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/HM’s must understand that their responsibilities are not limited to only students discipline, staff discipline is a core responsibility on HM’s/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

 

  1. 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)
  2. 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.
  3. Regular staff appraisal exercise should be carried out in the school, possibly on a monthly basis.
  4. 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
  5. All staff disciplinary matters MUST be referred to the committee; the administrator should not unilaterally take disciplinary decisions as he/she may be biased.
  6. All staff should be given fair hearing and an opportunity to defend/explain them before final collective disciplinary decision is taken.
  7. Decisions should be taken based on facts and evidence, not on sentiments or as a result a vindictiveness, witch-hunting or bias.
  8. 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.
  9. Punishment should as much as possible be commensurate with the offence committed. Don’t  over punish or under punish.