Dispositions Policy Guidelines for Departments, Candidates, Faculty, & Staff
Professional dispositions are the professional attitudes, values, and beliefs demonstrated through both verbal and non-verbal behaviors as education professionals interact with students, families, colleagues and communities. These positive behaviors support student learning and development and are one of the core constructs of the education programs at SUNY Brockport. Candidate dispositions are assessed throughout the program by candidate (self- assessment), faculty, site supervisors and School-Based Teacher Educators (SBTEs) at designated program checkpoints. In addition, candidates can be reported for instances of unprofessional behavior both on and off campus by a Professional Education Unit (PEU) faculty or staff member, site supervisor, SBTE, or college supervisor. Any instance of professionally unacceptable behavior (transgression) by a candidate enrolled in a PEU education program will be reported to the Chairperson or designee of that department for review by a departmental committee. This can include a specific incident of unprofessional behavior or an unacceptable disposition assessment by a faculty member, site supervisor, college supervisor or SBTE. While the following guidelines serve to assist departments in implementing the disposition policy, departments may exercise a degree of professional and individual discretion. It is advisable for departments to intervene early and proactively regarding negative candidate behavior, addressing such issues before citing a Dispositional Transgression.
The Dispositions
Demonstrates genuine enthusiasm and optimism
Fosters a positive climate for learning
Acts on the premise that all children can learn
Provides positive, authentic feedback
Focuses on possibilities rather than obstacles
Responds to challenges
Treats all forms of diversity as learning opportunities
Fosters trust among students, colleagues, school-based teacher educators (SBTEs), and professors
Demonstrates sound moral character, honesty, fairness, and sincerity, adhering to relevant code of ethics
Commits to and models academic honesty
Applies knowledge of how diverse backgrounds affect interactions with others
Acts on the value of inclusiveness
Adheres to program and school expectations
Commits to understanding diverse cultures and communities
Collaborates with school staff and faculty, professors, colleagues, students, and parents
Respectfully self-advocates and engages in self-care
Shows compassion and empathy for others
Interacts and works well with people who have characteristics different from self
Exhibits an awareness of how their communication affects others by using objective and inclusive language that creates a shared understanding
Recognizes their own strengths and gaps in knowledge, skills, and experiences
Makes an effort to understand multiple perspectives or opposing viewpoints
Engages in ongoing learning
Consistently solves problems by drawing on their internal knowledge and external resources
Independently develops, adopts, and uses a wide range of professional resources
Persists with tasks through completion at a high level of competency
Commits to increasing understanding of their frame of reference (e.g. culture, gender, language, abilities, and ways of knowing)
Adheres to College and host school expectations and policies regarding punctuality, attendance, dress, and proper use of electronic devices
Engages in positive and respectful interactions with students, colleagues, SBTEs, and families
Demonstrates a high level of reliability
Exemplifies the characteristics of a good colleague
Levels of Transgressions
Level 1 – ordinarily a first-time or less serious dispositional transgression
Level 2 – ordinarily a second-time or more serious dispositional transgression
Level 3 – ordinarily a third-time or very serious dispositional transgression resulting in program dismissal
Roles & Responsibilities
(PEU faculty or staff member, site supervisor, SBTE, or College Supervisor)
Investigates any personally observed, discovered, or reported instance of dispositional transgression.
Meets with the Department Chairperson (or designee) to discuss the circumstances and seek information for filing charges.
Meets with the candidate to discuss the transgression, explain that a disposition transgression report may be filed with the department, shares the disposition policy as well as these Disposition Policy Guidelines.
If a decision is made to file a disposition transgression report, the person alleging the dispositional transgression completes and sends the Dispositions Transgression Report Form to the Department Chairperson (or designee) within five (5) business days. The Dispositions Transgression Report Form should not include a suggested dispositions transgression level as noted above. The departmental committee will make that determination at the end of the process.
Meets with the departmental committee to explore the rationale and background for the evaluation or report.
Meets with the person alleging the dispositional transgression.
Responds to the communiqué from the Department Chairperson or designee in writing within five (5) business days. This written response can be in the form of a letter or e-mail sent to the Department Chairperson or designee.
Meets with departmental committee, answers their questions, and provides any pertinent information related to the alleged transgression.
If a Level 1 or 2 dispositional transgression is determined by the committee, the candidate must follow the remediation plan, and follow up with the Department Chairperson or designee during the remediation plan.
Candidate appeals for dispositional transgression decisions may be made if, and only if, the candidate believes there are discrepancies in facts, findings, sanction level or due process. Not agreeing with the committee’s decision for other reasons is not grounds for an appeal. If filing an appeal for a Level 1 or 2 dispositional transgression, the candidate must do so in writing to the Department Chairperson (or designee) within five (5) business days. If a candidate appeal is upheld by the Department Chairperson or designee, the candidate continues to take course work and engage in program field experiences including student teaching. If a candidate appeal is denied by the Department Chairperson or designee, the candidate must follow the remediation plan as set forth by the department committee, following up with the Department Chairperson or designee. If the remediation plan is not followed, the Department Chairperson or designee imposes the consequences of the remediation plan. If the candidate believes there are discrepancies in facts, findings or due process regarding the completion of the remediation plan, the candidate may appeal in writing to the Director of the PEU. For Level 3 dispositional transgression, the candidate must submit the appeal in writing within five (5) business days to the Director of the PEU.
Meets with the person(s) alleging the dispositional transgression to discuss the circumstances and assist the person with filing charges.
Within five (5) business days after receiving the written disposition report or assessment notifies the candidate in writing.
Refers the Dispositions Transgression Report to a departmental committee and appoints a committee chair.
Imposes consequences if Level 1 or 2 remediation plan set forth by appointed committee is not successfully completed.
Makes final decision on Level 1 or 2 candidate dispositional transgression appeals.
Ensures that all disposition transgression records are maintained within the department and sent to the Director of the PEU.
Reviews the Dispositions Transgression Report.
The committee chair notifies the candidate of the date, time, and location of a meeting to review and discuss the alleged dispositional transgression.
Meets with the person(s) alleging the dispositional transgression and further explores the circumstances of the charge.
Meets with the candidate, reviews the Dispositions Transgression Report, and asks questions to determine a full understanding of the alleged transgression. The Unit’s policy on dispositions shall be reviewed at this meeting.
Determines the final status of the dispositional transgression charge including the level of the transgression, remediation plan, consequences if the remediation plan is not followed, and communication plan for disseminating pertinent information, regarding the dispositional transgression, to other College faculty and staff, site supervisors, and SBTEs. Findings may include:
That the candidate’s behavior was not professionally unacceptable. In this case, the candidate remains in the program and the process concludes.
That the candidate’s behavior was professionally unacceptable. In this case, the committee must consider the severity of the transgression and the candidate’s previous history of professionally unacceptable behavior (if any) in determining a course of action. The committee may prescribe some type of remedial activity (e.g., counseling, additional coursework, additional field work, a volunteer experience, etc.) designed to improve the candidate’s professional disposition(s). It is possible the prescribed activity may cause delays in the candidate’s normal progress through the program.
Within five (5) business days of meeting with the candidate, notifies the candidate, Department Chairperson and person alleging the transgression of the committee’s findings and decision.
Appoints a Dispositions Review Committee, comprised of no more than five members for all Level 3 transgressions. One of the members shall be appointed as Chair. Another non-voting member shall be appointed from the department committee, to serve as a resource regarding the dispositional transgression history.
Contacts the Director of Residential Life/Learning Communities and the Student Conduct Coordinator to determine if there are other conduct violations. This information can be used only to determine the level of the transgression once all meetings and investigations have occurred. Prior conduct violations cannot be shared with the appointed committee so as not to influence their decision.
Makes the final decision regarding a Level 3 transgression and the candidate’s program status and notifies the candidate and Department Chairperson or designee in writing within five (5) business days of the date of Dispositions Review Committee findings*.
Maintains a file of all departmental and Level 3 dispositional transgression reports.
Examines facts, findings, sanction level or due process for Level 3 transgressions. This includes meeting with the department committee representative(s) and the candidate.
Deliberates on the findings and notifies the Director of the PEU of their recommendation in writing within five (5) business days of the meeting with the candidate.*
Maintains a tape-recorded record of all Level 3 transgression hearings; no stenographic transcript shall be required.
Candidate Rights
The candidate has the following due process rights relative to an investigation of a dispositional transgression charge:
The candidate may bring witnesses and/or an advocate to the Dispositions Review Committee meeting for Level 3 appeals. Only members of the College community may serve as advocates. Advocates and witnesses will be asked by committee members to offer responses to committee questions, if any are raised. Advocates and witnesses will not make statements about the candidate without the direction and request of the committee.
The candidate can continue to participate in any campus-based classes in which he/she is enrolled during the committee’s review. If the committee determines that the dispositional transgression is a Level 3, the candidate must immediately stop attending all classes and field experiences as recommended by the committee. The candidate has the right to ask for special permission to continue to attend classes and complete course related assignments if he/she plans to appeal the committee’s decision. The Director of the PEU will consult with the Department Chairperson regarding the candidate’s request. If the finding of a Level 3 is overturned following an appeal, the candidate will not be penalized for his/her time out of class.
A candidate who is dismissed from a PEU education program due to a dispositional transgression may pursue completion of another academic program on campus, assuming no other College policies have been violated. A candidate who has been dismissed from a PEU teacher education program, Counselor Education program, or School Building and District Leader program is no longer eligible to apply (or be readmitted) to any other PEU education program. In such instances, the dismissed student is encouraged to meet with his/her advisor to determine a plan. The student is similarly encouraged to apprise any other pertinent campus office, such as Financial Aid, of changes to his/her status.
