‘Some have said that if Principal Brittnee Scott fails, it should be because she is not up to the job, not due to undermining or a lack of supervisory and district support,’ said Dr. Goliath Davis.
GOLIATH J. DAVIS, III, Ph.D. | Contributor
ST. PETERSBURG — In my last column, I was very frank and forthright about Principal Brittnee Scott. Her response impressed me, and her willingness to accept the feedback is commendable. She took it upon herself to generate and disseminate a well-intended email to her staff, but the tone was questionable. When I confronted her, once again, she accepted the feedback and direction.
On more than one occasion, I have had the opportunity to witness Principal Scott’s character and loyalty. I presented her with several opportunities to demonstrate disloyalty towards her supervisors and the district, yet she has not done so. Instead, she has always responded with supportive confirmation for all involved. I learned she is a woman of faith and integrity and adheres to appropriate leadership principles. Her spiritual beliefs guide her. Like my grandmother and my father’s side of the family, she is a member of the A.M.E. church and graduated from an A.M.E.-founded college.
There is a body of support at J Hop for Principal Scott. As previously indicated, I personally witnessed how much the scholars love her. Additionally, while some did not agree with her initial approach, I have been told she is not getting a fair shot. In fact, some have said that if she fails, it should be because she is not up to the job, not due to undermining or a lack of supervisory and district support.
I speak for COQEBS (Concerned Organization for Quality Education of Black Students) when I say we are Team Brittinee. And in the event the situation changes, we are committed to adjusting our position. Previously, I suggested to a district administrator that four situations at J Hop will derail Scott’s success if not addressed: prior leadership, culture, immediate supervisors, and politics.
Former Principal Carlmon Jones led J Hop for a considerable period. He is a nice guy, but, in my opinion, has a very laid-back, permissive style. He did not have a firm handle on the school’s metrics, and staff grew accustomed to a way of working that did not always create an adequate learning environment. Some will argue this point because the school recently earned a “B” grade. However, those who understand the process know that there are “A” schools in the district with failing subgroups. Principal Scott enters, fully understands the metrics, and understands the importance of scholar proficiency. The work to improve scholar proficiency is arduous and is the very essence of the Bridging the Gap Plan. It requires a new way of working, and not all are happy with the new requirements.
I was shocked to learn that Transformation Zone Schools are exempt from the requirement to formulate a Bridging the Gap Plan like other schools in the district. In fact, it is generally known by Transformation Zone principals that Minority Achievement Officer Kathleen Young-Parker and her team are not welcome in the Zone. Other district resources key to J Hop’s success are also not welcomed.
Chief Transformation Officer LaKisha Lawson and Assistant Director of School Leadership Robert Gagnon lack some of the necessary knowledge, skills, and abilities to guide Principal Scott and the other Zone principals in managing their schools. How do I know? I hear things. School-based personnel are admonished and interrogated if subject matter experts come to their schools. Principal Scott is too new to the game to provide any information regarding this issue.
The Bridging the Gap Plan provides the very basis for the work Principal Scott is trying to accomplish. Still, ironically, many at J Hop believe she is attempting to implement her own agenda, unaware that the Bridging the Gap Plan was created and approved by the district. As a new principal, Scott needs the plan and all the related staff. Her school has a diverse population, and she would benefit immensely from a team I have grown to respect: Young-Parker, Stephanie Long, and Anna Brown.
I was recently introduced to the new chief in charge of middle schools. I’m curious if he and his team are allowed by Lawson and Gagnon to visit J Hop. Over the years, I have observed the district launch an all-out assault on schools with J Hop’s issues. These include Melrose, Pinellas Park Middle, and Pinellas Park High. Resources were assembled and dispatched, and no one had to report to anyone upon their arrival. J Hop deserves the same attention and respect.
Real or perceived, the politics at J Hop are also troubling. J Hop has a magnet program, or a school within a school. COQEBS has had considerable experience with the issues associated with this model. An employee at J Hop resigned from an administrative position when Principal Scott took over, and was allowed to remain at the school. Allegedly, the employee has close ties with School Board Chair Laura Hines, who has a child enrolled in the magnet. As before, there are perceived inequities between the magnet and the traditional school, and the resulting politics are creating a host of problems. Some believe the prior administrator is fanning the flames of discontent.
I am amazed Principal Scott can walk into the environment she found at J Hop every day and remain committed to making it work. She has my respect and support. All I ask is for the district, the minority achievement officer, and the other necessary players to join in the effort to improve the proficiency of J Hop scholars. Scott must lead, but she needs capable supervisory support.
The Zone appears to be cloaked in an air of secrecy. This must change. Staff must realize there is new leadership and do their jobs. Scott must be amenable to feedback and recommendations from her staff. Disgruntled employees cannot be allowed to fan the flames of disruption and discontent based on political associations. Pertinent personnel must not give the impression they are fearful or avoid the Zone and J Hop for fear of getting the principals in trouble with their bosses.
We must close the achievement gap and provide all scholars at J Hop with educational equity.
Dr. Goliath Davis, a former St. Petersburg police chief and deputy mayor, advocates for education in Pinellas County, with a focus on improving Black student achievement.
