My Take on Bargaining

Tuesday, 13 September 2011

· The Tacoma Education Association (#TEA) is currently on strike. #Tacoma Public Schools is at a stand-still and students are at home. (Don't worry kids, you'll still get to make up the time. I'll be with you during the summer too.)

I really don't like striking. To me, it is an antiquated method of passive rebellion. It just isn't my style. I have other things of value to my school district... like my words. So, here come some ...

One of the most frustrating things for me has been the constant wonder about the level of bias in the information I've received.

Below, you will read the exact post from the school district.

In Red my thoughts, including what I've heard from the TEA.

I'd like you to read it and let me know what you've heard. Maybe we can compile it all and ease some of the confusion.

I learned today that in the negotiation process there are "Proposals" and "Suposals." There is an understanding that Suposals not be published because they are like brain storms as they try to compromise on the Proposals.

TPS published its most recent Suposals in the chart below to compare to the Union's Proposal from the start of contract negotiations.

The following table provides a side-by-side comparison of the latest proposals offered at the bargaining table between Tacoma Public Schools and the Tacoma Education Association on the three main unresolved issues.

Issue: Class Size

Tacoma Public Schools

Maintain the existing class size limits in the current collective bargaining agreement

Tacoma Education Assn.

Reduce class size limits by 1 at each grade level

As stated above, this was the Proposal from the TEA. The current proposal is to maintain class size limits, so most of the information is out of date.

Notes

· The District withdrew its original proposal to increase class size; TEA has not changed its position on reducing class size since negotiations began

· The TEA proposal ignores the fact the district has lost $13 million in state funding for smaller class sizes

· The TEA proposal would cost the district an ongoing cost of $1.8 million a year

Issue: Dealing with the State’s 1.9% reduction
to the teacher salary schedule

Tacoma Public Schools

The TEA bargaining unit can accept one of the following options:

Option A

Maintain the current salary schedule
AND
Effective Sept. 1, 2011

· One (1) less personal day

· One (1) less individual optional day

· One (1) less building day

OR

Option B

Reduce the salary schedule by 1.35% and offer teachers the equivalent of 2.5 furlough days and scheduled individually in full- or half-day increments with the principal.

For A and B, the District will reinstate these days should the Legislature reinstate the 1.9% reduction

For A and B, reopen the contract to address salaries for the 2013-2014 school year.

Tacoma Education Assn.

Maintain the current salary schedule

Convert 4 full student days to 4 half days

One of the latest proposals I heard from the district was for teachers to take 4 half days. These days will be covered with substitute teachers. I have 3 issues with this:

1) How is hiring substitutes saving the district money?

2) In the past, we were told that to avoid being absent to help our students succeed more.

3) Over the last 3 years, I can't count the number of times I've had 40+ kids in my classroom because the district couldn't find a substitute for another teacher in the building.

Notes

· The TEA proposal maintains their consistent goal of achieving a pay increase despite funding cuts

· The TEA proposal results in teachers working fewer hours in classroom for the same pay

· The TEA proposal reduces student learning time by making four full school days into four half days

· The TEA initially proposed to increase salaries by 1%

· The TEA proposal has not changed since August 31

Issue: Assignment/Reassignment/Involuntary Transfer

Tacoma Public Schools

For the 2011-2012 School Year

Maintain current seniority-based standard

Establish Joint Committee with TPS and TEA to review best practices related to credentials, performance and building fit as categories for decision-making; Superintendent and certificated staff to meet in groups to develop additional input from staff; accept anonymous feedback electronically.

In July 2012, the Committee shall meet to prepare findings and recommendations to be provided to the Superintendent and TEA President.

Establish a Peer Review Committee of 5 to 7 K-12 certificated employees who have applied for and been trained to accept petitions from employees who disagree with a displacement decision. The review will be blind and Committee members will not know the identities of the Principal and staff involved. The Committee will make a recommendation on the petition to the Superintendent. Committee recommendations and the Superintendent’s decision will be subject to Article XIV- Grievance Procedure, including arbitration by a neutral third party.

For the 2012-2013 School Year

Revise contract assignment/ reassignment/involuntary transfer criteria:

With all criteria being equal, the district will involuntarily transfer the least senior employee; provided, however, an employee will not be involuntarily transferred if another employee volunteers to transfer. The criteria include the following:

1. Requirements of the position

2. Endorsements

3. Highly qualified status

4. Appropriate Certificate

5. Evidence of setting high expectations of learning and respecting student differences

6. Evidence of creating and maintaining a safe and effective learning environment that supports learning for all students

7. Demonstrating knowledge of subject content and elements of effective instruction

8. Using ongoing assessment to reinforce and evaluate student achievement as well as planning instruction

9. Contributing to school effectiveness through collaboration with others

10. Promoting positive interactions with families.

An employee will not be involuntarily transferred if another employee volunteers to transfer, provided the volunteer is considered to be equal in regards to the above criteria.

Tacoma Education Assn.

Continue the current language: “The District will involuntarily transfer the least senior employee within the staffing category; provided, however, an employee will not be involuntarily transferred if another employee volunteers to transfer.”

The union has agreed to the first 4 items on the proposed list... so I'm not sure where the impasse is on this issue. I confirmed this with TEA President Andy Coons this afternoon.

I don't know how the district came up with the final statement in this section. I haven't met a single teacher who thinks seniority should be the only consideration. I've never heard anyone say seniority was more "student centered."

The difficulty with #'s 5-10 is they are subjective. Let's take #10 for example:

I happen to work in a school with fabulously supportive families. I think I've had great relationships with most. However, I do know of one family that called the principal, administration and the media to complain about me (not that I'd ever met the person who was complaining; they never showed up to any of the conferences we arranged and they never talked nor emailed me). How many phone calls has my principal recieved that I don't know about? How many positive letters from families would I need to counter that one interaction?

Notes

· TEA has not changed its proposal since August 31

On Saturday, Sept. 10, the district offered to change its proposal to make displacement decisions based on the following:
• Length of service
• Experience
• Building Alignment
• Ability
• Credentials

Furthermore, the district was willing to agree that an employee’s prior evaluation shall not be used for purposes of making displacement decisions and was willing to negotiate over the types of supporting materials behind these factors.
The TEA rejected this “culture change."

· TEA believes straight seniority is more student-focused than the TPS proposal that takes into account staff credentials and performance, as well as building fit, and which uses seniority as a tie-breaker.

Well, I've got to get to bed. I'll be at Jason Lee at 6am tomorrow. At least there is a Starbucks across the street so I can enjoy a warm cuppa while I march. I'm not even asking for equality. I'd just like to be understood.