School boards are very decentralized institutions. This fact puts added pressure on the principal and vice-principal as the frontline representative of the school board’s management in the school. From a purely demographic point of view, that not only means that you are outnumbered, it may mean that you are younger and have spent less time at the school. In a unionized environment, the union representative may be in just the opposite situation. It is therefore important for the principal and vice-principal to reach out to other members of the management team for assistance, guidance and support. Find out which of your colleagues and which board office employees have expertise to offer in the area of labour relations, employee services and other management responsibilities. It is just as important to know when to seek advice and assistance. The best rule of thumb is, “if in doubt, call.” Find out who administers each of the collective agreements at the board and make contact with them. Ask them about key provisions of the collective agreement and how they should be applied. Adopt and apply the board’s interpretation of the collective agreement. Anticipate and refrain from adopting union interpretations of collective agreement provisions to avoid setting precedents unhelpful to your employer. Never be pressured into a decision without consulting an expert.
Work with your colleagues to establish mutual support groups to share questions, strategies, interpretations and solutions to day-to-day situations. Work with your colleagues to establish mutual support groups to share questions, strategies, interpretations and solutions to day-to-day situations. Work with your colleagues to encourage the board to:
- provide regular training regarding collective agreements, union relations and best practices for school administrators and supervisory officers together
- provide training in problem solving, conflict resolution and management strategies
- consult school administrators regarding bargaining and the on-going review of collective agreements and grievance/arbitration results.
There are some management functions that you should never do alone or without advice and assistance. They include disciplinary meetings, unsatisfactory performance appraisals and investigations into complaints regarding harassment or human rights violations.