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Urgent Advice - Given 48hrs to decide future?! NQT Fail

Discussion in 'New teachers' started by emmam25, Apr 6, 2011.

  1. Our department has been through a lot this year, the HOD is retiring and a very young, inexperienced Teacher rapidly promoted to take over. In amongst this our NQT has been told by his Mentor (the incoming HOD) that he is unlikely to meet the standards for QTS by the end of the third term. The head and deputy have pulled him into a meeting and recommended him to hand in his resignation and leave on Friday??!!! The NQT was aware that he is not quite meeting some standards by by general judgement (by colleagues and support staff) he has VASTLY improved and really should be able to pass. From outside it seems very much as though the incoming HOD hasn't the time to support the NQT to pass and SLT have refused to allow anyone else to mentor him. Should he resign with no job to go to and before any outside observations have been made? If he stays how likely is it that he could appeal a third term fail? Union advice is to resign but this seems a standardised response as they haven't had time to review anything. Advice much appreciated!
     
  2. fantastischfish

    fantastischfish Established commenter

    They want him to resign and leave on FRIDAY???

    That's ridiculous. How can they possibly expect someone to leave a job on two days notice - how exactly do they expect him to eat, pay the bills, run his car etc?

    Utterly stupid. If it was me, I'd be going nowhere.
     
  3. LimboBimbo

    LimboBimbo New commenter

    I advise him to get the unions involved asap. Not the school rep. Does the local authority have a contact for the county's NQTs?
     
  4. Quite funny this.
     
  5. It is vital and a matter of urgency that this person contacts their union at the regional or national level. A simple union response that they should resign is capitulating to the school with no regard for the NQT the union represents the NQT not the school. Such an action by a school could, in certain circumstances, be seen as constructive dismissal and a matter that coud lead to an industrial tribunal.
    The lack of progress should not come as a shock (according to the statutory guidance) and a school must be able to defend its actions in relation to anyone seen as not making sufficient progres - that is there must be indepenent assessments by the head and the LA there must be a support plan and targets and if necessary extra training. A trainee that is put under intense pressure to resign may well lodge an appeal and a complaint with the LA and the school over theoir treatment and it could be very messy.
    Given what you have written a third term fail asessment could easily be appealed and a LA may well extend induction with an extension period.
    This is a high risk strategy by the school and not one that I would ever recommend. The perosn in question should not attend a meeting alone, but should ahve union representation and they should keep any and all evidence pertaining to induction and the process completed to date.
    If they are at the end of term 2 then saying they may fail term three at this stage is unacceptable unless the proper procedures have been followed.
    James
     
  6. Thank you for the advice I have forwarded to the NQT the comments on here. Also the LA has been contacted and said that they feel he has not been supported enough. It seems very difficult at this stage to convince him that this is not exclusively down to him. He has been told there will be a meeting tomorrow where they expect him to resign. The union rep has given him advice on writing letters of resignation!
     
  7. This sounds more and more like constructive dismissal - from what you write the outcome of the meeting has been decided before the meeting. If they are that set to be 'rid' of the NQT then they would, I;m sure grant early release at the drop of a hat so why the rush now? Saving the rest of the month's salary??
    I would opt for a posponment of the meeting to the start of next term so that he can get propoer advice from a specialist union representative and that a representative could be in attendance at the meeting.
    James
     
  8. Another thought - have the pobservations etc and assessments been completed? If so what was the outcome ob fthe term (2?).
    James
     
  9. Crowbob

    Crowbob Established commenter

    Indeed it does!
     
  10. Unfortunately - and rather unfairly - the onus is on the employee to prove constructive dismissal and it's often quite difficult, though far from impossible. Be careful not to rely on 'off the record conversations' and instead keep records of what is said in meetings/consultations.
    I wonder if the Head etc know that their legal position here could be quite precarious???
    Good luck [​IMG]

     
  11. I agree that the onus is on the employee so advice MUST be sought from professionals (unions/union legal advice) before any threats or threats of action are taken/considered.
    James
     
  12. The NQT in question has more or less resigned himself to the recommendation and offer of incomplete second term to take to another school. Although sadly very few jobs out there at the moment. Very sad to see a committed and dedicated professional forced out by poorly behaved students and bad management.
     
  13. Join the club.
     
  14. goatherd

    goatherd New commenter

    And yet another :(
     
  15. And me. I hate that it happens to so many of us.



    The Edudicator
     

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