SCHOOL STAFF DISCIPLINE
SCHOOL STAFF DISCIPLINE
Discipline and order are key requirements for the success of any school. A lawless organization. (An organization without discipline) cannot thrive, Principals/HMs must understand that their responsibilities are not limited to only students discipline, staff discipline is a core responsibility on HMs/Principals.
The following are recommended ways of disciplining/correcting school staff:
- VERBAL WARNINGS
- QUERIES
- WARNING LETTER
- FINES
- SUSPENSIONS: Definite and Indefinite (WITHOUT PAY) – Proprietors prerogative
- COMPULSORY LEAVE WITHOUT PAY: Proprietor’s prerogative
- WITHDRAWAL OF BENEFITS AND PRIVILEGES HITHERTO ENJOYED:
Proprietor’s prerogative
- DEMOTION-Proprietors prerogative
- TERMINATION OF EMPLOYMENT- Proprietor’s prerogative
NB: Please note that on no account should any staff be physically assaulted by the
proprietor, no matter the provocation. (i.e. Slapped, Pushed etc)
RECOMMENDATIONS FOR MAINTAINING STAFF DISCIPLINE IN SCHOOLS
- Every school should compulsorily have a well-articulated (written) Code of Conduct which all staff must adhere to (See recommended code of conduct for private school staff overleaf)
- All staff must be aware of the existence of the Code of Conduct, a copy should be given to each staff at the point of employment. Note that placing of a copy on the notice board will not suffice. Each staff should have a personal copy.
- Regular staff appraisal exercise should be carried out in the school, possibly on a monthly basis.
- Every school should have a staff disciplinary committee with clearly spelt out terms of reference. Members will be appointed by the school administrator and they must be individuals of proven reputation for fairness and justice
- All staff disciplinary matters MUST be referred to the committee; the administrator should not unilaterally take disciplinary decisions as he/she may be biased.
- All staff should be given fair hearing and an opportunity to defend/explain them before final collective disciplinary decision is taken.
- Decisions should be taken based on facts and evidence, not on sentiments or as a result a vindictiveness, witch-hunting or bias.
- The administrator should not be a member of the committee, and should not interfere with the execution of their terms of reference, the final report should however be submitted to the administrator to take a final decision.
- Punishment should as much as possible be commensurate with the offence committed. Don’t over punish or under punish.