r/Principals

I'm an NYC DOE high school teacher in Bronx with more than a decade at the same school This year has been one of the most difficult of my career, and I'm trying to understand whether others have experienced something similar.

Over the course of the school year, I received formal observations that, in my opinion, contained statements that did not accurately reflect what happened in my classroom. I documented my concerns, filed written objections, and ultimately challenged parts of the evaluation through the UFT - APPR process. Some of my objections were upheld.

After that, my relationship with administration changed and communication became more strained, and I felt that my professionalism and years of work were no longer being recognized.

At the end of the year I was excessed from my position. While I understand that excessing can happen for legitimate staffing reasons, the timing has left me questioning whether speaking up played a role.

There were also broader issues at the school that concerned me, including administrative practices and leadership decisions. I've documented what I personally observed and have been considering the appropriate channels for raising those concerns, but I want to be careful to distinguish between documented facts, personal observations, and questions that remain unanswered.

• Have you successfully challenged observation reports?
• Did your relationship with administration change afterward?
• Have you been excessed after filing complaints or grievances?
• What protections actually exist for teachers who contest evaluations?

Hello, principals!

I am an aspiring first year teacher. I acknowledge that I may have made a mistake and would like to know the process after a recommendation for hire and if I’ll still get the job.

Full disclosure: I was student teaching. On the last day of school I wrote letters to students. I tracked down two students as they were leaving whom had left class early to pick up their sibling from another class and gave them their letters.

A teacher reported me for giving them letters. Why, I don’t know - I have my suspension, but I digress.

Anyway, she went to admin who didn’t have any concerns. She then went behind their backs to the district and they opened an investigation. It was unfounded and ended in my favor.

Recently, I interviewed for my first teaching position. I was selected and the principal called my references - principal, teaching mentor, teaching coach.

My coach called me telling me the conversation was great. She told me that she mentioned the investigation in her conversation with the principal. My coach is very supportive and has shared I’m the most teacher ready student she’s had, and raised hell about the investigation, so I’m not worried about what she said.

What I’m concerned about is that I don’t think I disclosed the investigation. Not because I was hiding it because it was unfounded, but because I was unsure I was supposed to since it happened during my student teaching - no one seemed to know if I was supposed to or not.

Despite that, the hiring principal didn’t care, even emailing me in excitement for having finally connected with one of my references. The principal also spoke to my former principal and it came up. She still pushed my recommendation for hire through to HR.

I’m excited and extremely grateful, but I’m also worried. I don’t know what the recommendation for hire includes and I’m concerned I won’t get approved because I didn’t disclose the investigation.

Would the principal have to disclose that in the recommendation for hire? Part of me feels that since she still wants me, maybe that means she doesn’t.

In summary:

I applied for the job and didn’t know if I should put the investigation from student teaching, so I put “no”.

I was selected for the job.

The hiring principal knows about the investigation and that it was unfounded, hearing it from my mentor, coach, and old principal.

The hiring principal pushed my recommendation for hire to HR because she understands and still wants me.

I’m worried that the hiring principal has to disclose knowledge of the investigation to HR they will be upset it’s not on my application and not hire me.

This is my first teaching job and I want to celebrate, but I’ve been really down. I haven’t even told anyone about my potential hire because I don’t want to let anyone down.

Any experience or thoughts on this would help.

Thank you.

Hey everyone, I hope you’ve found rest this summer.

I’d like feedback and/or advice on a significant situation that has occurred to which I could get terminated.

Context:
- all schools within our charter network regressed in all contents area
- our charter network is expanding to another city, opening two schools next year.
- our CEO emailed all principals at 6pm on Sunday requesting us to select a one hour in-person meeting between 3 days next week to answer 4 questions essentially focused on: what role did leaders play in the regression, what is our message to community, how will we change this regression. She advised us to coordinate times with our leadership coach.
- I emailed back stating I am unavailable for two of the 3 days offered but requested the one I was available -that date was apparently already taken.
- I shared I was unable to attend and offered that I would happily accommodate another date or a virtual option if no other date possible. This was not accepted.
- I reiterated that I would be unavailable. My family and I are traveling out of town.
- The leadership coach emailed to remind me that we are 12-month employees and this was an ask from the CEO. I replied, tagged HR and asked are 12-month employees unable to request and use our PTO outside of vacation window
- The communication ended via email.
- Yesterday, I get a call from the leadership coach requesting a meeting at central office. I go and am joined by them and the Chief of Schools.
- They frame this as a coaching conversation and share my tone was insubordinate and unprofessional.
- They give me a date which conflicts with planned and requested PTO dates for the one hour meeting and say I must attend. I clarify what next steps be if unable, they share it would be disciplinary actions and we’ll find out if we get there.

How could or should I have handled this differently?

I’m in the process now of finding flights that will get me there for the meeting and back with family. Thanks!

i work in a private Christian school and our rules often differ from public schools, but if you also work in a private school, what are your policies or thoughts on teachers hanging out with students outside of school?

Example: A male teacher in his early 30s is going bowling today with two 17-year-old students to celebrate his birthday. As an admin I think this is unwise and our policy discourages it, but does not outright prevent it. His take is he has been discipling students and this falls under that. It is also happening in a public place so he is not worried about issues. I think it opens him up to potential issues and also breeds favoritism.

If it matters, this individual is also going to be an assistant principal at my school starting in September.

Editing to add some wording from our Employee Handbook: [School] strongly recommends that staff do not have outside contact with children from the school. However, if off-site contacts are unavoidable (such as during mentoring programs, church, etc.) [School] has determined the following forms of outside contact are appropriate and inappropriate.

Appropriate: Taking groups of children on an outing, attending sporting activities with groups of children, attending function at a child’s home with parents/guardians present.

Inappropriate: Basically a list of things involving one child.

I do think my board and I need to revisit this as we work on updating the handbook. I cleaned it up last summer, but I am still fairly new in my role and am slowly updating and changing things that had long been ignored by my predecessors.

Hello,

Advice requested. Keeping details slim for privacy. Currently an AP. I recently lost out to another internal candidate for a principal position in my district. After which I received many calls and visits from those on the interview committee on how impressed they were and how ready I was to be a principal. Another common refrain was we understand if you don't want to wait for another opening, and we will help you, but we hope you will stay. More openings are expected in a few years. There is very little turnover in this district. There is an internal principal position left vacant by the hire, at the elementary level, they have not mentioned that to me. I am not young, above 45. In am in the mid-atlantic area of the US.

Also, they paid for my grad school and each year I stay, I get about 17K reimbursed. There are no other HS principal jobs open right now. There are middle and elementary principal jobs open. So, here is my conundrum.

A) Stay at my current school another year, be strategic about working on my resume and interview skills, and start interviewing in the spring for other mainly HS positions, possibly get another 17 K reimbursed if I wait a year from now. I could also spend the year preparing for my letter of superintendent eligibility, all I have left is a praxis test.

Or

B) Start applying today to two elementary and one middle position closer to my house, now.

I do not want to wait 4 years for a possible opening in my district.

Thanks for any input you have.

TLDR: Did not get principal job. Higher ups said a bunch of nice things. They are also reimbursing me for grad school. Stay a little longer, cut down debt and be strategic about HS jobs or start applying outside the district now.

I teach in a title 1 district with obvious behavior issues . I want to be a VP. Problem is that I am currently high on the teacher salary schedule.

Because of budget issues both teachers and admin have taken a pay freeze into the foreseeable future. Admin said that they are freezing all admin steps at step 1 (step 5 is the max).

Even if I were to get an admin position at step 0 I would break even with what I’m currently making as a teacher (admin pay on step 0 is lower than what I get but they pay full retirement). Should I stay in the district? Look elsewhere? With all the budget cuts in all districts im worried about leaving a tenured position.

I had no idea LinkedIn was still a thing as I’ve been doing my program and working. I forgot about my LinkedIn profile that I created a few years ago. It is not up to date with my current info. Out of all the advice administrators gave me as I ask questions all the time, even the hiring process etc., no one once mentioned making sure your LinkedIn profile is up to date. Not going to lie, a little upset with myself now. I’ll be working on it tomorrow. From what I read online it’s used to look at for first impressions and is kinda a big deal as you brand yourself.

Please let me know how much this matters, I’ve already applied to positions. I’m worried that may have cost me a chance to interview.

My experience in teaching and leadership has all been on a high school campus. How different is it on an elementary campus? What would translate from my experience on a high school campus and what would not? There are elementary AP positions open in my district.

I’m completing a principal licensure internship and my assigned mentor has been extremely inconsistent with communication, follow‑through, and structure. I’ve had to initiate almost everything myself — meetings, expectations, documentation, leadership tasks, etc. It’s been emotionally draining trying to advocate for the support required by my program while also trying to stay professional and keep things moving.

My program director and another building administrator have stepped in to help stabilize things, but I’m still technically assigned to the same mentor. I’m trying to figure out how to move forward without feeling like I’m constantly chasing him or compensating for gaps in leadership.

For those who’ve completed administrative internships:

How did you handle mentors who were avoidant or inconsistent?

What structures helped you stay on track?

Is it normal to have to advocate this much for your own internship?

I’d appreciate perspective from people who’ve been through this. I want to stay focused on growth and licensure requirements, but the lack of mentorship has been tough.

Hi all,

Would appreciate your genuine advice. I am a teacher actively trying to get into administration and my leadership knows that.

I have been working at my school now for a long time. Most recently one member of our leadership team stepped down.

Now, my question is fairly simple. I met with my principal and he had mentioned an interview upcoming in August with his APs, as well as a walkthrough.

I asked if it was a C-30 and he said it wasn’t.

As of now I’m on the organization sheet as a classroom teacher.

Now… what are your all thoughts? Is this a genuine shot.. now, the difference in all this is that previously he had told me “not yet”—The opportunity itself came out of nowhere—- and when I asked about it he said he knew that was coming—-in addition in our previous meeting he had told me to let him know asap if I took on any AP roles in the summer… so.. what do you think?

1. Don’t bank on it. Prep for your classroom.

2. Could be a job? If so, what should I do to prep? I’ve been on 13 interviews outside of my base school so far..

Thanks admin team.

For context I live in WA state and just finished my first year teaching. The job market for teachers is sooo oversaturated. A single job posting will get over 50 applications. There is a position I really want that popped up. I submitted my application, but I know it will get lost among people with more years of experience than me.

Would it be bad/annoying if I email the principal of the school and politely let them know I am super enthusiastic about the position and directly ask to be interviewed?

I don't want to come off as desperate (but I am lol). I know if I don't change something about my approach to job apps I will not get a job for next school year.

I've been AP in this district for four years, so I'm relatively familiar with a lot of basic things District wants us to do to get the plane in the air. Each year, they give admin a checklist for us to complete before the year begins; it's handy.

Next year, we get a new building, and I'll be the big dawg for the first time. I want to start strong! What are some things that, in your administrative experience, can/should be done to make the year better and make the school a place students and staff want to be from the jump?

Hi everyone! I just heard from HR that I’ve been selected to be an elementary school assistant principal. I’ve never been an AP before, and I’m feeling quite anxious about all of the unknowns.

Furthermore, I’ve only ever taught at the high school level!

If you could give yourself any advice before you officially started as an AP, what would you say?

The second-guessing is real, but momma has to work, and dada is so supportive and great.

Just got hired as the 7/8th grade assistant principal at A-level school in FL with two veteran admin who have been there for years. I taught there, left for a year having the baby in another district location, and they brought me back as an AP.

Send me the Amazon links, clothing suggestions, mom-boss advice, and all the other nonchalant hat tricks that will make the first year drowning not as bad..

Thanks for the advice in advance!

In Texas, state law says 'yes' as long as it's unloaded, locked, and out of sight and does not leave their vehicle. (And that they maintain their CCL.) So fellow admin, how would you respond?

They're aware the legal consequences of not abiding by it, 3F, etc. But how does your district handle it? There's also no law that says staff has to disclose that information, if they do have one in the vehicle.

I just thought I’d share some friendly advice from one lowly teacher who will never be an admin (by choice). Education is a small world. You almost always know somebody who knows somebody. Lately, my teacher friends and I have noticed that we go on interviews and are clearly told things like, “We will notify you in one week,” only to be completely ghosted by principals. You may think of us as nameless, faceless applicants that you cannot be bothered to remember, but know that we remember you. And later, when you interview for a position at my school, or a school nearby, and my superintendent (who I have known for years) mentions it to me, I will be sure to stress your poor communication skills and lack of follow up and you just might not get the job. Karma is real.

I’ve gotten the feedback that my teachers really appreciate when I do observations without a computer in front of me. They feel like I’m attending more fully and know I’m not distracted by other tasks (was a big issue with previous head of school). I’ve taken notes with paper and pencil and using my phone, neither of which are perfect. Wondering if there is a tool I haven’t thought of that could help with this.

Is it normal to feel worries and doubtful in the first school you will be handling as school head? What should I do?

As August gets closer, I'm wondering what the PD landscape looks like across the country this year.

Are schools doubling down on things like SEL and school culture, or is the pressure back on academics and test prep? New teacher induction? AI and tech integration?

I help educators think through how they use the first few minutes of class to build relationships and set a positive tone, so culture and connection are always on my radar. But I'm curious whether that's landing as a priority elsewhere, or if there are bigger fish to fry right now.

What's your campus focused on? Thanks in advance!

I run a program that teaches poetry workshops in schools. This program is year long after school but cost. I need to set up meetings with principals to try and pitch the program. For principals , what would make you click on a cold email for after school programming / for those who have had success getting principals attention through emails what did you say? Any help would be appreciated