official notice

More than 3,500 "turnaround" school staffers getting pink slips

Thousands of teachers, administrators, and school aides in the city’s 24 “turnaround” schools are getting official notification today that they aren’t assured a position next year.

The total number of workers at the schools who are being “excessed” — or having their positions eliminated — is 3,671, making this year’s citywide tally of displaced teachers larger than in any recent year. The Department of Education released the figures this afternoon but did not share data about excessing taking place at the city’s 1,600 other schools.

Schools learned that the excessing letters would be distributed today on Friday, and at some schools teachers received the notices while interviewing to retain their jobs. The workers who received the notification include 2,995 people represented by the United Federation of Teachers, mostly classroom teachers; 497 people represented by DC-37, the union that includes school aides and parent coordinators; and 179 members of the principals and administrators union.

Typically, schools excess teachers because of budget cuts, enrollment drops, and changes to program offerings that render the positions impossible to fund. But this year, every single person who works at the 24 schools undergoing a federally prescribed turnaround process is being excessed — and virtually every single person is being replaced, either by himself or by another person, during restaffing processes that are already underway.

The expansive game of musical chairs is intended to shake up the staffs of struggling schools and make them eligible for a pot of federal funds known as School Improvement Grants.

“We think it is an exciting opportunity and moment to infuse new talent into these new schools and produce gains for students,” said Marc Sternberg, the Department of Education deputy chancellor supervising the turnaround process.

Already, department officials say, more than 7,000 applicants have cast more than 26,000 applications for the 2,995 teaching positions at the schools, for an average of more than eight applications for each open position.

Some of the schools have had difficulty filling open positions in the past: More than half of them started this school year with at least three vacancies, according to the department. One principal, Linda Rosenbury at M.S. 22 in the Bronx, told department officials that she had received more than a thousand applicants for 50 positions, compared to fewer than 50 applications last year for seven vacancies.

Department recruiters have helped pull in applicants, but the number of applications has been “way more than we could ever take credit for,” Sternberg said. “It’s a unique opportunity [for teachers] to apply an entrepreneurial spirit to the challenge of creating a new school.”

About 2,600 of the applicants are currently working in the 24 schools, meaning that more than 85 percent of teachers are reapplying for their own job or other jobs in turnaround schools. The rest of the applicants are working at other schools in the city or are trying to break into the city school system, which has had stringent hiring restrictions in place since 2009. The city is bringing on 900 new Teaching Fellows this year, twice as many as it hired in 2011, to fill vacancies across the system.

Hiring committees consisting of a principal, department appointees, and teachers union appointees are in place at each turnaround school. The committees must interview any current teacher who wishes to stay on after his school is revamped and must, in accordance with a clause in the city’s contract with the teachers union, extend offers to at least half of qualified applicants from within the schools. But what constitutes qualification leaves room for discretion and has some teachers concerned that they will be shut out unfairly.

Some committees have begun offering positions to applicants. But the city and union are locked in arbitration over collective bargaining rules at the schools. If the arbitrator rules in the union’s favor, hiring decisions would be reversed.

The city’s letter to school workers who are being excessed included that information in a bold-faced “important note” in the second paragraph. And a UFT spokesman emphasized the up-in-the-air reality for the turnaround schools’ rehiring in a statement responding to the excessing letters.

“No final personnel decisions involving these schools can be made until the arbitrator rules on the UFT’s contention that these are ‘sham closings,’” said the spokesman. “We expect that decision before the end of the school year.”

Teachers who are not rehired at their school or any other enter the Absent Teacher Reserve, a pool of teachers without permanent positions who rotate through vacant positions on a weekly basis. They continue to draw their full salary in an arrangement that the city and union agreed upon in 2005 but now has Department of Education officials calling for a time limit on how long teachers can remain in the ATR pool.

School aides who are not rehired do not have the same protection; last year, hundreds of DC-37 members whose positions were eliminated were fired after several months in limbo.

The city’s letter to schools workers at turnaround schools is below.

Dear Colleague:

As a result of the closing of our school and in compliance with contractual mandates, you have been placed in excess from our school for next year. You are being given a temporary assignment until such time as you find a full-time position at a new school.

IMPORTANT NOTE:  Please be mindful that there is currently a grievance arbitration pending regarding school closures and all personnel decisions are subject to change based on the outcome in that matter.  We expect a decision from an arbitrator by the end of June.  I will keep you informed of any updates.

I want to sincerely thank you for your service to our students.  Your support of their education and growth is greatly appreciated.

This letter outlines guidance for finding a new position, as well as your next steps when the 2012-13 school year begins in September.

I. Finding a new regular assignment prior to September 4:         

Beginning now, please make every effort to use the available tools and resources to apply for and attempt to secure a new, regular assignment as soon as possible. A description of specific supports, including the Open Market system, and resources can be found below.  Keep in mind that by starting the job search process earlier you will have access to a broader range of opportunities.

Using the Open Market/Excessed Staff Selection Systems, a key tool in your job search:

  • The Open Market (OM) system allows you to search for schools and vacancies and allows schools to consider you for possible selection. To access the system, go to https://www.nycenet.edu/offices/dhr/transferplane/. Use this website to search for schools and vacancies, enter your applicant statements and résumé, and submit applications to vacancies at schools of interest to you.
  • The Open Market transfer period is open until August 7. Following August 7, the system converts to the Excessed Staff Selection System (ESSS) which is available through the same link exclusively to employees in excess.
  • Vacancies continue to occur throughout the summer and even after the opening of school so you should continue to check OM or ESSS for updates.

You should also verify that your contact information is up to date in the registration section of the Open Market system.  This information, in conjunction with your DOE email, will be used to contact you for recruitment and interview opportunities as well as to advise you of assignments should you remain in excess when the school year begins. If you do not already have access to your NYC DOE email account or need assistance on its use, please contact the DOE Helpdesk at (718) 935-5100, or visit the following link: http://schools.nyc.gov/Offices/EnterpriseOperations/DIIT/default.htm

Using the Teacher Hiring Support Center services:

The NYC DOE has resources available to assist you in your search for a new assignment through the Teacher Hiring Support Center (THSC), managed by the Office of Teacher Recruitment and Quality.  Resources available to all excessed UFT-covered school-based staff include job search webinars, resume and cover letter templates, and sample interview questions. Access to these services and updates on recruitment events can be found on the Teacher Hiring Support Portal at http://thscnyc.org. For more information on these services, please email [email protected] or call HR Connect at (718) 935-4000.

II. If you are NOT selected for a new regular assignment before school opening:

If you are not selected for a regular assignment before school opening you will be in excess/ATR status until you find a new, regular position.

As long as you remain in excess/ATR status, your school assignment may change on a weekly basis within your seniority district. Your initial ATR assignment – where to report on September 4th – will be viewable on Open Market/ESSS in late August.  (Note that you will NOT be assigned to the same school where you worked this year and should not report to that location in September.)  You will receive more instructions, via your NYC DOE email, on how to access ATR assignment information in Open Market/ESSS later in the summer.

Finally, keep in mind that even if you are still in excess once school starts, you are still expected to be proactive in seeking a new, regular assignment outside of the ATR.

Once again, I value your professional commitment to our students, and I wish you the best of luck in your search for a new, regular assignment.

If you have any immediate questions regarding excessing or related issues, please contact HR Connect at (718) 935-4000.

Sincerely,
Principal

cc:           Network HR Director
Network Budget Officer

Detroit week in review

Week in review: Two schools in Detroit were excited to show off shiny new spaces

PHOTO: Detroit Public Schools Community District
J.E. Clark Preparatory Academy's new basketball-themed library, courtesy of the Detroit Pistons.

It was a week of big reveals and big donations. A charter middle school unveiled new classrooms and science labs made possible by a $6 million renovation. An area mortgage company made a large contribution to City Year Detroit. And a local sports team’s donation helped build a new library at a Detroit district elementary school.

Unfortunately, more than money is needed to figure out how to reuse the scores of vacant schools that dot Detroit’s landscape and destabilize its neighborhoods. We wrote about the challenges of repurposing those buildings this week.

In other news, watch our own Erin Einhorn on Detroit Public TV’s American Black Journal. She talks about the three days she spent behind the scenes with Detroit schools chief Dr. Nikolai Vitti.

Finally, we are hiring! If someone you know is interested in being a reporter for Chalkbeat Detroit, contact us.

Have a great week!

— Julie Topping, Chalkbeat Detroit editor

LET’S GET IT TOGETHER: A new report says Detroit’s main district and charters must work together to ensure students get a good education. Vitti, who is openly competitive with charters, says he’s an advocate of choice but not without “guardrails.”

TOUGH JOBS TO FILL: The main Detroit district has hired more teachers, but still needs to fill almost 200 jobs. Most leave teaching because — surprise! — they are dissatisfied with the profession. Union leaders on a listening tour said teachers were concerned most about testing, pay and lack of funding for education.

RENOVATION CITY: University Prep Academy middle school cut the ribbon on nine new classrooms and six new science labs made possible by its $6 million renovation. 

PHOTO: University Prep Academy Middle School
University Prep Academy celebrated its $6 million renovation this week.

And the Detroit Pistons give an elementary school library in Detroit a basketball-themed makeover

NO LOANS HERE: Quicken donated $700,000 to a group that places young adults in schools to support students.

GREEN SCHOOLS: A group of Democratic state lawmakers introduced a package of bills designed to reduce schools’ environmental impact, lower energy costs and teach kids about sustainability.

AT WORK MORE OFTEN: Charter school teachers are less likely to be chronically absent than their peers in traditional district schools.

WHO NEEDS ‘EM: Editorial says get rid of the state board of education.

OPINION: An education advocate notes, during Hispanic Heritage month, that Latino students have lost ground in recent years.

DIGITAL MOVEMENT: Michigan schools are closing the digital divide, report says.

RACIAL SHIFT: A merger flips the demographics at two Ferndale elementary schools.

deep cuts

New York City teachers don’t get paid maternity leave. Their paychecks prove it.

PHOTO: Emily James/Courtesy photo
Brooklyn high school teacher Emily James with her children.

Susan Hibdon opened her front door and saw nothing but white.

It was a day that would go down in tabloid headline history after schools Chancellor Carmen Fariña declared it “absolutely a beautiful day,” despite a forecast calling for 10 inches of snow. For Hibdon, a Brooklyn high school teacher, it was memorable for a different reason. It was exactly six weeks after she had given birth, which meant it was time to go back to the classroom.

She kissed her infant goodbye and headed into the wet February weather.

“If you want to pay your rent, you have to go right back to work,” she said. “That’s not just bad for the mother who just gave birth. That’s bad for everybody.”

New York City teachers have no paid maternity or family leave, a policy that takes a toll on teachers’ paychecks and creates deep gender inequity in an education workforce that is about 77 percent women.

Hibdon and fellow teacher and mother Emily James recently launched an online petition calling on the United Federation of Teachers to negotiate for paid leave, which is not included in any of the city’s contracts with unionized workers. Almost 78,000 people have signed on, and the women will present their request at the union’s executive board meeting on Monday.

“I think the irony of it sticks out to many people: These are women who are paid to raise children and they aren’t paid to raise their own children,” Hibdon said.

As it stands now, teachers who want to take paid time off after having a baby must use their sick days. The policy only applies to birth mothers, putting a strain on those who become parents through adoption or surrogacy, and fathers who want to take a leading role in the earliest moments of parenthood.

“We talk so much about parents being active in their child’s education,” said Rosie Frascella, a teacher who has also pushed for paid leave policies. “Well, let’s let teachers be active in their child’s education.”

For teachers, the policy packs a financial blow on multiple levels.

If a mother wants paid time off after giving birth, the only option is to use sick days. Women are limited to six weeks of sick time after a vaginal birth, and eight weeks after a C-section.

Teachers earn one sick day per school month. In order to save up for an eight-week leave, a teacher would have to work about four years without using any sick days.

Many women haven’t accrued that many days, so they can “borrow” sick days they haven’t yet earned. Teachers run into problems, though, if they actually get sick — or their children do — since they can only borrow up to 20 sick days. Once they hit that number, any additional time off is unpaid. And if a teacher leaves the education department, she must repay any sick days she borrowed.

Hidbon learned that the hard way. She has three children — and precious few sick days in the bank. Hidbon remembers a time that she completely lost her voice, but still had to go to work.

“No one could hear me. I had to conduct my entire class writing notes on the board,” she said. “I’m supposed to be teaching and I can’t do my job because of the way the system is set up — and my students are getting the short end of the stick.”

The crunch for sick time could lead to a financial blow later in a woman’s career. Teachers are allowed to accrue up to 200 sick days, and receive a payout for unused time when they retire. The city could not provide numbers for how many sick days men versus women retire with. But it makes sense that men would rack up far more since women with children are more likely to get stuck with a negative balance.

James, a Brookyln high school teacher and co-starter of the online petition, still has a negative balance of 16 sick days — almost three years after giving birth. The problem is compounded by the fact that women are more likely to take time off when a child is sick or there are other family obligations, a pattern that is seen in professions across the board.

“There were many times when I was so sick at work the kids were like, ‘Why are you here? Miss, go home,’” she said. “But it costs a lot of money to stay home.”

Even when women don’t have to borrow sick days, they can still lose financially. The city only allows women to use up to eight weeks of their banked time. Any additional days off are entirely unpaid.

Amy Arundell, a former director of personnel for the UFT, said many mothers stay home longer because of the federal Family and Medical Leave Act, which provides job protections for 12 weeks of leave.

“The people who don’t take 12 [weeks] obviously have real financial commitments” that make taking unpaid time off impossible, she said.

Women who take that time get hit with a double-punch to their salaries. Because of the way summer pay is calculated, unpaid time off results in a smaller summer paycheck, too. Arundell said the hit is usually equivalent to one paycheck.

Same sex-couples and those who become parents through surrogacy or adoption face many of the same financial setbacks, since only birth mothers are allowed to use sick time after having a baby.

After years on a waiting list, Seth Rader and his wife had only weeks’ notice that their adoptive baby was on the way. Since his wife was in grad school, the couple decided Rader would stay home with their new son — even though Rader, a Manhattan high school teacher, is the primary breadwinner at home.

“In a lot of ways, I’m much more bonded with him as a father, and him to me,” Rader said. “Are we really in a place where we want to discourage fathers from taking that role?”

At the time, the couple were saving for a down payment to buy a place of their own. After the expense of Rader taking off from work, they still are.

“I think all of this has to be affecting the sustainability of teaching,” he said. “If we create a system where people can’t imagine being teachers and parents at the same time, then that’s a loss.”

When it comes to the push for family leave, teachers have been left behind even as strides are made elsewhere. New York State recently passed a mandatory paid leave policy that will cover private employees. Last winter, Mayor Bill de Blasio signed a paid leave act for city employees.

But that benefit isn’t extended to workers with unions, like the United Federation of Teachers. Currently, no union in New York City has paid maternity leave, according to a city spokeswoman.

Teachers across the city are fighting to change that. The petition started by Hibdon and James calls on UFT President Michael Mulgrew to “fight for our teaching mothers.”

“They’re supposed to really care about what teachers are struggling with and they’re our voice,” James said. “I just wish that they would take this seriously.”

Both the city and the United Federation of Teachers say they have held talks to extend similar benefits to teachers. In an emailed statement, Mulgrew called family leave “an important issue for the UFT and its members.”

“In our talks so far, the city has failed to come up with a meaningful proposal,” he said.

In an article published in the UFT journal, which ran shortly after the city passed its parental leave policy, the union pointed out that gaining that benefit came at the cost of a scheduled raise for managers and fewer leave days for veteran employees.

According to the article, Mulgrew said he “looked forward to negotiations with the de Blasio administration for an appropriate way to expand parental benefits for UFT members.”