- Further reductions of Elementary Assistant Principals
- Adjustment of Middle School Assistant Principals Work Year
- Further reductions in district wide Department budgets (HR & Instructional Services in this case)
- Implementation of the previously discussed reductions in Athletics
- Elimination of all home-to-school transportation for High School (grades 7-12) students
This is clearly a situation where no one "wins." It was very ironic and an unbelievable paradox that we had teachers from Mark Twain Elementary School which have been grossly effected (based on law) such that 2/3 of their teaching staff is being laid off -- while at the same time they are preparing to host a validation visit as a California Distinguished School (and we believe they will be recognized as such). Similar circumstances are found in every phase of our operation.
This is all very painful and upsetting. The best I can hope for is as some of the speakers asked: ...what can we do together? ...what are we willing to do together? While I still advocate your consistent calls and letters to our State representatives, I think our best solution is here between all of us in the Riverside / RUSD community.
I agree. Let's work together to do the best we can for our children and our students. If this is always before us, the other hard decisons will be the right ones.
ReplyDeleteAs we were told over and over last nite...92% of the district budget is the salaries and those salaries are connected to people. We are facing the obvious here and it was confirmed by mr. vanderzyl...people (jobs) will be lost. There is no way around it. I am sure that I speak for the majority when I say that we just request to be kept in the loop and supported-informed by our managers to know what we all will know by May 15th. I think mr miller puts it "to be transparent." Help us to be prepared and not shocked by the blow. And why still no mention of furlough days??? Maybe that will be part of the group 5 recommendations that will be presented on 3/15/2010.
ReplyDeleteFurlough days are a negotiable item and cannot be presented to the board for a vote outside of the bargaining process. The resolutions that were approved last night to change the staffing ratio at secondary schools, eliminate overallocations, etc. should total close to $7.5 million. This number could have been mentioned as it puts RUSD much closer to its target.
ReplyDeleteI was at the board meeting last night and I got the sense that the board is just as desperate to find solutions to this problems as the teachers, specially those being laid-off. There was a call of what are we willing to do together? I also got the sense that the our union is blocking every proposal they have put on the table. They already shut down a "golden handshake" proposal. Union leaders need to stop being defensive and bring real solutions to the table. Union and district need to work together. It is a reality that people are going to loose their jobs, but it is also a reality that people who hold the key to minimize this impact are not working together. Union people the doors are open, table is set. Now I ask you What are you willing to do?
ReplyDeleteMaybe it is time for teachers to find union representation that looks at all the teachers, not just those who have paid dues for 20 years and are looking at retirement. Our union doesn't seem to do that well since the "golden handshake" has been reduced to a "copper brushoff".
ReplyDeleteAnd while we're at it, let's look at School Board members who cannot follow what's happening at meetings and cabinet members who are so concerned that they fall asleep during discussions. (Although, I must admit, it IS BORING to watch people ask questions that have already been answered.)
Look out! Nobody's job is safe!
...and WHERE are the board meeting minutes? None have been posted since December.
ReplyDeleteWith all the cuts going on in the classrooms and other services that directly effect the students, including library and counseling services, why has there not been any discussion on cutting positions at M&O? Why is it not being pointed out that there is an awful lot of waste associated with that department? Do you realize that it costs the district over $75 to have a KEY made for a FILING CABINET? Why? Because it takes TWO people (district employees from M&O) ONE HOUR EACH at $35 + an hour to make ONE KEY!!! Did you also know that it costs $35 for someone from M&O to go to a school site to TIGHTEN TOILET SEAT BOLTS????!!!! How about almost $500 for 3 guys (district employees from M&O) to replace a 2'x3' piece of plexiglass in a restroom - it took them 9 hours total!!! Shall I continue? It sure wouldn't cost that much for outside companies to perform these tasks, so why can't the district set up contracts with local vendors that would be willing to discount their rates if the district used them exclusively - like OfficeMax and Waxie do?
ReplyDeleteI agree with the above. We just recently had to have two of the library doors filed down a bit on the lock side(this was done with doors still on their hinges) so they would close properly due to the rain. It took two people to do that and then a couple days later it took two more to come and paint the edge of the door--come on!!! Can't they venture out on their own to do simple tasks and save money??
ReplyDeleteMaybe the light needs to be fairly pointed in another direction - District Administration. We are all being asked to make cuts, cuts that impact kids directly. How much can we respect our leaders when consolidation/cuts have not really been made at the district office? Under any circumstances, some of those positions could be combined, and especially under these conditions! If we need to make sacrifices, then our leaders need to lead the way!
ReplyDeleteI am confused??? Dr. Miller states these current changes amount to 1.4 M - Roslyn Jones states 7.5 M?
ReplyDeleteKnowing I’m going to be pink’d (classified) and on UI recently went over my expenses. Having low overhead and living within my means reductions and cuts could still be made. I would expect the same from RUSD and the State of California suggesting stuff not staff be cut.
ReplyDeleteCease and desist if not permanently but at least for a period of time doing things financially harmful or contrary activity causing irreparable damage to all concerned such as STAR testing and the California High School Exit Examination. Eliminating STAR and the CAHSEE will pull our collective fat out of the fire. Clearly it is an extravagance at a time when there should be no money for it when Riverside and the State need to keep people employed and paying taxes. Additionally, both RCTA/CSEA unions need to start rethinking things and get in touch with reality.
Finally, before you start cramming additional students into classrooms furniture and all the local fire marshal should be contacted to see if it can be legally done.
Throughout these blogs, RUSD employees have poored out their hearts with their stories, only to be chastised by a certain contributor like the one above (3-2-10, 9:59pm), which gives me pause to wonder if this negative input is from a District person??? It always has a different tone than the other contributors, one of "putting people in their places"...
ReplyDeleteAs I understand it, the union has come to the table on many, many occasions, only to be told that the district has nothing to offer at the meeting. Why has the district simply and straightforwardly stated why they do not want to OFFER an ERIP...get it out there & let's be done with it. Do not continue to blame the union because the district is against offering it. If the district really wanted to offer an ERIP, they would not have to tie it to something that would break our contract agreement. Had a fair & reasonable ERIP been offered early on, without strings attached, several retiring employees would already have notified the district, which would have saved many, many pink slips. Even now, if the district had simply stated they are not in favor of an ERIP (rather than blaming the union), several employees who are waiting to see if there will be an ERIP, would already have put in their paperwork, thus saving several pink slips. Transparency does not blame the union or try to bully the union into giving up our contractural rights. It is causing more chaos among the employees of this district because not only are many people on edge because of being pinked, now add to that many people who will be on edge about losing their position because someone with less experience and years needs their position. That is not right either. Seniority does have it's place and should matter. I am not happy about the chaos the district is creating by pitting experienced teachers and newer teachers against each other...so unnecessary and unproductive to what we want.
I so appreciated Dr. Miller's previous references to Character Counts. It should apply here as well. Perhaps more organization from the district in forethought re: ERIPs (to do or not to do) would have been much better for all. More experienced teachers should not be pressured to give up what they have worked for and earned. I'm very uncomfortable with the district putting the union in the position of being the bad guy, when it's the district's disorganization that has caused this crazy-making.
Don't misunderstand...I do appreciate the efforts of Dr. Miller, the Board, and the District leadership, but this one sticking point of blaming the union or bullying to give up transfer rights is wrong...Dr. Miller, I hope in your leadership, you will make a statement to make this stop. Don't put the union in this Catch 22. Of course they want to do all they can to support every employee, and at the Board Meeting last night, the Board did state that jobs will be cut...it is not the union's fault, but do not demand of them to give up contractural rights, especially when there has been a history of the union giving up things only then for the cabinet to turn it around to their unfair advantage.
It is my hope that the district leadership will respect our contract and stop the bullying. Perhaps in good faith, it is time for the cabinet to address their 9% pay raise over and above the negotiated pay raise we all last received.
It is interesting (March 2, 2010 12:59 PM) that you are not happy about someone chastising others and then you go ahead an chastise the district. Comments like the ones you have posted are divisive and not productive. You are giving your personal perspective and that is what this forum is for,but it does not mean what you are saying is completely true. We need to work together and come up with solutions instead of pointing fingers.
ReplyDeleteHas the State/District considered implementing a tax credit program as seen in Arizona schools?
ReplyDeletehttp://www2.mpsaz.org/community/eca/?ref=fnav-par
"Arizona law provides a tax credit for contributions to public schools...
"You can help...students and possibly lower your tax bill by making a donation.
"The state tax credit is available to all qualifying individual Arizona State taxpayers. You do not need to have a child enrolled in a school to take advantage of this state tax credit.
"A tax credit is different from a deduction because you may subtract the whole contribution from your Arizona state tax bill. An individual may contribute as much as $200, and a couple filing jointly may contribute as much as $400 to a public school and receive the money back in the form of a tax credit.
"A tax credit is a dollar-for-dollar reduction in the actual tax owed. For example, if you owe $800 in state income taxes and you donate $400 to a public school for extracurricular activities, you may subtract the $400 from your tax bill and pay the state just $400."
With many, many teachers being RIF'd, who will be teaching the students next year? It has gone beyond those that are involoved in the class sized reduction program. Maybe administrators are going to have to step into the classroom.
ReplyDeleteIt is wrong for teachers to be using students on Thursday as props to keep their jobs. Teachers are making anti-RIF trinkets for kindergarteners to wear!! Teachers are using school supplies to make banners to hang in front of schools. This is wrong. Parents are not being allowed to opt out of having their kids used as props to try and save the jobs of government employees. Parents are losing jobs in the private sector, but those parents aren't coercing teacher's kids to act out to save the parents' jobs. RUSD, why are you allowing this to happen? It is wrong to use the students in this way.
ReplyDeleteConcerning furlough days, keep these points in mind:
ReplyDelete* Furlough days will reduce your yearly salary which could permanently reduce the amount of money you get during retirement depending on when you retire.
* Reducing the salary of those employed next year would have to approved by the teachers, including those already RIFed, your retirement income might not be high on their agenda.
* Approving furlough days would set a bad precedent. The district may come to think anytime they have a budget problem reducing the pay of the workers is a first option.
Wow, someone is having a child wear trinkets? Our school site is conducting our protest off campus. Maybe you should talk to that teacher and voice your concern.
ReplyDeleteOn a side note, I am surprised that you are against this protest due to the fact that these decisions are affecting your child's class size and future education.
Stand up for Schools Thursday is bringing attention to the funding issues facing our schools. Lay offs are just one issue that schools are facing due to teh State budget. Stand up for Schools days in supported by the Education Coalition, not just teachers.
ReplyDeleteAs a concerned parent hearing many ideas for solving the budget problem, I worry about the cuts directly affecting our students. I have volunteered in the schools for many years including classroom, library and sports. It's disappointing to see so many cuts. I see how much help the library needs ordering, organizing and distributing textbooks and teachers with day to day activities. With cuts in these areas it will be hard to provide the quality educaion that makes so many of our schools distinguished schools.
ReplyDeleteA lot of finger pointing has gone back and forth in meetings and on this blog. Many people on both sides are doing this and so far I am not hearing a lot of solutions that don’t devastate services to our kids. If management is truly interested in working on a solution to this mess and really feels that we all need to be in this together, then let’s put it in writing. Before asking for furlough days in a union contract that can’t be changed, put it in writing that management will have to follow the same suit. I would hate to see our unions agree to furlough days, put it in writing and then have management decide to recommend to the board that their furlough days be rescinded, leaving employees who provide direct services to kids to shoulder the burden alone. Let’s put it all in writing in our contracts so it all sticks. There is too long a history of double dealings to move forward without things being put in writing. Here is my proposal for a part of the solution:
ReplyDelete1. The classified contract already has a “me-too” clause in it saying that if certificated personnel get a raise then classified personnel will get the same raise too. If it was negotiated out, then let’s reinstate it.
2. Let’s put in a “me too” clause for certificated to tie their pay to management pay. If the top paid administrator’s salary is tied to the top paid teacher’s salary, then all salaries will go up and down at the same time and we are all in this together.
My proposed draft be worded something like this (although I will allow the union to get the exact wording correct): The highest paid manager in total compensation package will not receive more than 2.5 times the highest paid certificated employee, without anniversary increments, as determined by the certificated salary scale.
At this time, Dr. Miller’s Salary is $210,000 which is about 2.5 times the highest paid teacher who earns $84,120. I propose we just marry those figures and then all the lower paid managers will be taken care of and so will the certificated and classified personnel. If anyone has to take paycuts, furlough days, reduction of hours, etc. let it start at the top as the cabinet and board have stated.
Like many others, I am caught between what the union says and what management says. Honestly, I don’t know who is telling the truth. I understood Mr. Fine to say that there is $20 million in carryover in the textbook budget without any adoption on the horizon. It doesn’t sound like every stone has been overturned to find money to keep direct services for our kids in my opinion. Also, is there really extra millions in the benefits budget? It is about time we got some honest answers. We need to keep our class sizes and student to counselor ratios as low as possible in order to provide the best DIRECT services to our kids as possible.
Maybe next we can look at tying a specific percentage of the total budget to direct services to students in the form of teachers, counselors, support staff (ie certificated and classified job positions that work directly with students).
What would be the total savings to the district if everyone took a 1%; 2%; or 3% pay cut? Not a reduction in work days which would impact students, but a pay cut? Interesting to me that I have not read this as an option.....
ReplyDeleteHow is the new "interest based bargaining" working out? It does not seem fair or right that the District or the union can just walk away from the table. (Although I am sure there is a law or regulation about that.)
ReplyDeleteWe are in a time of crisis. People are losing their homes. Can we make negotiations a priority?
With regards to the accusations about using students as "props" and using school supplies - talk to the teacher first, please. Things are not always what they seem or what we assume the to be.
ReplyDeleteAlso, realize that while teachers are paid by the government, most of us look at teaching as a calling, not a job. Yes, we are in danger of losing our jobs, and that is personally devasting, but there is a bigger picture here.
Those kindergartners have the potential of being in a class of 30+ students next year when they enter what is arguably the most critical grade in school - first grade. Take a look at the standards for first grade on the CDE website. And just to make first grade even more daunting - some of those 30 first graders have not been to kindergarten or preschool...and you thought it was just a government job.
It is good to see that so many people are responding to solve the problem. It is times like these when we do our best thinking! I have been trying to think of something that will help and here is a hair-brained thought! Childhood obesity is a problem in our region. Who walks and who takes the bus is potentially controversial, however if the district works with parents and give careful thought and planning why not reduce the number of busses and hire "walking guards" to be on the streets for student safety. More students will walk to school and be healthier because of the exercise and at the same time the district can save some funds to educate students.
ReplyDeleteIn response to another post, district specialists took a 21 day furlough, with no reduction in responsibilities. Cutting this support to sites would increase the work of principals, who have already had their A.P.'s reduced. Most would return to a classroom, thereby affecting more teacher jobs. A drastic number of positions were eliminated in the last three years.
ReplyDeleteDr. Miller, thank you for providing this much-needed forum for input! My wish: that we could somehow erase the dividing lines between certificated - classified - administrative. We're all on the same team when it comes to educating kids, and we all do equally important jobs. Enough with the finger pointing and 'me too' clauses! There is certainly enough stress and anxiety in the current situation without having to pour energy into being on opposite sides.
ReplyDeleteIn response to the March 2, 2010 11:25 AM posting – Shame on you! Is this the type of professional courtesy you teach in your classroom? Are the students in your class taught to attack others when faced with a serious problem? If you sincerely believe that firing locksmiths and painters is a probable and practical route to solving the districts budget problems then your line of thinking should be applied to the certificated staff too. Why pay a teacher $40K-$80K when we can save money by hiring grad students or tutors or pick up hourly educators from agencies that hire for after school learning centers? If we’re going to completely ignore the bargaining unit agreement for the classified staff and hire outside contractors, then the same should be true for the certificated staff! Following your lead, “… why can't the district set up contracts with local vendors…” let’s take it the next level and set up contracts with local colleges, universities and independent learning centers. In this economy I’m sure they would be “…willing to discount their rates if the district used them exclusively…”
ReplyDeleteYes, I admit this is ridicules – but so is assuming M&O staff layoffs will put a crease in our deficit. By the way – who are you going to call the next time there’s graffiti on the wall, the furniture is broken, the light bulbs are burnt out, the window is broken, the door won’t open/close, the sink is dripping, the toilet won’t flush, you lost your keys, the carpet is shredding, the overhead is not working, the grass is dead and the trees are overgrown? I can guarantee it won’t be an $80K M&O staffer!!!!!
Let’s stay focused and continue looking for real solutions.
I agree with the posting on March 2, 2010 at 11:58 a.m. Why haven’t we heard anything about Management cuts? Instead we get the same excuse which is that Management positions that have become vacant have not been filled. Well that’s good but as we lose staff members less Managers are needed. For example why does the Human Resources Department have 5 Managers when they only have 10 staff members? Does it really take that many Managers to manage 10 people? They have an Assistant Superintendent of Human Resources, They have two Directors one for Certificated, and one for Classified, and each Director has their own Executive Secretary then they have two Assistant Personnel Administrators. Does that cry out weak leadership or what?
ReplyDeleteFor those of you that make a reference to an earlier post, it might help you to know that the date and time of post are UNDER the post--not above it.
ReplyDeleteAlso, I believe that NO department should be immune from cost cutting measures at this time if things can be done more efficiently, even M&O. I think people are trying to "stay focused" and look for "real solutions" and that does not keep some people immune from that focus. We should not assume, either, that posts are from teachers when they certainly may not be. We are all in this together and should all look at more effective ways to do things if it is reasonable before any jobs are lost anywhere!
I heard most elementary schools will be sharing principals. Any truth to that rumor?
ReplyDeleteIf RUSD truly cares about educating students, as they claim to, then why is it that seemingly 80% of the lay-offs of personnel is at the school sites? I find it hard to believe that students are the main focus of this district and as sad as that is, unfortunately it is apparent that teachers and support staff (both of which directly affect a student’s learning) are getting hit the hardest with layoffs. If you find that hard to believe, take the layoffs at Mark Twain Elementary...22 out of 38 teachers were RIF'd, never mind that Twain is up for recognition as a California Distinguished School! Those are teachers we should be keeping if the school is up for that kind of an honor since they are obviously doing a GREAT job educating our children!! I would like to know how many teachers were nominated for the honor of being their site’s "Teacher of the Year" or "Classified Employee of the Year" that are being laid off. How honored and special they must feel to know that they are being recognized by their colleagues for a great job, going above and beyond their assigned duties, only to be laid off in a few short months. I would also like to know why we rarely see cuts in management at the director and cabinet member level. If the students are truly our main focus, can someone tell me how the district office and other non-school site management, directors and cabinet members included, have directly affected our students other than taking away their teachers and support staff. Why is it that the cabinet member’s raise (that conveniently snuck through last year) were never recalled.
ReplyDeleteThe budget in CA is worse now then ever before and we have known that it was going to get worse before it got better but rather than being proactive and recalling those raises that were an additional 8% to 10% above all other employees, we are laying off the people that are actually focused on our students and their families. There are several district departments that have managers supervising other managers, why are we wasting money on positions like these? Not to mention the 'perks' and comp time that they receive for staying past an 8 hour day. Is it not odd to anyone other than me that there are no classified or certificated positions that have the ability to receive comp time or perks for putting in more than 8 hours a day. Managers as a group get this as an incentive as well as cell phone and mileage stipends. They also get 27 paid vacation days and 15 sick days which goes beyond the rest of the work force. Does anyone hear what the people on this blog are saying, or does it go directly to those that are receiving the benefit of others being laid off? We are told time and time again that when positions are vacated they will not be filled however that is not the case. Dr. Hendrick retired from CWA and even though his position was not filled as a Director V as it was, a promotion resulted for another manager to take on the additional responsibilities. When Glenn King and Verina McLurkin retired we were told the same story (those positions would be left vacant) yet those positions were filled without hesitation. It seems to me that the only faculty the district deems important to replace are those with the highest salaries. Dr. Miller's blog states the district is trying to preserve as many jobs as possible yet the majority of the cuts appear to be at the bottom of the pay scale, leaving those jobs that could actually save the district a significant amount of money left untouched. One upper level manager position could save 2 or 3 teachers or 5 to 6 classified staff. How can we justify hanging on to the “top heavy” management staff at a time like this? Managers manage the people who do the work. It is time for them to take on the extra workload like those of us who do the work and sacrifice like the rest of us. It is time for them to truly focus on the children and their well-being.
My primary concern seems to be the least one mentioned thus far... Why has there been NO MENTION by the district or the bargaining units of a temporary pay cut for all RUSD employees. Imagine what a small 1 - 3% cut in salaries at ALL LEVELS would return in the number of jobs saved! Yes, I realize that retirement is an issue for a small minority of individuals, but the rest of us who still have many years ahead of us actually need jobs that, hopefully one day, we will be lucky enough to retire from.
ReplyDeleteAnd let's be honest, cutting more people is not going to raise student achievement, boost morale, or encourage anyone to feel any better about this situation. Yes, sacrifices need to be made in times of distress, and we are currently aboard a sinking ship shouting out an SOS! We can either choose to save a few individuals, or we can look out for our fellow man and begin bailing water out together and looking for fixes to the situation, rather than excuses, and hopefully save many more lives.
It is my honest opinion that a small percent cut across the board, beginning at the Superintendent level all the way down, would demonstrate that RUSD staff cares about our kids and puts achievement before budget.
Our true selves show when times get difficult. Perhaps it is overly-optimistic, but I think that most people in our District (including "The District", whoever that is) want to make RUSD the best that it can be.
ReplyDeletePeople are scared of losing their jobs and all the desperation that entails. But we should not function based solely on fear. We must try to see the big picture and support what is best for everyone in our community. It is not us against them. We are all affected by what is happening.
We serve the community. Somehow the word servant in the term "public servant" has been overlooked by many of us who SERVE in the public sector. Servants very often don't get what they want or what they deserve, but servants serve anyway.
I find it extremely disheartening that hundreds of our teachers and classified workers are about to lose their positions. Both labor unions are working hard to ensure this does not occur. The labor unions are fighting for our jobs. However teachers and classified workers who are affected cannot seem to get motivated to join in this fight for their jobs. Don't give up, don't be apathetic, don't just sit back and let it happen without standing up for your job. Your voice is needed in this, not just a few quick lines in this blog, we need to be in the trenches with our labor unions, both of them, to stand united to save as many positions as we can. The school board room should be filled to capacity and overflowing at each meeting. I know, I know, we have to go bowling, our child has a sporting event, we have a hair appointment, we need to go golfing, or attend an out of town event,or just plain tired from teaching and dealing with kids all day or keeping the schools running, all extremely good reasons, however, if we don't have a job come next year, we won't have the funds to enjoy all the above.
ReplyDelete"Servants serve anyway". Are you serious? What are you suggesting? I'm not sure I understand what you are saying. Is it "Shut up and go back and serve." Or are you saying "Regardless of the real fear you have of losing your home, your health insurance, your ability to feed and provide the basic necessities for your family, your loss of retirement benefits and the years of "service" you have tirelessly given, not to mention the hundreds, if not thousands, of your own personal money you have put into the classroom, you should forget all of that and serve?" Well, that's a very noble idea. It's also very manipulative to say that to people who chose to go into a profession to make a difference in the lives of students, who look those students in the eye everyday, who care and love those students, who spend hours of their own time afterschool mentoring and helping these students, who see the ability and potential, who see the pain and frustration of these same students, just serve anyway! What about those of us who desperately want to SERVE but are let go based ENTIRELY on a hire date.
ReplyDeleteMike Fine and Dr. Miller should read the blog at the RCTA site and address the points Mark makes in today's entry. We need facts before we sit down at the table to discuss pay cuts, furloughs and such. The Board also needs to address the points that Mark makes.
ReplyDeleteSo are you saying that those who were hired prior to you and have more experience and time here aren't as caring, dedicated and serving as you are? You really sound like a wonderfully, dedicated teacher, but you also sound like you think that only you are the dedicated teacher, rather than understanding and giving credit to the 100's of others who were hired before you that are just as dedicated as you are. People who were hired before you also have families for whom they require benefits and the ability to pay the mortgage, etc.
ReplyDeleteThat's not at all what I'm saying! I give credit to all teachers who chose this profession. Its a honorable profession. No offense was intended to those with seniority. However, I take offense that somehow being upset or worried by unemployment or losing our careers which we worked hard for makes us less of a "public servant" than those whose jobs are safe. And again, the whole situation is awful and the "newest" teachers are being hit the hardest.
ReplyDeleteAs an RUSD teacher and parent I think it was interesting to get a very expensive mailer in English and Spanish from RUSD that basically claims everything is great with RUSD and they are financially solvent. If this is the case why are so many people in the district going to loose their jobs? How much did the district spend on that? The cost was probably equal to a few people's jobs.
ReplyDeleteRight now I am in great turmoil about our district. My daughter is at a wonderful high school getting an excellent education but my son, who hasn't started school yet will more than likely get 7 years of test prep until secondary. I really worry for Riverside's preschoolers. What will their education be like with this new, solvent?, teacherless RUSD?
Is it possible to get complete financial transparency because I’d just like to know how much money is in all RUSD accounts? I’d like to see everything accurately posted on the RUSD website. I can recall the last time Mr. Fine made a whopper of a mistake.
ReplyDeleteBoth RCTA/CESA onsite union reps at my campus say that RUSD has plenty of money and these extreme cuts are not necessary. SO SHOW ME THE MONEY or SHOW ME YOU DON’T!
So cuts are needed (stuff not staff) and I suppose Mr. Fine or the powers that be feel that in some cases you need spend money to make the district run for efficiently, etc. I would like to know where the district is planning on spending that money, i.e. start-up cost for the new Team Cleaning crew including vehicles and equipment. What would the cost estimate be on that…approximately $600,000.00? WHERE IS THE MONEY COMING FROM? I believe all concerned wants to know everything RUSD plans to spend tax payers’ money on. We’ll be waiting and hope you can deliver.
Dr. Miller,
ReplyDeleteThank you so much for showing up to Twain today. We can only hope that you can negotiate with Mark to save some of us!
I'm curious why there hasnt been cuts to the NIS managers. There are 11 of them if I'm not mistaken, and totaling around $1.4 million dollars in pay. Why not cut them down and keep some of the teachers?
ReplyDeleteAlso was the meeting that was being held tonight behind closed doors having to do with the media's coverage of the pink slips that went out today?
Our school district has a budget larger than some cities, but only ONE MAN (Mike Fine) has answers? Where is the accountability and oversight? What do the auditors say about the solvency of RUSD?
ReplyDeleteIt's time the School Board asked some hard questions instead of chit-chatting about who's retiring or waxing nostagically about their own time as teachers. We need answers and those answers should be part of the public record.
I find our motto "Innovation in Education" comical. Apparently the innovation will be students attempting to learn next year without teachers to teach them, aides to aid them and assistant principals/counselors to guide them.
ReplyDeleteEvidently the motto "Pay raises to Cabinet members in time of fiscal crisis" didn't resonate with focus groups.
Here are 2 scenarios to argue against transfer rights, but again, read Jay VanMeter's response from a few days ago for his perspective...
ReplyDelete1. A teacher spent time going to school at night (away from their family) while teaching full-time, and spent hard earned dollars to add to their education a master's degree and counseling credential. They are now a counselor for 10 years. Then comes in a NEW counselor with NO teaching experience. Why should the person with more education and more experience have to leave the counselor position because of a NEWer counselor (who has no teaching experience)? This is not right on any level that a new person should unseat a veteran counselor just because that counselor also has a teaching credential...not to mention the loss of extra salary that they have worked hard for and earned.
2. A teacher began teaching in this district 20 years ago as a high school biology teacher. Again, while teaching full time, they went to school to get an elementary credential. They have now been teaching elementary for 15 years. It is not right for a "newer" teacher to unseat the 20 year veteran...and it would be very awkward to go back and teach high school biology after 15 years.
Esentially, people on these blogs are suggesting that those who have worked hard to gain more education and have been faithful and loyal to the RUSD for several years should now be punished because they have worked hard to earn more than one credential. It's working backwards. Let's turn this around and put it on the newer teachers...why don't you go and spend your time and fees to earn another credential so that you can be flexible and move around the district. Those who have worked long and hard in both building their education and in their longevity should not now be pushed out of their position into a lesser position (counselor to teacher) or into a position they chose to leave 15 years ago because someone with less experience and educational options are demanding their position. That is not rewarding to the person who has EARNED their position. The veteran teachers/counselors should NOT be manipulated into feeling guilty because they have a teaching/counseling position that they have earned.
There is a heirarchy in life...those who have worked longer and harder, have more experience...and those who have sacrificed to earn more education and degrees and credentials to succeed should be rewarded. People with less experience and less credential options should not be pushing out those with more experience and education.
Back to the issue of placing a classifed person into the position of high school discipline administrator...Under the Ed Code and California credentialling policies, an administrator must have a master's degree and credential in admin along with 2-3 tiers of certification work beyond that...Why has all of this heavy education to earn the master's and credential in admin, which includes courses in school law, been required for this position, and now suddenly is being wiped away at the whim of the district??? This makes NO sense.
I agree with the poster above. Years of service, alone, should not be the sole determinant for determining the worth of a teacher's service. Maybe it is time to look at new ways to retain the most effective staff (of all varieties) and base staffing decisions on specific, measurable outcomes.
ReplyDeleteIf we are losing (X) amount of teachers why hasn't there been any talk of getting rid of some of the people who are supposed to be supporting the teachers? Its would make sense to me that if you don't have as many people teaching you don't need as many people in Instructional Technology and Staff Development.
ReplyDeleteAlso why are we spending so much money on staff developing and instructional technology if the people they are supposed to help aren't using the same products? The district is purchasing MAC computers for many people in the district office yet we don't run those in classrooms. Some people in the district office have as many as 4 computers / laptops for one person. That doesn't seem very economical to me. Why do we have a standards committee that meets if people downtown are going to just do what they want to do anyway (buying mac computers / iphones) The tech department suggested blackberry phones for administrators but someone downtown wanted iphones and BOOM, that's what we have. Never mind the extra cost that comes with using the iphone over blackberry. With all of the phones in the district Blackberry would give the district the necessary servers needed to fully utilize them, where as now the district is paying extra for managers to have a TOY.
Dr. Miller, I want to address the energy managers. Every other department is feeling the tight pinches of layoffs, but no mention has been made of this department. The energy managers continue to email the same shutdown procedure letter, and after Winter Break promised to have report cards for each site to ensure a complete shutdown, but there has been no mention as to this procedure being tested for Spring Break. I witnessed several marquees running at schools over Winter Break at all hours of the day, wasting energy when more jobs could be saved with this senseless spending. What is the sense of having 1 or even 2 managers earning big bucks sending out an email to remind people to shut down their equipment, which should be common sense by employees and their supervisors before leaving for the night, weekend, or school break? (Part of the reason employees got in the habit of not shutting down their computer each night was NIS telling people not to shut down their computers each night as it's bad for the computers to have to reboot each day.) Does the district really need to spend close to $140,000 for 2 energy managers to send out an email reminder when this money could be made used in a better manner?
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