A teacher in Del Mar Union High School District has resigned for unknown reasons. The troublesome issue here is that we can make a pretty safe bet that neither this teacher, nor any of the other teachers at her school, has been effectively observed and evaluated. In most districts, teacher evaluations are a joke. Many principals don't bother to do observations of classrooms. Schools in California and across the country are desperately in need of an effective teacher evaluation system.
Did Del Mar get rid of a brilliant
teacher who got in someone's way, or an ineffective, misbehaving
The author of the article below shows no concern about the well-known
inadequacy of teacher evaluations--and the shameful politics that
controls many, if not most, school district personnel decisions.
Obviously, both sides in this case have chosen to keep the facts secret, apparently because both sides have something to hide.
Education Matters: Del Mar settles with former employee, and other money matters
Del Mar Union School District and permanent certificated employee,
known as #199-415, have agreed to settle their differences.
is according to an “Employment Separation, Settlement Agreement and
Release of All Claims” document which was approved by the DMUSD Board of
Trustees on May 11 at a special closed session board meeting.
employee, identified only as a female teacher, went on paid
administrative leave at an unspecified date before May 11. The district
has paid her full regular salary and benefits, less taxes and other
regular withholdings, through June 30, 2015.
The district also
agreed to pay the teacher, who is no longer employed by the district,
the amount of $57,994.46 which is equivalent to “her compensation and
fringe benefits otherwise afforded were her employment to continue
through January 2016.”...
In the agreement, the district “contends
that causes exist to discipline #199-415” but agreed to “cease its
investigation(s) related to allegations of any misconduct” and not
recommend dismissal, suspension or any other type of disciplinary action
against the employee.
Employee #199-415 “denies the district’s
allegations” and “does not admit that she committed acts or omissions
The agreement states that she
voluntarily chose to resign her permanent certificated employment and to
waive her tenure rights and the right to future employment with the
Both parties release
the other from all claims, grievances and actions, “whether actual or
potential, known or unknown” – and agreed that nothing in the agreement
“shall be construed for any purpose as an admission of fault, error,
wrongdoing or liability.”...
Mar’s trustees met several times in closed session prior to May 11 to
discuss this matter, which was referenced in board meeting agendas as
“Public Employee Evaluation/Dismissal/Discipline/Release.”
parties agreed to keep the settlement confidential and not disclose or
publish the terms of the agreement “to any third party except as may be
required by court order, lawful subpoena or law (i.e., Brown Act,
California Public Records Act or Freedom of Information Act).”...
Who it is doesn’t really matter. What matters is that
taxpayers know that significant general fund money has been spent on
this settlement. And since the public is not privy to details, we can
only hope the district’s elected officials are making wise decisions and
are being good stewards of public funds.