Salary Comparison

As I was doing a little research to answer a question, I found something surprising.  Jordan has a better salary schedule than most surrounding districts!  Salt Lake District has always paid more.  While steps have not been paid 3 of the last 5 years, including the 2013-14 year, and lanes have not been paid 2 of the last 5 years, including the 2013-14 year, teachers in Jordan are making a comparable salary to other Wasatch Front districts.  I'm not trying to make us all feel better that we are not receiving what JEA sees as contractual step and lane payments, I was just surprised at how well we compare. 

Examples from 2012-13 with links to salary schedules:

Bachelor's Step 1:

• Jordan: $32,889
• Canyons:  $32,689 (download from the link)
• Murray:  $34,754
• Salt Lake:  $37,280
• Alpine:  $32,018
• Davis:  $32,816 (page 17 of their agreement)
• Tooele:  $32,813

Master's Step 10:

• Jordan:  $51,552
• Canyons:  $51,238 (download from the link)
• Murray: $50,145
• Salt Lake:  $56,218
• Alpine:  $47,806
• Davis:  $46,580 (page 17 of their agreement)
• Tooele:  $46,817

May Council of Local Presidents

The Council of Local Presidents met on Saturday.  Most of the discussion was updates on negotiations throughout the state. There are some associations close to settling.  Some districts should have steps, lanes, COLAs, and/or a bonus.  One district is finally getting a step after two years of being frozen.  Another district is getting a half step, just as they did last year, which is essentially a step every other year.

Two districts will be implementing new salary schedules.  They are both different from Jordan's traditional salary schedule and different from each other.

Changes to evaluations is at the forefront of UEA's work currently.  This will be a focus of UEA's Summer Leadership Academy. 

I was elected CLP Vice President for 2013-14.  I hope I can represent my fellow local presidents well.

Relationship By Objective

On March 21 and 22, members of the JEA Negotiations Team met with members of Jordan District Administration and School Board in a Relationship by Objective Training facilitated by LaVonne Ritter, the Federal Mediator who has worked with us over the past four years.  The goal of the training was to move from an adversarial relationship to a collaborative partnership.  Recognizing the many pressures facing public education, we must work together to find solutions that are mutually beneficial to all parties.  Improving the quality of the working relationship between the District and JEA will improve the quality of education students receive.

Roxane Siggard, Richard Osborn, Dr. Patrice Johsnon, Vicki Olsen, Susan Pulsipher, Tiffany Hardinger, Melissa Brown, Jennifer Boehme, Heather Reich, Cindy Carroll, Scott Thomas, Dr. Anthony Godfrey

Richard Osborn, Isael Hermasillo (mediator in training), Dr. Patrice Johnson, Vicki Olsen, Susan Pulsipher, LaVonne Ritter (mediator), Tiffany Hardinger, Melissa Brown, Jennifer Boehme, Heather Reich, Cindy Carroll, Scott Thomas, Dr. Anthony Godfrey

Our signatures committing to the objectives we set during the training.

2012-14 Licensed Contract Settlement

The following is a chart about the email sent by the District yesterday.

JORDAN DISTRICT EMAIL	JEA STATEMENT
From the start of negotiations on May 1, the Board offered its best contract terms, which were essentially what the JEA negotiations team accepted on September 13.	The part of the final agreement that was not in the original offer was JEA’s ability to continue to negotiate policies that impact salary, benefits and working conditions.
Under the new contract, licensed staff will receive an increase in compensation over two years.  The agreement includes steps and lanes the first year, with the contingency of further increases if legislative monies are made available the second year.	The language in the agreement around the second year is “unless the Legislature commits new and unencumbered funds specifically directed to teacher salaries and benefits”.
The Board did not propose altering these policies as part of their original contract offer to the JEA.	The original offer explicitly excluded current negotiated policies affecting salary, benefits and working conditions and JEA’s ability to negotiate changes in the future.
Contract Negotiation Timeline May 1—Contract negotiations began. June 22—After five meetings, the JEA declared an impasse. Aug. 24—Federal mediation began at the request of the JEA. Aug. 21—The Board settled contract negotiations with the Jordan Employee School Professional Association (Classified Employees). Sept. 13—The Board and the JEA reached a tentative agreement after meetings and communications with the federal mediator. Sept. 24—The Jordan Education Association ratified the agreement. Sept. 25—The JSD Board of Education ratified the agreement at their regular board meeting.	Contract Negotiation Timeline February 2—Interest-based Bargaining (IBB) Training with the District Team, JEA Team and leadership from both groups facilitated by a federal mediator. April 19—Initial meeting where the District told JEA that IBB would not be used and their team would be led by a third party “broker”/attorney. May 1—Contract negotiations began. June 22—After five meetings (maximum of six meetings allowed as set forth in policy A6 Negotiations), the JEA formally declared an impasse as provided in policy A6 Negotiations.  Also in A6 Negotiations is the following statement:  “Immediately after declaration of impasse by either party, the Board will invite the employee agent group to participate in mediation using the services of the Federal Mediation and Conciliation Service.” Aug. 24—Federal mediation began at the invitation of the Board. Sept. 11—The Board and the JEA reached a tentative agreement after one mediation session and multiple telephone and email communications with the federal mediator. Sept. 24—Members of the Jordan Education Association ratified the agreement. Sept. 25—The JSD Board of Education ratified the agreement at their regular board meeting.
Both sides employed the services of an outside professional to reach this settlement.	Jordan UniServ Director Cindy Carroll has job responsibilities which include negotiations consultation and support in addition to advocacy, representation, and membership.
For many years, only the JEA used a non-district employee for their negotiations.	JEA members are represented at negotiations by JEA members.  In addition to three classroom teachers, JEA has always had a UniServ Director on the Negotiations Team.  UniServ Directors pay dues and are members of JEA.
This is the Board’s first year using an outside professional.	JEA is disappointed the District chose to have a contracted attorney as their lead negotiator.
The Jordan School District Board of Education looks forward to working collaboratively with all staff as together we continue to provide exceptional learning experiences for all of our students.	JEA hopes “working collaboratively” means the District will return to their past practice of sending District employees who are invested in collaborating with educators for the success of teachers and students to negotiations in the future.

School Board Meeting

My comments about the negotiated agreement to the School Board at last night's meeting are below. 

President Bojak, members of the Board, Dr. Johnson, and Mr. Jolley, the membership of JEA has voted to ratify this contract and I encourage you to vote for it as well.  While the negotiations process has been long and difficult, teachers are grateful for steps and lanes this year and the ability to continue negotiating policies that impact our salary, benefits, and working conditions.

JEA appreciates the amendment to GP 115 in recognizing negotiated policies.  Thank you for making that change.

The majority of teachers in Jordan District want to do what is best for students.  They take classes on how best to implement the new Core.  They work with their team or department in PLCs, collaborating and helping each other know how best to work with students to show learning gains.  Collaboration is needed at every level of this District, including in classrooms, schools, departments, the Administration, the School Board, and between the Administration and JEA, and the Board and JEA.  JEA’s mission is a Great Public School For Every Child.  Jordan District’s mission is to “Provide excellent educational opportunities for all students and ensure quality teachers, administrators and support staff.”  You need us, the quality educators who work with students every day, to make this mission happen.  Let us work toward more effective collaboration in all that we do.

General Membership Meeting - Negotiations

About 70 people attended the General Membership Meeting held last Friday.  Good questions were asked about the proposed agreement reached between JEA and Jordan District.  All JEA members are asked to reach out to school board members and district administration and share with them the great things that are happening in their classrooms in addition to the frustrations and challenges.  As you contact school board members, remain professional and work to build a relationship where they will recognize you as the expert in your classroom!

Negotiations/Mediation Update

The following message is from Melissa Brown and Karl McKenzie, JEA Negotiations Team:

 

Our negotiations update on August 29 was to share news about the Jordan School Board’s decision to postpone taking action on a new District Policy (GP115) which would govern how current policy changes and new policies would be initiated in the future.  We also updated you on the mediation process.  On Friday, August 31 the Negotiations Team worked with Ms. Ritter, the federal mediator, via teleconference for several hours in order to come to an agreeable compromise.  Ms. Ritter took the compromise back to the District’s representative, Blake Ostler, and is scheduled to have another teleconference with him tomorrow.  We hope to find the District agreeable to our counter proposal.

Under current policy, A6 NEG:  Negotiations, the mediation process is allowed 45 days to be completed.  The District Team concluded mediation on August 31 at 8:00 p.m. when they were unable to continue without polling the Board.  Therefore, the JEA Negotiations Team sent a written request to the Jordan School Board for an extension of the mediation timeline to the end of September.  We received a reply on September 4 from Board President Rick Bojak, granting an extension to the mediation process until noon on September 11.  This was surprising because the success of this mediation is currently in the District’s hands. JEA has notified the federal mediator of this shortened timeline and continues to wait for a response from the Jordan School Board following our last mediation communication on Friday, August 24. 

 

We will update you as new information becomes available.  Thank you for your overwhelmingly supportive messages and for your continued membership.

Online Policy Review

As the Year Round teachers have already been told, everyone will be required to do an online policy review (similar to the one required by the state for re-licensure) entitled "Crucial Policy Review for Licensed Employees."  It is a "class" you will be registered for on JPLS.  There are six sections and a total of 42 questions.  You can do one section and save you answers to return to later.  The instructions indicate that the entire review should take about two hours.  This is in lieu of having a review done by your principal during the preparation days before school starts.  JEA brought this idea to negotiations in 2011, and the District has proceeded with our idea. 

I did the review and found it helpful to have a second browser window open to the policy (there is a link to each one within the review quiz) to make for easier reference.  I am quite familiar with Jordan District policies, and the entire review took me about 30 minutes.  I missed three questions.  You do not have the opportunity to redo your answers once you submit a section of the quiz.  All employees must complete the review by September 28.

School Board Meeting

Thanks to all the JEA members who attended the School Board Meeting last night.  We had about 50 people there in blue shirts.  All who spoke to the Board were respectful and spoke from their hearts!  I was asked to post my comments.  If others who spoke have their comments to post here, please do so, or email them to me to add.  You can see general summary of comments on the JEA Facebook page.

President Bojak, members of the Board, Superintendent Johnson, and Mr. Jolley, I stand before you tonight to express the disappointment felt by members of the Jordan Education Association regarding the negotiations process chosen by the Board this year.  With the election of new school board members and the appointment of a new superintendent, employees throughout the District felt calm, happy, and hopeful that morale was turning around.  The JEA Negotiations Team was looking forward to collaboration that Interest-based Bargaining brings.  That hope was lost when JEA was informed that the Board chose to “broker” negotiations by sending an attorney to the bargaining table.  The attorney you chose is not respected by his colleagues and is not a friend of public education in general. 

            As a school board, you have embraced collaboration and encourage collaboration at all levels of the District; yet, sending a broker to negotiations prevented collaboration.  As a school board you are all in support of the Leader in Me program in the elementary schools; yet, sending a broker, a person who is not invested in the success of students in the District, made synergy used to reach a win-win situation impossible.  As a school board and administration, you tell teachers how valuable and important they are; yet, teachers do not see your actions matching your words.  If the end you had in mind was to improve educator morale, you have not succeeded.

            JEA members are very concerned over the language in your proposal that would take away our right to negotiate policies that impact educator benefits and working conditions, some of which have been negotiated since 1969.  Based on a Dan Jones Survey in 2011, the public is in favor of teachers having a say in their salary, benefits, and working conditions.  As the president of JEA, I share these concerns in the hope that mediation will proceed in a more collaborative manner.

Comments by Heather Reich

My name is Heather Reich.  I teach sixth graders at Majestic Elementary and I love my job.  The only things I don’t love about the “3 Rs” are the 3 Ps: Paperwork, Politics, and Pay.

Paperwork – I know you can’t do anything about that.  I am learning to manage this as I gain more experience and knowledge about my profession.

Politics – That’s you.  You’re elected officials.  You have to please your constituents.  Like me – I’m your constituent.  My students’ parents are your constituents.  We want you to support public education by fairly compensating teachers.  Students in Jordan District deserve the best teachers – highly qualified teachers – not just the most affordable ones.  New teachers are working in Jordan District for three years, benefitting from our Mentoring Program, earning career status and leaving.  That is not what’s best for our kids and our community.  Just as teachers will leave the district – your voters will leave you if you fail to invest in experienced and well-educated teachers.

Pay – You can help with this, too.  Jordan’s last offer to teachers was a two-year deal that would fund steps and lanes for one year and not the next.  This means that you have the money to fund steps and lanes – at least for a year.  This year.  Offer teachers a one-year deal.

Please participate in negotiations and do as twenty-two other districts have done and fund steps and lanes.  Let us know you care about students in your district as much as other districts care about theirs.  Invest in experienced teachers who increase their own education.  That’s what’s best for the kids of Jordan School District.

Comments by Glenda Adams

Dear Board,

I’ve come to speak to you today because I am so disappointed in your decision to stop open communication with your employees by bringing in a broker/lawyer to the talks about salary and policy decisions. How is this going to help build a trusting relationship with your employees? I believe it will tear apart what has been building over the last year.

My school has recently been training to implement the 7 habits of the leader in me within our school. This isn’t a new program but rather a new way to build lasting habits for life. These habits are to help our students and us to learn and practice daily tools/habits to put our best efforts first. It is to teach us how to build deep lasting, highly effective relationships with other people in our school/workplace and at home. Habits such as; Seek First to Understand, then to be Understood, to Think Win-Win and to Synergize by working together for better solutions.

Your actions to stop open collaborative talk with your employees are speaking louder than you words and do not show a highly effective relationships with us. This board along with our new superintendent started to make positive steps forward with their employees by meeting with us but I’m sad to say that now your actions will begin crumbling the foundation of our trust. No one will win, there will be no best efforts to build upon and working together for better solutions will not be decided collaboratively. 

Please reconsider your decision to communicate with employees solely through a lawyer/broker. Let’s come to the table to help all of us work together for better solutions. Let’s all win and be proud of our “new” “kinder” ‘better and effective’ district that we have been working on up until now.

Thank you, Glenda Adams

Comments from James Maughan

Board Members and Superintendent Johnson:

On June 25, teachers in the district received a statement via email describing the current impasse in negotiations.  I would like to respond to this statement.

It is true that the JEA rejected your litigating attorney’s tainted offer of lane increases.  The offer was rejected because teachers refuse to relinquish 30 plus years of negotiated policies that have improved working conditions for teachers and learning environments for students.  Your attorney’s goal, and I assume yours, since he is your representative, is to eliminate collective bargaining for teachers.  This is unacceptable.

The statement also mentions the unsolicited two percent bonus awarded to teachers last year.  In other words, the board secretly appropriated a $4 million benefit without consulting the professional teachers’ association.  This was done strategically.  Teachers were not bumped up on the salary schedule, thereby avoiding future financial obligations, and the board would appear generous to the public.

I would also like to clarify the phrase “a substantial salary increase.”  We teachers are not asking you to fund extravagant lifestyles.  We are simply asking you to honor the promises you made when you hired us; if we remained loyal to the district and provided a quality education for the students, we would be compensated accordingly.  You have failed.

Finally, the statement suggests that a choice must be made between providing a quality education for students and boosting the needs and morale of teachers.  The choice is false.  We teachers provide the best education we can with the resources you have provided, and will continue to do so.  However, if you cannot provide competitive financial compensation, highly effective teachers will seek positions with other districts.  Ultimately, the families in the Jordan School District will suffer.

You, Jordan School Board must provide resources for recruiting and retaining excellent teachers, and thus a quality education for the students.

I have just publicly reprimanded and criticized you.  I now invite you to visit my classroom – any day, any period, and let me know how I am performing.

Thank you.

Comments by Robin Frodge

Good evening Board, Superintendent, and Mr. Jolley.

 My name is Robin Frodge, and I am a Special Education teacher at West Jordan High School.

 I was very disappointed in my school district when I heard that even though Jordan's nighboring districts were offering steps, lanes, and COLAs, Jordan was not making a similar offer to its employees.

 I do not know why the School Board didn't direct the District Office to prepare a budget that included funding for employee salary increases similar to other school districts'. That is a major piece of how we will restore employee morale and ensure quality schools for Jordan District students.

 I encourage the Board at this point to quickly move toward a positive resolution of negotiations with your employees.

 Thank you.

Negotiations Impasse Media Release

June 26, 2012

Contact: Jennifer Boehme

President, Jordan Education Association
Telephone: 801-262-2449 ext. 2

Email: jennifer.boehme@utea.org

Jordan Teachers Declare Impasse in Contract Negotiations

The Jordan Education Association (JEA) today announced it has declared impasse in contract negotiations with the Jordan School District for the 2012-13 school year and will enter mediation according to Utah State Law.

JEA is asking for mediation because of the school district’s failure to provide adequate resources to ensure the recruitment and retention of quality teachers in Jordan School District. JEA also opposes a district proposal to eliminate the voice of teachers in negotiating policies that impact the student learning environment and employee working conditions.

One issue leading to impasse is the district’s proposal to end the practice of collaborating with educators in negotiating policies that impact the student learning environment and teachers’ working conditions. “JEA believes it is vitally important for the voice of teachers and other employees to be heard and considered when addressing policies that are important to students’ learning conditions and teachers’ working environment,” said JEA President Jennifer Boehme.

Negotiating this year through a hired attorney rather than directly with educators, Jordan School District extended an offer that included increases on the salary schedule for the 2012-13 school year, but no increases for the 2013-14 school year unless the Legislature were to provide funding specifically for that purpose. The Legislature has never earmarked money specifically for step-and-lane salary increases.

“We are concerned that the district’s unwillingness to consider salary increases for the 2013-14 school year puts the district at risk of losing quality teachers to surrounding school districts that are providing increases,” said Boehme. Because of budget shortfalls, Jordan School District teachers agreed to forego step-and-lane salary increases during two of the past three years.

A counter-offer by JEA to accept step-and-lane increases for 2012-13 along with continuing the status of negotiated policies was rejected by the school district.

“We are disappointed the Jordan School Board elected to negotiate through a contracted attorney rather than directly with teachers,” said Boehme. “Schools work best when everyone collaborates.” The JEA negotiations team consists of three teachers who volunteer their time to represent the interests of educators.

See also Salt Lake Tribune article and KUTV 2 News story.

Negotiations Update

A message from the JEA Negotiations Team (Melissa Brown, Kara Goodwin, Karl McKenzie)

The JEA Negotiations Team met with the District's Representatives for the first time Tuesday night. The meeting began with a discussion involving ground rules for negotiations sessions. JEA presented several proposals to the District team for their consideration, including the payment of Steps and Lanes. JEA proposals were based on priorities and concerns voiced by members in the negotiation survey. JEA will meet again with the District Representatives on May 10^th and 16^th, at which time updates will be sent to the members.

Interest-Based Bargaining Training

Kitty Simmons from the Federal Mediation and Conciliation Services came and met with the District (Dr. Johnson, Dr. Godfrey, Dr. LeMaster, and Mr. Thomas) and JEA (Melissa Brown, Karl McKenzie, Kara Goodwin, Cindy Carroll, Laura Black, me) Negotiations Teams today in Interest-Based Bargaining (IBB) Training.  We spent the day learning the process of identifying issues, interests, solutions, standards, and coming to consensus.  We believe there will be more open discussion and dialogue by using IBB over traditional negotiations techniques.    Our first meeting will be March 15 to establish ground rules.

Negotiated Joint Committee

The Negotiated Joint Committee met last Thursday afternoon. We made plans for Interest Based Bargaining training for February.

We discussed the new high school parent teacher conference format to be in place for 2012-2013. Based on surveys of high school teachers and parents of high schoolers, and after extensive discussion through DAC and Negotiations, high school parent teacher conferenes will be from noon to 8:00 p.m. on the Wednesday of secondary conference week. There will be no compensation day. This will make coaches more available, since they can hold practices in the morning, teachers will not have to work two 12- hour days and then an 8-hour day before the compenation day, and there will be more flexibility for schools to decide on open or scheduled conferences, and allowing parents who work at night to attend during the day. The data on attendance and effectiveness will determine if this format will be used the next year. Middle school conferences would be held on Wednesday and Thursday of the same week.

High school collaboration was also addressed. High school principals would like to see something similar to the middle schools with common time so those who are the only teacher of a subject in a school could work with those in other schools who teach the same subject.

Nepotism is being addressed. Plesae see this blog post for more information.

Meeting with Dr. Johnson

I met with Superintendent Johnson on Monday for our regular monthly meeting.  We discussed the scheduling of Interest-Based Bargaining training, who would be attending, and what we hope to accomplish.

We talked about school climate.  In the model to which the District is moving, the School Board will hold the Superintendent accountable for results as far as student progress and learning.  In turn, the Superintendent will hold the Administrators of Schools accountable, who will hold Principals accountable, who will hold Teachers accountable.  Some schools may need principals with different skill sets.

Nepotism was also discussed.  The District policy on nepotism is not as restrictive as the Utah State Law.  Basically, more relatives are included in the State list.  Over the next three years, the District will be asking those who work "under the same immediate supervisor" (principal) to voluntarily look for a transfer to another location in order to become compliant with the law.  Please call if you have questions about this.

Elementary Preparation Time Task Force

The Elementary Planning/Collaboration Time Task Force met again yesterday afternoon.  Each person had made a proposed schedule for incorporating preparation time into the elementary school day.  Everyone approached this assignment differently, so there were lots of ideas.  Basically, to have one licensed specialist teacher (computer, art, music, P.E., etc.) per 28 classes who would teach the students while teachers have preparation time would cost between $2.5 and $3 million.  Bevan Wasden and I will make a report for the Joint Committee.  It is good to have the idea for the ideal, but money will be an issue that will make elementary preparation time something that will not happen in the near future.

School Board Meeting

Last night's school board meeting was very full.  In the study session, a new idea for high school Parent Teacher Conferences was presented.  This is the result of two years of work by DAC, the Negotiations Team, and the Joint Committee.  There was parent and teacher input via surveys in Spring of 2011.  What has come out of this is a recommendation for changing HS PTC for the 2012-2013 school year.  The goal is to increase attendance by parents, particularly of struggling students.

The recommendation is to have the Wednesday of PTC week be a day with no students.  Teachers would hold conferences from noon to 8:00 p.m. with a dinner break.  Each building would decide on a portion of time for scheduled conferences and a portion of time for drop in.  Each building can also decide if teachers would like to conference in their classrooms or in a common area. Because the conferences would be scheduled during the day without students, there would be no compensation day.  Full school days would be held every other day that week.

Some hoped for benefits include:

• Athletic practices scheduled in the morning so coaches will be in attendance at conferences
• Meet the needs of more parents, particularly those who work in the evenings
• Target students who need to have their parents come in
• Allow time for parents to drop in who prefer that format
• No 12 hour days for teachers
• Greater attendance by parents

After implementing this for the 2012-13 year, the data will be reviewed to see if the change is effective in increasing parent attendance, the main goal.

Principals will be learning more about this.  We will be looking for teacher feedback after these conferences as well to see if you found this format more beneficial than sitting in the gym for four hours.  Should you have questions, please let me know.

In the study session, the Board decided to approve two sabbatical leaves (you go to school, the District pays 1/2 salary, and you receive the EXACT position you left), two educational leaves (you go to school with no pay and you will have a job for next year which you are qualified), and leaves of absence (you take a year off with no pay and you will have a job the next year for which you are qualified).


The Comprehensive Annual Financial Report was accepted.  The auditors praised the District for being well-managed.  If you'd like details, go to Jordan District website, and you can read the full report.

JEA member Wendy Hanson of Copper Hills was appointed to be a District Math Consultant.

JEA member Debbie Brown of Bingham was recognized for winning the UEA Excellence in Teaching Award.  She is seen here with a quilt of the Periodic Table made by her students.  You can read about her at myUEA.org.

Meeting with Dr. Johnson

Dr. Johnson invited one of the District accountants to our monthly meeting.  We discussed the Year Round to Traditional pay problems.  I thought this was an issue that just impacted teachers, but it also impacts many classified personnel including principals, secretaries, custodians, and bus drivers.  Expenses are tracked by school, making the accounting more accurate.  The 13-month pay option given to schools moving from Year Round to Traditional is the best one at this point.  Other programs that were investigated included Davis District, which uses a "trusted" computer program without human checks and balances.  Clark County District doesn't pay Year Round teachers their first paycheck until September.  That is not a viable option either.  We will continue to look at this; however, the more I learn, the more I realize that what we have is probably the best possible option.

We also talked about Senator Aaron Osmond's Education Employee Reform Proposal.  Dr. Johnson is most concerned about the loss of collective bargaining or being forced to negotiate in public.  She does not see that as productive.  Should the Orderly Termination Act be repealed and/or five year contracts be established, she said the District would maintain a process for termination as well as cause for non-renewal of contracts.

She is waiting to hear from the trainer for Interest Based Bargaining.  I appreciate Dr. Johnson's willingness to work with JEA on improving the negotiations process and including JEA in designing a performance pay model.

RIS Committee

I attended a meeting this morning that is looking at how to handle RIS and transfers under the new policy necessitated by the change in the law stating districts cannot use "last-hired, first-fired" practices.  The new negotiated language allows RIS decisions to be based on school or program need and evaluations.  The RIS and transfer processes will look different in spring 2012, and this committee will be making recommendations on what that process will be.

Negotiated Joint Committee

This committee has been looking at options for high school parent teacher conferences for almost a year.  Next month, we hope to decide on a model to pilot next year. 

We also discussed interest-based bargaining and Senator Osmond's proposals.

Elementary Preparation/Collaboration Time Task Force

This negotiated Task Force met for the first time last evening.  We broke into groups of two to investigate what other districts are doing for preparation and/or collaboration time in elementary schools.  If you know an elementary teacher in another district, please send their contact information to me, so we can find as many options as possible to explore.