What are the basic purposes of Tenure and Dismissal policies?

While tenure policies have been coming under fire in recent years, they are still needed. Their basic purposes are:

1. To enhance the effectiveness of staff members by providing a more secure environment.

2. To provide orderly and just procedures if dismissal becomes necessary.

3. To protect personnel from unjust dismissal.

4. To prevent political considerations or other non- educational forces from wielding too great an influence in the retention and dismissal of personnel.

Tenure and dismissal policies are not intended to be so protective as to make it next to impossible to dismiss unsatisfactory staff members. There is also the danger of cluttering up a staff with too many individuals who are resting on their laurels and who are no longer productive.

Most teachers and coaches, however, are highly principled persons who have the welfare of the students in mind and who retain their eagerness to grow and learn. Administrators will do well to heed the old admonition, “care in hiring will avoid unnecessary firing.”

Most tenure policies provide probationary periods of three to five years, during which time staff members are employed on a year-to-year basis. During this period, new employees should be observed closely and should be assisted in their efforts to grow and improve professionally.

Those who supervise their work must also make the determination as soon as possible about whether such staff members are to be given tenure.

Because coaches are more vulnerable to unjust dismissal than are most other staff members, it is important that they be covered by appropriate tenure provisions.

Both tenure policies and professional responsibilities for the education of the students should be the same for coaches as for other faculty members.