Last week the Jefferson County Teachers Association’s (JCTA) voting members approved a new contract with the Jefferson County Public Schools (JCPS). Centerpieces of the new agreement include a) no annual raise for JCPS teachers, and b) slight changes to flexibility in hiring for JCPS principals.
According to JCTA president Brent McKim, teachers are willing to forgo the annual raise because they understand the difficult budget situation the district is in. JCPS will, however, provide an additional $5 million to compensate teachers for working ‘extra hours’ and for participating in professional development. Other changes include providing early childhood and elementary school teachers with an additional 10 minutes for their planning periods, and permitting teachers to take a personal day to attend their child’s graduation—rules currently prevent teachers from taking personal days during the last five school days. I applaud the district for providing additional planning time early childhood and elementary teachers. Generally, teachers are not provided with an optimal amount of time for planning. Providing teachers with additional time during the school day for planning and collaboration must be a part of school reforms. Planning time is not a luxury for teachers; rather it is absolutely necessary for high quality instructional planning. Without high quality instructional planning there can be no high quality instruction.
There are changes in the new contract to regulations around
hiring flexibility for principals, but the changes are slight and leave much to be desired for giving principals the flexibility they need to hire the best possible candidates for teaching positions. Under the previous contract, principals were prohibited from hiring a teacher candidate from outside the school district if a JCPS teacher requests a transfer to the school for the opening. The three most senior transfer applicants were given preference for the position. Under
the new contract, the pool of transfer candidates for positions will be expanded to eight. If fewer than four teachers request transfers for the position, principals will be permitted to interview candidates from outside of the district to reach a total of four candidates for the position. The change provides principals slightly more flexibility in hiring, but not much. Even with the new contract, the hiring restrictions on principals in JCPS are unnecessarily burdensome and do nothing to ensure that the best candidates are chosen for teaching positions. The interests of children would be served by
allowing principals the flexibility to hire the best candidate for a teaching position, regardless of whether the candidate comes from inside or outside of JCPS and without regard to how many years of experience a candidate has. Principals factor in teachers’ years of experience when making decisions about the best candidate for filling a vacancy. Giving a teacher preference for a position
simply because he or she has been doing the job longer, not because he or she is a more effective teacher, is ridiculous and it is part of the adult-centered, traditional teachers union ideology that we must break free from in public education. That ideology puts the desires and security of adults before the needs of children.
Although not nearly as big a problem as hiring flexibility for principals, I believe it is time we engage in conversations around the idea of paying teachers to attend and participate in professional development. Asking teachers to attend professional development that takes place ‘after-hours’ is not sufficient justification for needing to pay them to attend. The ‘after-hours’ concept itself is problematic for non-hourly, salaried employees like teachers.
Further, the idea that teachers must be paid to attend professional development which is both required for continued certification and/or equips them with the tools to do their jobs well just doesn’t sit well with me. Regulations pertaining to the maximum number of hours per month that teachers may be asked to stay ‘after-hours’
for professional development and the fiscal reality of having to pay for both trainers and attendees puts unneeded burdens on principals and school budgets. I am a supporter of paying teachers a salary commensurate with their abilities. Effective teachers should be paid well. Highly effective teachers should be paid very well—at a salary that differentiates them from average teachers. But with that
salary the expectation should be that teachers will meet all professional obligations, including attending meetings and participating in professional development after school. These are not foreign concepts. In fact, for teachers in Kentucky
school districts without collective bargaining agreements this is how
professional life works. It is time to revisit these ideas in Jefferson County as well.