CAT Tracks for June 14, 2010

CAT Tracks for June 14, 2010

I don't blame the leaders of the DC teachers' union. They have to represent the majority of their membership and they are under tremendous outside pressure...President Obama and his Stooge of Education "stay" in DC!

The DC Chancellor (aka Superintendent of Schools), Diva Michelle Rhee, is the darling of school reformers nation-wide...especially deep-pocket foundations (yes, including Walmart). Four of these foundations pledged $64.5 million dollars to fund the newly ratified DC teachers' contract.

Two things about that "private funding"...

It too shall pass. These groups ponied up so that they could bust the DC teachers' union and its commitment to tenure and seniority rights. It won't last. Now that they have accomplished their purpose in DC, they will move on to the next target. They have deep pockets, but the pockets aren't bottomless. After (or before) this new contract expires, they will select another prime location to push their agenda, leaving the DC survivors to fend for themselves in the next round of negotiations.

And, the Diva? Stories are circulating that Michelle Rhee and her "deal" with her deep-pocket sponsors are currently under investigation. Seems the Rhee's sponsors added some "fine print" to their pledge of money to fund the new contract...Michelle Rhee must stay, or the deal is off. Hmmm...did Michelle Rhee orchestrate/negotiate her own "job security" contract provision?

DC teachers and the DC "powers that be" had best enjoy this new contract, because all hell is going to break loose when it comes time to negotiate the next one. When the "extra money" disappears and with it...the "performance pay plan", well, teachers (whichever "effectiveness rating" they possess) will have to repeat history, unite, and fight for the tenure/seniority rights they sold this year...for a few dollars more.
C'est la vie...

From the New York Times...

Link to Original Story
Washington’s Teachers’ Contract
Teachers’ unions around the country are realizing that they can either participate in shaping reforms or have others’ reforms forced upon them. The latest example comes from Washington, where the union has wisely negotiated and ratified a contract that gives the city greater leeway to pay, promote or fire teachers based on performance.
The new contract will raise salaries across the board by about 20 percent over the next five years. But it also creates two categories of teachers.
Those who choose to remain on the traditional salary schedule will receive collectively bargained increases at the appointed times and get to a top salary, after about 20 years, of $106,000. High-performing teachers who opt into a performance-based system could see more rapid pay increases under a plan that is still being worked out and could potentially earn more than $140,000.
Washington already has a rigorous evaluation system. It rates its teachers based partly on how well they improve student learning from year to year, and partly on intensive classroom observation by their supervisors. Under the new contract, the ratings — which describe teachers as highly effective, effective, minimally effective or ineffective — will be put to use at several different points in the teacher’s career.
Gone are the days when schools that experienced enrollment drops cut teachers based on seniority, beginning with the last hired. Under the new contract, minimally effective and ineffective teachers will be the first to leave. Those who do not find jobs elsewhere in the system within 60 days will be fired.

Washington’s hard-driving schools chancellor, Michelle Rhee, believes that the bonus system, which will be developed in consultation with the union, will allow the city to attract more high-performing teachers and keep them on the job longer. In addition to making the city a more attractive place to work, the new contract acknowledges something that unions have often denied: teachers are not all interchangeable and some deserve to be paid more than others.