SAUNDERSIZED

Why Teachers are losing Jobs and what we can do about it- Today.

    

  Chancellor Michelle Rhee likes firing unionized teachers and Teacher Union President George Parker’s has failed, either intentionally or unintentionally, to reasonably protect unionized members.  Rhee’s teacher termination views are echoed daily and her master plan boasts a desire to terminate a significant portion of the current teaching workforce.  Using tactics such as “90 day plans” and Reduction in Force (RIF), Rhee has terminated and excessed teachers with impunity all the while stating her “wonderful relationship” with Parker.  Since October 1, 2004, teachers’ bank accounts only have his broken robo call promises, no pay raises or improved working conditions.  
   
    A passive WTU is doubly painful by intensifying Rhee’s yoke.   Parker and Rhee together conspired to destroy tenure, seniority, and bumping rights with their infamous Red/Green agreement. TheWashingtonTeacher.Blogspot.com leaked version of their last newest partnership confirming the biggest threat to teacher members’ job security maybe internal- the WTU President.  Over a thousand teachers have lost jobs while he has twiddled thumbs.  Fired teachers have lost homes, secure retirements, and health care.  Most recently, Parker turned a blind eye while Rhee bloated the teacher ranks and set up a RIF targeting veterans now unabashedly swearing he did not know.  His excuse is completely unacceptable because he is paid to know!  The leaked agreement shows their concurrence with ample references to “competitive level documentation, RIFs, and performance impacted teacher evaluations” in the new definition of excessing.  The evidence overwhelming suggests Parker is conspiring with Rhee.  

    Rhee and Parker are responsible for Reduction in Force (RIF) alongside of the disastrous IMPACT teacher evaluations, and the overall decline in the DCPS teaching contentment.  For self survival, teachers must abandon adherence to Parker’s passivity and be critical of blind support. A similar message 2 years ago fell on deaf ears but it would have save hundreds of jobs as a pound of sweat then could have saved buckets of tears today.  Most unemployed teachers know WTU could and should have done more.  The membership and Representative Assembly using motions should take 3 immediate actions.  Institute a WTU city-wide “Work to the rule policy.”  All members should work the specific union contract hours and do only their job.  Nextly, pass a motion to allow all members terminated, or excessed in the last 2 years to vote and participate as full WTU members.   There is no commitment to terminated members without a union voice as they are “out of sight and out of mind.”  This creates a disincentive to bringing in new hires forcing a one-sided union vote on a weak contract.  Lastly, pass a motion allowing any member with opposing point of view ideas equal time with equal resources thereby maximizing information to the membership.   Most importantly, Parker must be held accountable, by every member every day, for job security, pay raises, and restoring professional respect to deserving teacher members. 

Parker fails again...

Must read on teacher lawsuit result.

Random Thoughts from Random Places: The Education Wars III.

Illinois teachers' salary gaps do not reflect student achievement - Related Stories - ASCD SmartBrief

Some interesting data on the value of teachers as well as parents to educating children. 

Teachers at the highest-paying grade school district in the Chicago area make twice as much as their colleagues at the local elementary school paying the lowest wages, according to the 2009 Illinois School Report Card.

Oak Brook's Butler School District 53 paid an average $80,136 per teacher, compared with the $38,040 earned at Prairie Crossing Charter School in Grayslake.

Yet both suburban school systems boast strong student test scores, advanced courses and involved parents.

Does that mean teacher pay doesn't matter? The answer, like so many issues involving education, is not a simple one. A complex set of circumstances contribute to the salary gaps from one district to the next. Chief among them is the state's reliance on property taxes -- determined by a district's relative wealth -- to shoulder the bulk of education costs.

Researchers said Illinois' salary gap is one of the largest reported nationwide.

"Illinois is an unusual situation," said Jack Jennings, president of the Center on Education Policy. "You have great disparities in education spending, and therefore you have great disparities in teacher salaries."

But other factors also determine paychecks: a teacher's education level and years of classroom experience, the cost of living and the type of school district where a teacher works. High school districts traditionally pay more than elementary districts, and traditional public schools tend to pay more than charter schools.

Illinois teachers' salary gaps do not reflect student achievement - Related Stories - ASCD SmartBrief.

Black scholars index needs your help...

This is a very worthwhile organization designed to incourages intellectual thought on issues minorities might be interested.  You should join. 

Your Testimonials Needed Below!.

Your Testimonials Needed Below!

Council, teachers rap Rhee over firings - Washington Times

Council, teachers rap Rhee over firings - Washington Times.

Self-serving Union President Scapegoats Members

An Open Letter to Members in Response to President Parker’s Recent Correspondence

September 8, 2009

       When George Parker became WTU President, he accepted the responsibility to protect WTU members and their employment rights.  Constitutionally, “The President shall serve as a fiduciary of the union, chief negotiator of the Union contract and appoint the bargaining team for all negotiations…” Previous WTU Presidents weathered recessions, control boards, and education profiteers without faultfinding.  Peterson’s Blog, http://TheWashingtonTeacher.blogspot.com, posted an article concerning acceptance of “Performance Based Excessing.”  Basically, Parker has agreed to “At-Will” employment allowing teacher excessing related dismissals (firings) even when the teacher has good evaluations!  Sounds like something teachers might want to know.  Peterson has a copy of the Rhee/Parker proposed agreement and interviewed the unnamed member of Parker’s “hand picked” contract negotiation team as evidence.  TheWashingtonTeacher, a reliable source of DCPS information, is often quoted by mainstream media for independent education points of view and critical thinking.  Ironically, Peterson created the blog after frustration with WTU’s failure to inform its members. 

      As a Union Trustee and Fiduciary, Peterson has a responsibility to communicate with membership especially when matters warrant them.  Surrendering job security is certainly noteworthy given the recessive economy and job market.  If she knows or should have known of harm to teachers and refuses to act she could be sued personally.  Furthermore, there is no signed confidentially agreement with Peterson, Parker, and the unnamed negotiations team member despite Parker’s letter implying otherwise.  And, in his letter to members, Parker does not deny accepting teacher termination when teachers have good evaluations; he simply remains silent. (Copy of letter).  At the August 29, 2009 Building Representative training, Parker admitted to over 70 building representatives present “there would probably be no contract” blaming Chancellor Rhee and conceding that the WTU would likely go to impasse.

    Scapegoating Peterson is Parker’s condemnation of a union member for his ineptness and disgraceful governance.  The Contract is approximately 3 years out of date- 2 years expired and should have been negotiated 1 year prior to its expiration.  That’s not her fault.  His presidency is punctuated with thousands of teachers improperly excessed, terminated or forced retirements and failure to enforce the existing contract while more schools have been closed and employment options dimmed for WTU teachers.    That’s not Candi Peterson’s fault, either; it also belongs to Parker.  Production of a current union contract is Parker’s individual constitutional duty.  His own ineffectiveness and poor leadership skills make him desperate and dangerous to all teachers not just Candi Peterson!

Sincerely,

 

Nathan A. Saunders,

General Vice President,

Washington Teachers’  Union,

Nathansaunders.blogs.com

202-213-7081

Lite and Smoothly Artistic

I have not done much lately in the arts mode so check this out.

One-of-a-kind R&B group Naturally 7 beatboxes an orchestra's worth of instruments to groove through their smooth single, "Fly Baby."

The group Naturally 7 practices vocal play -- the art of using the human voice to mimic instruments. It's as if a beatboxing troupe decided they could "-box" a whole orchestra: flute, horns,…

Killing the Messenger- Part 1- Plot to ensure no dissent among DC Teachers

I recieved numerous telephone calls and appreciate the many words of support.  My heart has been warmed by offers of opening the union office at night when you got off work and donations of your leave to me so that I can be at the union office.  Most of all, I am proud to be regarded as a straight shooter who members can trust no matter what the personal cost.  Killing the Messenger - Part II will address the specific plot tactics.  Only last Thursday, April 30, 2009 DCPS came out with some bomb shell documents refuting certain misinformation offered by President George Parker. The documents indicated dates, places, who, what, when and where the private deal occurred.  George Parker lied to the Executive Board, Representative Assembly, WTU legal counsel, media, and all of us.  He did negotiate a private deal which covered all employees except me thereby adding to the probability my leave of absence application would be denied. 

In the coming paragraphs I am going to lay out the documents as succinctly as possible.  Yes, the “Turner at Green Elementary School” documents are included.  While my argument is in-depth, it will provide interesting reading for any DCPS teacher, public school activist, legislator or union commentator.  It clearly demonstrates DCPS mistakes while taking punitive personnel actions.  What appears to have been a long period of time to resolve a problem actually amounted to having 4 business days.  Only after the letter of rejections of my leave of absence application was it clear there was a plot.  After being stonewalled in an attempt to find out the truth I understood my union was intimately involved in my attempted demise.     WTU/AFT colluded with management to destroy a union member-plain and simple.  It is ugly but honest.  This was a plan to end my teaching career in DCPS, my ability to hold elected office in the WTU and deny teachers their rights.  The ultimate external benefit to the conspirators was to create a “chilling effect of quieting the entire membership” and getting teachers to sign an upcoming WTU contract out of fear with no dissenting voices.   The benefit to President George Parker was absolute control immediately and no General Vice President Nathan Saunders as Presidential candidate in 2010.  If the ultimate goal (my termination) was achieved I would not be able to run for any union office as I would not be a union member/teacher in DCPS.  He also got the opportunity to say Michelle Rhee, the union buster, did it.   The attachments also revealed the origin of the problem which was not dereliction of duty but the transition of the DCPS system into a mayor controlled system.  Normally, when personnel related issues arise there is a quieting of the activity resulting from refusal to release personnel documents.  Download Saunders attachments.  I want you to see our union and our school system’s work.  You will find out shortly the notice to return to duty was maliciouly leak to the Washington Post.  You will see the misinformation reported in the media from those teachers and union members are supposed to trust is alarming.  For example, it is a mistruth that I fail to apply for a leave of absence and I was derelict in my responsibility.  Per DCPS’ attorney my leave of absence status stayed the same until DCPS contacted me. 

Donald Trump and Michelle Rhee profit from "You're Fired."

   

Once again, DCPS is enjoying its year end ritual of firing teachers also known as the "culling season." Probationary teachers will be terminated "just because" not for "just cause." Reasons will be based on personal preferences of race, creed, sex, or income which will never be divulged for legal purposes. All new DCPS teachers have a 2 year probationary period requirement. Chancellor Michelle Rhee via Deputy Chancellor Kaya Henderson principals a written communication any probationary teacher may be terminated without stating a cause as a matter of rule. Last year's copy of the correspondence was intercepted. The principals are informed not to give a reason. It happened to more than 70 probation teachers some with teacher excellent ratings last year. Invariably, Principal and adminstrator personal preferences amounting to discrimination based on race, creed, religious background, gender, age, union activism or income are cloaked in terminations without cause.  Many teachers oppose the long probationary periods as a practice. 

Via confidential sources, this morning I was notified names are being amassed for a list of probationary teachers to be fired.

Poverty and Potential: Out of School Factors and School Success

A new report makes a case for paying more attention to the critical role that out-of-school factors—such as inadequate health care, food insecurity, or environmental pollutants—have on children's school success.

"Inputs to schools matter," writes the report’s author, Henry C. Berliner, a professor of educational leadership and policy studies at Arizona State University in Tempe. "As wonderful as some teachers and schools are, most cannot eliminate inequalities that have their roots outside their doors."

Scheduled to be published jointly on March 9 by the Education and the Public Interest Center at the University of Colorado at Boulder and ASU’s Education Policy Research Unit, the report echoes a call made last year by a separate group of researchers and former federal officials. In advertisements in national newspapers, the ad hoc coalition advocated a "broader, bolder approach to education" than the narrow emphasis on student achievement embodied in efforts such as the federal No Child Left Behind Act, ("2 New Coalitions Seek Influence on Campaigns," June 18, 2008).

So you think your sick...

 

Teachers physically beaten for students low test scores...

I could not make this stuff up. They wrote it better than I could.   Is this the future?

The Tanzania Teachers' Union is taking legal action after 19 primary school teachers were caned.

The teachers were caned by a police officer, some in front of their pupils, after an investigation into poor exam results at three schools.

Ativus Leonard, a 33 year-old teacher at Katerero Primary School, 20 miles outside the regional capital Bukoba, and one of the victims of the caning, told the BBC what happened:

On Wednesday morning, the District Commissioner came to our school. He met with the head teacher and called a staff meeting.

Once we were gathered, the DC told us that they had been keeping track of the teachers who arrived late for work.

He read out the names of the teachers in question. I was one of them. I had been late for work twice in the last month.

He asked each of us our reasons for being late. I told him there were different reasons. It could be family problems, or if I had been feeling unwell.

Economy's Impact on DCPS Teachers Compensation and Working Conditions

Finally, the WaPo is starting to talk about the economy and its direct impact on teachers’ compensation and working conditions.   Pay attention to these highlights from Pay Raises Victims of School Budgets by Michael A. Chandler.

• Many students will join bigger classes next fall. More than 1,000 teaching and support positions will vanish. Teacher pay will stagnate. Some schools will close.

• Last night, the Fairfax County School Board unanimously approved Superintendent Jack D. Dale's $2.2 billion budget for the fiscal year that begins in July. It reduces annual spending by $10 million, in part by freezing employee salaries and raising the average class size by half a student.

• Alexandria School Board unanimously approved a $197 million spending plan, $2 million less than this year's budget, that calls for a six-month delay in seniority raises, omits cost-of-living increases and reduces custodial service.

• The Loudoun School Board last week approved a $747 million budget, with spending essentially flat, even though officials expect 2,400 new students next fall, a 4 percent increase.

• In Prince William, the superintendent's proposal would freeze teacher salaries, cut about 450 positions and raise average class size.

• In the District, Mayor Adrian M. Fenty (D) is expected to deliver the city budget to the D.C. Council on March 20. It's too early to say how schools will be affected, but the city is grappling with a revenue decline of at least $300 million in the next fiscal year.

• For the 128,000-student Prince George's County school system, interim Superintendent William R. Hite Jr. has proposed a $1.7 billion budget that would cut at least 900 positions, close as many as 12 schools and increase class size from first through third grades.

• To cut costs, the Montgomery school system has reduced programs and persuaded employee labor groups to give up a contracted 5 percent salary increase.

Hopefully, this conversation is seeping in DCPS teacher lounges.  Others think this is a worthwhile topic.  This long-term recession is here to stay and how the economy responds to stimuli will determine its future.  No matter what the lights must stay lit and the house warm in the winter.  It does make me want to dip into some DCPS economics and social studies classes to see what the kids are learning about this economy.  Yes, sometimes I missed being in the classroom and just teaching this stuff.  Teaching is always an opportunity for learning for teachers too.  In surrounding jurisdictions the labor organizations used their negotiated compensation chips to cash in on some job security.  Fundamental common sense. What will DC teachers secure via the proposal submission?  I would answer but I do not know what is in the final proposal submission.  This is an important principle DCPS teachers need to use when we analyze this proposal. 

Media Speculation on the attitudes which comprised the proposal submission

Must Read article on proposal submission to management. It raises some interesting questions. What do you think? Diff. Instruction, any reform is on the table, removing students from the classroom. The sooner members get a copy of this proposal the quicker we can make up our own minds. I want to know what teachers think. Also, who are the veteran teachers Rhee is using for the performance appraisal document? 

AMERICAN PROSPECT D.C. TEACHERS' UNION RELEASES COUNTER-PROPOSAL. In late September, D.C. schools Chancellor Michelle Rhee presented the Washington Teachers' Union with a contract that, if put into practice, would be the most radical overhaul of teachers' work rules attempted since the rise of the teachers' union movement in the 1960s. The contract created two employment ladders for teachers. The "green" track would require teachers to give up tenure in exchange for the possibility of large merit-pay bonuses financed by philanthropies. Under the "green" plan, teacher salaries could reach $130,000. Alternatively, teachers could choose to retain their tenure privileges and stick to a traditional, seniority-based salary ladder with a lower ceiling. That would have been the "red" track. The symbolism was clear. Tenure was "stop;" the slow, reactionary, path. Merit pay was the "go" option. Ever since American Federation of Teachers president Randi Weingarten appeared at the National Press Club in November to announce that she was ready to negotiate with union-skeptic education reformers, and that "no issue should be off the table, provided it is good for children and fair to teachers," the eyes of edu-wonks nationwide have been trained on D.C., curious to see whether the union will make major concessions. Today the Washington Teachers' Union, the AFT's local affiliate, finally released their counter-proposal. But by the look of the public one-page summary document, it will remain difficult to reach common ground. The WTU's focus is on improving professional training and evaluation processes for teachers, and on making the school environment safer. In an interview last week, WTU President George Parker said D.C. teachers need training on "differentiated instruction," a method of tailoring the same lesson to the varying aptitude levels of students in one classroom. Parker also said D.C. needs to pull special education students and students with severe behavioral problems out of regular classrooms. But Rhee has frequently advocated for mainstreaming, and often publicly rails against special education lawyers and their attempts to procure privileges for their clients. Significantly, there is no mention in the WTU document of the most controversial aspect of Rhee's contract: the merit pay provisions. But in an interview with me two weeks ago, for an article that will appear in the Prospect's April print issue, Weingarten signaled that the union could accept some differentiated pay, but ideally only under a system that assessed the improvement of entire schools, instead of attempting to correlate individual students' achievement to the performance of their particular teachers. Rhee has appointed a working group of veteran teachers to create a new evaluation system, in an effort to reassure teachers that more than standardized test scores will be used to assess their performance under her plan. "The vast majority of teachers don't teach tested grades or tested subject areas," Rhee told me. "So clearly we have to put together an evaluation process that takes into account some measure of student achievement. But there are multiple ways to measure the academic progress of kids. We obviously want to look very carefully at the observation of classroom practice, and to do that in a much more robust and meaningful way." For Parker and Weingarten however, evaluation can only come after a serious look at D.C.'s instructional priorities -- what is taught and how. As long as Rhee believes staffing issues -- including the firing of ineffective teachers -- should precede an examination of D.C.'s classroom policies in areas such as curriculum and behavior, negotiations may be tense. --Dana Goldstein  

Titans Clashing does not include WTU President?

I was wondering how long the Washington Post Reporter Bill Turque could write on the constitutional responsibility of the WTU President without mentioning the WTU President?   Eighty per cent of the article is done before George Parker is even mentioned.  The article is generally pretty good for a biased newspaper but Turque is the exception to the Washington Post's jaundiced point of view.  Overall it is balanced and a must read for direction.  Once again the members find themselves depending upon the Washington Post for an understanding of what's happening.   Technically, this responsibility is George Parker's.  I am sitting watching the Super Bowl and no robo call.  That is a bad sign.  George Parker probably did not submit a proposal to Rhee.  Neither Weingarten, the WTU Executive Board nor I can do it.  What is the excuse this time?

 

New Blog information, Updates, and Features

I have Included some new cool stuff to keep you busy on my blog.  Check out the new widget additions on the side panels.  Includes pic, national and local education news with a teacher and labor focus.  The blogsphere is the future! 

The best Inauguration benediction was done for President Obama

This benediction by the Reverend Joseph Lowery was a personal highlight for my son and I as we watched the inauguration.  It is a definite keeper. I hope you enjoyed it as much as we did. 

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Testimony debunking Rhee's Teacher Quality Myth at DC City Council

Here is a copy of my written testimony before the city council concerning the issue of teacher quality.  All testimony is available for the record via this video version.  

Committee of the Whole
Public Hearing
Human Resources and Human Capital Initiatives
District of Columbia Public Schools

January 16, 2009

Testimony of Nathan A. Saunders
General Vice President
Washington Teachers’ Union, AFT Local 6, AFL-CIO
 

 
     Good morning Councilmember Gray, Members of the Washington, DC City Council, the General Public and employees of the District of Columbia Public Schools. My name is Nathan A. Saunders.  I am the General Vice President of the Washington Teachers’ Union.  I am a native Washingtonian and the highest ranking WTU elected official who pay taxes and resides in the District of Columbia.  In addition, I have a decade of service to the DCPS as a Certified and Highly Qualified Teacher in Social Studies, most notably at Anacostia Senior High School and Ballou Senior High School.

     I want to thank this council for attempting to live up to its responsibility of DC law 17-001 “The District of Columbia Public School Reform Act of 2007” by being an active partner in the public education process.  This public hearing is an example of your commitment, although much like the circumstances of the WTU, many times the same folks who courted you to get to the party now act as if you don’t exist.  But that is okay, we will persist forward for students of the DC Public School System.  
    

    Surely, I could write a dissertation’s worth of comments on the topic of today’s hearing regarding Human Resources and Human Capital Initiatives within the DCPS, however, the three minute time frame will limit my discussions today significantly.  The focus of my comments are directed toward the components of “Great People” as reflected in the Working Draft:  Making Student Achievement the focus: A five-year plan for the District of Columbia Public School as of October 2008.  It goes without saying that current conditions of progress amongst students and teachers in DCPS are not acceptable.  Not because of the foreword citing statistics in this report, but because the people on the front lines think that much more can be done academically for students and teachers.  Unfortunately, many employees on the front lines see teachers and students as the victims of abuse.  And frankly, I must agree.