学生学校评价
The school has fantastic students – kind, polite, and hard-working. But I need to push back on the previous review that frames management’s actions in an almost entirely positive light. Many current and former staff would see those same events very differently. Labelling the non-renewal of numerous teachers and changes to employment packages as simply dealing with “underperformance” or “resistance to change” assumes motives and performance issues that readers can’t independently verify. It overlooks the very real possibility that many experienced, well-respected teachers left because they lost confidence in the new leadership. McCrory, Boyle and Bremner have, in my view, done significant damage in pursuit of “their” culture – my way or the highway. The sharp staff turnover that followed hit morale, continuity and the school’s culture hard. Whether intentional or not, the departure of so many experienced educators created uncertainty and increased workloads for those who stayed. Dismissing these concerns by calling former colleagues “disruptive” or “gatekeepers” oversimplifies a much more complex situation. Many of those teachers worked extremely hard and put in the hours. Healthy schools encourage professional debate and value experienced staff who are willing to ask difficult questions. Leadership should be able to tell the difference between constructive disagreement and genuine misconduct. When a large number of experienced teachers leave or are not renewed in a short period, anyone considering a job here should ask why – and seek perspectives from multiple current and former staff before drawing conclusions. This review is one interpretation of recent events. Read a broad range of reviews and ask direct questions during recruitment about staff turnover, retention, leadership culture, and how professional feedback is actually handled. In my opinion, think carefully about whether you want to work for “leaders” who throw so many good teachers under the bus the moment they don’t comply.