My wife and hundreds of other supporters of Athletic Director
and Coach Jack Daley attended a recent GUSD School Board
meeting.
Dear Editor,
My wife and hundreds of other supporters of Athletic Director and Coach Jack Daley attended a recent GUSD School Board meeting. It was an awesome, but not unexpected outpouring of support for Coach Daley. To a person, the support was 100 percent behind Coach Daley. However, after the emotions, the incident needs to be analyzed in an objective manner.
The obvious issues are: 1) The hiring process concerning Alvin Harrison and driver’s license status and 2) The subsequent investigation and findings.
As with any organization, the Human Resources Department has the responsibility to complete the background process, which would include criminal and driving histories. HR would then make the recommendation as to whether or not the hiring process should continue. Coach Daley and the staff at Gilroy High School can only make an initial recommendation. Numerous layers of management need to be consulted and have the final approval in the hiring process. Coach Daley would not have the authority or approval to access the numerous county, state and federal databases to research Mr. Harrison’s criminal and driving history. These databases are strictly controlled.
Hopefully, Superintendent Debbie Flores would have reviewed the hiring package for Mr. Harrison, as with his troubled past, you would want to ensure the highest quality employee be hired. Regarding the background package, was the number listed on the driver’s license space an ID card or driver’s license? If the number given was an ID card, did HR know? Was a copy made of the ID card or CDL, and was it included in the background package? What was Mr. Harrison’s driving status when HR gave the approval for him to be hired?
In order to properly conduct an internal investigation and reach a logical conclusion, the following must have occurred:
1. What was the incident that initiated the investigation?
2. What were the specific allegations that arose from the incident?
3. What policies, procedures and Standard Operating Procedures were in place that were allegedly violated, if any?
4. Was the employee trained in these policies, procedures and SOP?
5. Did the employee have an understanding of the policies, procedures and SOP?
All of my children have gone through the school system, including Gilroy High, Christopher High, and Solorsano Middle school and we have been residents here for 25 years. I have been involved in the sports program at numerous Gilroy schools and have spent countless hours doing team driving as no school provided transportation is usually available. I have not ever been asked to provide my driver’s license, let alone a DMV printout of my driving status.
Sometimes it takes an objective second review of something to determine if the course originally taken was the appropriate one. If you determine, through a thorough and proper investigatory process, you came to the wrong conclusion, that is ok.
We have all made mistakes and when people in our life who care about us hold us accountable and advise us of our mistakes, it is appreciated and an opportunity for growth. It also shows we are open to listening to wise counsel and are flexible enough to acknowledge an error and work on not making that mistake again. You have this opportunity now.
Just because a process, policy and/or procedure is found to be lacking or non-existent, there is no reason to find someone to blame. Merely acknowledge the deficiency and improve on it.
Dave Hill, GUSD Parent and friend of Coach Daley
