Journal-News article, is allowed to plead their case in executive session with the board. As added information, the board CAN over-ride the Superintendent's recommendation by a "super-majority" rather than a "simple majority."   Exhaustive research merrily provided by "just 1chmoore."
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Post Options Post Options   Thanks (0) Thanks(0)   Quote chmoore1 Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 9:11am
Rather long, but worth the read:

3311.84 Municipal school districts; evaluation of principals.




Notwithstanding any provision of the Revised Code to the contrary, a municipal school district shall be subject to this section instead of division (D) of section 3319.02 of the Revised Code with respect to principals and assistant principals, but all other provisions of that section shall apply to the district with respect to principals and assistant principals. Section 3319.02 of the Revised Code in its entirety shall apply to the district with respect to employees other than principals and assistant principals who are covered by that section, except as otherwise provided in section 3311.72 of the Revised Code.

(A) As used in this section, "principal" includes an assistant principal.

(B) The board of education of each municipal school district shall adopt procedures for the evaluation of principals and shall evaluate all principals in accordance with those procedures. The procedures shall be based on principles comparable to the teacher evaluation procedures adopted under section 3311.80 of the Revised Code, but shall be tailored to the duties and responsibilities of principals and the environment in which principals work. Each evaluation shall measure the principal's effectiveness in performing the duties included in the principal's job description and shall be considered by the board in deciding whether to renew the principal's contract of employment.

(C) The evaluation procedures adopted under this section shall require each principal to be evaluated annually through a written evaluation process. The evaluation shall be conducted by the chief executive officer of the district, or the chief executive officer's designee.

(D) To provide time to show progress in correcting deficiencies identified in the evaluation, each evaluation shall be completed as follows:

(1) In any school year that the principal's contract of employment is not due to expire, at least one evaluation shall be completed in that year. A written copy of the evaluation shall be provided to the principal by the end of the principal's contract year as defined by the principal's annual salary notice.

(2) In any school year that the principal's contract of employment is due to expire, at least a preliminary evaluation and a final evaluation shall be completed in that year. A written copy of the preliminary evaluation shall be provided to the principal at least sixty days prior to any action by the board on the principal's contract of employment. The final evaluation shall indicate the chief executive officer's intended recommendation to the board regarding a contract of employment for the principal. A written copy of the final evaluation shall be provided to the principal at least five days prior to the chief executive officer making the recommendation to the board.


(E) At least thirty days prior to taking action to renew or not renew the contract of a principal, the board shall notify the principal of the board's intended action and that the principal may request a meeting with the board regarding the board's intended action. Upon request of the principal, the board shall grant the principal a meeting in executive session. In that meeting, the board shall discuss its reasons for considering renewal or nonrenewal of the contract. The principal shall be permitted to have a representative, chosen by the principal, present at the meeting.

The establishment of evaluation procedures in accordance with this section shall not create an expectancy of continued employment. Nothing in this section shall prevent the board from making the final determination regarding the renewal or nonrenewal of a principal's contract.


(F) Termination of a principal's contract shall be in accordance with section 3319.16 of the Revised Code, except as follows:

(1) Failure of the principal's building to meet academic performance standards established by the chief executive officer shall be considered good and just cause for termination under that section.

(2) If the chief executive officer intends to recommend to the board that the principal's contract be terminated, the chief executive officer shall provide the principal a written copy of the principal's evaluation at least five days prior to making the recommendation to the board.


Added by 129th General AssemblyFile No.143, HB 525, §1, eff. 10/1/2012.
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Post Options Post Options   Thanks (0) Thanks(0)   Quote chmoore1 Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 9:14am
Note F(1) and (2), above:   
(F) Termination of a principal's contract shall be in accordance with section 3319.16 of the Revised Code, except as follows:

(1) Failure of the principal's building to meet academic performance standards established by the chief executive officer shall be considered good and just cause for termination under that section.

(2) If the chief executive officer intends to recommend to the board that the principal's contract be terminated, the chief executive officer shall provide the principal a written copy of the principal's evaluation at least five days prior to making the recommendation to the board.

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Post Options Post Options   Thanks (0) Thanks(0)   Quote over the hill Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 10:34am
We never have gotten the numbers on what the HUD situation cost the city. Where's this "transparency " Dougie promised? That's just lip service. As S.J. said it would be nice to have SOME coverage on things that are going to impact the city and the tax payers. Here we go again with another law suit against the city. They just keep drawing law suits to the city. I'm wonder about what they say about " where there's smoke there's fire". DUNNO
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Post Options Post Options   Thanks (0) Thanks(0)   Quote VietVet Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 11:25am
Thank you ch for the research on evaluating the principal and asst principal.

Would like to know the criteria for the evaluation of a superintendent in this district, and, in this case, the Director of Curriculum (Lolli). I would think that would fall under the responsibility of the school board in evaluating these two positions.

If Ms. Andrew reads this, could you to provide us with some detail as to how Ison and Lolli are evaluated to retain their jobs. What are the performance factors and what determines whether they stay or go. Perhaps you could inform us as to their performance to date.

How did the position of Director of Curriculum (or whatever you call Lolli's title) become such a power position given this position in the hierarchy in the district? I can understand the superintendent having the responsibility of evaluating principals but don't understand how this Director's slot also has a say in the evaluation. Thought curriculum oversight was strictly a courses offered/courses content deal, having nothing to do with the evaluation of personnel.

If evaluation of personnel is involved, why would you place a person who has a reputation here and in other districts for personnel antagonism to evaluate your staff? Can only lead to a major conflict as it apparently has now. It would seem that Lolli's personality isn't compatible in dealing effectively with people, particularly since you know the stories out of Barberton and Monroe are more than likely factual. Why cause internal friction when it is not needed?

I'm so proud of my hometown and what it has become. Recall 'em all. Let's start over.
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Factguy Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 12:11pm
chmoore1, remaining neutral, even with the new and improved guidelines for objective evaluations within the Ohio school system, both teachers and administrators can fall into two performance categories; accomplished or skilled. The other measure is a performance plan and the potential to be terminated with a non contractual renewal. Such is where Ms. Cotter finds herself present..

Under section (B) in 3317, procedures and general performance review measures are to be applied equally, between a principal throughout the district, with some specific criteria assigned to each building. In that case, as each school had relatively bad performance, with one or two exceptions at most, wouldn't it be responsible and a defensive move for Ms. Cotter to get copies of other principals that had performance rather comparable to hers? 

The next move as you described, is a private meeting with the school board. Many believe she will be successful in saving her position at that meeting, and all the activity leading to that meetings is preemptive posturing. To your earlier comment, isn't it evident the open bad feelings with her and the administration came first, and then put into the written plan? 

The next move in the chess game is executive, closed door meeting with the board. They'll save her. Graduation rates up, levy passed, questionable procedures and measures not applied across all principals, unless all have their contracts ready to be terminated, and generally, a sympathetic, compassionate board. Have JC Shew attend meeting with her for board meeting.

Viet Vet, the chief executive officer, Mr. Ison, can appoint an agent i n his stead, to put an action plan and review of a principal. In this situation, he named Dr. Lolli as his agent acting as Chief Executive Officer, otherwise known as superintendent.        
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Post Options Post Options   Thanks (0) Thanks(0)   Quote Dean Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 1:14pm
I believe factguy the appropriate statute is 3311.84(B). 

Mr. spiderjohn, I agree with you on one of your threads spread somewhere on the blog site about the light show surrounding the Interstate 75 exits. Several downtown aren't happy with the appearance and have called it having an amusement park or airport runway appearance. They should change it to a simple white in my opinion. Similarly, some have suggested it was intended to reflect a balloon glowing at night. I am having trouble grasping that comparison. 

Ms. Cotter is a very nice person. Some wear their heart and emotions on their sleeves. She wears it around her neck. I have to believe the board will pull her back from the abyss.     
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Post Options Post Options   Thanks (0) Thanks(0)   Quote VietVet Quote  Post ReplyReply Direct Link To This Post Posted: Feb 11 2015 at 1:36pm
Factguy:

"Viet Vet, the chief executive officer, Mr. Ison, can appoint an agent i n his stead, to put an action plan and review of a principal. In this situation, he named Dr. Lolli as his agent acting as Chief Executive Officer, otherwise known as superintendent"

I would think that since this situation is so unusual, involves a rather popular member of the academic community in a negative way, involves assigning a person (Lolli) who has the reputation that is abrasive at best, involves only one person being singled out among many school principals who have not had stellar academic progress either, and most importantly, a very important part of his job----IE, dealing with a high level staff person in a negative way, that Ison would have handled this himself rather than ask his pit bull to do the dirty work. A tad bit cowardly as a public leader I think to be the accuser and not face the accused directly.

It appears he has chosen to be an absentee leader in this regard.
I'm so proud of my hometown and what it has become. Recall 'em all. Let's start over.
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