"pay him well and do away with tenure so that the lower performing ones can be gotten rid of."
They alredy CAN do this
NC General Statutes 115C-325:
Grounds for Dismissal or Demotion of a Career Employee.
(1) Grounds. – No career employee shall be dismissed or demoted or employed on a part‑time basis except for one or more of the following:
a. Inadequate performance.
d. Neglect of duty.
e. Physical or mental incapacity.
f. Habitual or excessive use of alcohol or nonmedical use of a controlled substance as defined in Article 5 of Chapter 90 of the General Statutes.
g. Conviction of a felony or a crime involving moral turpitude.
h. Advocating the overthrow of the government of the United States or of the State of North Carolina by force, violence, or other unlawful means.
i. Failure to fulfill the duties and responsibilities imposed upon teachers or school administrators by the General Statutes of this State.
j. Failure to comply with such reasonable requirements as the board may prescribe.
k. Any cause which constitutes grounds for the revocation of the career teacher's teaching license or the career school administrator's administrator license.
l. A justifiable decrease in the number of positions due to district reorganization, decreased enrollment, or decreased funding, provided that there is compliance with subdivision (2).
m. Failure to maintain his or her license in a current status.
n. Failure to repay money owed to the State in accordance with the provisions of Article 60, Chapter 143 of the General Statutes.
o. Providing false information or knowingly omitting a material fact on an application for employment or in response to a preemployment inquiry."
Here's the REAL problem.
No one has come up with a good performance measurement for teachers.
Why? Well a LOT of their performance may be based on tests taken by the student. How much effort the student puts in may affect the test score so you'd be terminating a teacher for something he/she has no control over.
But the means exist for termination if the Principle maintains adequate documentation of the perceived under performance.
Oh and BTW - the above mentioned standard applies to all tenured positions not just teachers.
So if test scores go down district wide I would assume we could terminate the superintendent.
So if we can do this with a tenured government employee why can't we do it with county commissioners?
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