Ch.+8+Consensus+&+Conflict+3

===Should individual members of our staff permitted to disregard agreements we have made as a staff? What is the appropriate response if they do? How then do we move past the disagreements and work together as a Professional Learning Community?===

Start Here:I believe staff members are professionals so we should all act professional in that if we have agreements about something we should stick with it rather than back out of it just because someone "wants to". The principal should be responsible for confronting that particular staff member in a professional manner that is not belittling, etc. If changes are not made, then more drastic measures should be taken (H. Witt) I agree that this area falls under administration. As a group we can encourage the ones that do not want to stick to agreements, but we have no authority over them. We can look for opportunities to share things we've found that work well or don't work well, but we can't make them try the successful ways or stop using the less successful ways. (R. Hames) Teachers are professionals and should stick to agreements rather than backing out. Yet, as we are human, mistakes are made and should be handled on a case by case basis. There are some instances in which I would feel comfortable confronting my coworkers, most likely my grade level coworkers, should they disregard agreements that were made. I realize that I cannot make them stick with agreements, but I can speak with them professionally. However, as mentioned above, I do think many instances should be handled privately by administrators. (J. Layman) Individuals who disregard agreements made by the group, are usually the same ones who keep test scores from reflecting the real growth within a grade. They are also probably the same ones who don't follow other standards (rules) established within the school setting. The principal will need to address the lack of regard for the agreements by the offender immediately in a private, blunt, but tactful manner that leaves no question as to what the offense was, what future behavior is expected of the offender, and the consequences for not following the agreements. Too often, the offender continues to disregard the standards or agreements in place and it leads to low moral, lack of interest in professionalism by the offender's co-workers, and overall substandard teaching by the group. We want to be the best we can be in our profession and it takes all of us doing our part to achieve this. If someone doesn't want to follow the agreements in place, then they need to be counseled as soon as possible by the administrator. (JHallCES) I can see how this subject could be a very touchy subject within a school system. However, I believe that even teachers should have to respect authority and rules, even if what they are expected to do with not exactly what they want to do. That is just reality. Just because we have a driver's license does not mean that we can drive however and wherever we want. Sometimes adults are the worst ones about not wanting to "do what they are told." I am not sure what the appropriate action would be against people breaking the rules. Individuls should be approached about what they are doing "wrong" and I assume these things are reflected on their evaluations at the end of the school year. (Jessica Wimberley) Many strategies discussed can help motivate someone to "get with the program" but this won't always be enough. The principal, as instructional leader, has the responsibility and authority to mandate compliance if that becomes necessary. The stronger the PLC in the school the more support the principal may call upon to help move such a teacher toward improvement. Nourishing a team spirit and developing incentives for full participation will go a long way toward building a healthy PLC. (ELand) I don't believe that staff members should be allowed to disregard agreements made as a staff. I think that leads to discouragement and resentment from those who are trying to do the right thing. The principal is the one who has the authority to confront the staff member. I like the eight steps the authors provide for the principal to use in such a situation. (ALand) Teachers should definitely follow agreements as a staff. It is fine to state opinions and disagreements in the discussions phase, but once a decision has been made then it becomes necessary that everyone follow the guidelines. Teachers should be involved in those decisions. We work much better when we feel a part of the decision than when it is handed down without seeming to have a valid purpose. It is the principals job to be sure that is being done and confront any teacher not doing that. The eight steps in the article are a good way to do that. However teachers are professionals and indivuals with things going on in their own classrooms everyday. Following guidelines must be given some flexibility on a day to day basis especially when working with young children on a daily basis. (E. Lee)