Tredyffrin Easttown Education Association Archives - Page 4 of 6

Tredyffrin Easttown Education Association

The teachers union in T/E school district, Tredyffrin Easttown Education Association (TEEA), provided an update on the negotiation process late last night. The basis for the union’s email was to deliver what the community members have been asking for from TEEA and the school board — transparency.

This latest press release from TEEA is comprehensive … and offers us ‘personal and up close’ information from the union’s perspective on the contract negotiation process. (Something that many of us have asked for, but told was not possible during the ongoing contract negotiations). With this latest communication, TEEA is laying the gauntlet down, providing us with documents that range from copies of their initial contract proposal, the District’s response to an explanation of the grievances.

On April 25, I wrote a post titled, ‘Seeking Transparency in TESD Teacher Contract Negotiations’ in which I called for transparency in the negotiations, suggesting that both sides ‘open the door’ and let the sunlight shine in. Because of the secrecy surrounding the negotiations, even the discussion on Community Matters has turned to conjecture; a world of ‘he said, she said’, which is never good. Some will suggest that this latest attempt on the part of TEEA to be more transparent and inform the public is nothing more than a ‘tactic’ to win favorable support from the parents, students and taxpayers. I will respectfully disagree.

Regardless if you agree or disagree with the contents of the teacher’s proposal, clearly TEEA now sees the merits of the community hearing the facts. To date, misinformation was perpetuated and the line between fact and fiction blurred, with the public left to fill in the gaps between the partial or half-truths from either side. The teachers’ contract accounts for a significant part of the District’s budget and strongly influences the financial ‘bottom line’.

To read TEEA’s latest press release, ‘T/E Teachers, Counselors, and Nurses Offer Opinion on the Negotiation Process’, click here.

Click here to read the teacher’s union initial proposal dated January 9, which TEEA believed to be a starting point for discussion. Their offer contained a one-year salary freeze for all teachers, second year freeze for those at master level. According to the union, they also ‘made repeated verbal commitments to discuss changes to healthcare benefits’.

The School Board rejected the teacher’s initial proposal on February 9. Click here to read the District’s 113-page counter-offer to TEEA. According to TEEA, this is the only offer to date made by the Board. If you recall, several teachers had commented on Community Matters regarding the District’s offer, claiming that family health coverage was not included in the District’s offer. Many readers questioned whether the elimination of family health coverage was in the counter-proposal; suggesting that unless the public saw it ‘in writing’, the information may not be accurate.

We can now read the District’s counter-proposal and it appears clear to me that option for teachers to insure their spouses and/or children is indeed eliminated, as is dental and vision coverage. I do not see how it can be interpreted differently – there appears this offer has no option for teachers to have family health insurance coverage through their employment in TESD. In addition, to be clear, the District’s counter-proposal includes no option for the teachers ‘to buy’ health insurance for their families.

In their latest press release, TEEA goes on to detail other areas the District counter-proposal seeks to eliminate or reduce, some of which could be viewed as reasonable given the economic climate and the severity of the budget situation – example, reducing the teacher’s stipend rates on mentor programs and homebound instruction. The District in their counter-offer seeks to freeze teacher salaries indefinitely – given the economics, although not satisfactory, the school board probably feels they have little option.

TEEA revised their initial proposal (click here) and presented it to the District on February 29. The District responded that they were unwilling to discuss the health care benefits. According to TEEA, it was shortly afterward that the ‘demotions of professional staff for economic reasons’ became a viable budget strategy option. As a result, the public has watched the circus-like atmosphere that now ensues at school board and finance committee meetings which has included students, parents, teachers and taxpayers. Additionally, the last couple of meetings have included the District releasing information that TEEA has filed two grievances, leaving some of us with questions. The union addresses the grievance issue in a FAQ, click here to read.

As I have repeatedly stated in other posts, making the teacher contract negotiation process transparent for the public would help the community understand how our children will be taught and how our tax dollars will be invested. The relationship between teachers and school administrators is an important element in what shapes this school district. There is no better way to understand this relationship than to observe the contract negotiation process. However, based on the way this process has worked to date, to suggest that the current relationship between the teachers, administrators and school board is ‘strained’ would be quite an understatement!

With the release of this information from the teachers union, I believe that TEEA is attempting to shine light and bring transparency to the contract negotiation process. However, for the transparency process to be successful, requires open dialogue from both sides.

Is it possible that the District and TEEA can put the needs of the students and families first and at the same time, honor the public investment of taxpayers? Can both sides be more open about the negotiation process – talk truths to each other and to the public?

Fund Balance Transfer, Another TEEA Grievance & Demotion Remains an Option in T/E!

May 15, 2012

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I attended last night’s marathon Board of Supervisors meeting and public hearing continuation on the Trout Creek Overlay district. For the first 20 minutes, Keene Hall was overflowing with a standing room only crowd to witness the swearing-in of Tredyffrin’s new Superintendent of Police Tony Giaimo. Family, friends, co-workers and elected officials from the community and beyond, enthusiastically supported the appointment. I also add my ‘Congratulations Tony’!

Three-fourths of the audience left following the ceremony and then it was back to ‘business as usual.’ Comments from the Trout Creek Overlay working group, a developer update and discussion from supervisors and residents took the public hearing to 11 PM. I’ll offer my remarks in another post. The T/E School Board meeting was held at the same time as the supervisors meeting and Ray Clarke kindly provided his notes on that meeting.

As I understand it, the teachers union, TEEA has filed two grievances against the District. At the last District finance meeting, we were told of the one filing ($1 million expense), which pertained to the additional high school teaching period not covered in their contract. Since September, the teachers have had 6 teaching periods rather than 5 periods. However, the community learned last night that those teachers affected by the additional teaching period are seeking a one-time payment of $2.2 million, as compensation for this extra period of work.

Although the school board unanimously approved using some of the District’s fund balance for 2012-13 budget gap, the three budget strategies remain under consideration – (1) soliciting tax exempt property owners in lieu of taxes, (2) increasing class size and (3) demotion of professional staff for economic reasons.

Here are Ray’s notes from last night’s school board meeting:

There were two you-better-be-paying-attention moments in tonight’s drawn-out meeting, marked otherwise by earnest students delving at length into school funding and opportunities for tax increases and donations, restrained only by the Solicitor waving placards announcing that their time was up.

First, in a discussion about risks to the “Proposed Final Budget”, we were reminded about the $1.4 million of revenue risk from commercial appeals and the $1 million of expense risk from the union appeal of having to teach 6 periods. Then the solicitor was asked to report on another grievance just filed by the TEEA. As last time, much incoherent mumbling, but it appears that the new grievance covers the same issue as the first one, but it goes back to the current year, adds some kind of multiplier and that’s worth another $2.2 million.

Fast forward to the very end of the meeting, Karen Cruickshank reads a statement about the negotiations that essentially says:

It’s a new world

The district has nothing for salary, wages and benefits (SW&B) increases

All other employee groups have made concessions or had salaries frozen

The Board does not like asking people to work more for less, but that’s reality for many taxpayers

The next steps would be to revisit demotions and then all non-mandated programs

“Everyone has to give up something”, and if so, there can be a solution

In response to resident questions: a) Both sides are represented by professional negotiators because the stakes are high, and b) if the Board talked directly to teachers they would open themselves up to potential Unfair Labor Practice charges

The next negotiation session is on June 7th

You would think that the Board position would be straightforward: here’s how much money we have (assume tax increases of index plus exceptions; at some point PSERS and maybe even Special Ed increases will begin to tail off), work with us to figure out how it should be allocated. The Projection Model for combined SW&B would be pretty much the line in the sand, you would think.

It appears as though the TEEA strategy is set up an extreme position for possible arbitration, and to seize as much as possible from the fund balance while it’s there, and keep the pressure on the citizenry to support new funding sources (sales or income taxes, or some change in the Act 1 index?). The $1 million from the original grievance would be an ongoing expense, but – if I understood it right – the $2.2 million would be one time.

The budget with the $1.55 million fund balance contribution was approved 9-0, but it’s clearly not final. They still have not updated the compensation costs for the retirements/replacements, which will bring a material saving. And the class size and demotion issues are still on the table. The next Finance Committee on June 11th (still at the TEAO) will hopefully bring us some decisions and accurate numbers. (But not likely a negotiations breakthrough from June 7th – what are the negotiators doing for the next three weeks, anyway?)

If anyone wants to weigh in on the donations issue, it will be discussed at the Policy Committee on May 23rd at 6:30pm in the TEAO. The June 14th Board meeting for Final Budget adoption will be in the CHS cafeteria.

$1.5 Million Budget Deficit … Will T/E Use Fund Balance in Lieu of Demotion or Increasing Class Size?

May 14, 2012

Comments

Click here to see the draft on the 2012-13 final budget of TESD to be presented at tonight’s school board meeting – 7:30 PM, TESD administration office, 940 West Valley Road, Suite 1700, Wayne. Click here for the agenda. Thanks to Community Matters reader Roberta Hotinski for providing the updated information and link from the District.

The draft budget reflects a proposed tax increase of 3.3% … 1.7% from Act 1 Index ($1.5 million) and 1.6% from Act 1 Exceptions ($1,498,916). Based on an average residential assessment of $252,601, the average tax increase proposed by the budget is $155 to the taxpayer.

Applying the previously accepted strategies, the District’s budget deficit for 2012-13 is $1,547,888. Now here is the curious part … you will note on page 3 of the proposed final budget (see below) that next to the $1.5 million+ deficit are the words “Satisfied with Fund Balance Contribution”. At both the last school board meeting and the finance committee meeting, when various residents asked school board members about using some of the $32 million fund balance for the budget shortfall, that option was quickly dismissed (with little discussion). School board members were unwilling to discuss using the fund balance to bridge the budget gap but rather focused attention on the remaining strategies of (1) soliciting tax exempt property owners in lieu of taxes, (2) increasing class size and (3) demotion of professional staff for economic reasons.

For the record, page 7 of the proposed final budget continues to list strategies, N-14, Solicit Tax Exempt Property Owners in Lieu of Taxes, N-16, Demotion/Attrition of Professional Staff for Economic Reasons – $640,328 and N-19, Increase Class Size by One at Each Level – $607,500. However, based on the proposed fund balance transfer listed on page 3 of the budget, it would appear that the school board might have changed their mind in regards to demotion and increased class size as budget strategies.

If I am interpreting the District budget proposal correctly in regards to the fund transfer, this could be good news for those supporting the District teachers most in risk of demotion. Additionally, maybe this new information will begin to move the teacher contract negotiations forward towards a peaceful resolution. Here’s hoping!

US News Ranks Conestoga High School #3 in Pennsylvania, #279 Nationwide!

May 10, 2012

4 Comments

Between the final tweaking of the District budget for 2012-13 and the continuing teacher contract negotiations, it is timely that the US News & World Report releases its list of the best high schools in America. The publication reviewed test data from 22,000 public high schools and 500 schools received the highest ‘gold’ level award. Conestoga High School received gold level standing, listing at a distinctive rank of 279 of all public high schools in the country. The US News results indicate an impressive #3 ranking for Conestoga for all public schools in Pennsylvania.

There are 579 school districts in Pennsylvania and 752 high schools. As part of the state’s graduation requirement, PA high school students take assessments in reading, writing, math, and science in the 11^th grade. US News Report uses the Pennsylvania Systems of School Assessment (PSSA) is used in the criteria for ranking the high schools. Conestoga scored 54.3 on the college readiness index, based on AP (Advanced Placement) participation rate. The AP participation rate at Conestoga is 56%.

In 11^th grade, Pennsylvania school students take Pennsylvania System of School Assessment (PSSA) tests in reading, writing, math and science. Here’s the breakdown on the reading and math proficiency results for Conestoga High School students:

PSSA Reading Proficiency results:
Total Students Tested 491
Below Basic: 2%
Basic: 5%
Proficient: 23%
Advanced: 70%
Results indicate 92% proficiency rate in reading.

PSSA Math Proficiency results:
Total Students Tested 478
Below Basic: 3%
Basic: 4%
Proficient: 20%
Advanced: 73%
Results indicate 93% proficiency rate in math.

Here the list of the top 10 high schools in Pennsylvania:

#1 Julia R. Masterman, Philadelphia
#2 Northwest Pennsylvania Collegiate Academy, Erie
#3 Conestoga High School, Berwyn
#4 Unionville High School, Kennett Square
#5 Wyomissing Area Jr-Sr High School, Wyomissing
#6 Radnor High School, Radnor
#7 New Hope-Solebury High School, New Hope
#8 Mt. Lebanon High School, Pittsburgh
#9 Upper St. Clair High School, Pittsburgh
#10 Central High School, Philadelphia

Interesting to note that 2 of the top 10 public high schools in the state are located in Philadelphia!

Locally, how did our neighboring high schools rank. Radnor High School made the top ten list in Pennsylvania at #6 and achieved a national rank of 432, qualify for gold level. Lower Merion High School received silver level nationwide, coming in at 835 and ranked #16 in the state. Great Valley High School was listed at the silver level nationwide, at 725 and #12 in the state. Phoenixville High School, another silver level, ranked 1,094 nationwide and #25 in Pennsylvania.

Congratulations to Conestoga students, parents and teachers on this achievement!

With $32 Million in Fund Balance, How Can TESD Consider Demotion?

May 5, 2012

54 Comments

Here’s the question for the day:

Why is it that Tredyffrin Easttown School District has the largest fund balance in the state ($32 million) and is the only school district giving serious discussion to ‘demotion of professional staff’ to fund the $1.5 million budget deficit?

There are those that suggest that the idea of demotion is not a serious consideration but simply a contract-negotiating tactic to use against the teachers union. If I understand the tactic, the school district keeps the teacher demotion idea afloat in hopes that the teachers union (TEEA) will offer reduction in health care benefits in exchange for no demotion. Looking at the calendar, here is what I do not understand — The School Board has to vote on the 2012-13 budget at the June 11^th school board meeting but … the teachers’ contract does not expire until June 30^th. Presumably, based on the calendar, our school board members will need to make the demotion decision prior to knowing the contents of TEEA’s contract offer.

I don’t claim to know what ‘magic’ amount our school district should have in reserve, but it would appear that with $32 million of taxpayer dollars, the District could afford to use $1.5 million to fund the budget gap. As I said in a comment on Community Matters, Haverford School District voted to use $1.3 million from their fund balance to fund next year’s budget gap – but unlike TESD, they only had $2.6 million on which to draw! Their school board decided to take 50 percent of their reserves to fund the budget shortfall. The Haverford School Board choose this approach to funding the gap versus demotion of teachers. I know, I know, some will say that TESD is being fiscally responsible by preserving the $32 million fund balance, and yes, I realize that the District’s pension obligation grows significantly in the years to come, but still … ?

Regardless of motives, is the ‘demotion talk’ from the School Board, the right direction the discussion should be going? According to the agenda for Monday’s Finance Committee, the two big ticket items that still remain as budget strategies are $640K for demotion of professional staff for economic reasons and $345K for increasing class size one at each level. My guess is that there will be a decision at this meeting whether or not to recommend these strategies to the entire School Board.

The Finance Committee agenda defines demotion as a “reassignment to a position which has less authority, prestige or salary.” (PA School Code). “Demotions are permitted by the School Code for economic necessity. Seniority provisions do not apply to demotions for economic necessity. The right to demote employees is an inherent management right and does not need to be bargained. The TEEA contract is silent on demotion.” Under ‘considerations’ of demotion, the agenda lists “retention of existing trained staff could become more challenging, and (2) “Introduces a competitive disadvantage to the recruitment and hiring process.”

This afternoon, I received the latest communication from TEEA – titled, “Demotions Will Harm T/E Students, Community; Residents Asked To Share Voice”. Although some reading Community Matters may suggest that demotion of professional staff is nothing more than a negotiating ploy on the part of the union, it certainly appears that the teachers are taking the demotion strategy seriously, stating in their latest press release “ … any minimal and short-term economic benefits produced will be offset by greater and more serious long-term costs. If the Board decides to follow through on teacher demotions, we ask—what is the true price? How will these demotions affect our students, our schools, and the T/E community?…” TEEA echoes my question in regards to other school districts, declaring that “… T/E is currently the only district in the Main Line area considering teacher demotion as a cost-effective strategy…” I have spoken with several District teachers and they are concerned and consider ‘demotion’ a serious District strategy, not just a negotiating ploy. It will be very curious to see if the Finance Committee is met with a similar audience of teachers, parents, students, taxpayers were at the last school board meeting.

For the record, I absolutely believe that members of TEEA understand that their health care benefits cannot remain at the same level and, further I think that their contract offer will be reflective of that understanding. On the topic of health care benefits, I do have a question that maybe someone can answer. The administration is not part of TEEA but I have never heard their health care benefits discussed. Do they have the same insurance plan as the teachers? And if so, will the administrators health care benefits change when presumably, the teacher’s plan changes? Anyone know the answer?

I found the following comment for Community Matters apropos to this post. Rather than see the comment, I think the commenter’s sentiments are reflective of what many in the community are feeling:

From bluedog1776:

I would rather procrastinate with using a small amount of reserve money than decimate our teaching staff.

I would rather use a small amount of reserve fund money than lay off our most experienced teachers.

I would rather use the taxpayer’s money: THE RESERVE FUND, than ask our non-profits to chip in.

I would rather use some of the reserve fund than cavalierly dismiss employees who have worked for the District for many, many years.

I would rather do what Haverford School District is doing or what our School District has done in the past, which is to use some of the Reserve Fund, some tax increases, and some employee give backs, than make a rash ridiculous decision that is really about destroying the teacher’s union than about great fiscal principles.

The same five people on this blog hash over the same tired arguments over and over again. Would love to hear from more people. But I guess they are reluctant to contribute because they just don’t have the same level of experience/knowledge/brilliance as you.

The problem with many of the postings on this blog is the groupthink that persists. It would be interesting to have a real debate with real analysis.

The District has done a heckuva job (great job Sultanik PR firm) convincing most of the public that they don’t have a nickel in the bank. If we had a real newspaper asking real questions; if we had more community members come out and ask more questions; the truth would come out.

It is an absolutely unbelievable that a District with $32 million in the bank has convinced the public that we are Chester Upland. Since when? It is demeaning to this community that the powers that be have made TE out to be broke and near bankruptcy. Since when?

The board has done a good job cutting expenses, and the teachers need to pay more for health care; but we should NOT destroy this school district because we have a few people who want to take an ideological stand on not using the fund balance.

I don’t want my property values to plummet because TE schools go down the tubes as we cut, cut, cut, cut, cut, cut.

I watched the school board meeting on TV and saw the woman at the end who revealed that it is not that the school district CAN’T use the fund balance; they have CHOSEN not to use the fund balance by passing a policy to put it in a lock box.

UNLOCK THE BOX! Stop this nonsense! Stop attacking the teachers! Work with the teachers!

I agree with Pattye. I elected YOU school board members, to represent me. DO YOUR JOB! Get to the table. Settle this contract. Stop making the teachers the enemy.

TEEA States T/E $1.5 million Deficit Will be Reduced by Teacher Retirements!

May 3, 2012

3 Comments

The teachers union in T/E School District, Tredyffrin Easttown Education Association (TEEA) held a members meeting today. I am assuming that the press released that I just received (below) was a result of their meeting. The teachers union is coming out strong in opposition to school board using demotion of professional staff as a budget strategy for the $1.5 million budget deficit.

According to this press release, TEEA is suggesting that the 2012-13 budget deficit could be reduced by nearly $1.5 million due to the retirement of 17 teachers. According to the teachers union, these retirements were not factored into the budget. If this is true, problem solved and no need for further discussion of demotion. Surely, it cannot be that simple. Or, can it?

Looks like another showdown may be coming at Monday’s Finance Committee meeting. I have received a number of phone calls and emails from concerned residents since the School Board meeting. Many of the conversations have been in support of my call for greater transparency in the teacher contract negotiation process. Comments have continued to be posted on Community Matters suggesting that the school board is fully aware of the negotiations, etc. etc.. and that it is perfectly OK that elected school board members are not sitting at the negotiating table. Sorry, I am still standing on the fact that the taxpayer needs to be represented in the room, sitting at the table, not hearing the conversation secondhand. I want someone with ‘skin in the game’ representing me — the taxpayer. And unless someone can tell me otherwise, I do not think any of the 4 people negotiating on behalf of the school district lives in either Tredyffrin or Easttown Townships.

All four school district representatives are paid by the taxpayers – one is professional negotiator Jeff Sultanik and the other three are school district administrators — Superintendent Dan Waters, Human Resource Director Sue Tiede and Business Manager Art McDonnell. Where is the Tredyffrin or Easttown taxpayer? Again, unless some tells me differently, these four individuals are not personally affected by the outcome of next year’s budget or the contract negotiations because they do not live here. The District negotiating team (Sultanik, Waters, Tiede and McDonnell) will not be affected by the increase of property taxes or the possible diminishing quality of the TESD educational program — certainly not like the taxpayers, parents and students!

I know that I sound like a broken record, but where is ‘our voice’? I think that is why I am stuck on the transparency issue; I can’t helping thinking that the taxpayers are the ‘third wheel’. We have the teachers union and the school board appointed negotiators but the parents and the taxpayers are not represented but left with a lot of questions.

Here’s the latest TEEA press release:

T/E Teachers: Demotions Unnecessary, Destructive; Existing Resources Sufficient to Preserve Program

The T/E community recently spoke out against teacher demotions at the April 23rd School Board meeting. The central concern: should the Board use existing resources to protect our best and brightest teachers – the core of an exceptional T/E school system – or cut these dedicated educators from our program?

One truth remains clear: no parties involved have created the financial challenges affecting T/E. Rather, these challenges result from a confluence of economic and legislative factors beyond the control of our local officials, residents, and teachers.

The manner in which these challenges are resolved, however, still remain in the Board’s control.

While the School Board has recently proposed the demotion of our most successful teachers as a viable cost reduction strategy, T/E teachers believe strongly that this proposal will be extremely destructive to the T/E educational program and that more reasonable solutions exist.

The recent Board meeting and a TEEA review of District finances reveal several important factors related to demotion alternatives:

The Board revised downward its projected deficit to 1.5M based upon allowable Act I tax increases not included in its original assumptions, revised instructional expenditures and newly accepted budget strategies.

17 retiring teachers, also excluded from the Board’s initial assumptions, will reduce the projected deficit further. TEEA estimates savings of nearly $1M from teacher retirements.

The Board has designated much of its substantial 31M fund balance – one of the largest in the state – to rising PSERS obligations, a major external legislative challenge causing this year’s deficit. But it has not considered the use of these funds to offset next year’s increased obligation. The projected deficit is larger as a result.

The Board regularly uses the general fund balance to resolve budget deficits.

The Board’s own internal policy is the only measure preventing the use of the $31M general fund balance as a bridge that would protect the excellence of our program. The Board regularly changes its own policies, and has the authority to use these funds. The Board is not prevented by PA School Code.

If the decision to be made is between the core of our educational program or a small fraction of the fund balance, then the decision should be clear.

The Board should table the demotion measure and, instead, fully participate in comprehensive, two-way, productive contract negotiations – one of several important paths to sustainability. Why destroy our award-winning program when the resources to protect it exist?

PA School District’s Financial Problems … Taxpayers Draw the Short Straw

May 2, 2012

38 Comments

Pennsylvania State Education Association (PSEA) the state teachers union recently released a study, Sounding the Alarm, which looks at the financial crisis in school districts across the states. The paper examines how districts are being forced to cut educational programming to meet the demands of school budgets because of the public schools financial crisis.

The PSEA report identifies the following five key problems that have combined to create a financial crisis in the public schools.

1. State Budget Cuts. Unprecedented state funding cuts and the elimination of key funding programs have compounded underlying, systemic problems, particularly for lower-wealth districts.

2. Charter School Payments. Charter and cyber charter school laws result in a net increase in costs to school districts.

3. Declining Tax Bases and Rate Limits. Declining local property values and caps on property tax increases have eroded school districts’ tax bases and curtailed their ability to raise much-needed revenues.

4. Underlying Fiscal Weakness. School districts showing the greatest underlying financial weakness had fund balances averaging 1.27 percent of total expenditures. These districts tend to be relatively small, rely heavily on a single source of revenue, have a small amount of buffer within their budgets, and carry a heavy debt load. They range in type from urban school districts, to small districts in the coal regions and Monongahela Valley, to rural districts in the central and western parts of the state.

5. Pension Cost Increases. A decade-long “holiday” that allowed employers to avoid paying their share of retirement contributions, coupled with investment losses from 2008 and 2009, forced the current increase in employer payments.

In the Education section of today’s Philadelphia Inquirer, we learn that Philadelphia schools may not be opening in September due to a budget gap for 2012-13 of $218 million! The school district officials are hoping that the five unions operating in the Philadelphia public school system will ‘giveback’ $156 million to help next year’s budget. There is discussion of privatizing the custodial services; officials think they can raise another $50 million from maintenance, transportation and custodial cutbacks. Even if this wishful thinking translates into a reality for Philadelphia public schools, they figure they will still end up short by $94 million.

In the meantime, Mayor Nutter is trying to collect $90 million in taxes for the school district next year by shifting to AVI (Actual Value Initiative) system for property taxes. Nutter claims that the new system will more accurately indicate the increase in market value of properties in the city but includes two tax hikes to Philadelphia’s properties owners.

Whether it’s PSEA or Mayor Nutter in the city, why is it that the solutions have one thing in common – the burden falls to the taxpayer with increased property taxes. I’m really struggling to understand how taxpayers are going to survive the increases in the tax bills. We all want the quality of the school districts like T/E maintained, we get that our property values are tied directly to the desirability of the educational program but … if the residents can no longer afford to live in these communities, than what difference does it make?

Layer the state funding cuts with the teacher’s pension and health care benefit cuts and add in the community’s demand for excellence in the schools and you are left wondering how are the school districts supposed to balance their budgets? Answer seems simple … either decrease spending or increase revenue. Problem is that the school boards are finding themselves left with few options short of jeopardizing the quality of education, as they discuss options to increase revenue. One of the more unfavorable budget strategies left on the table is demotion of professional staff for economic reasons and increasing class size. Of course, there was another revenue source but that option was not taken to the voters — the Earned Income Tax. It was decided that it would not pass a voter referendum. While that is probably correct and an EIT would not have passed, I wonder how the community is going to feel about increasing property taxes and possible decreasing property values.

Like many people in this community, I too feel the frustration as we sit on the sidelines of the District’s budget discussions and watch for updates from the teacher negotiation talks. I have asked for transparency in the negotiation process but apparently, that is not to be … interesting to note however that in some parts of the country, teacher contract negotiations are held in the public. For instance, in Idaho the state law allows public attendance at all labor discussions.

Below is a comment for Community Matters from a resident that shares his/her frustration:

Comment from ‘Damage Control’

T/E Budget Crisis Solved!

Move to Haiti. Yes, you’re reading this correctly— move to Haiti. Students, teachers, administrators, board and taxpayers – move to Haiti! … where they use rags as soccer balls, bicycle rims for basketball nets, parking not an issue. Teachers get paid $5,000 per school year, administrators reap $7,000 and yes, like all the other districts, the superintendent makes $10 worth of stogies (not stoga’s). Best of all, UNICEF and the Salvation Army “underwrites” the entire school system!

School board, what nerve you have in asking non-profit organizations to help with a bailout. I am not a teacher nor do I have children in attendance. I’m just an old taxpayer who sees the “writing on the wall” with this school board and this particular cost savings “strategy” is one of the reasons that prompted me to write this piece.

How dare you! How dare you ask non-profits for a handout when you have $30 million in reserve! You say this reserve money is set aside for rainy day issues, sick day payments, retirement, etc.—Total BS and I don’t mean in a masters or PhD degree sense! How dare you ask these non-profits when your net worth far exceeds any amount these local non-profits could attain even if they all pull together!

Aretha Franklin sang about RESPECT, Rodney Dangerfield got more. You, the board, gave NO respect to Ms. Whittaker, the TEEA president at the last school board meeting. Granted, you announced and stressed at the meeting that only TE residents could speak—a.k.a.—allowed to be heard. Excuse me? Is Dr. Waters a resident? He speaks at school board meetings and he commutes from a different time zone!!! And, by the way, who pays for his gas—TE resident tax payers do! A TE resident voiced that the TEEA president be heard—you board, denied that request. By denying Ms. Whittaker the 1st amendment right of every American, you fired the “first shot” deep into the bowels of the TEEA ship.

Am I just blowing smoke? Don’t think so. Threats of cutting family coverage without ability to purchase such coverage, demoting top educated and experienced teachers, over-crowded classrooms, etc. will only bring together teachers, students, parents and the many news cameras and media to every school in this top-notch and one of the richest school districts in America come this September. Lines drawn, let the battle begin—what a shame! There will be no winners.

A Review of Radnor Twp School District’s Teachers Contract … Will the Results Help T/E Teachers?

April 27, 2012

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The following Community Matters post, “Signed, Sealed and Delivered … Radnor Twp School District & Teachers Union Ink 3-year Contract with Salary Increase … Is there handwriting on the wall for T/E Teachers?” is from March 23, 2011.

A year ago, the Radnor Township School District signed a 3-year contract with their teachers union( RTEA) that was surprising, given the economic situation of the times. Fast forward to 2012, and T/E is in the midst of their own contract negotiations. This post and the attached comments from a year ago, make for an interesting commentary to compare and contrast where we are in our own teacher negotiation process. Can we learn anything from the decisions of our neighboring school district?

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“Signed, Sealed and Delivered … Radnor Twp School District & Teachers Union Ink 3-year Contract with Salary Increase … Is there handwriting on the wall for T/E Teachers?”
~ Community Matters, March 23, 2011

It is now official, Radnor Township School District and the teachers union, Radnor Township Education Association (RTEA) have voted to approve three-year contract, September 1, 2010 – August 31, 2013. Below are some of the highlights of the contract.

Salary Highlights:
Salary freeze September 1, 2010 – March 3, 2011 (6 months)

Year One Salary:

No step movement
Average pay increase after freeze: 1.57%
Top salary step remains at current level
Average lump-sum payment for top salary step: $749

Year Two Salary:

RTEA members move to next step
Average pay increase: 3.26%
Top salary step remains at current level
Average lump-sum payment for top salary step: $1,206

Year Three Salary:

RTEA members move to next step
Modest increase to top salary step
Average pay increase: 2.66%

Health Benefits Highlights:

RTEA members agreed to significant increase in the cost of health insurance
Stating March 4, 2011, teachers move from fixed contribution to a percentage-based contribution
Year One – salary contribution 0.75% – 1.5%
Year Two – health care plan changes from Blue Cross to lesser premium-cost plan, with increase co-pays doctor and hospital visits (salary contribution 0.85% – 1.5%)
Year Three – salary contribution 0.95% – 1.65%

Retirement Option:

Eligible teachers will receive a one-time retirement payment from $25K – $50K (depending on number of retirees). The retirement option is in effect for limited time to allow district to reduce payroll.

OK, so looking at the contract inked between the Radnor Township School District and RTEA, is the handwriting on the wall for T/E School District? So much for Gov. Corbett’s recommendation for a one-year freeze . . . Radnor’s teacher union only agreed to a 6-month freeze. However, after the 6-month salary freeze, the teacher union pulled off 7.5% salary increase for the following 2 ½ years of the contract.

Remember, if a teacher qualifies for a step increase, his or her salary increase would actually be higher than the average yearly salary increase. Radnor’s teachers contract is remarkable given today’s economy and budget shortfalls!

How to Close $1.5 Million Budget Gap is TESD’s $1.5 Million Question!

April 24, 2012

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With channel 6 ABC news cameras rolling and with a standing room crowd, Tredyffrin-Eastttown School Board held its monthly school board meeting last night.

Passion, commitment, support, devotion … adjectives that describe the steady stream of District students who spoke on behalf of their teachers at last night’s school board meeting. Waiting for hours for the opportunity to show their opposition to demotion of District staff, they ranged from the 13-yr. old young girl who read her college sister’s plea to save the arts and music programs to a current Harvard student who spoke about passionately about his Conestoga physics teacher who gave his life meaning and direction. There was a young man who delivered an emotional appeal in German, than translated and re-delivered the words in English, on behalf of his special German teacher. One after another, the students would explain the sacrifices of their families to move to this area, all because of the quality of the school district. Interestingly, more than one of the students suggested that the School Board let go of the technology purchases, the Smart boards, the computers, etc. and save the teacher’s jobs instead.

Least someone suggest that the teachers union somehow orchestrated this show of solidarity by the students (and parents) for the District’s teachers; I don’t think that would be possible. Anyone who has raised a teenager knows they have to ‘believe’ in the cause, their passion cannot be supplanted and forced by someone else. No, what was clear last night was these kids believe in this school district and believe in the teachers who are making a difference in their lives. It was quite stunning to witness.

Of course, the looming budget deficit remains. After $10 million worth of cuts over the last 3 years, the decreasing local revenue, increased contributions to the state pension fund and diminished state and federal revenue, the District is continues to face a financial crisis. School boards across the state are faced with the same difficult challenges as TESD … how to balance the budget amidst these challenges.

The projected TESD 2012-13 budget deficit is $5.9 million. With the Act 1 allowable 1.7% tax increase plus exceptions, the District can reduce the deficit to approximately $1.5 million. That includes the $50 sports and activities fee, approved last night for all middle and high school students who participate in one or more activities. But how to close the $1.5 million budget gap is the $1.5 million question.

School board members spoke of their support for the teachers, many explaining that they have children in the District. They suggested that their ‘hands were tied’ and that very few options remain on the table to close the budget deficit and again suggested that students and parents send letters to the state legislature demanding relief. With few options remaining, the school board is being forced to look at the possibility of increasing class size and demotion of senior members of the staff.

Some have suggested that the school board should have pushed for a taxpayer referendum for an earned income tax on the ballot. Although too late for November’s election, it was reiterated that these types of tax increase referendums historically have not passed in Pennsylvania. In addition, the results from the tax study group indicated that there was no support for an EIT in TESD. Hindsight being 20/20, I would have to ask what was the downside for the school board to take the question to the voters. We have to remember that only 20 percent of the taxpayers in TESD also have children in the District. So, it’s complete speculation if there would have been enough interest to get the EIT passed.

Unfortunately, for TEEA, it looks like it is going to be up to the teachers to help save the school district through their contract negotiations. How much are they willing to sacrifice? How much of their benefit package and salary increase are they willing to forego? I don’t think any of us (and that includes the School Board) wants to see the quality of the education diminished through increased class size and he demotion of some of the District’s best teachers. We know that the District cannot afford the teachers’ health care plan at its current level, but is a benefits change enough to make up the $1.5 million District deficit? I have no answers.

Demotion & Class Size Remain as T/E Budget Strategies … Teacher Union Weighs In

April 23, 2012

36 Comments

Opening a door that most school districts would prefer to keep closed.

Teacher contract negotiations have traditionally been cloaked in secrecy. In my perfect world of transparency, school districts would open the teacher contract talks to the public. Letting the sunlight shine on the negotiations, parents, taxpayers and employees would benefit by seeing the open dialogue around our district’s priorities. Open negotiations would hold the District and TEEA (Tredyffrin Easttown Education Association) accountable for how they are dealing with the contract negotiations. I know, I know, not possible . . . it will never happen.

Those involved in teacher contract negotiations would probably claim that critical issues such as teacher pay, benefits, and overall responsibilities should fall within the client-lawyer privilege of privacy. I am sure that those at the ‘negotiating table’ would say that the talks should be private in order to foster a more open and frank discussion among the participants. In the case of TESD, this seems twisted logic at best. Why do I say this? Reason … There is no representation by the T/E school board at the negotiation table. As a result, it is a bit like ‘whisper down the lane’.

The information and updates that the school board receives are not through first hand attendance at the meetings, but rather from the four members of the negotiating team. Three members of the team are employees of the District (Superintendent Dan Waters, Director of Personnel Sue Tiede and Business Manager Art McDonnell) and the fourth member of the team is professional negotiator, attorney Jeffrey Sultanik.

I don’t know how the rest of the taxpayers feel about the ‘no seat at the table’ by an elected school board member issue, but I stand by my original view. The school directors were elected by, and are responsible to, the people of the Tredyffrin Easttown School District. I do not think it is fair to the taxpayers and the teacher contract process that there is not at least one school board member participating directly on the negotiation team.

Based on the many comments received in regards to the teacher contract negotiations and budget strategies, I reached out to TEEA president Laura Whittaker. Stating in my email to Ms. Whittaker, that ‘my intention was not to in any way jeopardize or breach the teacher/school district negotiating process’, I asked her several questions. Does TEEA believe that any of the District’s budget strategies currently being discussed (class size, demotion of professional staff, $50 activities fee, etc.) could have a potential negative effect on the quality of the District’s educational program. I also asked if members of TEEA were the decision makers in regards to the TESD 2012-13 budget, what solutions would the teachers offer that could bridge the current financial crisis in the District.

Understanding the limitations posed by the teacher contract negotiations, Ms. Whittaker proved the following statement for Community Matters and I thank her. Reading Ms. Whittaker’s statement, I was reminded again that if the contract talks were held in public, the taxpayers would know what the the teachers are offering; including changes to their health care plan that would save the District money.

“Because of the ground rules established in the negotiations process, I am limited in my ability to share specific aspects of our proposal and negotiations with you.

You have asked what solutions we offer. We are willing to discuss alternative approaches to health care coverage and funding as a means for the District to save money. Additionally, although we are not able to release the details of our salary proposal, we are confident in stating that our salary requests are modest and reasonable.

We have many concerns about the District’s proposal to demote our most experienced, educated teachers. Of course, we are fundamentally concerned about the negative impact that it will have on the educational program and the well-being of our membership. However, if the School Board chooses to implement demotions and the hiring of part time staff becomes the norm, they must realize that T/E will become an undesirable place for the most qualified educators to pursue a career. Simply stated, T/E has been able to attract the best and the brightest to teach its children. How will the District be able to continue to attract the best and the brightest if we are currently choosing to replace our own best and most educated teachers with part-time employees?

With regard to class size, studies have concluded that increased class sizes have a negative impact on student performance. Individual support and attention will most certainly suffer if class sizes are larger. Regarding the proposed $50 participation fee, we have no official position. As far as other budget strategies are concerned, demotions and increases in class size, are (to our knowledge) the only two major strategies being considered by the Board.

The members of TEEA remain committed to achieving a mutually beneficial settlement with the District.”

Thank you for providing this opportunity.

Sincerely,
Laura Whittaker
President, TEEA

If you are reading today’s post on Community Matters and have an interest in our school district, I hope that you will plan to attend the school board meeting tonight at 7:30 PM.

On the subject of demotion, other area school districts are keeping a close eye on TESD. The teachers union in Radnor School District has notified their members of tonight’s TESD meeting and suggested their members attend. At Conestoga HS, the demotion issue has caused concern among students and they are organizing support for their teachers.

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Pattye Benson

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