Teacher unions want good teachers in the classroom. Teaching is our profession — we want it to be respected. Our own children go to school — we want them well-educated. Tenure helps assure this. Before a teacher is given tenure they must complete three consecutive years of teaching where they are evaluated multiple times each year and are required to attend many developmental programs. During these three years the teacher can be terminated without any reason at any time. Not many companies do that. Most companies have a system of due process either from Day 1 or after a trial period of 90 days.

Once a teacher starts his or her fourth year they now have — rights (tenure). They continue to be evaluated and attend staff development every year.

Tenure doesn’t mean you cannot be laid off or terminated. It simply means you have been granted due process rights. The district needs to inform you of the reason they are letting you go. Tenured teachers are laid off, fired or let go every year. If a teacher is not making progress, there is a process to follow to assist them or terminate them, if needed. The union supports this process and works with administrators to assist struggling teachers.

Tenure is valuable in many other ways. Collaboration is valuable to implementing policies and forging change. Collaboration requires teachers to be leaders in sharing their thoughts, ideas and experience. Non-tenured teachers may not want to participate in this collaboration out of fear (warranted or not) that they might be reprimanded, for disagreeing with an administrator. Tenured teachers can participate and collaborate, knowing they have some protection from due process. Tenured teachers and administrators also provide leadership in the school district by planning and leading staff development to share unique skills or knowledge, mentoring new teachers, making policy decisions, selecting curriculum, reviewing grant proposals, conducting research, dealing with struggling students, and parents etc. etc. all of which would be in jeopardy without tenure.

So, what do we do about ineffective teachers?

1. You have a responsibility to make the teacher and administrator aware of your concerns.

2. The administrator has a responsibility to help the struggling teacher and terminate the teacher if improvement isn’t occurring.

3. The teacher has a responsibility to constantly work at improving.

4. The union has a responsibility to assist teachers and administrators while making sure due process is followed fairly.

If we (parents, administrators, and educators) all do our part, we will have the best teachers for our children and our community.

Al Helgerson

Albert Lea Education Association

Albert Lea