EDLD 5342 Week 5 Part 1

Reflection

It was impossible to do this assignment without thinking of past experiences. I have known principals, as well as superintendents, who have used district materials and employees during work hours to work on private projects. In the local news this week, a nearby school district had spend $30,000 on a project that had not been approved by anyone and pulled maintenance workers away from scheduled projects for weeks. Two superintendents are in trouble in our area for allegedly misappropriating funds. One bypassed the requisition process and paid $400,000 to a company for $400 worth of posters to supposedly receive kick back money and line the pockets of a friend. Ethics violations happen much more often that one imagines. Several years ago, the district I used to work for had a superintendent who was described to me as a bully who wanted the budget director to approve moving expenses as part of her TRS salary. Having ethical employees who will stand up to people in power is also something essential. 

EDLD 5342

Week 5 Part 1

Examples of ethical behavior from Texas Administrative Code of Ethics, Standards 1.1 – 1.13:

1)       Standard 1.2- A superintendent does not use district funds or personnel for personal use. For example, if a superintendent wanted to put in a patio in his or her backyard, materials and supplies would not come from district sources and if district personnel did the work, it would be done after work hours to be paid out of the superintendent’s personal funds to them as independent contractors.

2)       Standard 1.3- The superintendent would only submit requests for reimbursement from legitimate expenses incurred in the course of district business in the capacity of representing the district.

3)       Standard 1.8- The superintendent will only offer employment  based on professional qualifications, not in exchange for favors nor based on a personal relationship.

Examples of ethical behavior from Texas Administrative Code of Ethics, Standards 2.1 – 2.7:

1)      Standard 2.1- A superintendent will keep information contained in personnel records confidential, including medical information, unless required by law. This would be a reason a board of trustees might go into executive session so matters can be discussed in private.

2)      Standard 2.6- A superintendent does not use coercive means to bully colleagues. For example, to threaten or imply disciplinary action if an employee joins a political group.

Short and long range consequences:

Standard 1.2- The short range consequence of using district materials and labor first of all would essentially be stealing public funds. Some may think this would be a perk, but ethically speaking, this is theft. Long range consequences may be public disclosure and embarrassment, being fired, being forced to resign or being under investigation and being indicted.

Standard 1.8- As far as short ranged consequences, aside from having someone who is not truly qualified in a position is probably the only drawback. Long range, this would affect the perception of people applying for positions in a district. If it is a foregone conclusion who will be chosen for any position, people within and outside the district will know this and the district and the superintendent will lose credibility. People who are qualified will avoid applying so the talent pool for the district will diminish.

Standard 2.6- Short term consequences of bullying or coercion are creating a hostile work environment and a work place where employees feel unsure where they stand. Long term consequences for this behavior sets up an unhealthy model that others may follow, high turnover rate, undermining loyalty to the superintendent and the district, and possible civil lawsuits.

Preventive Action Plans:

1)      Standard 1.2- (model and promote the highest standard of conduct, ethical principles, and integrity in decision making, actions, and behaviors- Competency 1.2) All supplies and requisitions for labor must use the appropriate form and must be approved by at least two district officers, ie. campus business manager, district purchasing officer, and or accounting department officer. By putting checks and balances in place with at least two people approving, this will cut down on the possibility of unauthorized use.

2)      Standard 1.8- (apply laws, policies, and procedures in a fair and reasonable manner - Competency 1.5) Set up objective interview committees who choose finalists based on scoring and mutual agreement to present to the superintendent. By charging the human resources department with securing members of interview committees from different stakeholder groups and holding interviews independent of any influence by the superintendent, the best candidates will rise to the top. This assures the best candidates are chosen, the process is transparent, and there is a fair system in place.

3)      Standard 2.6- (interact with district staff, students, school board, and community in a professional and ethical manner- Competency 1.6) Create a work atmosphere where employees are involved in teams, feel empowered to make decisions and welcome feedback. Also, a system should be set up for employees to voice grievances without fear of retaliation.