I continue to shake my head at the repetition of the Stand Up for Manitou “investigation” of Manitou School District 14’s superintendent. It’s reminiscent of the lady on the Progressive ad: “That’s not how this works. That’s not how ANY of this works.”
Even when the district responds to the accusations they are allowed to comment about, it’s never enough. Unless the former employees open their files to the media, there are some things that the public will never be allowed to know.
In any organization, when there is a change in top leadership, people who directly report to the new leader should expect change. A new leader comes in with new vision, new policies, new approaches, and a different style.
If the existing direct-report employees do not mesh with the philosophy and style of the CEO, superintendent, company president or lead pastor, and it isn’t possible to shift their thinking, they need to understand that as a cue to find another position elsewhere. A place where their philosophy meshes better with the leadership.
A new leader has every right, obligation and authority to implement changes that align the organization with their vision. MSSD14 is an example of such.
When considering the criminal incidents and behaviors the new administration uncovered — two alleged sexual assault cases that were not investigated appropriately, one can assume there were other issues as well.
The very baseline job of a school is to keep students safe while providing an education. Clearly there were issues hidden away within the file cabinets of the administrative offices.
There is evidence, at least in the Hilt case, that the students and staff knew about this relationship. I spoke to two graduates of the Class of 2017 and they both were completely aware of what was happening.
Reports indicate that one of Hilt’s colleagues warned him to never be alone with a student. The district failed. The administration either knew, or should have known, what was happening within its walls, creating an environment ripe with criminal liability.
Friendships and personal relationships got in the way of professional and legal obligations to protect students.
SUFM refers to the district as a family. We all know that families come in many shapes and styles. Some are highly functional, and some cover up for the pedophile uncle and don’t believe the stories that he molested a child in the family.
Some treat each other with respect, and others steal the jewelry or rip off their siblings the second after grandma dies. The concept of “family” is not an ideal goal for a professional organization. In MSSD’s case, this “family” was covering up some huge dysfunction, while continuing to take smiling family pictures.
The past three years entailed uncovering past trauma. It’s an arduous task, especially when working within an ingrained culture. Accountability is key. Change is inevitable. There will be pain.
Some former employees might feel great relief to be out, because taking control of the changes in your work environment is more empowering than waiting to see what is going to happen next. All of this was coupled with a global pandemic and an unprecedented exodus from education around the country.
Creating a new, functional and more productive environment is the goal. The fact that it meant that a number of administrators felt it necessary to move on is a consequence of required change.
The court system is now taking care of the past. The district must take care to ensure that the environment within the school is “assault proofed,” so that it can move forward into the daylight and create a new, more positive culture.
I sign my name to this, knowing that I am taking a business risk. However, I feel it’s important to take full responsibility for my words.
Editor’s note: Mary Tatum is a 22-year Manitou resident and the mother of two Manitou Springs High School graduates, Classes of 2013 and 2014.