Immediately. Then met up with your local officials and appraise them of the situation.

If so, get your rep on it. Now. If you aren't, join one. Now.

Capability procedures in teaching are not as Byzantine as the Daily Mail would like us to believe - it is perfectly possible to fire an underperforming teacher - but the body of evidence to successfully fire a teacher on capability (or any other) grounds is considerable.

Your head will have to show that he has:

- built up a long-term file supporting his view that you are not competent.
- engaged you in a process of support to help you improve, over a sustained period of time. Realistically, I'd be surprised if that could be demonstrated on less than 2 performance management cycles, unless a bespoke support programme has been in place with regular, written, agreed and mutual targets.

He has to demonstrate that not only are you not up to scratch, but that you've been given support and opportunities to improve your practice, and that this support has not worked.

That evidence is then weighed against your own representations, which likewise should include a file of what you've done, what targets you've successfully met, etc. As David says below, document everything.

Is he your direct line manager? If not, has he actively engaged your line manager in monitoring and supporting you? Before I went down a capability procedure, I'd make damn sure I had every scrap of data on the teacher, every missed deadline, every refusal of help, every work sample, every meeting minute. And the meetings should be plentifully present in the evidence file: he should (or an SLT member should) have been meeting with you like crazy and documenting everything.

My suspicion is that he will not have done some or all of the above and is relying on making your situation as unpleasant as possible in order to force a resignation. Which is why you need a union, with teeth: NUT or NAS.

Sorry for your trouble. Hope everything works out.

I am writing as a school governor and someone who worked in HR in a previous life.

My main advice is to contact your Union rep ASAP. Unless they only work term time, there should be someone around tomorrow. They should be able to give advice and calm you before Christmas. If he does start formal procedures about you, they should be with you at every stage.

If you haven't done so already, write down as much of the conversation as you can remember. Keep a record of all subsequent meetings and conversations, particularly any nasty asides in the staff room. Witnesses would be good too.

He cannot get rid of you on his whim, just because he wants someone younger (and cheaper). It would be interesting to know if the Governors are aware of this, but such business would always be confidential and would not appear in the published minutes. You could ask one of the staff governors, just in passing you understand, whether your name had been brought up. (They shouldn't tell you but they might). If it hasn't come up, then as a Governor I would be annoyed and would wonder if this is because it is something they wouldn't support or that there is no justification for.

Hope it can be resolved.

I would go for a charm offensive. When you return after the NY, arrange a meeting and say that you have taken on board the conversation today and would like to address any issues he has and improve/change (without shooting yourself in the foot).

Ultimately.... it won't be that easy finding another job....grass not always greener....there may be some truth in his observations (we all coast)... and changing your ways might invigorate you, as well as improve you as a teacher.

I hope this doesn't sound cold or non-supportive; obv none of us knows you or what you are like etc.

And try not to let it ruin the holiday.

Option A. Assume he doesn't know what he's talking about, that you have done nothing whatsoever wrong, and attribute a series of characterisations like "old fashioned" to the man.

Option B. Learn something.

In the long term, one generally finds out that Option B wins out over option A. At least in terms of benefits to yourself. This will be the case both in your immediate situation, where humility will go down better than antagonism. And also in terms of your long term employability and knowledge.

I'm in a similar situation. I have a theory they time these things deliberately to screw up your holidays. There's no harm in informing your union, even if it is just for advice.

All I can offer is to echo KB's advice and not let it spoil your holiday, but I know that can sometimes be easier said than done.

Wishing you all the best and hope next year is a far better one for you.

But I know a few. It strikes me that Heads seem to do whatever they want, and get away with appalling behaviour that would get them suspended or dismissed from any other public sector job.
They're given far too much power and incompetence or bad management goes unchallenged. So I hope you stand up to the fecker and win. More power to you sir

?

but I've been there and know what you're going through. Sometimes it's the worst thing to stand up to these people - they hold all the cards. For me it was hard but I tried to give an outward appearance of not being bothered - that upset them more than rising to the bait. Bullies thrive on reaction. Your Head won't be there for ever, he/she is not invincible and one day they will push it too far - hubris always leads to nemesis. Keep as low a profile as you can and try to wait it out. It's a horrible situation, my good wishes go out to you. Never forget you're a good person - that wins every time.

Yes joining the union,documenting everything and ensuring you have a file of objectives and achievements compiled is of course sound advice. This is the defensive strategy.

An earlier comment here was also sound suggesting that we all probably coast at some stage or another. I've been in my place of employment for 25 years - I've done it. You have been a teacher for 33 years - surely some complacency/ repetition/preoccupation with hobby horses is possible. O.K., Head may have been heeding the comments of some anonymous possibly vindictive students but what might be their beef? Do you need the frank and trusted feedback of others at the school.

The charm offensive suggested earlier has the advantage of putting you in a positive light by being prepared to listen and take advice and it also forces the Head to specify the alleged deficiencies. Once these are documented these become the benchmark for future assessment.

If the so-called deficiencies are vague and impossible to respond to then he/she will be hoisted by their own petard. If they are clear and objective then you will need to make an assessment of whether they are valid and if you can/want to address them.

good luck

Inform your union.

Tell the headmaster you have done so.

Can't fault the advice of Bob and others above. I'm a rep myself, though not in your field, and I recognise the signs. If your assessment of the man is correct that he's a bully, then he will likely collapse like a house of cards ('cause that's what bullys do) when he meets any methodical resistance, such as having to prove that he's followed procedure. Your reps will know what he should have done and will be able to guide you accordingly.

I won't wish you good luck. If you get a decent rep involved, you won't need luck; you'll win on merit.

..Stevie, if you are submitting any written submissions in this case, please make sure that they, unlike the OP above, are constructed and punctuated correctly.

You are a teacher. Writing in such a fashion does not strengthen your case.

I'd take advice from the experts here - Bob would be the best example

I would also suggest that if you have ANYTHING posted under your name here that makes you identifiable, I'd take this thread down and take the advice to e-mail.

If your Head can link you to the posts you've made here (calling him a bully) then the position in which you are just now will be worse.

if you're sure you can't be identified under your posting name, then feel free to ignore me.

IF (capital letters deliberate) your Head is a bully, then I'd suggest the chances of him following normal protocols for disciplinary will be small. It is not unknown for Employerside to do internet searchie things.

I hope I'm wrong; I probably am. But I'd feel bad if I didn't at least point this out to you.

(I can't say "Dude" - even though I work for an American company, I'm in deepest Gloucestershire, and it might scare the sheep)

The only thing I can add to the otherwise very sound advice above (bar 1 post anyway) is to make him do the work going forward. He's said you have to improve next term, so for me the critical bit would be evidence that he has set objectives / expectations that are clear and reasonable, and were communicated to you in a timely and unambiguous fashion. He then needs to establish some sort of review process, so that it's not just a case of waiting until the end of term and then him saying "failed". If his comments were intended in any way to give you a chance, he should do this as a matter of course. If he's paving the way to push you out, making him evidence and justify his decision is the best form of defence.

If you can stomach the charm offensive bit, it's an approach with much to commend it. As much as you can - without accepting any of his criticism of your work up to now - thank him for his input and that you would welcome his advice and feedback going forward. It's the old thing about keeping your friends close and your enemies even closer.

having read your initial post out to mrs toro, who is a secondary head, along with subsequent entries, her view is that Bob is absolutely right.

There is an established process he has to go through which takes time and has to be properly followed and documented. Also, join a union - she thinks this is the key area that they are useful for i.e. helping individuals not to be bullied.

As for life on Planet Marky, where everyone can be dismissed purely for wearing the wrong coloured tie..........

for the time being. It's easy to assume that you are the only one being treated this way - you are probably not. Weather the storm, then gather your wits when the dust has settled and ... jesus I've just realised this is a load of cliches isn't it? Ignore this post imo.

I would go along with what Bob says I cannot offer any better advice than that. Your head sounds like they are one of those words we are trying not to use anymore. Keep your chin up and enjoy your holiday. From my own experience of school this won't stop you feeling bad but it is sincerely meant

I've seen the difficult decisions that our head has had to make since she arrived three years ago. There were far too many older, under-performing members of staff who had to go, & put up quite a fight until the inevitable.

I'm not, for one minute, suggesting that this is you Stevie because I'm sure you can be honest with yourself about your competency in this stressful job...

If what you said about the head is true, he sounds like he's got it in for you & he should've approached this whole situation in a much more professional manner. Your union will advise you on this.

Good luck.

I think you should listen to the considered advice from people who know what they are talking about from experience. My small addition is that, if I were you, I would be looking to get out of that place asap. Start looking for a new position now. If the Head really wants shot of you he will supply very nice references. Lets face it: you spend over half your waking hours at work - do you really want to spend it in misery, having your self esteem and even mental health undermined?

being of the same age , 55 , I expect that won't help but agree wont hurt to see what's "out there".

The fact that he would choose to do this just before the holidays smacks of nothing other than nastiness. Forget him, enjoy your holidays and slay the dragon next year. Merry Christmas.

... I reckon Stevie has been offered a lot of sound advice, including that posted by Marky. In any dispute of this nature, you have to look beyond your subjectivity and at least consider the possibility that you might be in the wrong.

Good luck.

Hope you have a good one after all your recent problems.

I had a horrendous time with a bullying Head teacher. Having been through someone systematically targeting you was an eye-opening experience. My understanding of bullying changed profoundly because of what I went through. So, thoughts are with you.

You say that other staff have taken time off, and that the bully is using unsubstantiated hearsay and threatening competency proceedings. This sounds worrying familiar; you are probably aware that this is a well known problem in teaching: http://www.nasuwt.org.uk/TrainingEventsandPublications/NASUWTPublication...

My experience was as follows: I joined a small school, and found out that my predecessor had 'had some sort of breakdown, and decided to leave,' according to the head. I was flavour of the month for a term until I began to show some independence of thought. Then the Bullying Headteacher targeted me, using unsubstantiated hearsay and threatening competency proceedings.

I kept a diary, involved my union, tried to address the Bullying Headteacher's accusations. The bully was (and is) a narcissistic psychopath, and if you don't know what that means, you're lucky. Basically, mine was a social inadequate with no empathy, given power, and able to twist facts into a distorted worldview which blamed others for just about everything.

The Bullying Headteacher targeted me because I'm good at my job, get on with colleagues, pupils and parents and because I have independence of mind. Bullies don't target the weak; they target the strong.

There was no 'keeping your head down' or 'making improvements'; either I accepted the bullying and kowtowed, or I was going to be subjected to a vicious mental assault. And it was head-shrinkingly vicious.

I stood up for as long as I could, then left.

If this sounds over dramatic, I'm actually underplaying the emotional turmoil the situation inflicted on me, my wife and my family. It was twelve months of Hell, and I'm still angry about it now.

(For those reading thinking, yeah, we've just got your word for it, I'll say this. That's what bullies want non-targets to think. I now know my predecessor, who had the mental breakdown; she still can't bring herself to record her experiences on paper, and no longer works as a teacher. My successor (who had worked at the school part time whilst I was there) walked out after six months in circumstances similar to mine. After walking out, my successor phoned me to say, 'I want to apologise - until it happened to me, I really had no idea what had happened to you'. Adult bullies have usually done it before, and they are usually MUCH better at it than you might think.)

So, Stevie, if you have ANY inkling that your head is a bully, take it extremely seriously, get Union advice and plan where you want to be a year from now. Get everything on paper, get representation for any meeting you have with the Head and remember that - if you ARE dealing with an adult bully intent on targeting you - don't allow yourself to be a 'victim of bullying' and start to recognise that you are being targeted by a bully.

Also, for what it's worth, I now have a great job, working for a great Head, despite someone trying to wreak my career. I hope that my experience helps you in some way.

These sites might help: http://www.bullyonline.org/workbully/teachers.htm
http://www.angelfire.com/zine2/narcissism/