Once a month, ISM’s Human Resources Consultant, Michael Brisciana, will answer an HR-related question submitted by one of our readers. To ask Michael a question to be in addressed in future e-letters, please click here.
Q: What should we do if we know that we don’t want to invite a faculty member back for the next academic term but we haven’t provided any formal “warnings” or “corrective action”? Should we rush through a warning process in the next few months?
A: While we’re very much in favor of thoughtful, well-planned “corrective action” processes, we never suggest engaging in “sham” practices—i.e., if you’ve already decided against renewing the teacher’s contract, there is no benefit to forcing them to go through a warning process when the outcome is already determined regardless of how the employee performs during this period. Watch the video for the rest of the answer.
