Certified Teacher v Uncertified Teachers

Scheelhasse v Woodbury Central School District& Dore v Dedminister Board of Education

EDAD 825 Advance School LawCase Study Presentation Marcus Young

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Scheelhaase v Woodbury Central School District

The case of Scheelhaase v. Woodbury Central School District (1973) involved Norma Scheelhaase, a teacher whose contract was not renewed by the school district after the 1969-1970 academic year. The school board cited her alleged professional incompetence, specifically pointing to the low academic performance of her students on standardized tests like the Iowa Tests of Basic Skills (ITBS) and the Iowa Tests of Educational Development (ITED). Scheelhaase argued that her dismissal was unjust and sought reinstatement and damages, contending that her competence as a teacher should not be evaluated solely on student test scores. The court found in her favor, ruling that a teacher’s professional ability could not be solely judged by student test outcomes, especially when the students had shown normal educational growth. Furthermore, the court determined that she had been denied due process as required by Iowa law, which protects teachers' rights by mandating specific procedural steps before terminating a contract, including the right to a private conference and a public hearing. Ultimately, the court awarded Scheelhaase damages and ordered her reinstatement to her teaching positionisual content is a cross-cutting, universal language, like music. We are capable of understanding images from millions of years ago, even from other cultures.

A teacher was fired because of student's performing poorly on assessments.

The court favored the teacher, stating that test scores shouldn't solely determine professional competence, leading to damages and reinstatement.

What Does It Mean for Education?

This case emphasizes the importance of fair evaluation processes for teachers, ensuring that employment decisions are not based solely on student performance but on a broader assessment of teaching effectiveness. It underscores the need for proper due process and clear, non-arbitrary reasons when making employment decisions. Districts must ensure they follow legal and procedural guidelines to avoid similar disputes.

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How Does this Affect Prince George's County?

* All evaluation timelines have to be met. Ex: BOY, MOY, EOY, etc*An ineffective teacher needs 4 formal observations (1 of the observers has to be different). *They have to be given a growth plan with updates. *They HAVE to be given an interim. *Packets for certified teachers are due in February.

Dore v Bedminster Board of Education

In Dore v. Bedminster Board of Education (1982), the New Jersey Superior Court upheld the local school board's decision not to renew the contract of a non-tenured teacher, Stephen Dore. The court ruled that, absent constitutional violations or statutory tenure protections, local boards of education have wide discretion to terminate non-tenured employees. Dore challenged the decision, claiming it was based on his attitude, but the court found no constitutional issues and emphasized that procedural guidelines for evaluating non-tenured staff were not grounds for reinstatement

The court upheld the board’s decision, stating that the board had wide discretion in non-tenured teacher dismissals, even if evaluation procedures were not fully followed, as long as no constitutional rights were violated.

The issue was the validity of not renewing a non-tenured teacher's contract, influenced by his demeanor and the board's evaluation procedures.

What Does It Mean for Education?

This case underscores the importance of a district adhering to evaluation processes for non-tenured teachers but also affirms the board's broad discretion in personnel decisions. Non-tenured teachers can be dismissed for reasons beyond performance evaluations, as long as those reasons aren't unconstitutional (e.g., related to free speech or discrimination). Therefore, districts must ensure decisions are based on justifiable grounds and that due process is observed when dismissing staff.

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How Does this Affect Prince George's County?

* All evaluation timelines have to be met. Ex: BOY, MOY, EOY, etc*An ineffective teacher needs 4 formal observations (1 of the observers has to be different). *They have to be given a growth plan with updates. *They HAVE to be given an interim. *Packets for conditional teachers are due in May.

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LIST/PROCESSES

Conclusion

Similarities

• All evaluation timelines have to be met. Ex: BOY, MOY, EOY,

• An ineffective teacher needs 4 formal observations (1 of the observers has to be different).
• They have to be given a growth plan with updates.

• They HAVE to be given an interim.

Differences

• Certified teacher's packets are due in February.

• Uncertified teacher's packets are due in May

• Cerrified teachers have more union rights.