The MUST HAVE Teacher Gift This Year

What do NC teachers want MOST this year?  For you to advocate on their behalf.  It will cost you less than a dollar, but it will be priceless to the teacher you honor.  Use the template below to craft your letter in less than ten minutes.  Mail a copy and wrap a copy up and present it to your child’s teacher.  You will be the talk of the teacher’s lounge, guaranteed!  Pass on this idea.  It’s the one gift that means more if you multiply it!

 

Your name and address here

Your state representative or state senator’s name and address here:

*Send TWO letters – one to your state senator and one to your state house representative.  Find your representative in the NC House of Representatives and NC Senate by typing your address in the proper map at this website and then entering the district numbers below the maps.  Double check that they won re-election by using this website (the state districts are so gerrymandered that very few seats changed hands).

Month Day, Year

Dear  (insert above name here),

I am writing this letter in honor of my child’s teachers, (insert names of teachers) at (insert name of the school).    They are public school teachers in North Carolina.  You are my elected representative in state government and I want you to make the public schools more of a priority in the coming legislative term.

I send my children to public schools because (choose from the reasons below)

  • The teachers are certified and licensed and teach a rigorous curriculum that meets or exceeds national standards.
  • Public schools represent the diversity of our society and best prepare my child to live and work in a diverse and pluralistic society.
  • Public schools ensure that all our citizens have opportunity in society, moving us closer to the goal that America is a meritocracy where hard work pays off and there is not an entrenched social class system.
  • Public schools are not for profit and do not seek to monetize our children.
  • I pay property taxes to fund the public schools, and I want them to be great quality.

To have great public schools, we need great teachers.  The policies of the past few years have made teachers feel disrespected and have made teaching a less attractive career in NC.  This is evident in that (choose from the reasons below)

  • If you enter many of the public schools on a Wednesday, a majority of teachers are wearing red in silent protest against the recent legislation that has been passed in the state legislature.  Their anger and disappointment are visible, and you need to pay attention.
  • Enrollments in Schools of Education in our state universities and colleges are dropping.  Fewer college students are preparing to be teachers.  As a result, Schools of Education will have to downsize their programs or lower their qualifications.
  • Schools are having a harder and harder time finding qualified candidates to fill open positions, and we have more mid-year openings as teachers are leaving the profession altogether.
  • You can see the transformation in the life of a real NC teacher, from being a passionate classroom teacher to a brokenhearted teacher activist. View this documentary trailer from an upcoming film titled “Teacher of the Year”.  Here’s the link:  http://teacheroftheyearfilm.com/

These trends are evidence that we are on the wrong course.  We cannot have great public schools if the best and brightest students are not entering the profession and the state is unable to retain talented and experienced teachers.  It’s that simple.

I’m watching the teachers.   They are the measure of how the schools are doing.  And right now, I am seeing red.  You can change that in the coming legislative term, and concerned parents like me are taking note.

 

Sincerely,

 

Your Signature

Your name

In Praise of Public School Teachers

People who haven’t been in our public schools lately might envision them as grim or dangerous places, but I want to tell you about the public school I know, one that shines as a bright light for our family and for our community.

Our public school is Leaksville-Spray Elementary, in Eden, N.C. My four children are in kindergarten, first, third, and fifth grade, so we have a combined total of twelve classroom experiences at the school.

Six years ago I was worried about what we would encounter as our oldest son started public school in a school with a 75% poverty level.

Let me tell you what we’ve encountered.

We’ve encountered a principal who is constantly looking for ways to improve her school and who says that her teachers are amazing.

We’ve encountered creative teachers who try to reach all of the kids in their classes no matter where they are, who take a job that isn’t easy and do it very, very well.

We’ve encountered teachers who spend extra hours working both at school and at home, who spend their own money to pay for materials they need, who make a tremendous effort to retain their own passions while also stirring the passions of our children.

I want to tell you about a few of these teachers.

I want to tell you about Mrs. Boyd, who created an after school book club for students to talk about politics and history—in the first grade.

I want to tell you about Mrs. Craft, who started a program where her students become Mathematician Technicians to work with younger kids on math skills.

I want to tell you about Mrs. Law, who bought a book at a yard sale because she knew it was the next book in the series my son was reading, and about Mrs. Yarber, who heard about a great way to teach multiplication using music, and within one day had talked to a teacher in Indianapolis and had gotten copies of the music. And Mrs. Corum, who has 37 kids in her fifth-grade science class this year but who continues to provide them with hands-on experiences like the Gummy Worm vs. Night Crawler lesson they did the fifth day of school.

I can go on…

I told my son one time that he had the best teacher. He said that I always say that. Well, it’s true.

Every year he has the best teacher. Our school is full of the best teachers.

And I know it’s not just our school.

Our public schools are full of the best teachers. We need to honor them. We need to recognize that any greatness this country achieves will be a direct result of the efforts of the hundreds of thousands of public school teachers around the country who continue to work in even the most challenging conditions among families who struggle economically, who search for that one thing to motivate that one student, who sacrifice time with their own families to do what is best for all of ours.

I don’t want our public school teachers to feel as if they are under threat, as if they aren’t doing enough.

The mission of our public school teachers is clear: educate our children. ALL of our children. Not only the children whose parents come to meetings, not only the ones who have books in their homes, not only the ones who share their personal values. Educate ALL of our children.

You know these teachers too. You know them at your children’s schools, your grandchildren’s schools, your neighbors’ schools.

Tell them you are grateful.

Tell them we need them and we don’t want to lose them.

Laurie Wilson is the parent of four children who attend public school in Eden, NC

Why I Love Teaching, But Why I May Be Ready to Leave the Classroom

At dinner with friends last night, I was asked if I still liked teaching. It was an easy answer. “Yes, I still like it, as a matter of fact, I love it.” When it goes right—and that’s not every day in every class—but when the stars align and your students are focused and your lesson is working, there is nothing like it. Hands are up; students are asking questions; you’re all laughing; everyone’s learning…it’s amazing. It’s like hearing a tennis ball hit the sweet spot on the racket, or watching an actor command an audience. Teaching is magic. Who wouldn’t love to spend each day trying to make this magic? I mean you are leading students to learn and think. So, then, why do I want to leave teaching? I am tired. I am tired of the lack of respect from the public, and especially exhausted by the NC General Assembly whose latest pay scale implies that as a veteran teacher I have no worth. The idea that I do not deserve my tenure or longevity pay, frankly, makes me want to sit down and weep.
Prevailing public and legislative opinion implies that a highly paid veteran teacher drains school budgets. Experienced teachers, according critics cited in WUNC’s “Experienced Teacher’s Under Fire” are “one of the problems with public education. They get tenure, [critics] say, and ride out the last years of their careers”. In 1998, I received tenure in North Carolina. Since then, I have been a department chair, mentored at least five student teachers, written curriculum, led staff development, served on school planning and leadership committees, received my National Board Certification, earned my master’s degree, presented at professional conferences, attended week-long educational workshops, taken on new teaching assignments, become a mentor teacher, planned lessons, and learned to use new technologies, while teaching 21st Century skills. Hardly “riding out my career”. I don’t mean to imply that teachers work harder than any other profession; we don’t. However, we, unlike other professions, are not rewarded for refining and perfecting our skills. Actually, as Wall Street Journal reporter, Steven Brill noted in “Super Teachers Alone Can’t Save Our Schools”, teaching is the only profession “where how talented you are, how energetic you are, how you perform, has nothing at all to do with how you get paid and how you get promoted.” So, we have always depended on our state recognizing that our experience counts, and that we should be paid more because we bring more to the table.
Schools need what veteran teachers offer. Schools “have to have some people who have institutional knowledge,” says Michael Maher, the Assistant Dean for Professional Education and Accreditation in the School of Education at NC State. He notes that we have seen curricular changes and that there needs to be someone to “help these young folks weather those storms”, and veterans have a sense of the community”. My school is full of amazingly talented young teachers; their energy, ideas, and presence rejuvenate me. However, regardless of their talent or vigor, they don’t know the school community like I do. They haven’t seen how it has changed over a twenty-year stretch; they don’t know what our community expects from teachers. Veteran teachers build the bridge between the past and the present. We support and encourage young teachers; we make sure that the profession thrives and continues. It’s an important job; it’s a job that should be respected. My worth in this regard doesn’t “max out” at 20 years and neither should my pay.
So, where do I go from here? Do I resign? Does my frustration and fatigue finally win out over dedication and commitment? Do I leave the magic behind? Part of me does consider packing up my extensive bag of knowledge, wisdom, and skill and leaving education. However, last week my AP students wrote wonderful argumentative essays and my English I students raised their unit test scores, and I spent a productive day with colleagues at a county workshop, and my student teacher taught a successful lesson. What I do matters, and so I won’t let small minded politicians, who devalue me; force me from my life’s work. So, tomorrow, when someone asks me if I still like teaching, I’ll say I love it, but I will also say that it’s time for the public and our legislature to start valuing what I do.
Yvonne Anderson
Teacher, Wake County Public Schools

Why We Must Vote

October, 2014

For decades, North Carolina has been a leader in public education in the south. Legislators worked together across the aisle to recruit and retain quality educators not just from North Carolina, but from across the country. Bipartisanship helped to pull North Carolina from near the bottom of national measures of education to the national average. Public education became the cornerstone for progress, attracting businesses and families from across the country to establish new roots and new beginnings, adding to the promise of North Carolina’s future.

Republicans have typically been known as the “fiscally responsible” party – at least in relation to the Democrats. But education has also traditionally been a value for Republicans in North Carolina. An educated workforce is the cornerstone of a strong economy. When companies and businesses have a skilled pool of workers to choose from, innovation is the result. For decades, North Carolina has led the south in public education. Strong leadership in the governor’s office and in the General Assembly has adopted this philosophy to attract companies and entire industries to our state.

But in 2014, North Carolina is falling behind our neighbors in public education and is losing businesses and industries to competing states that can offer a sound public education system with the promise for innovation and economic growth. Many things have been said recently regarding public education in North Carolina, but only the numbers cut through the rhetoric and get to reality. As John Adams said, “Facts are stubborn things; and whatever may be our wishes, our inclinations, or the dictates of our passions, they cannot alter the state of facts and evidence.”

Since 2008, the number of students enrolled in North Carolina Public Schools has increased by 2.3% but the number of teachers has decreased by 2.6% (a total of 2,510). This can only mean more students per teacher: 5% more (that is 1-2 students more per teacher). For decades, study after study demonstrate that smaller class sizes increase student learning because teachers can dedicate more time to each student. How do you make sure to recruit and retain teachers? Just like in any field, give them an incentive to enter the teaching profession or give them an incentive to stay once they have chosen to teach. Instead, North Carolina has chosen to do the opposite. Over the same time period (2008 to present) state funding for public education has decreased by roughly $100 million. Are you asking yourself, “By how much is that number inflated? What has been the rate of inflation over that time?” An important question! Adjusted for inflation, the $100 million is actually $965 million in real dollars, a decrease of 13.6%! Per school, that amounts to a decrease of $156,000 or, adjusted for inflation,$838,000. Per student, $1,300 inflation-adjusted dollars.

Why do our schools lag behind? Why is North Carolina racing to the bottom when it comes to public education? The state’s choice to not adequately fund public schools is the opportunity cost for changes in the tax code geared to benefit private sector businesses and the wealthy. The General Assembly has eliminated the graduated personal income tax system in favor of a lower flat tax of 5.8% in 2014 and will be 5.75% in 2015; the wealthy, more able to contribute to the society as a whole, will shoulder less of the burden. Corporate income taxes have been cut from 6.9% to 5% by 2015 making NC more attractive to relocating businesses but when they seek educated and skilled labor they will be hard pressed to find it. North Carolina spends $495 less per student than it did in six years ago and ranks seventh among 14 states in which 2014-15 per-pupil funding is more than 10 percent lower than in 2008 when the recession hit. (Center on Budget and Policy Priorities). According to a NC Justice Center report, the money spent this school year on public education falls $277 million short of what is needed to maintain the same service levels in place two years ago. And Public Schools First NC’s fact sheet, Impact of the 2013-15 State Budget, notes that budget cuts have dramatically impacted the number of teacher assistant positions, classroom materials, and instructional supplies; textbooks are funded at an unrealistic $20 per student.

While our government has decided that faceless businesses, some responsible for the financial collapse, are too big to fail, they have decided that our children are not. Billions of dollars can be spent to rescue businesses, but cuts continue when it comes to our children and their future. We must take a stand and let our representatives know that our children, their potential, and the potential for North Carolina are “too big to fail.” North Carolina’s future needs a bailout. It needs to be rescued from the grip of politics and special interests on Jones Street. That bailout will take the form of the votes from the people who are tired of the corruption in Raleigh. It will come from the votes of those who will go to the polls to take back their government and their political parties from the extreme factions buying our legislators and give North Carolina a chance to rise again as a leader in the region.

 

Matt Caggia

Social Studies Teacher

Leesville Road High School

Wake County

 

Four Bad Arguments Against Common Core

September, 2014
As a high school English teacher, I am not a blind supporter of the Common Core State 
Standards (CCSS). I do recognize that there are flaws inherent within any system of
standardization. But some of the arguments I’ve heard are less than stellar.
Here are my favorites:
1.“The Common Core Curriculum is…” Stop right there. The Common Core isn’t a
curriculum but a set of standards. Wake County has its own curricula, and my course
syllabus and pacing guides are my own. Furthermore, how I teach what I teach is up to
me. I’m not required to teach specific texts — the standards suggest teaching
“Shakespeare as well as other authors.” And whether teaching Macbeth or Hamlet,
Common Core is only concerned that I help my students meet the standard.
“Whatever. The Common Core Standards, then, force all teachers to teach a certain
way.”
Again, I must disagree. In my experience, we have been encouraged to include more
informational texts, which is cool, and we have worked with the county to develop
performance based tasks as evaluation tools rather than multiple choice tests. Also
cool. My students find these things difficult. They also find them rewarding.
“Why will I need to know Hamlet in ten years?”
they ask.
“Um…because Hamlet is awesome and will help
you appreciate literature and gain cultural
literacy…” is usually my answer. “Why will I need to know how to write a resume?” or
“When will I ever use these strategies for understanding a political speech or
argument?” are not questions I get often.
2. and 3. “The standards are dumbing down the kids”/ “The standards are too hard for
the kids”
According to Glenn Beck’s website, “Many teachers, educators, and parents believe
Common Core is dumbing down America’s children.” At the same time, some find the
standards too hard. In a piece for WUNC, Reema Khrais featured parent Andrea Dillon
who “says Common Core is not developmentally appropriate for her son. ‘Just for an
example, they’re doing persuasive writing pieces in first-grade where he has to have an
opening sentence, three supporting sentences and a closing argument for a text he’s read,
and he has to do that on his own – he’s seven,’ she said.”
So which is it? Too simple or too difficult?
In the case of the first grade, the writing standards stipulate that students have “guidance
and support from adults” while learning to write, not on their own. But specific standard
arguments aside, this is not a Common Core problem. The fact that we have any standards at all necessarily means that some kids will find the standards “too easy” and
some will find them “too hard.” That’s what happens when one creates a standard. It’s
my job as a teacher to push the students who have surpassed the standards forward, and
to work hard to bring the kids below standard up to par.
The point is that no “standard” is going to be just right for all of the kids all of the
time. This is why we differentiate; we tailor assignments to meet students at their
level. Getting rid of the Common Core State Standards would do nothing to solve this
problem, mainly because North Carolina adopted the CCSS to replace our own – which
were deemed too simple, “dumbed down”, and not adequate enough to prepare our
students to compete nationally or globally. Speaking in support of the standards, the NC
Chamber, a nonpartisan voice for advocating businesses, calls them “high, globally
competitive standards that North Carolina students will need to compete for the jobs of
tomorrow.” Choruses of NC leaders have also voiced their support, something that didn’t
happen with the old standards.
4. “Getting rid of Common Core will help with the whole standardized testing situation.”
A great article by Rethinking Schools condemns the Pearson Inc.-developed Common
Core tests. It goes on to present a horror story of a testing situation, reporting that
“Students reported feeling overstressed and underprepared—meeting the tests with shock,
anger, tears, and anxiety. Administrators requested guidelines for handling tests students
had vomited on. Teachers and principals complained about the disruptive nature of the
testing process and many parents encouraged their children to opt out.” And teachers,
parents, and school boards are making the news for protesting these ridiculous tests.
Pretty cool. I also hate the amount of high stakes testing that we are doing.
But…
NC had high stakes testing well before the CCSS showed up, and I venture to guess that
repealing those standards won’t get rid of testing hereafter. It seems to me that the fight
isn’t about the standards but about the testing. Perhaps there should not be so many
standardized tests. Perhaps teachers shouldn’t spend so much time training students for
these tests. Certainly these tests should not represent such high stakes in a student’s
academic career. Definitely these tests should not be used as a sole indicator of a
teacher’s effectiveness. Either way, the argument that equates the standards with the
testing is overlooking North Carolina’s educational history since 1993 – well before Gates
got into the education game.
In the end, I respect a healthy dialogue about standards and I’m proud to be part of a
dynamic community that believes passionately in doing what is best for our students. I
do not doubt many on all sides of the controversy are thinking of the children, but I
cannot see what a complete repeal of the Common Core State Standards – which have
taken tons of money and time to implement – is going to do to solve many of the issues
raised by opponents. As the Academic Standards Review Commission meets to begin
reviewing the standards, I urge them to leave behind fallacious arguments and to address
the real issues behind these complaints that are facing our students and our state.
Alicia Burnette Whitley

Why Taking The High Road Can Make All the Difference in Parent-Teacher Communication

September, 2014

Most of us have been there. We’ve had the teacher who didn’t give our child (or us!) the grade we thought was deserved. Some of us have listened to the counselor say that our child should be in a standard-level class rather than the honors hoped for. And most of us have voiced our opinions or heard opinions expressed about these disappointments. Sometimes, however, these comments can sting or even do lasting damage.

This is a vulnerable time for public education and especially for public school teachers. We are, in fact, at a crucial crossroads as to where public schools are headed in our near future. What parents say and how they say it can greatly impact teacher morale. As critical allies of public schools, parents can do a lot of good by choosing the high road when faced with the choice between a positive, supportive comment and a disparaging one. Consider a few scenarios where you might encounter this dilemma:

At the bus stop with several parents, you hear the kids discussing something that happened during the school day. Some of you disagree with what a teacher has done or said at school and the conversation immediately turns negative. Instead of joining in, here’s an alternative: say to the other parents involved, “Let’s step away from the kids and discuss this further.” When you disparage teachers in front of children, your negative judgment gives them license to disrespect educators in the school setting.

In following up that bus stop conversation, another parent decides to let that teacher know exactly what he thinks. Please suggest that he give the teacher the benefit of the doubt. What a child comes home and purports happened may not be the entire story. Please encourage others to ask what happened rather than accuse. At a parent-teacher conference, you disagree with a teacher’s assessment that your child would perform better in a certain level class over another. Your child is upset with this evaluation and, understandably, you want to support him. Ask the teacher what led her to this conclusion. If a teacher believes your child might have the ability but has not yet shown the work ethic, ask what she has observed in class. Instead of denouncing a teacher’s assessment, communicate with her as a professional and ask how you can work with her to develop a plan that will help your child be successful in her class.

As you read comments shared in an email or posted on Facebook on teacher and/or class selection at your child’s school, you notice various pessimistic comments. Bashing public school teachers has become en vogue, whether in a social media comment (“Why does my child always get THE WORST teacher in the school??”) or a post-article discussion forum (“If they wanted to make more money, they should get a different job and stop complaining.”). As a supporter of public education, do not allow yourself to get stuck in the quagmire of this insult.

Even if you have concerns, voicing them over social media or in front of your child will not make a positive change, if any change at all. Instead wait until you meet the teacher and see how your child does in the class. If you notice problems, schedule a conference right away.

On your lunch break you and a friend compare your children’s homework load and grades. She says she has no idea how her child is doing because the teacher is non-communicative. Please suggest to her that she go online and check her child’s class website, Dojo, or Edmodo page. Ask her if she attended Open House or Meet the Teacher where teachers often disseminate much of that information. If her child has grades posted on PowerSchools, by all means, she should log on and get a password. Above all parents should find out how grades are assigned and posted and communicate directly with the teacher and/or principal with concerns about process.

Your child comes home and immediately settles in to his science homework. He says he wants to get it done because for the first time, he “gets it.” He even goes on to say that his teacher explained it so well that he feels confident he is going to do great on the test the following week. Now is the time to say something! Instead of walking away and saying nothing, tell a teacher when he does something effective or uses a strategy that really works with your child. Let a teacher know when something positive happens if you feel he has been part of that process. Those emotional pay raises make teachers believe they can continue another year, another semester, sometimes just another week.

So as you come upon that ubiquitous intersection of negative vs. affirmative teacher talk, let your GPS (maybe that stands for “Great Public Schools”!) take you the right way. Find the positive in your child’s school and teachers so that you and they can collaboratively build a supportive environment, relationship, and expectations for your child to thrive.

 

Heather Dinkenor

North Carolina English Teacher

NBCT

Wearing Red4Ed: Are We Satisfied?

When Red4EdNC launched the “Wear Red for Public Ed on Wednesday” movement, I hoped to one day call off the protest. With our legislative leaders boasting of passing the largest single-year teacher raise in history, it’s time to assess that aspiration.

To attract businesses, to keep property values consistently high, to raise the health and economic security of all North Carolinians, every NC community needs high quality public schools. We also want to avoid students and educators leaving public schools for charter and private schools. A two-tier school system will create a permanent underclass as well as sacrifice the promise of the American meritocracy (hard work pays, opportunity exists).

To have great schools, we must have great teachers. Last week 700 Wake County community members gathered – parents, elected officials, and area leaders. They selected teacher quality and retention as the most important priority of the school system, by a wide margin. Meanwhile, school systems statewide report record numbers of resignations and struggle to fill open positions.

To attract and keep the best teachers, school systems must offer competitive salaries, a challenging and supportive work environment, adequate resources, professional growth opportunities, and autonomy.

Now, with 21 years of teaching experience, I lost over $9,180 dollars of expected income when salaries were frozen. Next year, my paycheck will be over $3900 higher, thanks to the new state budget. But, I will lose about $2000 of longevity pay. My net gain before taxes is about $2000. These raises are created from non-recurring funds, which means next year, I might lose my raise and still not get a longevity check. So I could be in the red $2000. Sounds like some elected officials are trying to get through an election year, and then there will be some very difficult choices to make.

NC teachers have a challenging work environment. Our students’ diversity entails ability, socio-economic status, ethnic background, and family support, among other concerns, and we must differentiate instruction to meet their needs. Public schools serve every student, not just those whose families have the transportation or funds to be there. Furthermore, the state legislature’s decision not to automatically increase funding with increased enrollment means hiring will likely take place last minute, making classes more crowded than necessary, more crowded than effective. Pre-K funding for low-income kids will not catch up to demand anytime soon, and we struggle to meet the annually growing documentation and assessment requirements.

Human and physical resources dwindle in NC public schools. Charlotte-Mecklenburg cut 90 teacher assistant positions. At my school, we lack textbooks for our history students, and the 10-year-old ones we do have are falling apart. I flipped my classroom (put all my lectures on YouTube) to help eliminate that shortage, but I can’t sustain that practice because my laptop’s operating system is too outdated to run the video software we cannot afford. Two grant proposals I wrote were turned down; the granting agency had fewer funds to disperse. For the first time in my 21-year career, I cannot progress in my instructional practices because I lack resources.

Opportunities for professional growth have been all but eliminated: no pay raises for master’s degrees or to pursue costly National Board Certification going forth, anemic professional development funds, even in “good” school systems, and minimal, if any, pay for mentoring new teachers.

As for autonomy, the courts have ruled that teachers who have tenure/career status (meaning they cannot be fired without due process) will retain it. But tenure has been eliminated for all teachers entering the profession. Retaining good teachers will be harder as they will lose their autonomy. Peter Greene’s article, “It’s Not the Firing, It’s the Threatening,” perfectly articulates this reasoning: “The threat of firing is the great ‘Do this or else…’ It takes all the powerful people a teacher must deal with and arms each one with a nuclear device. Give my child the lead in the school play, or else. Stop assigning homework to those kids, or else. Implement these bad practices, or else…The threat of firing coerces her into doing the job poorly.” Great teachers don’t like doing anything poorly.

Principals tell me that dismissing bad teachers in NC really isn’t that hard. Keeping the great, smart, experienced, dynamic ones though? That’s tricky. Terminating career status (tenure) only worsens that scenario.

So, is it time to call off the protest? I’ve weighed the variables, and I’m making another trip to the thrift store where everything is sorted by color. Guess which rack I’m heading to?

Please join me. Wear Red for Ed on Wed. Subscribe to the PSFNC newsletter,like us on Facebook, and be an advocate for change among your peers. And vote November 4th! The future of NC is at stake.

Angie Scioli
Wake County Social Studies Teacher
Founder, Red4EdNC

Red4EdNC is Merging With PSFNC – Together We Are Stronger!

Dear Red4EdNC supporters,

After a year of working to inform the public about education issues in NC, we have realized that we cannot also simultaneously do our primary jobs of educating our students.  Thus, we have joined with Public Schools First NC.  As a full-time entity with a staff that can effectively do the research and postings we wanted to do, Public Schools First NC will allow us to focus on education issues through the lens and voice of the teacher.  PSFNC has graciously partnered with us and given us a corner of their newsletter where we will post “teacher-to-teacher” and “teacher-to-parent” articles.  We are looking for activist teachers to write these articles so more voices can be heard with the broader bandwidth that PSFNC has. We also hope to collaborate more with teacher leaders to sustain this message about the crucial role public schools play in the very infrastructure of our society.  Please stick with us, stay informed via Public Schools First NC’s bimonthly newsletters, and get involved in the conversation.  Follow Public Schools First NC on  Twitter @PS1NC and “Like” them on Facebook,facebook.com/PublicSchoolsFirstNC!  We look forward to seeing the fruits of this exciting new partnership!

Red4EdNC

NC Educators: Not Sure What to Do about the Bonus/Contract Deal? Just Say No

Since the days of actually eating lunch in the teacher’s lounge ended long ago, there isn’t a “water cooler” moment in my teaching day anymore.  I miss the adult conversation that was an opportunity to “pick the brains” of wiser teachers with much more experience.  As I think about this 25% plan – the process by which some of the teachers at my school will enter a pool and be offered a bonus in turn for surrendering their career status – I have missed the forum for communication among teachers all the more.  So, I decided to be a “walking water cooler” and seek the perspectives and advice of educators, current and retired, about the plan.  I wanted to know practical things like, “Under what circumstances is it logical to enter the pool?”   I’ve listened, and thought about it, and here’s where I now stand.

Just say no.  I shouldn’t enter the pool, and there are very few teachers who should.

The only teachers who should enter the pool are those who feel very, very secure in their jobs and plan to retire in the next few years.  If they get the bonuses, they will raise their pay, and that will, in turn,  raise their pension.

Anyone else? JUST SAY NO. 

Here’s the collective wisdom I have gathered, sprinkled with a healthy dose of wise sayings to help drive the points home:

Send a message

If the vast majority of teachers opt out, it will be a powerful statement to the powers that be that created this plan.  This plan is counterproductive, resented by teachers and administrators alike, and the best way to make that clear is to refuse to participate at any level.

What about the money?

Only the first year of the bonuses are funded.   If you have career status, that is worth something.  The bonuses are theoretical, much like the ABC merit pay bonuses we were promised in years past.

It’s not a lot of money.  After taxes, that first year, the only year that’s funded, the bonus will equal about $30-35 a month.  We know if you starve a dog and then throw it a bone, it will jump.  But in this case, it’s a small bone that has very little meat on it.  And it could get caught in your throat.

Tenure and legislative changes

Career status might be slated to disappear in 2018, but there’s a lot of water to go under that bridge.  There are elections, and lawsuits . . . the fat lady hasn’t yet sung.   If the laws change, and you have never surrendered your career status, you won’t have to figure out how to restore it.

The convoluted evaluation process

Curiosity killed the cat.  You might just be curious if you are in that top 25%, and the only way to know for sure is to jump in the pool.  But, if you look at the process, is that rating they come up with really a fair assessment of your teaching ability?  In past years, I have been rated higher on the NCEES than I deserved on some standards and lower on others.  I understood I could have a long drawn out meeting with my administrator to show evidences to boost my ratings, but I was told that this was a growth tool, and did not see reason in arguing every unchecked box.   I didn’t fear for my job, and heck, the last thing my evaluator or I need at the end of the year is a three hour meeting!  So, I took what I could from the process and moved on.

So, if you look at how they are making the sausage, it becomes a little less appetizing to find out how you stack up.  The numbers they are using are flawed, and so the results will be also.  You can’t take an evaluation instrument intended to be used as a “growth” model, twist it into an “achievement” model, and expect it to yield very good results.

The spirit of collaboration 

And, jumping in that pool could be corrosive to the spirit of collaboration we have been building in our schools for years.  You know the drill for defeating a group – divide and conquer.  Once we start seeking divisions – keeping score of who is better than whom – there is an incentive to withhold ideas so our star can shine a little brighter than someone else’s.  That is not in our self-interest as teachers nor in the interest of the kids.  We need all ships to rise on the tide of collaboration that has become the new norm at many schools.  This 25% plan runs counter to that ethic and is, therefore,  dangerous.

Final thoughts

At first I was tempted to enter the pool and then say “no thanks” were I offered the bonus/contract.  In Wake County, they aren’t “going down the line” and offering refused contracts to anyone else.  My reasoning was that I would “save” someone else from making the mistake of taking the contract.  But, what if the person’s spot I took was a person seeking to retire in the next few years?  I could deprive them of the chance to boost their retirement income – the one group of people who stand to benefit from this deal.  I decided, in the end, that plan was too unpredictable and risky.

So, in the end, it’s pretty simple.  Just say no from the start.  Do not enter the pool.

And remember, in Wake County, you must actually SAY NO.  If you do not respond to the initial poll in Wake County in the early spring, you will automatically be entered in the pool.

So, whew.  That’s decided.  Back to bigger concerns, like . . . . teaching.

Wake County Outlines Implementation of 25% Contract Legislation – The Details Employees Need to Consider

A working group of teachers, administrators, and interest group representatives in Wake County have proposed a process for how  25% of 7,454 teachers, counselors, and specialists  should be identified and offered four year contracts and bonus money in return for surrendering their tenure four years early.    It is likely to be accepted by the Board of Education in the coming weeks, and implementation will begin in February.  Those educators should familiarize themselves with the plan so they might consider how they will respond.

The plan says each of those 7,454 employees are in the “pool” because they have three or more years years experience in the Wake County school system and have no lower than “proficient” ratings on their past evaluations.  It includes anyone paid on the teacher pay scale.

  • All of those in the pool will be sent an electronic form in February or March.  They will be asked if they would like to be considered for one of the four year contracts.  If they do not respond, they will automatically be included.  If they say yes, they might be offered a contract at a later time, and they can decline it at that time.
  • If contracts are offered to an individual and declined, they will not be offered to another employee.
  • Once the pool of candidates are known, evaluations from the past 2 years (the NCEES teacher evaluation instrument) will be analyzed.  Point values will be assigned to  the various levels of the rating system.  For example, “Not Demonstrated” = 1 point, “Distinguished” = 5).  Only standards 1 and 4 will be included.
  • Candidates will get an average rating for each employee by dividing the total number of points earned by the total number of ratings given in the two year time frame.
  • Those ratings will then be compared to each other at the school level.
  • At each school, the 25% of the employees in the pool with the highest average rating will be offered four year contracts.
  • A alternate system for rating employees not evaluated using NCEES was also provided.  They will be considered as a district-wide pool.

When considering the above plan, what ethical and practical considerations does it create for you?  What questions do you have?   Feel free to chime in below and we will dedicate future posts to addressing those concerns.