1. Less work (or No Added Work)
2. More Cost (Compensation)
3. Less Accountabillity (i.e. Harder to Fire)
3. Defends Bad and Underperforming Teachers Union members as much as good ones.
How does the Union help improve education exactly?
I can see ho wthey help Teachers as individuals live more prosperous, less stressful lives. But how do they improve education, i.e. a better product for less cost and more accountabillity?
Regardless, I'd be happy to see that poll conducted. I think some would be surprised at how many teachers would be in favor ( provided it is a secret ballot). Like I said, there are many that care more about helping the students than the privilege they have in their schedule. Would be interesting to see just how many.
2. Find me people who want to get paid less. Our town hast had a raise in 5 years...union must be dog a pretty bad job!
3. Plenty of teachers are fired every year.
4. Good teachers want bad teacher out as much as the general pubic does.
I'd be very interested to read about such a policy, and how the Union was convinced to be willing to accept that policy. My guess, if you are indeed not full of ****, isthe 50% retained every year get even more benefits, prtections and compensation than normal, at the expense of the younger teachers being let go each summer, a rather typical Union strategy.
Because the towns budget is greatly affected by State aid, the school budget is NOT known. Every year pink slips are given out to PROTECT the town. If the State Aid is sufficient they are re-hired once the budget numbers are know. If they WERE NOT pink slipped by a certain date, the town would HAVE to keep them. Two of the years my evil wife was pink slipped she was not hired back. As yes now that she is a veteran she is a multi-milionniare who loves crushing the careers of her young laid off enemies. (Actually she is an unpaid mentor to them, but lets not ruin the stereotype)
You live in a fantasy where the evil union dictates things. Its the budget that dictates things. The School Committee provides the budget, the Superintendent decides what do with it.
Here a quick look at a school pink slipping more than half...how about ALL? How does the union allow this!
Providence Plans to Pink Slip All Teachers
February 24, 2011 - 5:19 PM | by: Molly Line
In an unprecedented move to reduce spending and reign in a massive $40
million dollar budget shortfall school district leaders in Providence,
Rhode Island plan to send dismissal notices to every teacher in the
district by March 1st, meeting a legal deadline to warn teachers of
changes to their employment status.
Providence Superintendent Tom Brady sent letters to the district’s nearly 2,000 teachers
citing a ‘dire budget’ and warning them of the mass dismissals. A school board meeting
is slated for Thursday night to allow teachers and the public to speak out regarding the plan.
Many teachers say they’re confused by the district’s plan.
Librarian Jonathan Ryder says he doesn’t understand the sweeping move to
dismiss all educators, regardless of need or experience.
“I understand that when you’re dealing with situations like this you will lay off a bunch of teachers.
I understand that. That’s entirely reasonable,” said Ryder. “I’m just a little confused why they would
lay off everyone because that seems to me to be a little too broad a stroke.”
Teacher Anne Mrozowski says she has lived in Providence for 25 years. Her kids attended city schools.
“My commitment is to my students and my parents and my school. I’m hoping that is also the
district’s commitment, that firing all the teachers was really necessary and not just a political
maneuver because it’s so destabilizing.”
According to Christina O’Reilly from the Media Relations Office of the
Providence Public School Department, the letters sent to teachers thus
far are called “pre-deprivation letters.” They act as preliminary
notice that the School Board is considering the dismissal of all
If the dismissal notices become official they will be effective as of the
school year end but it is very likely the majority will be
‘rescinded’ before that date allowing most teachers to keep their
jobs. The move will give the school district more flexibility to
reduce staff as leaders struggle to save money.
Similar actions have been taken in years past but not to this extent
and Providence Mayor Angel Taveras stands by the plan, publishing a
letter on the city’s website that reads in part:
“Providence faces significant challenges in getting its financial
house in order. Spending reductions are inevitable. It is also
inevitable that some portion of cuts will come from the school budget.
This is why we faced the difficult decision of sending letters to all
teachers: we do not yet know what actions will be required and believe
it was only fair to let all teachers know about the severity of the
The letter also laments the March 1st deadline that requires teachers
be informed of potential changes to employment arguing the date should
be later in July when the city’s budgeting process is complete.
Last edited by FF2®; 06-24-2013 at 03:27 PM.
I'm not sure of the particulars, because my wife works in a district in NY that we don't live in, but a number of teachers were pink-slipped for next year due to enrollment being down as well. We know of quite a few in other districts that get let go and brought back as enrollments and budgets change. It is quite the revolving door around here at the bottom X% - not bottom on skill or performance, strictly fewest years in. If you're not connected (related, etc) it can be very tough. You pray for retirements.
So saying "Harder to Fire" really needs a qualifier. The x% at the top, yes, they're virtually impossible to fire under the current system in NY unless enrollment and budgets truly hit rock bottom. Some of those longer tenured teachers are great, worthy teachers, and others are skating by, some are burnt out, others are the ones who go to their union rep because their classroom is moving - true story. The problem is, there's a lot of high energy, younger teachers doing it not for the money that are stuck in that revolving door. So yeah, I have "skin in the game" but I'm of the opinion things need to change as well.
You also display your typical lack of real-world understanding of public sector budgeting processes. Guess the accounting dept. isn't sharing their processes with the teachers or their husbands then.
Please note, I've never called your wife "evil", nor can I judge her talents specificly in the classroom. She puts up with you for more than 5 minutes, so like my own wife with me, she must be a saint amongst women tbqh.Two of the years my evil wife was pink slipped she was not hired back.
I've worked in Unions too FF. I know exactly how they work, and who they protect, and who they serve. I saw too often how the low-performing long-timers got every perk, performed well below average, and yet when the rare layoff time came it was always the younger folks let go. And I know what the Unions purpose was, to get more of everything for those same veterans....quality of work/production/productivity was never something they cared about, only more money, more benefits for the lifers....and more spots where "thats not my job, see the contract" can be used to avoid work.You live in a fantasy where the evil union dictates things.
The Unions does not serve the betterment of education. When i asked you to tell how they do, it's VERY telling that your reply is instead an attack on me for not supporting the Union, rather than an explaination as to how the Union makes our education system better.
So, since you cannot source the "50% are fired every year" claim, how about you source where the towns budget for education was cut in a large, meaningful way that would warrant a 50% reduction in staff then?Its the budget that dictates things. The School Committee provides the budget, the Superintendent decides what do with it.
Surely THAT data is publicly available, as would critique of it in local papers, given how unusual a massive budget cut year-to-year in total fund (not rate of growth mind you) is in public education spending generally.
Last edited by Churchill; 06-24-2013 at 03:58 PM.
Google mass teachers and pink slips and you'll find plenty of info.
Oftentimes pink slips are just precautionary, given in March/April while budgets are being approved. Some keep their jobs come Sept, some don't.The deficit between the current budget and where the Mahopac Board of Education is in its 2013-14 budget process equates to more than 40 full-time positions, according to Finance Chairman Michael Sclafani, who made the public aware of the situation at the committee meeting on Thursday, March 28.
“We are at a point of no return,” said Sclafani. “We have cut athletics. We have cut the arts. All that is left now is people.”
Of the non-instructional personnel 13.5 full-time equivalents (FTE) are proposed to be cut. Additionally 900 hours are to be eliminated from the monitors.
Although 67 teachers were “given pink slips” this week as notice of potential layoffs, School Board President Ray Cote said that most of the faculty were given them as a precaution.
“If the public votes down the budget twice, we could be forced to let that many teachers go,” he said. “The contract with the teachers’ union stipulates that we must let them know.”
The district is not looking to cut its staff by 67 teachers, but almost 26 positions are at risk of being cut under the current considerations including: 14 teachers in grades first-fifth, 1.5 band/orchestra, six teachers at the middle school, six at the high school and one art, one counselor, one physical education teacher and one music teacher.
With the cuts being considered, the proposed 2013-14 budget is at a 1.9 percent tax levy increase over this year, which is below the two-percent tax cap.
As a result of fewer teachers, class sizes are expected to reach 30 students per class.
“I hope you are outraged,” said Scalfani, “We are too. We don’t want to see these class sizes either.”
The board is going to continue to try to find additional sources of revenue and other non-program items that could be cut.
The board members asked the community for its help in reaching out to the state lawmakers about unfunded mandates.
“We need to go State Senator Greg Ball and Assemblyman Steve Katz and have them help us out in Albany,” said Sclafani. “We need to bring them a list of unfunded mandates that work and those that don’t work. Then they need to get rid of those that don’t work. However this will only work if we do it together. We have to continue to work after the budget gets passed.
The next public budget discussion is during the April 18 finance committee meeting.
The budget will be passed by the board at a special meeting scheduled for April 23.
The public will vote on the budget on Tuesday, May 21 at Mahopac High School’s New Gymnasium. The polls are open from 6 a.m. to 9 p.m.
Link above provides the 2013-2014 Budget Proposal for that Jurisdiction.
Salary makes up the vast majority of costs, at 54 or so % of spending, with benefits counting an additional 22 or so % (76% of costs directly manpower related).
Current salary is $61,578,807. Current benfeits are $25,857,948. Total cost, ballpark 87 million dolalrs a year.
So, simple math, Mohopac is currently spending $87 million in manpower costs, giving a per-student cost of $17,400 to educate them in the current budget year (at 5,000 students). Sadly, I could locate no current roll of employment in my brief search to calculate average salary for the jurisdiction.Mahopac is the largest school district in Putnam County, educating more than 5,000 students in four elementary schools, a middle school, and a high school (1600 students).
The Budgeted salary for 2013-14 is 65,085,351, an increase of 5.69%, or an increase of 3.5 million year-to-year. The Budgeted Benefits is $26,681,430, a 3% or so increase.
So the jurisdiction is increasing salary by 3 and half mil for the new year, and benefits by 3% but says they'll have to cut 17 Educators and Administrators (14+2+1).
One wonders how that could be? An increase of 3.5 million in salary, yet a cut of 17 educators? I would think, budget being what it is, that the best thing for the PUBLIC would be to retain all those 17 educators, and simply not increase benefits/salaries for those others as much (i.e. a compensation freeze), thus keeping staffing stable and class sized similar.
So who do you think is driving the firing of these 17 due to bdget causes? Teh Board? Or Union Contracts that hardwire certain increases thus creating the Budget shortfall in the first place?'
It's a very interesting topic no matter how it's looked at. But it's vital to see that a reduction in staff may not, in fact, be driven by a reduction in the budget....but in fact by an increase in salary and benfits the Jurisdiction cannot get out from under.
Last edited by Churchill; 06-24-2013 at 04:34 PM.