2026-2027 PRINCIPAL POWER HOUR

Running a solid certificated evaluation process means writing clear observation summaries, documenting early, understanding when evaluation crosses into discipline, and tracking compliance and nonrenewal timelines. The priority is addressing concerns early so there are no surprises at the end of the year.

Section 504 decisions require careful attention to eligibility standards, team composition, timelines, consent, discipline implications, and extracurricular access. The emphasis is on making sound eligibility determinations and writing plans that are specific enough for staff to implement consistently.

Special education compliance shows up in everyday building decisions. Shortened school days, manifestation determinations, child find triggers, placement discussions, services during removals, and meaningful parent participation all carry legal weight. Getting these steps right protects both students and the district.

When a staff concern surfaces, the process matters as much as the outcome. Administrative leave decisions, Weingarten and Loudermill rights, drafting discipline letters, gathering evidence, preparing questions, checking the CBA, and involving HR all require careful sequencing. Missing a step can undermine the entire investigation.

Student discipline moves quickly, but the required steps are not optional. Informal initial hearings, limits on emergency removals, credibility assessments, investigation planning, documentation, and required notifications all matter. Fast decisions still have to follow the rules.

Leave requests often look simple at first and turn out not to be. Stacked protections, eligibility questions, medical certifications, and reasonable accommodation obligations require careful review. Each approval or denial should reflect thoughtful analysis, not assumption.

Hiring decisions should be structured, documented, and rooted in the job description. From assembling the right team and applying objective scoring to navigating seniority rules and post-offer requirements, each step carries contractual weight.

Nonrenewals are governed by statute and strict timelines. May 15 deadlines, provisional versus nonprovisional standards, appeal rights, required notice language, and the distinction between nonrenewal and discharge leave little room for error. These are decisions that demand precision.

Public Records Requests move quickly and require careful handling. Timelines are strict, exemptions are narrow, and installment production must be organized from the start. Employment files, retention schedules, and third-party notice rules all factor in, and coordination with your Public Records Officer is key.

Before a contract is signed, someone has to read it closely. Identifying the correct parties, confirming signature authority, checking for required statutory language, and reviewing vendor terms are part of that responsibility. Agreements that look routine can carry obligations well beyond the event or service itself.

When a complaint lands on your desk, the first step is knowing which policy applies. The work centers on identifying the right procedure, following required timelines and notice requirements, and knowing when to involve legal counsel so you can respond consistently and confidently.