Richard,

Basic information about the settlement with the RFT has been published on the district website.  It will also be published in the Sun newspapers, including more information about the total amounts.

Analysis has been done and the Board has seen financial projections based on varying factors.  Step and lane increases were included in previous budget projections, as you noted.  If you would like more detail about the effects of the settlement and the  budget projections you can contact Lonnie Smith, out interim business manager, or Stephanie Crosby, our HR Director.

No final decisions on future budgets have been made.  The budget process is long and complicated.  We will be discussing the budget at a short work session before the January 20 board meeting and at a number of sessions thereafter.  There are a number of unknown factors at this time, including Race To The Top funding and other funding or cuts from the state.

The school board is committed to maintaining the long-term financial stability of the district.  We share your concern.  Thank you for your thoughts on how to communicate the budget picture.

Sincerely,

It is now public information about a tentative agreements between 281 and the RFT.  This agreement show a 0% and 1% increase on top of the already established steps/lanes (average of 1.15% per teacher).  What I am concerned about is that there doesn’t appear to be anything yet published on the impact of these increases.

So some quick and dirty math gave me these numbers.  First, I understand that teacher reductions with reduced class sizes and retirements are not factored into this.  Second, the average increase of step/lanes vary every year because you cannot predict teachers education pattern.  So as I said, rough numbers.  All numbers are taken from the online budgets and only represent licensed staff (line item 112).

** Assumes 1% increase from contract + 1.15% avg lane/step

So there will be approximately a $972,000 salary increase.  Additionally, there will be a 90,300 increase in payments to health insurance (50 this year and 50 next year for each licensed teacher).  So approximately a 1 million dollar financial hit for just licensed staff.  Other groups will then follow this same process driving up the costs.

My concern is, where is the analysis of the cuts to offset this increase in salary for the following year.  The budget calls for a 3.8 million dollar fund balance, is the thought that this increase in salary comes from the fund balance as there is not an increase in state funding.

I understand the financial pressure to make sure the contract is settled before January 15th, but concerned about long term stability.  My hope is, if the teachers’ contract is ratified tomorrow that prior to the board vote that the board publishes the estimated impact and the steps and processes to by which we plan to balance the budget again.

Thank you for your time and dedication to the district.

Thanks,

DJ Brynteson
Crystal, MN

So the increase in salary is actually 17.14% over the five year span.  From $32,150 in year 1 to $37,659 this year.  (This assumes the teacher survived any potential cuts of course.)

So does a 17% raise over the 5 year period or about 3.4% each year make sense given the economic climate we currently have?  I’m pretty sure I know what everyone’s answer would be on that one.

A teacher who is new to the district is set to make a salary of 33k a year.  In year 6 they will break the 40k mark and in year 25 they can break 60k.  If they have their masters degree, then the process is sped up considerably with year 3 hitting 40k and year 10 hitting 60k.

Many districts in the area are offering a 0% increase to the step/lane process with some districts (Forest Lake) getting the teachers to sign a contract that freezes all teachers (not administration in Forest Lake by the way – kinda strange on that one) to the same step and lane they currently are sitting at for the next two years.  So what is the history of the process salary increases?

The teachers are currently working without a contract.  The district has until Jan 15th of 2010 to get a deal done before they get hit with a daily penalty of $35/kid.  This deadline by state collective bargaining law is often pushed back when the legislature starts the new year.  Considering schools were unallocated 2 billion dollars this year I would guess the governor would be willing to sign such legislation again this year.

So the July 2007- June 2009 contract is done.  In that contract year teachers got a 2.0% and 2.5% raise.  The previous contract of July 2005- June 2007 was a 0% and 0% raise.  There has been movement on health care program.  In 2005 the district paid $550.00 per month for health insurance.  This year that number is currently at $650.00 per month.   A single teacher will pay anywhere from 403.00 to 879.00 per month for health insurance (depending on plan) to $1126.00 to 2346.00 for family.

So a new teacher in 2005 was making $32,150 per year.  Over the past 5 years they have seen 4.6% increase in salary with a cost of living increase of 9.6% over the same time frame.  So are the teachers right for their “sit in”.  I could see the argument of fix heath insurance if you aren’t going to give us a raise.  A family of 4 choosing the absolutely worst health coverage is going to spend some $500.00 per month for expenses.  What could the teachers do?  Get on the QComp program.  There is money to be had from the governors office.  Get a plan and vote for it this time.  Remember, the teachers rejected a QComp plan some two years ago.

I thought about just posting my reply but I will explain my position a little more here.  First, let me be very clear, I suppose the divesture of extra buildings.  If they are old and not being used we should get rid of them.  If we don’t – why in the world did we shuffle all of those kids!

So onto the heart of the e-mail.  Should we sell to Beacon academy?  I remember one of the board members (cannot remember which one – I think I know who but don’t want to post the name as I’m not 100% sure) saying that Beacon “steals” children from Robbinsdale.  First, I think we should stop using this type of language in the public.  All it does is simply energize those who believe the district is bad.  Second, the students are not being stolen.  Parents made a decision.  What we should do instead of name calling is work with charter schools to find out why parents are leaving.  Charter schools have the same state and national requirements as do the “traditional” public school.

(I’m going to talk about Beacon specifically here only because that was the school identified in the e-mail message.)

So should we be afraid?  No.  First, charter schools are not the savior to public education.  They face the same challenges as Robbinsdale.  If you look at Beacon you will immediately notice that they did not pass AYP and in 8th graders Robbinsdale students actually tested better in the Meets or Exceeds MCA standards in both reading and math.  (8th grade selected as Beacon is K-8 school.)  Second, charter schools increase competition with the local neighbor.  Research shows that local school typically make changes to offer more programs and they improve communication with parents.

Robbinsdale should not be afraid of a charter school.  Robbinsdale should work specifically with Beacon (since they are in-boundary and want Pilgrim-Lane) to ask parents why they choose Beacon but more specifically ask why where they believe Robbinsdale is failing.  There had to be some reason they selected Beacon over Robbinsdale.  This is a win-win for Robbinsdale and Beacon.  First, they will not grow large enough to take significant numbers from Robbinsdale.  You could make it part of the lease/sale agreement.  For Beacon, it is in their best interest to be friends with the larger neighbor.  For Robbinsdale, the insight would be absolutely invaluable.

Let’s not be afraid of them.  We have nothing to worry about except for Robbinsdale getting better.

If you are one who needs a campaign sign please let me know.  Second batch of them came in last night.  So I have a few more.  I didn’t go the route to litter the streets with them so maybe I will have to rethink that one if I ever run again.

Postcards and letters go out at the end of the week.  1500 postcards to community.  Got to get at least one person to vote on that one I would think.

So where do we start?  Well, first it’s important to remember that the vast majority of the money is spent on salaries of teachers.  How much, nearly 85% on salaries and benefits (like health insurance, etc.).  So just saying we need to be more “responsible” and cut doesn’t exactly work.  Cuts in many cases equals people.  But are all people needed?  Well, that is what needs to be determined.  So where does the “extra” money go?  Well don’t forget about the team of people needed to coordinate the test schedule but more on that later.

So a little history on how teachers are paid.  Everything is done as part of the CBA (Collective Bargaining Agreement).  The teachers union and district get together and try to determine what is a good wage for teachers.  That system is based on steps and lanes.

[side note - unions]

So before you immediately complain that unions are the evil of all problems in the district lets take a peek at a couple of stats.  First, numerous studies have found that districts that pay employees with union negotiated CBA’s score 2.5 to 3.3% on achievement tests.  The flip side is that these districts are more expensive to run and have less individualized teacher/student time.  More on this later but before we get all hotty about unions and thing I’m in their pocket.

[end that side note]

So what can we do to become more fiscally responsible in terms of salary since that is where the vast majority of money is going.

First, we need to get some changes at the federal/state level.  If you are going to mandate we test these kids 50 times a year and its going to require use to hire three people full time to run test scores, manage the test process – then you better pay for it.  You cannot mandate it and then ignore the financial cost behind it.  So either we get rid of the mandates or pay for them by those mandating them.  Simple as that.

Second, its time to look at the step/lane system and find a new solution.  The problem with what we have is there no reward for new teachers.  Those with the most energy to bring are those who cannot be rewarded.  We give bonuses to the Superintendent, Principals and Executive Directors – why not the teacher who is there on the day-to-day basis.

Third, fix health insurance.  There is a problem today and it needs to be fixed.  I don’t care what you think your fix is but she’s broken.  When I left the district the family plan was $900 out of pocket per month and that was after the district put their $550 per month.  Today that number is well over $1300 for an employee.  The district is spending a ton of money on health insurance – fix it one way or another.  The state is looking at pooling all of the teachers together into one big program so they can drive down premiums by bulk purchase.  If this is the best solutions – which is the best I’ve heard so far – then do it.

Well – next post is in-depth about testing and why we need to get rid of them.

Some things I’m going to change.  First, I’m going to select an iMac as my home machine and not a Mac Pro – since this is a home purchase and not a business purchase.  I’m doing this before I looked up the prices so we will see.  I’m guessing Apple will be more in the end but who knows.

Here is my table:

* So there is a instant rebate right now $300 so the price is actually $1949.98.  I have also selected Windows Vista Ultimate since there is only one “ultimate” version of OSX.  Memory and processor is the same as the iMac.  Same graphics card in the HP but it has 1GB of memory vs 512MB.  23 Inch Monitor for HP / 24 for iMac.

So there we go.  Only a difference $1,198.  So why is my number so damn different?  First, I’m using an iMac which is a consumer model and not a pro machine.  Second, I’m actually including the cost of anti-virus that is needed on the PC.  Third, I’m dropping software on his list that he doesn’t include on the PC list.

Other things to keep in mine.  Video card in the MacBook is better than the Dell and it also has a newer processor.  Apple’s machines also include iLife which there isn’t anything close to compare to on the PC side of the world included.  So that number goes down when you take into account those items.  There are tons of other intangables but at least we try to be more accurate.

So there we go a slighty more accurate “apple tax” argument.

http://sivasakki.blogspot.com/2007/07/ie-hangs-in-ajax-update-panel-pages.html

That described the problem and how to fix it.  Three easy steps:

1. Make sure the close button is not inside the update panel.

2. Do a return false with the close javascript

3. Close the ajax process.  Easiest way of doing this is to add this to your javascript code on the page:

<script language=”javascript” type=”text/javascript”>
//
function stopAPOSTBACK() {
Sys.WebForms.PageRequestManager.getInstance().abortPostBack();
}
</script>

And then make sure that you call that before your self.close() and all of your problems should go away.  YEAH!!!!

Regional Debate Leagues

• Split the state up into 5 or 6 geographical areas and each year (or two) focus on building debate in those areas.
• Create a regional coordinator and give that person money for that job.  Not a huge stipend but a stipend.  Has to have some sort of strings attached in regards to total size, growth of new programs, etc.
• These regional debate leagues will need to focus on the same type of debate so there will be some level of PF/Classic is best conversation will need to occur.

Coaching Incentives

• Aimed at metro/out-state schools with speech first.  Create an incentive program to show them that PF/Classic debate is easy and great.
• Some sort of stipend for coaching.  Stay for 3 years and attend x number of tournaments you get this.
• Mentoring Programs.  Get large/established programs to buy into a one-to-one mentoring system for new programs.  Pair up the schools to share evidence resources, cases, demo debates, etc, etc.  Ideal would be for established metro school to out-state school but would definitely work metro-to-metro as well.
• More curriculum on how to teach all four types of debate.  I know people who have full LD curriculum we can get with syllabus, power points, text books and assignments.  Just need it for the other activities.
• Research options for giving new coaches CEU’s for license renewal for new coaching workshops.
• Expand and standardize the coaching materials on the MDTA web site.

Program Incentives

• Find ways to create out-state weekends.  Basically create one or two weekends where we get out-state schools to host tournaments.  No metro tournaments!  This could be a massive fundraiser for those out-state schools on these weekends.
• Encourage programs to waive fees for new programs/lower the cost of entry fees.  Can only make suggestions on this one.

Student Incentives

• Create MDTA handbooks.  Hire a few college students under the direction of some coach to write a MDTA handbook for students.  Would include evidence, case ideas/positions, etc.  Make the handbook available to any coach who is a MDTA member.  Most likely for LD and Public Forum.  Is there a need for a policy one with the advent of the open evidence stuff from camps?
• Videotaped practice rounds.  None really exist as a teaching tool.  Instead of bad TOC debate get some high-quality debates on tape/DVD for schools to use as a teaching aid.  Ideally we would produce one in LD, PF and Policy each year on the first topic as a jump-start to programs.
• Scholarships to camps

Judging Incentives

• Put together a good set of how-to-judge documents
• Contact local colleges and community colleges in regards to judging for class projects.  Many colleges have communication classes that require some sort of out-of-class participation.  Get them to judge giving the MDTA a pool a free judges on weekends to spread around.

The last two ideas don’t fit nicely into my categories so I’ll list them here.

1.       Celebrate Minnesota debate.  In an effort to keep kids local – let’s create a system that makes the kids feel good about the accomplishments.  Many people credit websites like Victory Briefs as turning kids into celebrity status and that is one of the reasons for the advent of popularity of the TOC (in particular in LD debate – maybe this is factual wrong in regards to policy).  Regardless, make use of the MDTA web site.  Start posting results to the home page about who won, etc, etc.  In the same regard, create a points system for student achievement from local tournaments resulting in some sort of either uber cool award at the end of the season or something like a MDTA round-robin invite.  I don’t want to make an alternative state tournament or anything like that but something like the Rosemount Round Robin towards the end of the season???  Throwing ideas at the wall on this one.

2.       MDTA Camp.  We want kids and coaches to get more access to information/ideas.  Why not create a camp staffed by MN coaches.  Affordable price in the metro.  Permutation of my idea of trying to keep MN kids debating in state.  Try to keep our coaches in-state for camp.  Again, this one is a bigger, grand idea that would take some serious thought.