PA could start laying off teachers through evals, not seniority

http://c.brightcove.com/services/viewer/federated_f9?isVid=1&isUI=1

Rep. Steve Bloom Discusses His Bill That Eliminates Seniority-based Furlough Decisions

The Pennsylvania legislature is primed to vote and pass a bill that would allow schools to initiate layoffs (as needed) through teacher evaluations instead of seniority, which is currently the case. Rep Steve Bloom discusses his bill in the video above.

Pennlive.com reports:

Gov. Tom Wolf spokesman Jeff Sheridan said the administration is reviewing Bloom’s bill but said the governor believes issues relating to seniority should be part of collective bargaining.

Hmm, I wonder if that means the governor may not sign the bill. We’ll if it comes down to contract negotiations, the Lawrence Public Schools contract has some great language they can borrow! From this post:

“The Superintendent has the right to lay off teachers and other district staff due to reductions in force or reorganizations resulting from declining enrollment or other budgetary or operational reasons. The Superintendent will establish the selection criteria for layoffs of teachers and other district staff. Such selection criteria may include, but are not limited to qualifications, licensure, work history (including elements such as discipline, attendance, evaluations, etc.), multiple measures of student learning, operational need and the best interests of the students. Where all other factors are equal, seniority may be used as the deciding factor.”

The bill would also allow the district to perform layoffs due to economic circumstances and not just declining enrollment or consolidating schools.

Other Republicans spoke in support of allowing economic reasons as a permitted justification for laying off staff. Current law only allows districts to furlough professional staff if there is a reduction in enrollment, if a program is curtailed or eliminated, or if schools are consolidated or reorganized.

Rep. Kristin Hill, R-Jacobus, said her district had to close its entire home economics program because it didn’t have the flexibility to lay off just some teachers to deal with a budgetary shortfall.

As a former school board member, Hill said she sees Bloom’s bill as giving school boards and administrators the tools necessary to ensure students receive the best education.

The majority of a schools budget is personnel and when you can’t make adjustments (and unions have helped make it so), teachers are keeping their jobs at the expense of kids education. Of course the PA state education union opposes the bill……but not on any really good reasons:

Pennsylvania State Education Association President Mike Crossey was strongly opposed.

He called it “a solution in search of a problem” at a time when the focus should be on getting more teachers into the classroom, “not throw more out.”

Furthermore, he faulted the committee for timing its consideration of the bill during Teacher Appreciation Week.

“I can’t think of a worse way to honor teachers for the great work they do than to vote on a bill like this one,” he said. “Bills like this are a distraction from real issues and just a way to punish teachers for years of hard work and well-earned experience in the classroom.”

Talk about a “distraction from real issues!” So what if the bill if being discussed and voted on during Teacher Appreciation Week. It’s more important that Rep Hill’s district have home economics program than caring what week of the year a bill is being discussed. I swear unions oppose things because it’s touting the union line and no one ever deviates even when it’s in the best interests of kids to do so. Their primary focus is on teachers, not kids.

Of course there are the usual objections about evaluations and funding, but this objection is really not realistic:

Among other concerns, Rep. Mark Longietti, D- Mercer, worried that also extending the probationary period for new teachers from three years to five years before they would be eligible for tenure might discourage people from entering the teaching profession.

But Rep. Seth Grove, R-Dover, said the young people he has spoken with say it will have the opposite effect. They want this kind of job protection and not face having to be let go because of an arbitrary, archaic law that protects teachers with more seniority.

Hopefully the bill will pass and the governor will sign it.

 

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Analysis of district/union collaboration in Lawrence, MA

Analysis of district/union collaboration in Lawrence, MA

©Depositphotos.com/Margaret Paynich

©Depositphotos.com/Margaret Paynich

In this last post, I took a look at the state takeover / Turnaround plan in Lawrence, MA. Being touted as a true collaboration between districts and unions I wanted to dig a little deeper to see what may have transpired and potentially what could draw success in the future.

A strong leader is something I believe both unions and pro-reformers want. Lawrence was fortunate to have a leader that was willing to forge a middle ground by investing time in human capital. A strong leader on either the union side or a firm pro-reform side (or one that is simply neither) may not be able to bring about results. Finding strong leader talent is difficult, but often a very important piece.

Jeffrey Riley was appointed by the MA Education commissioner and was awarded all the powers of a superintendent and a school board. He did not have to negotiate with unions and didn’t quite at first. It appears he worked to implement certain reforms and then seeing some progress proceeded to work with unions to solidify.

Expanded learning time is usually promoted by both unions and pro-reformers, but unions only if teachers are being paid for it. Lawrence likely was able to make pay available through grants – we’ll have to see how they are able to keep it flowing through changes in school funding. It’s generally a given that expanded learning time, executed correctly is greatly beneficial to students. So what are districts to do if they can’t immediately find the money to pay teachers for the extra time? I see the teacher perspective of wanting to be paid for the extra time, but really how much extra is it? At one point someone decided that 7 hours a day was all students needed. Now it may be 9 hours. Should students have to suffer without expanded learning time in districts where there isn’t extra money for teachers?

Generally speaking unions are against charters – unless they are running them. Lawrence was able to put together a collection of charter management, union management and LPS management in the turnaround plan. So, I guess unions aren’t all against charters, all the time?

Lawrence is using a myriad of data to evaluate students and in turn teachers. This is not usually something that unions go along with. So maybe unions aren’t all against data for performance?

Successful building principals have autonomy to make changes in their own school, including staffing. However teachers did receive 2 1/2 hrs of collaborative planning time (likely assisted by the expanded learning time) in which to analyze student data and make curriculum adjustments. It was not clear on the specifics of professional development, but there appears to have been more offered.

I took a look at the Lawrence teacher’s contract and found some interesting items:

  • It provides the superintendent wide sweeping authority to make changes to school operational procedure throughout the year
  • Under Teacher hiring and promotions, Article 26: “In filling positions, principals have the authority to select the best qualified staff from both internal and external candidates without regard to seniority.” It is often the case that if a senior member of the district’s faculty wants a position he or she will get it. This allows more leeway to have the district make the right decisions for kids.
  • Another win for kids, in Article 35, when there is a reduction in force district is allowed to consider data and teacher evaluations over seniority:

“The Superintendent has the right to lay off teachers and other district staff due to reductions in force or reorganizations resulting from declining enrollment or other budgetary or operational reasons. The Superintendent will establish the selection criteria for layoffs of teachers and other district staff. Such selection criteria may include, but are not limited to qualifications, licensure, work history (including elements such as discipline, attendance, evaluations, etc.), multiple measures of student learning, operational need and the best interests of the students. Where all other factors are equal, seniority may be used as the deciding factor.”

This is also probably largely due to the law Stand for Children MA passed in 2012 which made job performance, not seniority, the primary consideration in teacher staffing decisions in every public school in Massachusetts, with the new evaluation systems being a key component of how job performance is measured.

  • Still not sure why teachers are allowed 15 sick days per year when they only report to school for 183 days (in Lawrence). Most professional jobs give you 1-2 weeks of paid leave and maybe a few sick days or those are included in the 1-2 weeks. The fact that they can accrue up to 200…what would someone do with 200 days of sick leave???

Fifteen days of full pay shall be allowed during the school term from August to June in case of illness. Any or all of the fifteen (15) days of full pay that have not been used may be carried over to the following year’s allowance and such allowance may be accumulated to two hundred (200) days of full pay.

  • Health insurance premiums which are usually a hot debate on contract negotiations are not clearly outlined. Unless teachers are buying into the statewide health insurance plan.
  • Article 66: The career ladder is one of the more interesting elements to the contract. Each level of advancement is based on certain performance evaluations, although no salary can be decreased due to evaluations, I assume the teacher would stay at the same level. I believe that in those cases the consequences of the evaluation system come into play. Often if you are at a needs improvement or unsatisfactory level for “x” number of years there are improvement plans and opportunities or consequences that take over. The career ladder also allows for excellent teachers to advance through the ladder commensurate with their evaluations. A new teacher could be eligible for the salary of a veteran teacher within 5 years.

A Novice teacher shall advance to Developing I and a Developing I teacher shall advance to Developing II annually provided that the teacher does not receive an end-of year evaluation rating of “unsatisfactory.”

A Developing II teacher shall advance to Career I and all Career level teachers shall advance a level annually provided that an end-of-year evaluation rating of “proficient” or “exemplary” is received, with “proficient” or better ratings on all four standards. A teacher with an overall end-of-year rating of “proficient” who has achieved less than “proficient” ratings on all four standards may still advance to the next level with the recommendation of the building principal and the approval of the Superintendent.

A teacher who does not receive the requisite evaluation rating can appeal for a review of the evaluation to the Evaluation Committee.

If no end-of year formative or summative evaluation is completed for a teacher, the teacher shall advance to the next level.

A teacher may advance on the salary scale more rapidly than described above with the recommendation of the school principal, subject to the approval of the Superintendent. Any such advancement will be limited to two levels above what the performance plan would otherwise provide, provided however that a teacher may not advance to Advanced or Masters status without going through the review process that applies district wide. The union shall be notified of all such advancement decisions.

Novice, Developing, Career, and Advanced teachers shall not have their salary reduced based on their performance evaluation.

Based on past experience and performance, a newly-hired teacher may enter the Lawrence Public Schools above the Novice level based on a principal’s recommendation and Superintendent’s approval.

 

The career ladder:

Master

___________

Advanced

___________

Career

Level 4

Level 3

Level 2

Level 1

Developing

Level 2

Level 1

Novice

  • Article 67 – Expanded learning time pay is included in this contract. It is not clear to me when the ELT pay is issued – as time is accrued throughout the year or as a lump sum at the end of the year. Also, I’m not sure if the pay is based on each increment, or just a flat rate at the end. For example, if a teacher works 1525 hours,  does he/she receive a one time payment of $3,000, or does the teacher receive $2,000 for hours 1400-1449, and $2,500 for hours 1450-1499…etc. FYI $2,000 for 50 hours of work is $100/hr.

Beginning with the 2014-2015 school year, teachers working an extended day shall receive stipends in the following amounts based on hours worked:

1400-1449 hours             $2,000

1450-1499 hours             $2,500

1500-1549 hours             $3,000

1550-1599 hours             $3,500

1600-1825 hours             $4,000

Total teacher hours during the normal school day for the year shall not exceed 1,825 hours, excluding functions outside the normal school day, such as parent meetings, after-school functions and other similar activities.

These stipend compensation amounts shall be included in base pay, or otherwise considered as part of the teacher’s annualized salary, for retirement purposes.

Here are some comments from AFT union leaders reported in the Education Week article:

Randi Weingarten, the president of the American Federation of Teachers, who is generally an outspoken opponent of state takeovers, has been highlighting the progress in Lawrence as an example of transformation that’s possible when the union and the district work together.

“Lawrence is succeeding because of the work between people—including the superintendent, the teachers, and parents, and now, the city administration,” she said. “Let me be really blunt. Anybody who thinks that it’s structure rather than human capital will make a huge … policy mistake.”

Frank McLaughlin, the president of the Lawrence Teachers’ Union, praises the gains and Mr. Riley, though he credits strong leadership and an infusion of resources for the positive momentum, not the state takeover itself.

It appears that concessions can be made in the right environments. I think it’s worth noting that Mr. Riley basically made it mandatory that teachers join the union. I’m sure that went a long way to making the negotiations easier….you know so AFT can bank every dollar! 😉