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25.62% of Madison’s $402,464,374 2014/2015 budget to be spent on benefits; District’s Day of Teacher Union Collective Bargaining; WPS déjà vu
Act 10 duckduckgo google wikipedia
Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeannie Kamholtz email::
School Board Decisions on Employee Health Insurance Contributions Could Further Reduce Wages
Under MTI’s various Collective Bargaining Agreements, the District currently pays 100% of the health insurance premiums for both single and family coverage, but retains the ability to require employees to contribute up to 10% of the monthly premium for both single and family coverage.
District management has recommended to the Board of Education that they adopt a Budget which would allow for up to a 5% increase in health insurance premiums to be paid by the District. If the Board agrees, this would require employees to pay any increase above 5%, and insurance carriers of District plans currently propose premium increases greater than 5%. The Board is currently discussing whether to require the employee to pay the increase. If the Board does, that would further decrease employees’ take-home pay. Even a 2% employee premium contribution would cost employees over $120 per year for the least expensive single coverage, and over $300 per year for the least expensive family coverage, i.e. any increase would compound the loss of purchasing power described above.
2014-2015 budget documents, to date.
Several articles on the legal controversy regarding Wisconsin “collective bargaining”:
WILL to Madison School Board: Comply With Act 10 or Face Lawsuit.
Mary Burke (running for Governor) votes for labor talks with Madison teachers.
Madison School Board nearing extension of union contracts.
Madison School Board flouts the law in favor of teachers union.
Liberals look to one last chance to overturn Scott Walker’s reforms, in a judicial election.
The Madison School District’s substantial benefit spending is not a new topic.
Going to the Mat for WPS
Suzanne Fatupaito, a nurse’s assistant in Madison schools, is fed up with Wisconsin Physicians Service, the preferred health insurance provider of Madison Teachers Inc.
“MTI uses scare tactics” to maintain teacher support for WPS, Fatupaito recently wrote to the school board. “If members knew that another insurance [plan] would offer similar services to WPS and was less expensive — it would be a no-brainer.”
WPS, with a monthly price tag of $1,720 for family coverage, is one of two health coverage options available to the district’s teachers. The other is Group Health Cooperative, costing $920 monthly for a family plan.
During the past year, the Madison school board has reached agreements with other employee groups to switch from WPS to HMO plans, with most of the savings going to boost pay.
In December, the board held a secret vote in closed session to give up its right to seek health insurance changes should negotiations on the 2007-09 teachers contract go into binding arbitration. (The board can seek voluntary insurance changes during negotations.)
“What we’ve done is taken away a huge bargaining chip,” says board member Lucy Mathiak. “Every other major industry and public sector has had to deal with health-insurance changes, and we’ve got a very real $10 million deficit.”
MTI Executive Director John Matthews says other employee unions “made a big mistake” in switching to HMO plans. Matthews has long maintained that WPS provides superior coverage, despite its higher costs and disproportionate number of complaints. And he defends the paycheck he collects from WPS as a member of its board, saying he’s better able to lobby for his teachers.
Much more on this issue, including links, audio and a transcript, here.
Budget: WPS Presentation to MMSD/MTI Health Insurance Task Force
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WPS’s (Wisconsin Physician Service) recent presentation to the MMSD/MTI Health Insurance Task Force. [Text: HTML] [pdf slides] |
Shephard: Madison Schools WPS Insurance Proves Costly
Jason Shephard emailed a copy of his article on Madison Schools’ Healthcare costs. This article first appeared in the June 10, 2005 issue of Isthmus. The Isthmus version includes several rather useful charts & graphs that illustrate how the Madison School District’s health care costs compare with the City and County. Pick it up.
Yes, the pandemic-era school closures were a disaster
A brief reminder: Back in the summer of 2020, I tried to hammer home the point that preventing kids from going to school full-time and in-person during the coming school year would be a terrible idea with serious consequences for the kids and the country. School is more than just a place where younger students stay while their parents work, or a way for older students to get a certificate that helps them find better jobs. Deep economic research has shown that education really matters in helping kids grow into productive adults, including as workers in a complex, globalized economy. Those findings are seen to be as true today as when they were first identified in the 1950s. Indeed, a 2018 World Bank analysis shows the benefits increasing since 2000.
We now have a pretty good, albeit unsurprising, idea of the impact of the move to online learning and hybrid schedules. Here are some key takeaways from the Richmond Fed review:
- “Learning progress slowed substantially in the U.S. during the pandemic.” According to the National Assessment of Educational Progress, a test of U.S. eight graders, the average score of students rose by 20 points in the 30 years before the pandemic. But between 2019 and 2022, the average score went down by 8 points, which means that they lost almost half of what they had gained before.
Yes, the pandemic-era school closures were a disaster
A brief reminder: Back in the summer of 2020, I tried to hammer home the point that preventing kids from going to school full-time and in-person during the coming school year would be a terrible idea with serious consequences for the kids and the country. School is more than just a place where younger students stay while their parents work, or a way for older students to get a certificate that helps them find better jobs. Deep economic research has shown that education really matters in helping kids grow into productive adults, including as workers in a complex, globalized economy. Those findings are seen to be as true today as when they were first identified in the 1950s. Indeed, a 2018 World Bank analysis shows the benefits increasing since 2000.
We now have a pretty good, albeit unsurprising, idea of the impact of the move to online learning and hybrid schedules. Here are some key takeaways from the Richmond Fed review:
- “Learning progress slowed substantially in the U.S. during the pandemic.” According to the National Assessment of Educational Progress, a test of U.S. eight graders, the average score of students rose by 20 points in the 30 years before the pandemic. But between 2019 and 2022, the average score went down by 8 points, which means that they lost almost half of what they had gained before.
Related: Dane County Madison Public Health mandates: cost & benefit?
State censorship: China edition
Imagine you are working on your novel on your home computer. It’s nearly finished; you have already written approximately one million words. All of a sudden, the online word processing software tells you that you can no longer open the draft because it contains illegal information. Within an instant, all your words are lost.
This is what happened in June to a Chinese novelist writing under the alias Mitu. She had been working with WPS, a domestic version of cloud-based word processing software such as Google Docs or Microsoft Office 365. In the Chinese literature forum Lkong on June 25, Mitu accused WPS of “spying on and locking my draft,” citing the presence of illegal content.
The news blew up on social media on July 11 after a few prominent influencer accounts belatedly picked it up. It became the top trending topic on Weibo that day, with users questioning whether WPS is infringing on their privacy. Since then, The Economic Observer, a Chinese publication, has reported that several other online novelists have had their drafts locked for unclear reasons in the past.
Mitu’s complaint triggered a social media discussion in China about censorship and tech platform responsibility. It has also highlighted the tension between Chinese users’ increasing awareness of privacy and tech companies’ obligation to censor on behalf of the government. “This is a case where perhaps we are seeing that these two things indeed might collide,” says Tom Nunlist, an analyst on China’s cyber and data policy at the Beijing-based research group Trivium China
While Mitu’s document has been saved online and was previously shared with an editor in 2021, she says she had been the only person editing it this year, when it was suddenly locked. “The content is all clean and can even be published on a [literature] website, but WPS decided it should be locked. Who gave it the right to look into users’ private documents and decide what to do with them arbitrarily?” she wrote.
Related: Google Censorship.
“When you call WEA Trust, not only do they know how to say Oconomowoc, they know where it is on a map,”
The company insured the vast majority of school districts before former Gov. Scott Walker’s Act 10 in 2011 blocked unions from negotiating over benefits, which led school districts to shop for cheaper alternatives, resulting in a stark revenue loss for the company. Conservatives heralded the change, saying it saved school districts tens of millions of dollars around the state.
“For years taxpayers across the state were getting a raw deal,” Walker said in a 2012 press release. “Collective bargaining stymied competition for benefits in the health insurance market, and instead directed property tax revenue to those affiliated with big government union bosses,” adding taxpayers were saving millions with the changes he enacted.
WEA Trust has since expanded to cover state, county and municipal workers.
WEA Trust spokesperson Steve Lyons said Act 10 had nothing to do with the company’s decision to pull out of the health insurance market in Wisconsin.
2014: 25.62% of Madison’s budget to be spent on benefits.
Notes on One City Schools’ Monona Expansion
Caire, UW-Oshkosh and Madison Area Technical College are hashing out a dual enrollment partnership that would allow students to gain college credits while in high school and potentially earn an associate degree, too, which could be used to transfer to a UW campus or an institution outside the System.
The idea may even go beyond dual enrollment, he said, with some students potentially able to earn a bachelor’s degree at the end of five high school years due to the school’s longer, three-semester schedule.
“This will be a revolutionary exercise in education,” he said.
Former Wisconsin governor and current UW System interim President Tommy Thompson, who has been a supporter of Caire and One City for years, was present at the Wednesday signing.
Students in grades 4K-4 are currently learning on the third floor of the new facility, purchased by One City Schools in March through a $14 million donation from American Girl founder and philanthropist Pleasant Rowland. Caire said his plan for the 157,000-square-foot office building, on the campus of WPS Health Solutions in Monona adjacent to South Madison, is to build a full K-12 charter school with an enrollment of nearly 1,000 students by the 2024-25 school year.
Mandates, closed schools and Dane County Madison Public Health.
The data clearly indicate that being able to read is not a requirement for graduation at (Madison) East, especially if you are black or Hispanic”
2017: West High Reading Interventionist Teacher’s Remarks to the School Board on Madison’s Disastrous Reading Results
Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.
My Question to Wisconsin Governor Tony Evers on Teacher Mulligans and our Disastrous Reading Results
“An emphasis on adult employment”
Wisconsin Public Policy Forum Madison School District Report[PDF]
WEAC: $1.57 million for Four Wisconsin Senators
Friday Afternoon Veto: Governor Evers Rejects AB446/SB454; an effort to address our long term, disastrous reading results
Booked, but can’t read (Madison): functional literacy, National citizenship and the new face of Dred Scott in the age of mass incarceration.
When A Stands for Average: Students at the UW-Madison School of Education Receive Sky-High Grades. How Smart is That?
One City Schools expands – in Monona (Governor Evers’ proposed budget would once again abort this school, by eliminating the UW charter office)
With a $14 million donation from American Girl founder and philanthropist Pleasant Rowland, One City Schools announced plans on Tuesday to purchase an office building in Monona that will become a new home for the fast-growing independent charter school.
One City will use the donation to buy a 157,000-square-foot office building on the campus of WPS Health Solutions for $12 million and transform it into a school.
Kaleem Caire, founder and CEO of One City, also said the school received conditional approval earlier this year from its charter authorizer — the University of Wisconsin System’s Office of Educational Opportunity — to start teaching middle- and high-schoolers in the fall of 2022.
“This is huge, having Pleasant Rowland’s support like this,” Caire said in an interview. “It’s a sign that the opportunity’s here for us to do something great, there are a lot more people that want to do great things for our children and the schools that we’re creating.”
Hard Road
Caire said securing the building and charter expansion to operate a full-fledged 4K-12 school feels like “vindication” nearly a decade after a bitter battle to open a charter school failed.
As then-president of the Urban League of Greater Madison, Caire approached the Madison School Board to operate Madison Preparatory Academy — a charter geared to low-income minority students in response to slow progress on closing Madison’s longstanding, yawning racial achievement gap.
But the School Board rejected the proposal during a lengthy December 2011 meeting, prompting Caire to eventually seek a charter through the Republican-created method of authorizing charters independently of local school boards.
“Just because it was a charter school, people just lost their minds,” Caire said of the Madison Prep debate. “To see where the community is now, we’ve gotten a lot more support.”
2011: A majority of the Madison School Board aborts an independent charter school: On the 5-2 Madison School Board No (Cole, Hughes, Moss, Passman, Silveira) Madison Preparatory Academy IB Charter School Vote (Howard, Mathiak voted Yes)
Related: Catholic schools will sue Dane County Madison Public Health to open as scheduled
Notes and links on Dane County Madison Public Health. (> 140 employees).
which pushed Dane County this week not to calculate its percentage of positive tests — a data point the public uses to determine how intense infection is in an area.
While positive test results are being processed and their number reported quickly, negative test results are taking days in some cases to be analyzed before they are reported to the state.
The department said it was between eight and 10 days behind in updating that metric on the dashboard, and as a result it appeared to show a higher positive percentage of tests and a lower number of total tests per day.
The department said this delay is due to the fact data analysts must input each of the hundreds of tests per day manually, and in order to continue accurate and timely contact tracing efforts, they prioritized inputting positive tests.
“Positive tests are always immediately verified and processed, and delays in processing negative tests in our data system does not affect notification of test results,” the department said in a news release. “The only effect this backlog has had is on our percent positivity rate and daily test counts.”
Staff have not verified the approximately 17,000 tests, which includes steps such as matching test results to patients to avoid duplicating numbers and verifying the person who was tested resides in Dane County.
All 77 false-positive COVID-19 tests come back negative upon reruns.
Madison private school raises $70,000 for lawsuit against public health order. – WKOW-TV. Commentary.
WEAC: $1.57 million for Four Wisconsin Senators
Assembly against private school forced closure.
Wisconsin Catholic schools will challenge local COVID-19 closing order. More.
2017: West High Reading Interventionist Teacher’s Remarks to the School Board on Madison’s Disastrous Reading Results
Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.
My Question to Wisconsin Governor Tony Evers on Teacher Mulligans and our Disastrous Reading Results
“An emphasis on adult employment”
Wisconsin Public Policy Forum Madison School District Report[PDF]
Booked, but can’t read (Madison): functional literacy, National citizenship and the new face of Dred Scott in the age of mass incarceration.
Madison School Board members want to keep staff with current health insurance provider, add deductible
At the same time, MMSD has increased base pay more than surrounding districts in recent years, according to the presentation.
Board members said maintaining that competitive advantage in recruitment is important.
“Our health care is one of the biggest elements of competitiveness for staff in the area,” Toews said. “It’s an area I would really like to keep differentiated.”
Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.
Health insurance costs have long been an issue in the Madison School District.
Administrators warned that benefits were unsustainable in 2014.
Madison School Board leans toward deductibles instead of switching health insurers
Increasing the amount staff pay for premiums would see teachers paying 6% of a HMO family plan — up from 3% — to about $44 more a month. Certain hourly employees, such as special education assistants, would pay 2.5% of an HMO family plan instead of 1.25%, or $8.53 more per month.
“It was only two years ago, 2017-18, when the District went from three health plans to two, discontinuing Quartz (then Unity) and moving all Unity-covered employees to GHC or Dean plans,” the memo states. “Forcing employees to switch again only three years later is too disruptive.”
Board member Cris Carusi said it seemed “easiest” to “listen to the union,” and board member Kate Toews expressed a similar sentiment in supporting “Option 1,” which adds $100 single and $200 family deductibles.
“Option 1 limits disruption and that is incredibly valuable for both families and teachers as well as for staff and administration,” Toews said.
Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.
Health insurance costs have long been an issue in the Madison School District.
Administrators warned that benefits were unsustainable in 2014.
Much more on the planned 2020 tax and spending increase Madison referendum.
A presenter [org chart] further mentioned that Madison spends about $1 per square foot in annual budget maintenance while Milwaukee is about $2.
Employee health insurance, referenda discussions on Madison School Board agenda Monday
The Madison School Board will discuss the potential November referenda and proposed employee health insurance changes Monday.
The Operations Work Group meeting, which begins at 5 p.m. at the Doyle Administration Building, 545 W. Dayton St., is likely the last opportunity for board members to ask for broad changes ahead of anticipated votes at the March 23 meeting.
Presentations planned for the board Monday show similar referenda plans as have been discussed for months, though staff have offered up three options for the operating referendum ask in addition to the $36 million one that has been previously discussed. The additional options would all lower the amount, reducing the tax burden but also forcing tighter budgets.
The health insurance changes, first reported by the Wisconsin State Journal last week, would require employees to contribute more to their premiums and could have the district change one of its providers.
According to Monday’s meeting materials, there is a $4.6 million increase in premiums the providers will charge the district, which had budgeted $0 for an increase in funding employee benefits whether an operating referendum passes or fails. That means the gap needs to be filled in other ways.
Changes to providers and potentially changing the plans retirees use would save an estimated $3.8 million, while doubling the premium contributions for most staff would save $1.8 million, according to the presentation planned Monday. The premium contribution for teachers on the HMO plan, for example, would go from 3% to 6%, costing an extra $44.48 per month.
Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.
Health insurance costs have long been an issue in the Madison School District.
Administrators warned that benefits were unsustainable in 2014.
Much more on the planned 2020 tax and spending increase Madison referendum.
A presenter [org chart] further mentioned that Madison spends about $1 per square foot in annual budget maintenance while Milwaukee is about $2.
Commentary on the Madison School District’s healthcare costs
According to MTI’s memo, health insurance changes under consideration include:
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Moving future retirees from health insurance plans offered through the district to the state Department of Employee Trust Funds’ Local Annuitant Health Program, a relatively new program for retired public employees.
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Increasing employee premium contributions for teachers and other employees from 3% to 6% and for certain hourly workers, such as security assistants, from 1.25% to 2.5%.
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Adding a $100 deductible for individual plans and $200 for family plans.
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Dropping GHC and replacing it with a plan through Quartz.
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Increasing employee premium contributions to 10% or 12%.
Keillor said a major increase in employee premium contributions is a “nonstarter.”
“We have not gotten any kind of sense over one that’s more preferred,” he said of the options under consideration. “Right now, I’d say none of these are preferable options to folks.”
But Keillor acknowledged the union doesn’t have a say in the decision other than amplifying the voices of employees because Act 10 — the 2011 law that severely limited the power of most public-sector unions — restricts unions to only negotiating on base wages.
Madison’s taxpayer supported K-12 school district, despite spending far more than most, has long tolerated disastrous reading results.
Health insurance costs have long been an issue in the Madison School District.
Administrators warned that benefits were unsustainable in 2014.
Teachers Pay High Fees for Retirement Funds. Unions Are Partly to Blame.
Anne Tergesen and Gretchen Morgenson:
The pitch from the president of the Indian River County teachers union couldn’t have been clearer.
Liz Cannon, who heads the Indian River chapter of the Florida Education Association, urged union members to buy retirement investments from Valic Financial Advisors Inc. through a firm owned by the union. That way “we also make money,” she said in a November 2017 newsletter, through regular dividends.
What Ms. Cannon didn’t mention was that investments from Valic, a unit of giant insurance company American International Group Inc., can carry high costs that may translate to a smaller nest egg when teachers retire.
The setup is one of an array of similar deals in which unions and other groups get income from endorsements of investment products and services—often at the expense of teachers and other municipal employees.
The ties help explain why many local-government workers continue to pay relatively high retirement-plan costs, while fees in corporate-based retirement plans are often lower and have been falling for years.
At issue are 403(b) retirement savings plans for teachers and 457 plans for government workers—variations on the 401(k) plans many companies offer. About $900 billion was held in 403(b) plans for public-school teachers and 457 plans at the end of June, according to the Investment Company Institute, a mutual-fund industry trade group.
In the crowded market, an endorsement from a union or municipal organization or affiliate can help an investment-product provider stand out. It also can give the provider’s sales agents access to union meetings, teachers’ lounges, benefit-enrollment fairs and professional conferences to pitch retirement and other products.
The now retired Madison Teachers, Inc. Executive Director served on the WPS Board of Directors for some time. WPS provided health insurance (one of several choices) to taxpayer supported Madison School District teachers.
Madison School Board OKs big change in employee health insurance options
Employees of the Madison School District will have one fewer health insurance provider to choose from, requiring just over 1,000 employees to find a new primary care doctor.
But the estimated $3 million the district will save from dropping Unity, its highest-cost provider, will help bankroll increased compensation for the district’s roughly 4,000 employees, while covering any additional premium costs the new state budget may require them to pay.
The changes, which Superintendent Jen Cheatham recommended last month in her budget proposal for next school year, were approved in a special board meeting Monday and will take effect July 1. Members will vote on the full budget June 26.
Officials said early action on the insurance portion of the budget plan and some of its compensation provisions was important to ease teacher recruitment and to ensure a smooth transition for employees forced to switch coverage to GHC or Dean, the remaining providers.
“We need to educate (employees), allow time to complete enrollment paperwork, transition care and allow sufficient time for the insurance carrier to process the applications and send out insurance cards,” Deirdre Hargrove-Krieghoff, executive director of human resources, said in briefing documents for board members. “This all would need to happen prior to the ‘go-live’ date (of July 1).”
Healthcare costs have long been a significant budget and governance issue for our $18,000/student K-12 institution.
The board eliminated the third provider to bring health care costs down across the board, and starting July 1, employees will pay 12 percent of their health care premiums.
The vote was 4-1 to eliminate Unity. Nicki Vander Meulen voted against the measure citing the need for more time to make the decision. Board members Anna Moffitt and TJ Mertz recused themselves since their spouses are district employees and covered by the plan.
The HMO restructuring will save MMSD $3 million each year in HMO costs and the increased employee contributions frees up $4.5 million.
Although district employees will pay more out of pocket for their health insurance, MMSD said it will protect take-home pay by reinvesting the money it saves into across-the-board salary increases.
Assistant superintendent of business Mike Barry said most employees will see a pay bump and no employee should lose money as a result of the changes.
MMSD’s budget also calls for a $15 hourly minimum wage for employees who currently make less than that, increasing summer school pay from $16 to $25/hour for MMSD employees, and increasing beginning teacher pay to $41,096. The Madison School Board also approved those budget items at Monday’s meeting.
Related: Most of Aetna’s revenue now comes from government programs; by Bob Herman:
Here’s a nugget that encapsulates the health insurance industry, despite all the noise surrounding the future of the Affordable Care Act: In the first quarter of this year, Aetna collected more premium revenue from government programs (namely Medicare and Medicaid) than it did from commercial insurance for the first time ever.
Why this matters: Most people get their health coverage from their employer, and that historically has been the bread and butter of the insurance industry. But the aging population and expansion of Medicaid managed care means insurers are investing more time and money in the lower-margin (but still lucrative) government programs. Aetna, in particular, has invested heavily in Medicare Advantage.
New Jersey Teacher “Last in First Out” Teacher Layoff Law Lawsuit Update
Friends –
Please note the very latest on the NJ LIFO Lawsuit – the big piece of information is that the oral arguments on the motions to dismiss have been moved – and are scheduled for 2pm on May 3 before the Mercer County Superior Court.
Hope you are well – and please let me know if you have any questions or concerns.
+++++++++
Newark Parents Oppose Teachers Unions’ Motions to Dismiss LIFO Lawsuit
Oral arguments before a Mercer County Superior Court judge are scheduled for May 3
Trenton, New Jersey — Six Newark parents yesterday opposed motions to dismiss HG v. Harrington, the lawsuit they filed last November challenging the constitutionality of New Jersey’s quality-blind “last in, first out” (LIFO) teacher layoff law. The motions to dismiss the case were filed earlier this month by local and national teachers unions, who intervened as defendants in the case last December. Oral arguments on the motions to dismiss are scheduled for 2pm on May 3 before the Mercer County Superior Court. Defendants from Newark Public Schools and the New Jersey Department of Education did not move to dismiss the case.
“The teachers unions clearly are not looking out for students’ best interests,” said Kathleen Reilly, attorney with Arnold & Porter Kaye Scholer, one of the law firms representing the Newark parents pro bono. “With education budget deficits in the tens of millions of dollars, the court urgently needs to hear these parents’ concerns about laws that require schools to keep ineffective teachers while letting effective ones go. If students’ educational rights are valued, these laws cannot stand.”
In their answer to the lawsuit, defendants from the Newark Public Schools overwhelmingly conceded that the LIFO law harms students, acknowledging that enforcement of LIFO in Newark will remove quality teachers, which leads to lower test scores, lower high school graduation rates, lower college attendance rates, and sharply reduced lifetime earnings. They also admit that the current practice of keeping ineffective teachers on the district payroll, including those in a pool of “educators without placement sites” (EWPS) is harmful and unsustainable, and that the EWPS pool would be wholly unnecessary were it not for LIFO.
To learn more about the parent-led lawsuit to end LIFO in New Jersey, please go to edjustice.org/nj. All legal filings related to HG v. Harrington are available online here.
###
Matthew Frankel
MDF Strategies
41 Watchung Plaza, Suite 355
Montclair NJ 07042
917.617.7914
matthew@mdfstrategies.com
mdfstrategies.com
Much more on the lawsuit, here.
In Latest Court Filing, Newark Public School District and Superintendent Christopher Cerf Concede “Last In, First Out” Teacher Layoff Law Hurts Students
Matthew Frankel, via a kind email:
In Latest Court Filing, Newark Public School District and Superintendent Christopher Cerf Concede “Last In, First Out” Teacher Layoff Law Hurts Students
Trenton, New Jersey — The Newark Public School (NPS) district and NPS Superintendent Christopher Cerf, defendants in HG v. Harrington, yesterday submitted an answer to the lawsuit filed in November 2016 by six Newark mothers challenging the constitutionality of New Jersey’s quality-blind “last in, first out” (LIFO) teacher layoff law. Newark’s answer includes admissions that overwhelmingly concede the allegations put forward by the plaintiffs. This filing is significant for two reasons: 1) the district admits that New Jersey’s LIFO law causes harm to students and 2) these admissions undermine the credibility of motions to dismiss the lawsuit filed by the teachers’ unions, who intervened as defendants in the case in December 2016.
Newark’s court filing is attached to this email. In the filing, the district defends strides it has made to better serve students, and also makes the following selected admissions:
NPS admits that laying off teachers without any consideration of their quality prohibits children from being educated in the constitutionally mandated manner (paragraph 14)
NPS admits that enforcement of LIFO in Newark will remove quality teachers, which leads to lower test scores, lower high school grad rates, lower college attendance rates, and sharply reduced lifetime earnings (paragraph 104)
NPS admits that its current practice of keeping ineffective teachers on the district payroll, including those in a pool of “educators without placement schools” (EWPS), is harmful and unsustainable (paragraphs 80-81) and that the EWPS pool would be wholly unnecessary were it not for LIFO (paragraph 89)
NPS admits that LIFO undermines its ability to attract and retain effective teachers (paragraphs 96-103)
NPS notes that the statutes governing termination proceedings for tenured teachers do not address the impact of quality-blind layoffs on students through the retention of low-performing teachers in times of budget cuts (paragraph 93)
In response to Newark’s answer, Partnership for Educational Justice Executive Director Ralia Polechronis said:
“Instead of battling over procedural issues, NPS has taken a stand in favor of students’ best interests. The district admits that NJ’s LIFO law ‘protects the interests of adults over the rights of the children of Newark’ and forces the district into an impossible dilemma: either divert increasingly limited resources to avoid layoffs or deny high-performing teachers to 8,000 students per year. These admissions are a giant step forward for the HG plaintiffs to prove their constitutional claims in a court of law.”
This is the first case of its kind in which all original defendants submitted an answer to the lawsuit, rather than moving to dismiss the case, signaling that these cases can and should be heard by a court of law. Earlier this month, the New Jersey Department of Education and New Jersey’s Acting Education Commissioner Kimberly Harrington submitted an answer to the parents’ complaint. All legal filings related to HG v. Harrington are available online here, including the answers filed by Newark and the State, and motions to dismiss the case filed by national and local teachers’ unions.
Click to download the plaintiffs’ complaint [PDF].
To learn more about the parent-led lawsuit to end LIFO in New Jersey, please go to edjustice.org/nj.
###
Matthew Frankel
MDF Strategies
41 Watchung Plaza, Suite 355
Montclair NJ 07042
917.617.7914
matthew@mdfstrategies.com
mdfstrategies.com
Commentary on Redistributed State Tax Dollars and Madison’s $450M+ School Budget ($18k/student)
The law, known as Act 10, required local governments who offer a state health insurance plan to their employees to pay no more than 88 percent of the average premiums. Walker’s 2017-19 state budget will now require the same of all school districts, regardless of which health insurance plans they offer.
That spells trouble for the Madison School District, which for years after Act 10 was enacted didn’t require staff to pay any portion of their health insurance costs.
The district does now require employees to pay something toward their monthly health insurance premiums, but the contributions do not reach the 12 percent threshold proposed by Walker. The contribution levels in Madison range from 1.5 percent for lower-paid staff to 10 percent for school district administrators.
“While we have not done an exhaustive review, we are only aware of the Madison School District that did not capture the reform savings,” said Walker’s spokesman Jack Jablonski.
Much more on the Madison School District’s healthcare costs (a long term issue, including WPS coverage).
The District spent 25.62% of its budget on benefits (!) in 2014.
Civics: On the Electoral College
First and foremost, he will have been chosen by the constitutional rules currently in place. This alone is a source of legitimacy. Moreover, we simply do not and cannot know who would have won a national popular-vote contest had one been held. In such a case, both candidates would have run fundamentally different campaigns, emphasizing different issues and appearing frequently in states like California, New York, and Texas. Who can know how people in those states would have responded had they been as informed by exposure to the candidates and their ads as citizens in Wisconsin and Ohio? One cannot persuasively impeach the electoral vote with a national popular-vote number that was wholly irrelevant to the campaign that was actually run. The hypothetical question of who would have won a national popular-vote contest if one had been held is thus completely unanswerable. (One note: It seems odd to hear commentators from England, Canada, or other parliamentary countries criticize the electoral-vote system when, in their own countries, it sometimes happens that one party receives more total votes nationally for its parliamentary candidates, yet the other party with fewer total votes elects more members and thus chooses the nation’s prime minister.)
and: via a kind reader.
Commentary (seems to lack data…) on Madison’s K-12 Tax & Spending Increase Referendum
It is unfortunate two recent articles on the upcoming Madison School District tax & spending increase referendum lack data, such as:
- Total Spending for the current budget ($449,482,373.22 more) – about $18,000/student. Chicago spends about $14,336/student, Boston $20,707 and Long Beach $12,671/student.
- Historic Spending Changes (spending increases every year)
- Academic Outcomes vs. Spending
- Comparison with other Districts
- Middleton property taxes are about 13% less than a comparable Madison home.
To offset cuts in state aid and the tightening revenue caps, Act 10 eliminated collective bargaining over benefits. State employees and other public workers without an existing contract were required to start contributing to their pensions. Once a district’s collectively bargained contract expired, the district also could do things such as switch insurance providers, increase employee benefit contributions, and change work rules — all without needing union approval.
“It took the handcuffs off school boards,” Nygren said.
In Madison, Act 10 ushered in significant changes. Faced with the state-imposed cuts but before Act 10 took effect, employee unions agreed during contract negotiations to major concessions in 2011-12. That included a salary freeze (saving $4 million) and a requirement that employees begin contributing 5.8 percent of their salary toward their state pensions (saving $11 million).
The union also agreed to drop Wisconsin Physicians Service as an insurance provider in 2012, a $5 million savings. WPS was the most costly plan the district offered, and employees who had opted for it had been paying a portion of their monthly premiums.
Union members also had agreed back then to begin paying a percentage of the premiums for the three other insurance options, although the School Board chose not to go that route at that point. That changed this year. The School Board is, for the first time, now requiring all employees to pay something toward their monthly health insurance premiums.
The percentage varies by employee group, with teachers paying 3 percent (6 percent if they don’t participate in the district’s wellness program). This followed the expiration of the district’s final union contract over the summer.
Doug Keillor, executive director of Madison Teachers Inc., the district’s teachers union, said Act 10 alienated public employees and took a “wrecking ball” to public schools.
“The district could keep cutting pay and could keep increasing health insurance contributions, so from that standpoint, the district has not transferred as much of the costs onto the backs of employees as they could,” he said. “But you have to first back up and say, ‘How do you build a quality public school district?’ A district needs to attract people into this profession and keep them. The Legislature didn’t give school boards the tools to do that.”
Sen. Leah Vukmir, R-Brookfield, a member of the Senate Education Committee, argues that most of the discussions about public school funding are wrongly framed from a perspective that more money automatically means higher student achievement.
“Our reforms are working,” she said. “We’ve given the school districts through Act 10 the tools to do more with the resources they have. Those districts that have embraced that are doing really well.”
Public education advocates are organizing in support of the upcoming K-12 operational referendum for the Madison Metropolitan School District, which is necessary to maintain a quality education for local students, they say.
On Nov. 8, the district is asking voters to permanently raise its revenue limit authority by $26 million.
The district proposes that this change happens incrementally over the next four school years. MMSD seeks an additional $5 million per year for the 2017-2018 and 2018-2019 school years and an additional $8 million per year for the 2019-2020 and 2020-2021 school years.
Commentary on redistributed state tax collections and spending.
Madison School District 2016 tax & spending increase referendum content. Channel 3000.
I’ve not seen total Madison School District spending data, much less history, amongst the referendum content.
New state budget raises taxes while borrowing $325,000,000
Higher education will be cut by 7.66 percent. The Oklahoma Health Care Authority (the state Medicaid provider) will get a 9.24 percent increase. The Oklahoma Department of Mental Health and Substance Abuse Services will get a 2.18 percent increase.
Government (redistributed tax dollars) health care spending growth has long crowded out other expenditures.
K-12 spending has grown substantially over the decades.
New York’s Elite Public High Schools Have a Diversity Problem. And Other Cities’ Don’t Look Much Better.
Last Friday was “match day” for New York City’s eighth graders, when they found out whether they’d been admitted to one of the city’s elite high schools. And not shockingly, the numbers were appalling when it came to diversity.
There are nine of these selective high schools in New York City. At eight of them, students take a test to get in, and at one—La Guardia High School, which specializes in the performing arts—students must audition. Of the schools that “test in,” black and Latino students will likely make up no more than 4 and 6 percent, respectively, of the student populations next year. Yet across the city, those two groups make up 70 percent of the public school population.
The decline and fall of the American university is written in 25-page course syllabi.
hen I was an undergrad in the ’90s, there was little more exciting than the first day of class. What will my professor be like? What books will I be reading? How many papers will I have to write? Answers came readily, in the form of a tidy one-page document that consisted solely of the professor’s name and office hours, a three-sentence course description, a list of books, and, finally, a very brief rundown of the assignments (papers, exams) and their relevant dates. This was a course syllabus in 1996, and it was good.
The U.S. Is Letting Poor Kids Fall Further and Further Behind in Reading (and Madison)
New data on child well-being released Tuesday by the Annie E. Casey Foundation make for depressing reading on many levels, not least because the findings are so deeply unsurprising. The basic gist is that, despite the economic recovery, more kids are living in poverty (defined by the U.S. Census Bureau as an annual income of $23,834 for two adults and two children) today than during the recession. A lot more, actually—roughly 22 percent, or a total of 16 million kids, were living in poverty in 2013, a jump of 4 percentage points and 3.2 million kids from five years earlier. Break this figure into subgroups and the picture looks even grimmer, with 39 percent of black kids and 33 percent of Hispanic kids in poverty.
Poverty directly affects a child’s educational outcome, and the Casey Foundation also looks at educational data spanning from preschool to the end of high school. The good news, such as it is, is that the U.S. graduation rate has hit an all-time high of 81 percent—although that promising-looking statistic might be at least partially a result of mislabeling students and easing graduation requirements (like offering “alternative diplomas”), among other shady practices, according to a recent NPR report. As for actual skills, here the U.S. remains in dismal shape, with a total of 66 percent of students—55 percent of non-Hispanic white kids, and more than 80 percent of black and Latino kids—not reading proficiently by fourth grade.
Madison’s long term disastrous reading results.
Solutions:
Janet Hilary, head of St. George’s School Battersea, talks about turning failure to success in a high poverty school in South London.
Theresa Plummer, specialty teacher at St. George’s, talks about what it takes to successfully teach reading and spelling to all students.
– Via the Wisconsin Reading Coalition.
Title IX Investigation Opened Against Female Northwestern Professor Over Column, Tweet
Later in the piece, she argued that students “so committed to their own vulnerability, conditioned to imagine they have no agency, and protected from unequal power arrangements in romantic life” will struggle to deal with the problems and conflicts of the real world.
On Friday, Kipnis published another piece in the Chronicle, revealing that, in a twist that’s ironic on more than one level, she is now the subject of an investigation into graduate student complaints that her earlier column and a subsequent tweet violated Title IX, the law that prohibits sex descrimination in education. Her piece, in addition to pointing out the absurdity of being charged with discriminatory behavior because of an essay, alleges an investigatory process that’s ridiculously opaque for the accused:
Healthcare Costs & The Madison Schools
Madison Teachers Inc. and five other Madison-based unions are so concerned about significant financial losses at Group Health Cooperative of South Central Wisconsin, they’re urging members to vote for particular candidates in Group Health’s board election Thursday.
“MTI cannot stand idly by and watch GHC disappear,” John Matthews, the teacher union’s executive director, wrote in a letter last month to members.
Group Health lost $18.7 million last year after losing $15.7 million in 2013 and $5.5 million in 2012, according to financial statements filed with the National Association of Insurance Commissioners.
Kevin Hayden, Group Health’s CEO, is on leave for reasons the HMO won’t explain.
Group Health made $364,000 the first quarter of this year and expects a “substantial improvement over 2014,” a statement by board president Ken Machtan said.
The losses were covered by “substantial reserves so no debt was accumulated,” Machtan said. Group Health “continues to maintain a healthy reserve,” he said.
Healthcare costs have long been a significant issue in the Madison School District’s budget.
Health Insurance premiums account for 16% of the Madison School District budget
Madison School District (PDF):
MMSD will spend $61 million on health insurance this year.
One of Every Six Dollars is Spent on Health Insurance in the MMSD budget.
Health Insurance premiums account for 16% of the MMSD budget.
Over 3,900 employees are enrolled in the MMSD plan
The MMSD plan design lacks common features that promote efficient utilization – the plan has no deductibles, no co-insurance requirements, and no employee premium contribution
Our multi-year claims experience (medical loss ratio) does not suggest that MMSD should expect less-than-market pricing
Medical trend (inflation) continues to grow at 7-8% annual increases (including 3-4% ACA fees)
Health insurance costs have long been an issue in the Madison Schools.
The Right to Be Let Alone: Privacy in the United States
Based on other books that I had encountered in the Reanimation Library, I expected Gerald S. Snyder’s The Right to Be Let Alone: Privacy in the United States, to be an off-the-grid, back-to-nature, survivalists musings on privacy, brimming with paranoid attitudes such as “get off my land” and “don’t trust the banks.” To my surprise The Right to Be Let Alone traces the history of privacy in America and questions its future in the face of new technologies. Somewhat surprisingly, this book should probably be on our bedside tables right now given the National Security Agency revelations of 2013, constant data breaches, and the United States’ lack of government regulation in the realm of personal data privacy.
Using explicit legal and technological examples, Snyder describes how privacy in America is eroding as new technology makes it easier to collect, store, and analyze our personal information, thoughts, and ideas. In the final chapter, Snyder plays oracle and predicts what the world of technology and privacy might look like in the year 2000 (twenty five years into the future from Snyder’s perspective). It is astonishing how accurate his predictions are.
Get Ready for Some Law Schools to Close
OK, slight exaggeration. But with applications in free fall, schools are locked in a brutal competition to attract students who might theoretically one day be qualified to sit for a bar exam. And that, the New York Times reports today, has meant slashing tuition and dolling out discounts. At Northwestern University School of Law, one of the top ranked institutions in the country, “74 percent of first-year students this academic year received financial aid, compared with only 30 percent in 2009,” the paper notes. The University of Iowa, University of Arizona, and Penn State University have cut their prices. J.D.s are on sale!
That said, much like actual Black Friday merchandise, law degrees are being marked down from insanely high starting points. At Northwestern, the sticker price for tuition is about $56,000, to start.
But anyway, while I could choose this moment to revive my argument with Above the Law about whether it’s a good idea to go to law school (I’ve argued it is), there’s a different point I want to dwell on today. It seems fairly obvious that some law schools are going to have to close in the not too distant future. Between the fall of 2010 and fall of 2013, enrollments dropped 24 percent. This year’s crop of new students should be even smaller. And while schools are doing everything in their power to pare back expenses and prop up their head counts, it seems like someone is going to fall victim to a collapsing demand. “I don’t get how the math adds up for the number of schools and the number of students,” Northwestern Dean Daniel Rodriguez, told the Times. That’s because it probably won’t.
When College Grads Earn Like High School Grads
For the average graduate, going to college is a wonderfully profitable investment. The evidence is unambiguous. Even after subtracting tuition and all the years of foregone salary, the pay boost from a degree will still pay for itself, and then some. The problem is that the “average” college student doesn’t really exist; she’s an imaginary amalgam of state school grads and Ivy League alums, of education majors and engineering nerds.
Once you ignore averages, and start looking across the entire earnings spectrum, the question of whether higher education is financially worthwhile for everybody becomes more complicated. Recently, researchers from the Federal Reserve Bank of New York noted that the bottom 25 percent of college degree holders basically earn no more than the median worker who ended his or her education after high school.
Get Tech Out of Schools Students interact plenty with technology outside of classrooms, so let’s leave it there.
ne thousand: That’s approximately the number of instructional hours required of U.S. middle school and high school students each year.
Four thousand: That’s approximately the number of hours of digital media content U.S. youths aged 8 to 18 absorb each year. (If you doubt that’s possible, be sure you’re taking into account the near-universal practice of “media multitasking,” or consuming content on more than one platform at a time, as when a teenager listens to a song on his MP3 player while scrolling through Facebook on his smartphone while watching a video on his laptop.)
Textbook giants are now teaching classes.
This summer, Chad Mason signed up for online general psychology at the University of North Carolina at Charlotte. This spring, Jonathan Serrano took intro to psychology online at Essex County College in Newark, New Jersey.
Though the two undergraduates were separated by more than 600 miles, enrolled in different institutions, and paying different tuitions, they were taking what amounts to the same course. That’s because the course wasn’t produced by either school. Instead, it was a sophisticated package devised by publishing giant Pearson PLC and delivered through a powerful online platform called MyPsychLab.
Millennials Are Better-Read, Vastly Superior to Rest of Population, Says Science
On Thursday, as A.O. Scott mourned the death of adulthood in American culture (R.I.P.), a new study by the Pew Research Center confirmed that it’s young adults who are keeping American (literary) culture alive. Contrary to reports that have questioned whether or not millennials read, younger Americans actually read more than their older counterparts: 88 percent of Americans younger than 30 reported having read a book in the past year, compared with 79 percent of those older than 30.
What’s more, libraries are not a cherished refuge of the old, but a destination for the young: In a September 2013 survey, 50 percent of respondents between the ages of 16 and 29 had used a library in the past year, compared with 47 percent of their older counterparts, and 36 percent of people under 30 had used a library website in that same time frame; compared with 28 percent of the over-30s. (Admittedly, the numbers for high school and college-aged respondents may actually seem surprisingly low, given their reliance on libraries and books for school research.)
On Equality
Is the human condition becoming more unequal? Many assert it is, but their focus is almost exclusively on economic inequality. This is problematic for two key reasons.
First, even in data-rich America, statistics on wealth distribution are at best rudimentary. Measured economic equality differs dramatically depending on whether one looks at income (pre- or post-tax? by the year or over a lifetime?), or at personal consumption, which seems to be distributed much more equally.
More crucially, income is not the only important measure of human well-being and life chances. Consider two global revolutions that are improving the human condition and making it more equal.
The first is how long people live. In 1751, according to the Human Mortality Database, Sweden’s overall life expectancy at birth was barely 38 years. But this was an arithmetic average for a population within which survival prospects were wildly, brutally disparate. Roughly a fifth of all Swedes died in their first year of life; by age 5 only 70 Swedes were still alive of every 100 born. But about half of those who made it to age 5 lived to 60 and beyond.
Healthcare cost growth pushed to faculty
Institutions say complying with the Affordable Care Act has caused them to pass on some costs to employees, according to a new survey from the College and University Professional Association for Human Resources.
Since the act began to take effect, some 20 percent of institutions have made changes to benefits in an effort to control associated costs, the survey says. About the same percentage of colleges are considering making changes, or making further changes, in the year ahead. Of those institutions that have made changes so far, 41 percent have increased employees’ share of premium costs. Some 27 percent have increased out-of-pocket limits, while about one-quarter increased in-network deductibles or dependent coverage costs, or both. Some 20 percent increased employees’ share of prescription drug costs.
Healthcare spending has long been a significant issue in the Madison Schools. 25.62% (!) of the District’s 2014-2015 budget ($402,464,374) is spent on benefits.
Madison’s Property Taxes Per Capita 2nd Highest in WI; 25% of 2014-2015 $402,464,374 Budget Spent on Benefits
Tap the chart to view a larger version.
A few slides from the School District’s fourth 2014-2015 budget presentation to the Board:
I am surprised to see Physician’s Plus missing from the healthcare choices, which include: GHC, Unity or Dean.
The slides mention that the “Budget Proposal Covers the First 5% of Health Insurance Premium Increase”.
Madison Schools’ 2014-2015 v4 budget document (PDF).
Deeper dive:
2014-2015 Madison Schools’ Budget
Long term, disastrous reading results.
Healthcare costs have long been a somewhat contentious issue, including decades of expensive WPS coverage.
Questions about recent maintenance referendum spending.
Middleton’s property taxes are about 16% less than Madison’s for a comparable home.
Wisconsin per capita property tax data via the May 30, 2014 WISTAX Focus Newsletter.
Health insurance changes a cure for what ails Madison schools budget?
The Madison School District won an historic concession from its teachers union over the last two years — the ability to require that teachers pay part of their health insurance premiums.
It came as the district was quickly extending union contracts before a law eliminating most collective bargaining rights took effect, and again while that law was held up in court.
But now as the district goes about crafting a 2013-14 budget that — among other cost-savings measures — reduces maintenance spending, freezes equipment budgets and includes no money for new efforts to close the district’s achievement gap, it doesn’t appear there’s much interest in implementing the concession.
The budget proposal from new Superintendent Jennifer Cheatham doesn’t subject teachers to health insurance premiums, and that’s fine with School Board President Ed Hughes.
“Because of our recent transitions, this was not the budget to take up significant changes to our structure of salary and benefits,” he said in an email. “I and other board members are looking forward to an in-depth review of salary and benefit levels as part of next year’s budget, when we’ll have the benefit of input from Jen Cheatham and (assistant superintendent for business services) Mike Barry, as well as from our affected teachers and staff. I’m sure that health insurance contributions will be part of that discussion.”
“Recent transitions” didn’t keep Cheatham from proposing changes to the district’s salary schedules, though.
Madison’s expensive approach to healthcare benefits are not a new subject.
Much more on the Madison School District’s 2013-2014 plans for spending and property tax increases, here.
Mr. Hughes in 2005
Madison School Board Members 2012-2013 “Budget Amendments”
It is interesting to compare and contrast Board member amendments to the Administration’s proposed 2012-2013 Madison School District budget. The 2011-2012 budget spent $369,394,753 for 24,861 students or $14,858.40 each.
Mary Burke: Require Accountability for All Achievement Gap Programs.
Maya Cole offers 11 amendments, the first seeks to address the District’s literacy problems. Cole’s amendment 6 questions the Administration’s use of WPS health care savings (“general fund”).
James Howard seeks a student data analysis assistant and the implementation of a parent university.
Ed Hughes offers 3 amendments, the first seeks to moderate proposed administrative staffing growth, the 2nd requests $3,000,000 in additional maintenance spending (500K less than the Administrative proposal) and a change (reduction) in the use of the District’s reserves (or “fund equity“). Mr. Hughes’ amendments would result in a 5.7% property tax increase. Related: controversy and a possible audit over past maintenance spending.
Beth Moss requests additional middle school media library staffing and increased funding for the middle school Avid program. Much more on the AVID program, here.
Marj Passman requests the introduction of a credit recovery program at East High School (the other high schools evidently have in-house programs) and the creation of a “Department of African American achievement”.
Arlene Silveira requests $75K for the Superintendent Search and a possible interim candidate, a dropout recovery program, a Toki Middle School “Expeditionary Learning Program” and the creation of an implementation plan for all achievement gap programs. Notes and links on Toki middle school and the “Expeditionary Learning Program“.
Somewhat related: Madison Schools Administration has “introduced more than 18 programs and initiatives for elementary teachers since 2009”
I continue to wonder if all schools are held to the same academic and financial standards expressed during the debate and rejection of the proposed the proposed Madison Preparatory IB charter school?
Wisconsin Teachers & Healthcare Plans
The Greendale School District’s high-deductible plan has been in place for the past four years but was not available to teachers until last year. When the district first offered the plan, nonunion employees agreed to try it out but teachers declined, Green said. Once Act 10 came into effect, the district offered the high-deductible plan to teachers again. The district allowed teachers to choose between the high-deductible plan and the traditional plan this school year, and 70% decided to go the high-deductible route after seeing how it was working for other staff members, Green said.
The district runs the plan in conjunction with a health reimbursement account.
In addition to a wellness plan, the Greendale district provides an on-site nurse practitioner from Aurora Health Care.
Green said the high-deductible plan significantly reduces the price of health insurance plans for school districts. When factoring in the cost of the high-deductible plan each year plus what the district is putting into the health reimbursement account, the total is about $1,000 less per family plan per year than the traditional plan.
Related: The Madison School District recently ended their longtime support of a costly WPS healthcare plan.
What Does Your MTI Contract Do for You? Health Insurance
Madison Teachers, Inc. Solidarity Newsletter (63K PDF), via a kind Jeanie Bettner email:
Since the late 1960’s, MTI members have had the benefit of the best health insurance available. Stressing the importance of quality health insurance in providing economic security, members have made health insurance their #1 priority via their responses to the Union’s Bargaining Survey. And, the Union not only was able to bargain specific benefits, such as acupuncture and extended mental health coverage, as demanded by MTI members, but due to a 1983 MTI victory in the Wisconsin Supreme Court, MTI was able to have an equal voice in which insurance company would provide the plan. This is important because different insurance companies have different interpretations of the same insurance provisions.
Unfortunately, the District Administration took advantage of the increased leverage in negotiations enabled by Governor Walker’s Act 10 forcing concessions in health insurance and other Contract provisions in exchange for them agreeing to extend MTI’s five Collective Bargaining Agreements through June 2013.
Members of MTI’s teacher bargaining unit, who elected WPS health insurance under old Contract terms, will now lose that coverage June 30, 2012. The District is in the process of distributing materials by which members of the teacher bargaining unit can become familiar with the options available for coverage commencing July 1. They are Dean Health Plan, Physicians Plus and Group Health Cooperative. Each offers an HMO and a Point of Service Plan. The latter carries a higher premium, but enables broader choices for services.
The District has scheduled five sessions for those with questions to seek answers from the above-referenced plans.
April 9 – Doyle Auditorium -1:00-3:00 p.m.
April 11- La Follette C17 – 4:00-6:00 p.m.
April 17 – Memorial Wisconsin Center – 4:00-6:00 p.m.
April 19 -West LMC – 4:00-6:00 p.m.
April 23 – East LMC – 4:00-6:00 p.m.
The Madison School District’s support of the costly WPS health insurance option has been quite controversial over the years.
MISSED ADJUSTMENTS and OPPORTUNITIES RATIFICATION OF Madison School District/Madison Teachers Collective Bargaining Agreement 2011-2013
The Madison Metropolitan School District Board of Education and the Madison Teachers, Inc. ratified an expedited Collective Bargaining Agreement for 2011-2013. Several significant considerations were ignored for the negative impact and consequences on students, staff and taxpayers.
First and foremost, there was NO ‘urgent’ need (nor ANY need at all) to ‘negotiate’ a new contract. The current contract doesn’t expire until June 30, 2011. Given the proposals regarding school finance and collective bargaining processes in the Budget Repair Bill before the legislature there were significant opportunities and expectations for educational, management and labor reforms. With such changes imminent, there was little value in ‘locking in’ the restrictive old provisions for conducting operations and relationships and shutting the door on different opportunities for increasing educational improvements and performances in the teaching and learning culture and costs of educating the students of the district.
A partial listing of the missed adjustments and opportunities with the ratification of the teacher collective bargaining agreement should be instructive.
- Keeping the ‘step and advancement’ salary schedule locks in automatic salary increases; thereby establishing a new basis annually for salary adjustments. The schedule awards increases solely on tenure and educational attainment. This also significantly inhibits movement for development and implementation of ‘pay for performance’ and merit.
- Continues the MOU agreement requiring 50% of teachers in 4-K programs (public and private sites combined) to be state certified and union members
- Continues required union membership. There are 2700 total or 2400 full-time equivalent (FTE) teachers, numbers rounded. Full-time teachers pay $1100.00 (pro-rated for part-time) per year in automatic union dues deducted from paychecks and processed by the District. With 2400 FTE multiplied by $1100 equals $2,640,000 per year multiplied by two years of the collective bargaining unit equals $5,280,000 to be paid by teachers to their union (Madison Teachers Inc., for its union activities). These figures do not include staff members in the clerical and teacher assistant bargaining units who also pay union dues, but at a lower rate.
- Continues to limit and delay processes for eliminating non-performing teachers Inhibits abilities of the District to determine the length and configuration of the school day, length and configuration of the school year calendar including professional development, breaks and summer school
- Inhibits movement and placement of teachers where needed and best suited
- Restricts adjustments to class sizes and teacher-pupil ratios
- Continues very costly grievance options and procedures and litigation
- Inhibits the District from developing attendance area level teacher/administrator councils for collaboration in problem-solving, built on trust and relationships in a non-confrontational environment
- Continues costly extra-duties and extra-curricular agreements and processes
- Restricts flexibility for teacher input and participation in professional development, curriculum selection and development and performance evaluation at the building level
- Continues Teacher Emeritus Retirement Program (TERP), costing upwards to $3M per year
- Does not require teacher sharing in costs of health insurance premiums
- Did not immediately eliminate extremely expensive Preferred Provider (WPS) health insurance plan
- Did not significantly address health insurance reforms
- Does not allow for reviews and possible reforms of Sick Leave and Disability Leave policies
- Continues to be the basis for establishing “me too” contract agreements with administrators for salaries and benefits. This has impacts on CBAs with other employee units, i.e., support staff, custodians, food service employees, etc.
- Continues inflexibilities for moving staff and resources based on changes and interpretations of state and federal program supported mandates
- Inhibits educational reforms related to reading and math and other core courses, as well as reforms in the high schools and alternative programs
Each and every one of the above items has a financial cost associated with it. These are the so-called ‘hidden costs’ of the collective bargaining process that contribute to the over-all costs of the District and to restrictions for undertaking reforms in the educational system and the District. These costs could have been eliminated, reduced, minimized and/ or re-allocated in order to support reforms and higher priorities with more direct impact on academic achievement and staff performance.
For further information and discussion contact:
Don Severson President
Active Citizens for Education
donleader@aol.com
608 577-0851
100k PDF version
What cuts? Madison schools OK
Wisconsin State Journal Editorial:
Alarmists in Madison suggest Gov. Scott Walker’s state budget proposal will decimate public education.
But Superintendent Dan Nerad’s proposed 2011-2012 budget for Madison School District tells a different story.
Under Nerad’s plan, unveiled late last week, the Madison district would:
- Launch a new 4-year-old kindergarten program in the fall.
- Open a charter middle school on the South Side focusing on urban agriculture.
- Avoid any teacher layoffs.
- Continue to offer free health insurance to employees who select the less-expensive plan.
- Give teachers small raises based on years of experience and advanced degrees.
- Maintain overall spending.
That’s not to suggest Madison schools are flush with money. Gov. Walker, after all, is trying to balance a giant state budget deficit without raising taxes or pushing the problem further down the road. Walker has proposed cuts to most state programs, including aid to public schools.
Madison School Board Tension over Spending/Taxes & Compensation
Gov. Scott Walker says the changes he has rammed through the Legislature will give school districts and local governments “the tools” they need to withstand the severe cuts in state aid his budget will deliver. What he doesn’t get into is how the tensions caused by his agenda will divide the members of these bodies, as they have the state as a whole.
One example of this is the Madison school board, where disagreements over the impact of Walker’s actions have spurned an ugly exchange, in which school board member Lucy Mathiak lobbed an F-bomb at a fellow board member, Marj Passman.
The exchange happened yesterday, March 14. Passman was contacted by a Madison school teacher who felt Mathiak had been dismissive of the teacher’s concerns, urging her to “get over yourself.” Passman, who allows that board members have been deluged with angry emails, says she expressed to Mathiak that she agreed this response was a little harsh.
Somewhat related: Jason Shepherd: Going to the mat for WPS
School board yields to pressure to keep costlier insurance option
Suzanne Fatupaito, a nurse’s assistant in Madison schools, is fed up with Wisconsin Physicians Service, the preferred health insurance provider of Madison Teachers Inc.
“MTI uses scare tactics” to maintain teacher support for WPS, Fatupaito recently wrote to the school board. “If members knew that another insurance [plan] would offer similar services to WPS and was less expensive – it would be a no-brainer.”
WPS, with a monthly price tag of $1,720 for family coverage, is one of two health coverage options available to the district’s teachers. The other is Group Health Cooperative, costing $920 monthly for a family plan.
During the past year, the Madison school board has reached agreements with other employee groups to switch from WPS to HMO plans, with most of the savings going to boost pay.
In December, the board held a secret vote in closed session to give up its right to seek health insurance changes should negotiations on the 2007-09 teachers contract go into binding arbitration. (The board can seek voluntary insurance changes during negotations.)
Lucy has been a long time friend and I have long appreciated her activism on behalf of students, the schools and our community.
K-12 Tax & Spending Climate: Walker’s claim on health insurance savings for public schools questioned
School districts required to offer health insurance through WEA Trust, a company created by the teachers’ union, would save $68 million a year if employees could switch to the state health plan, Gov. Scott Walker said this week, repeating a claim he made last year.
“That’s one of the many examples of why it’s so critically important to change collective bargaining,” Walker said at a news conference Monday before bringing up the issue again in his public address Tuesday.
Madison-based WEA Trust, created by the Wisconsin Education Association Council, disputes the claim. The insurer says it provides lower-cost choices, and districts can already join the state health plan.
“It’s been an option for them for some time,” said WEA Trust spokesman Steve Lyons.
About 65 percent of the state’s school districts contract with WEA Trust, covering about 35 percent of school employees. Several large districts, including Green Bay, Madison and Milwaukee, don’t offer the plan.
The cost of providing WPS coverage to Madison teachers has long been controversial.
Health care tops contract debates School districts focus negotiations on cost of retirees’ benefits
After years of watching escalating health insurance costs eat up and even surpass the savings provided by early retirements, some public school districts are getting tough in contract negotiations to reduce benefit levels.
The Hartland-Lakeside School Board and its teachers union went to arbitration in mid-December as district officials sought to cap insurance benefits and lower a stipend given to retiring teachers.
The Waukesha School Board has gone even further, denying almost all early retirement requests by teachers for the past two years as it advances toward arbitration in contract negotiations.
Health care cost growth has also been an issue locally.
Making something hard to read means it is more likely to be remembered
A PARADOX of education is that presenting information in a way that looks easy to learn often has the opposite effect. Numerous studies have demonstrated that when people are forced to think hard about what they are shown they remember it better, so it is worth looking at ways this can be done. And a piece of research about to be published in Cognition, by Daniel Oppenheimer, a psychologist at Princeton University, and his colleagues, suggests a simple one: make the text conveying the information harder to read.
Dr Oppenheimer recruited 28 volunteers aged between 18 and 40 and asked them to learn, from written descriptions, about three “species” of extraterrestrial alien, each of which had seven features. This task was meant to be similar to learning about animal species in a biology lesson. It used aliens in place of actual species to be certain that the participants could not draw on prior knowledge.
Half of the volunteers were presented with the information in difficult-to-read fonts (12-point Comic Sans MS 75% greyscale and 12-point Bodoni MT 75% greyscale). The other half saw it in 16-point Arial pure-black font, which tests have shown is one of the easiest to read.
Wisconsin Gubernartorial Candidate Walker proposes letting schools, government units use lower-cost state health plan
Milwaukee County Executive Scott Walker proposed a plan he says would potentially save school districts and local units of government more than $300 million in health care costs.
Walker, a Republican candidate for governor, said his proposal would allow local units of government to switch from health plans that have high premiums to the state’s lower-cost employee health plan.
Walker said his proposal could save school districts $68 million and local governments up to $242 million annually in health care costs.
He cautioned, however, that the savings estimate for local units of government is impossible to estimate because there is no central database of what municipalities pay for health care. To make his projections, he used data of the potential savings at school districts and applied those figures to the state’s more than 200,000 local public employees.
Walker said the biggest reduction would come from Milwaukee Public Schools, which he said could realize $20 million a year in savings.
Locally, the Madison School District’s use of WPS has long been controversial due to its high cost versus alternatives, such as GHC, among others.
Milwaukee School District Seeks Health Care Changes to Save Jobs
Though shrouded in the overly formal language of district documents, new amendments to the proposed 2010-’11 Milwaukee Public Schools budget signal an ultimatum to unions from the Milwaukee School Board: Accept changes to your health care and be open to a furlough, or watch your colleagues be laid off next year.
In a Strategic Planning and Budget Committee meeting Thursday night that carried into Friday morning, the board got its first chance to discuss and act on amendments to the administration’s proposed $1.3 billion budget, which calls for an estimated 150 to 200 teacher layoffs and hundreds of other staff job eliminations.
Amendments that direct changes to the health-care plan and the implementation of furloughs would require an agreement with labor unions that represent certain employees. But the board’s amendments could set the ball in motion for those discussions.
One of those included restoring about a third of the positions set to be eliminated for teachers, paraprofessionals and general education aides, but only if those bargaining units – namely, the Milwaukee Teachers’ Education Association – agree to accept the less expensive health care plan.
This is not a new topic. Some elements of the Madison School District have sought similar changes.
Latest College athletics fiscal data hint at moderation
ata from the NCAA’s most recent study on revenue and expenses [6MB PDF Complete Report] at Division I institutions show a slight moderation in the rate of spending in the aggregate within the division and a reduced growth in the gap between the so-called “haves” and “have-nots,” though the gap continues to be wide.
The report summarizing Division I athletics program finances between 2004 and 2008 also reveals that 25 schools – all in the Football Bowl Subdivision – reported positive net revenue for the 2008 fiscal year, six more than in the 2006 fiscal year. Only 18 FBS institutions, however, have reported revenue over expenses when the data from all five years are aggregated.
The findings make NCAA officials cautiously optimistic that the advice from former NCAA President Myles Brand’s Presidential Task Force three years ago to moderate spending is being heeded, though those same officials acknowledge that these data through the end of the 2008 fiscal year (June) do not reflect the subsequent economic downturn that may reveal a different story on spending in next year’s report.
Schools improve certification for school lunches
Schools are doing a better job of identifying students who are eligible for free or reduced-price school lunches, but some states are much better than others, the Agriculture Department says in a report to Congress.
In 2008-2009, 78 percent of schools identified eligible students by using government records of which households already receive aid like food stamps. Use of the so-called direct certification method, the most efficient way to enroll school children in subsidized lunch programs, was up 11 percentage points from the previous year, according to the report, which is being delivered to Congress on Tuesday. A copy was obtained by The Associated Press.
Direct certification helps eliminate the lengthy application process for free meals.
Despite the overall improvement, the report shows a wide disparity in performance from state to state. The top four states – Alaska, Delaware, New York and Tennessee – all directly enrolled more than 90 percent of students from households that receive food stamps.
Wisconsin Open Enrollment Study
Spending more, adding extracurricular activities and increasing the percentage of students deemed advanced on state tests could help Wisconsin school districts that want to attract more students through the state’s open enrollment program.
Those are some of the main conclusions of a new study examining student transfers between 2003 and 2007 under the state’s public school choice program. [Open Enrollment SIS links.]
“There’s a lot of surveys saying parents want this or they want that, but when they actually have to take their kid and drive them to school, that reveals what they really want in a school district,” said David Welsch, an assistant professor of economics at the University of Wisconsin-Whitewater and lead author of the study, which is slated for publication in the Economics of Education Review.
Under the state’s open enrollment program, which has been in effect for more than a decade and now serves more than 28,000 students, students can attend any public school district in Wisconsin so long as there is room and they provide their own transportation. State aid – nearly $6,500 this school year – accompanies each open enrollment transfer.
One of the most striking findings in the recent study was that students were more likely to transfer from districts with higher property values and lower tax rates to districts that spend more per pupil. For every $100 difference in spending per student, a higher-spending district could expect about 1.7% more incoming transfers.
Wisconsin Open Enrollment: Part Time / Full Time.
Burlington Township School Superintendent on Elementary Students Singing About President Obama
By now, we’re sure that you are aware of a video placed on the Internet that has been reported heavily by the media. The video is of a class of students singing a song about President Obama.
Over the past two days we have been able to learn more about this situation and would like to provide you with some additional information. The song was one of eight skits performed during a February 2009 program that included second grade classes. Parents attended the program which took place on February 27, 2009. The other skits in the program included Groundhog Day, Chinese New Year, Abraham Lincoln, Valentine’s Day, George Washington, Mardi Gras, and Dental Health Month. The song about President Obama was in recognition of Black History Month. We have been informed that the lyrics of the song were sent home with the children in advance of the assembly, which was the teacher’s normal procedure. There were no concerns or complaints prior to, during, or after the program.
On March 23, 2009, an author visited the Young School as part of the school’s Women’s History Month recognition. As is usual procedure, parents were notified prior to the visit and invited to attend. The author presented two assemblies during which she read from two of her books. She also met with the Teen Book Club at our high school and did an evening book signing for parents and children. The author was accompanied by two individuals. After the first assembly on March 23rd, the class that performed the song at the February assembly about President Obama provided a special performance for the author, since one of the books she wrote was about Barack Obama. We were informed by a representative of the author that one of the individuals who accompanied the author video recorded the performance. School staff had no knowledge of the recording.
Madison School District & Madison Teachers Union Reach Tentative Agreement: 3.93% Increase Year 1, 3.99% Year 2; Base Rate $33,242 Year 1, $33,575 Year 2: Requires 50% MTI 4K Members and will “Review the content and frequency of report cards”
via a kind reader’s email (200K PDF):
The Madison Metropolitan School District and Madison Teachers Inc. reached a tentative agreement Tuesday evening on the terms and conditions of a new two-year Collective Bargaining Agreement for MTI’s 2,600 member teacher bargaining unit. Negotiations began April 15.
The Contract, for July 1, 2009 to June 30, 2011, needs ratification from both the Board of Education and MTI. The Union will hold its ratification meeting on Wednesday, October 14, beginning at 7:00 p.m. at the Alliant Energy Center, Dane County Forum. The Board of Education will tentatively take up the proposal in a special meeting on October 19 at 5:00 p.m.
Terms of the Contract include:
2009-2010 2010-11
Base Salary Raise – 1.00% Base Salary Raise – 1.00%
Total Increase Including Benefits – 3.93% Total Increase Including Benefits – 3.99%
Bachelor’s Degree Base Rate $33,242 Bachelor’s Degree Base Rate $33,575
A key part of this bargain involved working with the providers of long term disability insurance and health insurance. Meetings between MTI Executive Director John Matthews and District Superintendent Dan Nerad and representatives of WPS and GHC, the insurance carriers agreed to a rate increase for the second year of the Contract not to exceed that of the first year. In return, the District and MTI agreed to add to the plans a voluntary health risk assessment for teachers. The long term disability insurance provider reduced its rates by nearly 25%. The insurance cost reductions over the two years of the contract term amount to roughly $1.88 million, were then applied to increase wages, thus reducing new funds to accomplish this.
The new salary schedule increase at 1% per cell, inclusive of Social Security and WRS, amount to roughly $3.04 million. Roughly 62% of the salary increase, including Social Security and WRS, was made possible by the referenced insurance savings.
Key contract provisions include:
Inclusion in the Contract of criteria to enable salary schedule progression by one working toward the newly created State teacher licensure, PI 34. Under the new Contract provision, one can earn professional advancement credits for work required by PI 34. - Additive pay regarding National Board for Professional Teaching Standards, i.e. an alternative for bargaining unit professionals who are not teachers (nurses, social workers, psychologists, et al) by achieving the newly created Master Educator’s License.
- Continuance of the Teacher Emeritus Retirement Program (TERP).
- The ability after retirement for one to use their Retirement Insurance Account for insurance plans other than those specified in the Collective Bargaining Agreement. This will enable one to purchase coverage specific to a geographic area, if they so choose, or they may continue coverage with GHC or WPS – the current health insurance providers.
For elementary teachers, the frequency and duration of meetings has been clarified, as have several issues involving planning time. All elementary teachers and all elementary principals will receive a joint letter from Matthews and Nerad explaining these Contract provisions.- For high school teachers who volunteer for building supervision, there is now an option to enable one to receive compensation, rather than compensatory time for the service. And there is a definition of what “class period” is for determining compensation or compensatory time.
- For elementary and middle school teachers, MTI and the District will appoint a joint committee for each to study and recommend the content and frequency of report cards.
For elementary specials (e.g. art, music) teachers, the parties agreed to end the class and a half, which will mean that class sizes for specials will be similar to the class size for elementary classroom teachers.- For coaches, and all others compensated on the extra duty compensation schedule, the additive percentage paid, which was frozen due to the State imposed revenue controls, will be restored.
- School year calendars were agreed to through 2012-2013.
- Also, MTI and the District agreed to a definite five-year exemption to the Contract work assignment clause to enable the District to assist with funding of a community-based 4-year-old kindergarten programs, provided the number of said 4-K teachers is no greater than the number of District employed 4-K teachers, and provided such does not cause bargaining unit members to be affected by adverse actions such as lay off, surplus and reduction of hours/contract percentage, due to the District’s establishment of, and continuance of, community based [Model III] 4-K programs. (See note below.)
2008 NCAA Division 1 Sports Graduation Success Rates
The NCAA Graduation Success Rate (GSR) and the Academic Success Rate (ASR) were developed in response to college and university presidents who wanted graduation data that more accurately reflect the mobility among college students today. Both rates improve on the federally mandated graduation rate by including students who were omitted from the federal calculation.
The GSR measures graduation rates at Division I institutions and includes students transferring into the institutions. The GSR also allows institutions to subtract student-athletes who leave their institutions prior to graduation as long as they would have been academically eligible to compete had they remained.
The ASR measures graduation rates at Division II institutions and is very similar to the GSR. The difference is that the ASR also includes those freshmen who were recruited to the institution but did not receive athletics financial aid.
Great Little Schools Without a Name
For awhile I figured that didn’t matter. These schools are raising student achievement to new heights without a cool, overarching label. Maybe they don’t need one. But I changed my mind about that after reading David Whitman’s splendid new book about these schools, “Sweating the Small Stuff.”
Whitman is a terrific reporter whose 365-page paperback, published by The Thomas B. Fordham Institute, provides a lively, readable and exhaustive account of this fast-growing phenomenon. Whitman focuses on six schools that represent different forms of this approach–the American Indian Public Charter School in Oakland, the Amistad Academy in New Haven, the Cristo Rey Jesuit High School in Chicago, the KIPP Academy in the South Bronx, the SEED public charter school in Washington, D.C. and the University Park Campus School in Worcester, Mass. The profiles of the schools and their founders are well-written. Whitman’s analysis of what has made them work is thoughtful and clear.
My problem is this: I hate his subtitle, “Inner-City Schools and the New Paternalism.” And I like his decision to refer to this group as “the paternalistic schools” even less.
A Health Care Cost Win for the Madison School District & A Pay Raise for Madison Teacher’s Clerical Unit
Nearly 200 employees of the Madison School District who currently have health insurance provided by Wisconsin Physicians Service will lose that option, saving the district at least $1.6 million next year.
But the real savings in eliminating what has long been the most expensive health insurance option for district employees will come in “cost avoidance” in the future, said Bob Nadler, director of human resources for the district.
“It’s a big deal for us – it really is,” Nadler said.
“It certainly will be a benefit to both our employees and the taxpayers,” said Superintendent Art Rainwater, adding that the savings were applied to salary increases for the employees affected.
The change, which will take effect Aug. 1, is the result of an arbitrator’s ruling that allows the district to eliminate WPS coverage as an option for members of the clerical unit of Madison Teachers Inc., and instead offer a choice of coverage by Group Health Cooperative, Dean Care or Physicians Plus at no cost to employees. Those employees previously had a choice between only WPS or GHC.
Currently, the district pays $1,878.44 a month for each employee who chooses WPS family coverage and $716.25 for single coverage.
For Dean Care, the next highest in cost, the district will pay $1,257.68 per employee a month for family coverage and $478.21 for single coverage.
This year, WPS raised its costs more than 11 percent while other providers raised their costs by 5 percent to 9 percent, Nadler said.
Related:
- The high cost of WPS insurance has been a frequent topic in recent Madison School Board races and referendums.
- Concessions Before Negotiations
- Arbitrator’s Award (Sherwood Malamud) 50 Page 255K PDF
- Jason Shephard: WPS Insurance proves costly.
- KJ Jakobson: Madison Schools Health Care Cost / Benefit Analysis
The tradeoff between WPS’s large annual cost increases, salaries and staff layoffs will certainly be a much discussed topic in the next round of local teacher union negotiations.
Kewaunee High School goes solar
From WFRV:
KEWAUNEE (WFRV) – Tuesday morning, solar-electric panels were installed on the roof of Kewaunee High School.
The panels are part of a system that will produce about 2,800 kilowatt-hours of electricity each year – that’s enough electricity to power three classrooms, which amounts to approximately $200 in energy savings per year to the school.
In addition to the solar panels, the school was awarded a three-week renewable energy curriculum to be integrated into the science curriculum. Students and teachers can access data from the solar-electric system via the Internet and use the information in classroom projects throughout the year.
The system was donated to the school by WPS Community Foundation as part of the SolarWise® for Schools program. Every year three or four new high schools are selected. Since 1996, 41 high schools in the Wisconsin Public Service area have participated in the program.
This program is funded by donations from 3,800 Wisconsin Public Service customers, as well as state grants.
For more information on solar energy, go to Focus on Energy.
Insurance coverage teachers’ top priority
The union is obligated to represent its members interests. The union surveyed its members prior to entering bargaining and the members spoke loudly and clearly: Retain our health insurance options.
MTI members value Wisconsin Physicians Service because it enables freedom of choice in medical providers. And MTI members value the services of Group Health Cooperative. However, both GHC and WPS coverage would be in jeopardy under the district’s proposal.
GHC has the option of increasing its premium by 2 percent for each additional HMO offered by the district. Adding other HMOs would undercut the financial base of employees necessary to maintain the foundation of the WPS option.
Insurance is supposed to assure economic stability. Revenue controls undercut this basic principal of employment benefits, as it causes even the best intentioned individuals to think about reducing the quality of insurance to provide wages. MTI members have not been willing to take that risk.
Lawrie Kobza’s statement. Madison School Board discussion & vote on the recent MTI Teacher contract. Matthews is Executive Director of Madison Teachers, Inc. and sits on the Board of Wisconsin Physicians Service.
Cut Costs for Teacher Health Insurance (Or Not)
Wisconsin State Journal Editorial:
The district proposed to add two more HMO options for teachers. If a teacher chose any of the three HMO options, the district would pay the full premium. But if a teacher chose the high-cost WPS option, the district would pay only up to the cost of the highest-priced HMO plan. The teacher would be responsible for the remainder.
The change would have saved the district enough money to permit salaries to increase 2.8 percent, rather than 1 percent.
Madison Teachers Inc., however, resisted. Although bargaining units for food service workers, custodians and other district employees had accepted similar changes to their health insurance plans, the teachers union preferred to sacrifice higher pay to maintain the WPS health insurance option.
The School Board’s mistake was to cave in to the union’s position. While the cost to taxpayers was the same whether money was devoted to health insurance or salaries, it was in the district’s long-term interest to control health insurance costs and shift more money to salaries.
Audio / Video and links of the Madison School Board’s discussion and vote on this matter.
Lawrie Kobza’s statement.
MTI’s John Matthews offers a different perspective:
he union is obligated to represent its members interests. The union surveyed its members prior to entering bargaining and the members spoke loudly and clearly: Retain our health insurance options.
MTI members value Wisconsin Physicians Service because it enables freedom of choice in medical providers. And MTI members value the services of Group Health Cooperative. However, both GHC and WPS coverage would be in jeopardy under the district’s proposal.
GHC has the option of increasing its premium by 2 percent for each additional HMO offered by the district. Adding other HMOs would undercut the financial base of employees necessary to maintain the foundation of the WPS option.
Insurance is supposed to assure economic stability. Revenue controls undercut this basic principal of employment benefits, as it causes even the best intentioned individuals to think about reducing the quality of insurance to provide wages. MTI members have not been willing to take that risk.
Audio / Video: Madison School Board Vote on the MTI 2007 – 2009 Agreement
The Madison School Board voted 4-3 (for: Carstensen, Moss, Silveira and Winston; no: Cole, Kobza and Mathiak) Monday evening to approve the proposed MMSD / MTI 2007 – 2009 agreement. The new arrangement, which does not include substantial health care changes, was set in motion by the “Voluntary Impasse Resolution Document” – also approved by a 4-3 vote (Carol Carstensen’s alt view). This document, approved before negotiations began, took health care changes off the table if the discussions resulted in arbitration.
- 30 Minute Video Clip
- 34MB MP3 audio recording of the entire board meeting (MTI Agreement vote discussion begins at about 6 minutes
- MTI’s useful synopsis of the Agreement: 150K PDF, including the extension of the TERP (Teacher Retirement Extension Program) through 2011
- Going to the Mat for WPS by Jason Shephard
- Lawrie Kobza notes that changes in health care would have increased salaries by 2.8%, rather than the current 1%.
- KJ Jakobson’s health care cost/benefit analysis
- A teacher noted the recent MTI vote.
- Susan Troller: Board approves teachers contract deal on 4-3 vote.
- TJ Mertz:
Three Board of Education members voted against the MTI contract on Monday, June 18, 2007. My initial reaction was that it was a ‘free” vote, a vote without consequences. When elected officials know that there are sufficient votes to pass or defeat a measure they can use their votes to make a statement without taking responsibility for what would happen were they to prevail. This is what happened on Monday, those who voted against the contract knew that it would pass and that they would not be held responsible for the serious consequences that would ensue had they been in the majority. Upon reflection, I realized that in fact the vote has the consequences of exacerbating divisions among our teachers that are hard to justify based on their stated rationales for opposing the contract.
Statement on MMSD/MTI Tentative Collective Bargaining Agreement Vote
After much consideration, I have decided to vote against the tentative agreement negotiated by the District and the MTI teachers union. I will do so because the agreement fails to include significant health insurance changes, and as a result, unreasonably depresses the salary increases that can be provided to our teachers.
While the total salary and benefit increase to our teachers under the proposed agreement is 4.02%, our teachers will only receive a 1% increase in their salaries in each of the next two years. This is so even though we ask our teachers to do more and more each year given budget cuts and changes in our student demographics. The rest of the increase is eaten up by benefits, the vast majority of which is for health insurance.
I would like to see our teachers’ salaries increase by more than 1% per year. I believe a greater increase is well-deserved, and is needed to continue to keep and retain excellent teachers. I also believe a greater increase is needed so that the District’s starting salary for new teachers is competitive.
While money is obviously very tight, we could provide teachers with higher salaries if the District and the MTI teachers union – working together – would negotiate health insurance changes. The District’s initial proposal regarding health care insurance was to offer teachers the choice of three different HMO options or WPS. If a teacher chose one of the HMO options – Group Health Cooperative, Physicians Plus, or Dean Care– the District would pay the full cost of that HMO. If however a teacher chose coverage under WPS, which would still be available, the District would only pay the cost of the most expensive HMO, and the teacher would pay the rest of the cost of WPS. This proposal would have provided for a 2.81% salary increase for teachers for 2007-2008 – as opposed to a 1% increase.
The District and other employees groups have successfully worked together to revise health insurance coverages during this past year with the result that more money was available for employee wages to these groups. I was hopeful that similar results could be achieved for our teachers.
When I have raised this concern about how teacher salaries have been unreasonably depressed by the increasing cost of WPS, I have been told by some that it is none of the District’s business how MTI decides to split the negotiated salary and benefit package. I just cannot agree with this view.
While it is true that the total dollar impact to the District is the same regardless of how MTI splits the money between salary and benefits, I believe it is very important to the District how the money is spent. It is essential to the District that we have good, competitive teacher salaries and that our health insurance costs not drain money away from those salaries. It is essential that our teachers are paid fairly and equitably. It is not fair that a teacher who takes WPS insurance should receive $7,500 more in salary and benefits than a teacher who takes Group Health Cooperative. It is not fair that a majority of our teachers take Group Health Cooperative, yet they continue to have their compensation reduced to fund the benefits of others.
I am extremely disappointed that the District and MTI, working together, could not reach an agreement that puts more money into teachers salaries and less into health insurance costs. I truly believe that if the interests of the whole had been put first, this could have been done. Because we failed to take advantage of this opportunity, I feel I have no choice but to vote against the tentative agreement.
Madison Schools MTI Teacher Contract Roundup
Conversation regarding the recent MMSD / MTI collective bargaining agreement continues:
- Andy Hall wrote a useful summary, along with some budget numbers (this agreementi s56% of the MMSD’s $339.6M budget):
District negotiators headed by Superintendent Art Rainwater had sought to free up money for starting teachers’ salaries by persuading the union to drop Wisconsin Physicians Service, a health-care provider that offers open access to medical treatment with no need for referrals.
The district wanted MTI members to choose from among three health-maintenance organizations that limit coverage to specific providers in return for lower costs.
But the union kept the current mix — WPS plus one HMO, Group Health Cooperative — after members in a survey indicated support for maintaining those options.
Matthews is a paid member of the Wisconsin Physicians Service board of directors — an arrangement he defends as a means of advocating for members and the district. Critics contend it represents a conflict of interest.
“Our plan is cheaper than almost any in town,” said Matthews, referring to a union comparison of Wisconsin Physicians Service coverage, used by half of the members, to coverage offered to employees of state and local governments.
“The teachers were willing to pay more, they were willing to move money from wages to health insurance, in order to preserve those kinds of rights.”
Among the new costs facing teachers: A $75 co-pay for emergency room visits and a $10 co-pay for office visits.
Premiums for WPS, which is favored by many members with a serious illness in the family, will cost 10.4 percent more beginning July 1. But the premiums will decrease slightly beginning Jan. 1 as the co-pays take effect. For example, the WPS family premium will cost the district $1,711 per month while the employee’s share will be $190, falling to $187 on Jan. 1.
The GHC premium will increase by 5.7 percent — to $974 monthly for family coverage, paid entirely by the district — beginning July 1. That amount will decrease to $955 on Jan. 1. - Don Severson & Brian Schimming discuss the agreement and the school board: 5MB mp3 audio file.
- 2005 / 2007 Agreement 528K PDF.
- The Madison School Board will vote on the Agreement Monday evening, June 18, 2007.
- Additional links and notes.
- Don Severson: 3 Simple Things.
- MMSD / MTI contract negotations beginCarol Carstensen: An alt view on Concessions Before Negotiations.
- Going to the Mat for WPS
- What’s the MTI Political Endorsement About?
- Some MMSD unions have addressed health care costs.
MMSD and MTI reach tentative contract agreement
Madison Metropolitan School District:
The Madison Metropolitan School District and Madison Teachers Incorporated reached a tentative agreement yesterday on the terms and conditions of a new two-year collective bargaining agreement for MTI’s 2,400 member teacher bargaining unit.
The contract, for the period from July 1, 2007 to June 30, 2009, needs ratification from both the Board of Education and MTI. MTI will hold a ratification meeting on Thursday, June 14 at 7:00 p.m. at the Alliant Energy Center, Dane County Forum. The Board of Education will take up the proposal in a special meeting on Monday, June 18 at 5:00 p.m. The MTI meeting is closed to the public, while the Board’s meeting is open.
Terms of the contract include:
2007-08
Base Salary Raise: 1.00%
Total Raise incl. Benefits: 4.00%
2008-09
Base Salary Raise: 1.00%
Total Raise incl. Benefits: 4.00%
Related Links:
- Concessions before negotiations.
- TJ Mertz comments on the agreement.
- Channel3000
- WKOWTV:
Taxpayers will continue to pay 100% of the health care premiums for half of the teachers who choose Group Health, and 90% of the premiums for the other half of teachers who join WPS. WPS teachers pay $190 a month for a family and $72 a month for an individual.
The union says those costs are too high.
The district said it tried to introduce two new HMO plans to lower costs, but the union rejected them.
3 Simple Things: Conduct Board Business Differently
- Good Health Care at an Affordable Price: Reduce Costs by $12 Million
- Put a Lid on the Cookie Jar: Cut Taxes Over $9 Million
- Eliminate Chaos: Board Decisions; Priceless: Improve Student Achievement.
MADISON MARKET COMPARITIVE HEALTH CARE COSTS
The bargained contract between the Madison Metropolitan School District and Madison Teachers, Inc. (representing teachers) stipulates health coverage from a ‘preferred provider’ (WPS) and a ‘health maintenance organization’ (GHC).
Bids have not been solicited from health care providers in many years. Comparative monthly premium costs for the employer and the employee in the Madison market:
| Plan | Single Coverage | Family Coverage | ||
| Employer | Employee | Employer | Employee | |
| MMSD (WPS) | $673.00 | $75.00 | $1,765.00 | $196.00 |
| MMSD (GHC) | $365.00 | $00.00 | $974.00 | $00.00 |
| City (Dean) | $406.00 | $13.09 | $1,010.00 | $33.00 |
| County (Phys Plus) | $385.00 | $00.00 | $905.00 | $33.00 |
| State (Dean) | $438.00 | $22.00 | $1.091.00 | $55.00 |
VIDEO: watch the press conference here. Download the 823K PDF presentation materials.
MMSD / MTI Contract Negotiations Begin: Health Care Changes Proposed
The district and Madison Teachers Inc. exchanged initial proposals Wednesday to begin negotiations on a new two-year contract that will run through June 30, 2009. The current one expires June 30.
“Frankly, I was shocked and appalled by the school district’s initial proposal because it was replete with take-backs in teachers’ rights as well as the economic offer,” John Matthews, executive director of MTI, said in an interview Thursday.
But Bob Butler, a staff attorney with the Wisconsin Association of School Boards who is part of the district’s bargaining team, said he believed the district’s proposal was fair and flexible.
He said the administration’s proposal on health care provides two new HMO plans that could bring savings to the district and new options to employees, while still providing an option for the more expensive Wisconsin Physicians Service plan for employees who want it.
The district is proposing that teachers accept language that would allow two new HMO insurance plans, provided by Dean Care and Physicians Plus, to be added to the two plans currently offered.
Slightly more than 53 percent of the employees represented by the teachers’ bargaining unit use the less expensive Group Health Cooperative plan, which is a health maintenance organization, or HMO. The district’s costs for the GHC plan for next year are $364.82 per month for singles and $974.08 for families. Employees who opt for the GHC do not pay a percentage of the premium themselves but are responsible for co-pays for drugs that range from $6 to $30.
If about the same number of district employees — 1,224 — use the GHC plan next year, it would cost the district about $11.6 million.
The other option currently available to teachers is provided by Wisconsin Physicians Service. A preferred provider organization plan, it provides health insurance to just under 47 percent of the district’s teacher unit.
A more flexible plan that allows participants to go to different doctors for different medical specialties, the WPS plan next year will cost the district $747.78 per month for singles and $1,961.13 for families. Under the current contract, employees pay 10 percent of the cost of the WPS plan, which this year is $65.65 per month for singles, and $172.18 per month for families.
The cost estimate for the school district’s share of the WPS plan under the current contract would be about $19 million. Employees, who pick up 10 percent of the cost as their share of the premium, would pay another $2 million under the current structure.
It’s important to remember that a majority of the Madison School Board voted several months ago to not arbitrate with MTI over health care costs. Andy Hall has more:
But with the Madison School Board facing a $10.5 million budget shortfall, is the board giving away too much with its promises to retain teachers’ increasingly pricey health insurance and to discard its legal mechanism for limiting teachers’ total compensation increase to 3.8 percent?
Yes, School Board Vice President Lawrie Kobza said Saturday, “I feel very strongly that this was a mistake,” said Kobza, who acknowledged that most board members endorse the agreement with Madison Teachers Inc., the teachers union.
State law allows districts to avoid arbitration by making a so-called qualified economic offer, or QEO, by boosting salaries and benefits a combined 3.8 percenter a year.
“To agree before a negotiation starts that we’re not going to impose the QEO and negotiate health care weakens the district’s position,” Kobza said. She contended the district’s rising health-care costs are harming its ability to raise starting teachers’ salaries enough to remain competitive.
The “voluntary impasse resolution” agreements, which are public records, are used in only a handful of Wisconsin’s 425 school districts, according to the Wisconsin Employment Relations Commission.
Carol Carstensen posted an alt view on Concessions before negotiations. Related: What a sham(e), Sun Prairie Cuts Health Care Costs & Raises Teacher Salaries – using the same Dean Healthcare Plan and “Going to the Mat for WPS“. TJ Mertz says Susan neglected to mention the QEO (note that the a majority of the MMSD school board agreed not to arbitrate over the QEO or health care casts in “Concessions before negotiations”.
An open letter to the Superintendent of Madison Metropolitan Schools
Dear Mr. Rainwater:
I just found out from the principal at my school that you cut the allocations for SAGE teachers and Strings teachers, but the budget hasn’t even been approved. Will you please stop playing politics with our children education? It?s time to think about your legacy.
As you step up to the chopping block for your last whack at the budget, please think carefully about how your tenure as our superintendent will be viewed a little more than a year from now when your position is filled by a forward-thinking problem-solver. (Our district will settle for no less.)
Do you want to be remembered as the Superintendent who increased class size as a first step when the budget got tight? Small class size repeatedly rises to the top as the best way to enhance student achievement at the elementary level. Why would you take away one of best protections against federal funding cuts mandated by the No Child Left Behind Act? Rather than increase pupil to teacher ratios, have you checked to see if the pupil to administrative staff ratio has been brought closer to the state-wide average? (In 2002, Madison Metropolitan schools were at 195 children per administrator; the rest of the state averaged 242 children per administrator.) Have the few administrative openings you?ve left unfilled over the past few years actually brought us into line with the rest of the state?
MMSD, MTI and Health Insurance – A Clarification
There seems to be some confusion about the negotiations between MTI and the school district. The Board WILL be negotiating health insurance with MTI; the Board has NOT taken health insurance off the table. The Voluntary Impasse Agreement (VIA) does NOT eliminate this as a subject of negotiation. The VIA DOES set up a structure for negotiations: a schedule, agreement by MTI that teachers will not engage in job actions, dates for the start of mediation if a settlement hasn’t been reached, name of the mediator, a date for binding arbitration if mediation is not successful and name of the arbitrator. IF no voluntary settlement is reached and we go to binding arbitration, MTI agrees that it will not propose a change to the salary schedule and the Board agrees not to change health insurance. Those agreements are meant to make binding arbitration less attractive to both sides – and to put the emphasis on reaching a voluntary agreement.
Because the Board has not yet provided MTI with our proposals I cannot discuss them in public. I can however talk about the settlement we have reached with our custodians who are represented by AFSCME. The custodians agreed to change their health insurance to a choice of 3 HMO’s (Group Health, Physicians Plus and DeanCare). The savings from this change allowed a greater salary increase (2.5%). A small amount of the savings ($15,000) went back to the budget. These savings are realized only in the first year – thereafter, the base for figuring future costs uses the lower health insurance costs.
One of the most dramatic changes of the last 5 years (and one that has been little noted) is the movement of teachers from WPS to Group Health. This year more than 50% of the teacher’s unit take Group Health Insurance – the lowest priced HMO in the community.
A more complete discussion of this issue can be found at: http://www.madisonamps.org/component/option,com_jd-wp/Itemid,31/p,51/
Carol Carstensen
Spring 2007 Madison School Board Election Update: Vote April 3!
- Christine & Trent Sveom kindly forwarded candidate responses to additional questions not contained within the previously posted Video from the March 5, 2007 West High Forum. The questions:
- Please explain your views on additional charter schools given the success of Nuestro Mundo here in Madison and several offerings in Appleton just to name a few?
- How can the school district provide for second languages to be taught to all students starting in Kindergarten and continuing through all grades?
- The board will be hiring a new superintendent. Please discuss what you believe is
the top 3 criteria for a superintendent. You are free to ignore my request to address communication between Board and Administration/Superintendent, Boards communication with public, Superintendent and Public. - What role should School Board, Parents and Educators play in changing state law,
which adversely affect our schools? - What accountability mechanisms do you envision? (Directed to Rick & Maya)
- What is your position on the health insurance issue for teachers, that is the WPS option versus HMO’s?
Responses:
- Seat 3: Beth Moss [84K PDF] and Rick Thomas [67K PDF]
- Seat 4: Tom Brew (did not attend) and Johnny Winston, Jr. [70K PDF]
- Seat 5: Maya Cole [52K PDF] and Marj Passman [42K PDF]
An Alt View on Concessions Before Negotiations
I thought it might be helpful to provide some facts and explanations about the topic of health insurance – hopefully this will clear up some of the misinformation and misconceptions present in the public discussions. It is important to remember that the focus must be on the total package settlement – because that is what has an impact on the budget. For example, Sun Prairie’s agreement to make changes in its health insurance (by using a joint committee to find a way to reduce health insurance costs) has been praised, as it should be. It should be noted, however, that Sun Prairie’s total package settlement was 4.75% – while Madison’s package, without switching health insurance carriers, was 3.98%. (A rough estimate is that a 4.75% settlement would have cost Madison about $1.5 Million more.)
Related:
- Voluntary Impasse Agreement – 2007
- Voluntary Impasse Agreement-2005
- Jason Shephard: Going to the Mat for WPS and What a Sham(e)
- Amy Hetzner: Sun Prairie Cuts Health Care Costs & Raises Teacher Salaries – using the same Dean Healthcare Plan:
A change in health insurance carriers was achieved by several Dane County school districts because of unique circumstances, said Annette Mikula, human resources director for the Sun Prairie School District.
Dean Health System already had been Sun Prairie’s point-of-service provider in a plan brokered by WEA Trust, she said. So, after WEA’s rates increased nearly 20% last year and were projected for a similar increase this year, the district negotiated a deal directly with Dean.
When the Dean plan goes into effect Sept. 1, the district’s premiums will drop enough that it can offer a starting salary $2,000 above what it paid last school year and yet the health plan will stay the same, Mikula said. Several other Dane County districts also have switched to Dean.
3/5/2007 Madison School Board Candidate Forum: West High School
The Madison West High School PTSO held a school board candidate forum Monday night. Topics included:
- Madison High School Comparison
- A candidate’s ability to listen, interact and work successfully with other board members
- Past and future referenda support
- Candidate views on the $333M+ budget for our 24,000 students
- Extensive conversations on the part of Marj and Johnny to lobby the state and federal governments for more money. Maya wondered how successful that strategy might be given that our own State Senator Fred Risser failed to sign on to the Pope-Roberts/Breske resolution and that there are many school districts much poorer than Madison who will likely obtain benefits first, if new state tax funds are available. Maya also mentioned her experience at the state level via the concealed carry battles.
- The challenge of supporting all students, including those with special needs. Several candidates noted that there is white flight from the MMSD (enrollment has been flat for years, while local population continues to grow)
- Mandatory classroom grouping (heterogeneous) was also discussed
I applaud the West PTSO for holding this event. I also liked the way that they handled questions: all were moderated, which prevents a candidate supporter from sandbagging the opposition. I attended a forum last year where supporters posed questions before local parents had the opportunity.
Video and mp3 audio clips are available below. Make sure you have the latest version of Quicktime as the video clips use a new, more efficient compression technique.
What’s the MTI political endorsement about?
In 2006-07 the Madison School district will spend $43.5M on health insurance for its employees, the majority of the money paying for insurance for teachers represented by Madison Teachers, Inc. (MTI) That is 17% of the operating budget under the revenue limits.
In June of 2007, the two-year contract between the district and MTI ends. The parties are now beginning negotiations for the 2007-09 contract.
The Sun Prairie School district and its teachers union recently saved substantial dollars on health insurance. They used the savings to improve teacher wages. The parties joined together openly and publicly to produce a statement of the employees health needs. Then they negotiated a health insurance package with a local HMO that met their needs.
The Madison School district has no choice but to look for ways to reduce future health insurance costs, while keeping a high quality of care. What we pay our teachers in the future depends on it–both in wages and in post-retirement benefits. What we can offer to our children in programs depends on it.
We have made some progress in reducing future health insurance costs for some of the union-represented employees and for our administrators. I hope that board members elected in April will continue down this path. It’s not an easy path.
MTI plays hard ball in its election endorsements. It is looking for candidates that will continue coverage by Wisconsin Physicians Services (WPS)—no matter what else is available. It is also telling the incumbents what kind of treatment to expect from executive director John Matthews if the incumbent takes his or her board role seriously enough to represent the kids’ interest at the negotiating table. For an example, see MTI’s newsletter for late January:
http://www.madisonteachers.org/Solidarity/Solidarity%2006-07/solid012207.pdf [65K PDF]
MetLife 2006 Survey of the American Teacher
The 2006 survey looks at the expectations of teachers upon entering the profession, factors that drive career satisfaction, and the perspectives of principals and education leaders on successful teacher preparation and long-term support. In addition, it examines data collected from past MetLife American Teacher surveys to understand the challenges teachers face and their likelihood of remaining in the profession in order to recommend recruitment and retention strategies. Through focus groups of prospective and former teachers, also conducted by Harris Interactive, the report offers added insight about why individuals choose to enter the profession, and why some “opt out” early.
Key findings include:
1. Today’s teachers face challenges:
- Most teachers do not have enough time for planning and grading (65%), helping individual students (60%) or classroom instruction (34%).
- Although teachers’ professional prestige is on the rise, nearly four in 10 (37%) say their professional prestige is worse than they expected.
- Two-thirds of teachers (64%) report their salaries are not fair for the work they do.
2. The struggle to retain teachers gives cause for concern:
- One quarter (27%) of teachers say they are likely to leave the profession within the next five years to enter a different occupation.
- The veteran teacher with 21 years or more experience is more likely than his or her less-experienced colleague to “opt out”—that is, more than twice as likely to leave the profession (56% vs. 26%).
3. Principals and education leaders have dramatically different perspectives on what new teachers should expect on-the-job.
- More than half of principals (54%) think teachers are unrealistic about the number of hours they will work each week, in contrast to 32% of deans and chairpersons.
- More than half of principals (52%) believe teachers are unrealistic about the number of students with special needs with whom they will work, in contrast to 25% of deans and chairpersons.
4. Teachers’ experiences align more closely with what principals say they should expect than with the views of deans and chairpersons who prepare them for classroom life.
- Four in 10 teachers (42%) work more with special needs students than they expected.
- Fifty-eight percent of teachers find the hours they work each week are worse than expected.
- Three of the four top strategies teachers recommend for recruitment and retention—a decent salary, more financial support of school systems and more respect in society–are similar to those of principals.
5. Still, there is good news about the state of K-12 education:
- Despite the challenges they face, teachers’ career satisfaction is at 20-year high: 56% are very satisfied with teaching as a career, a 70% increase over findings reported in the 1986 MetLife Survey of the American Teacher: Restructuring the Teaching Profession.
- Today’s new teachers feel better prepared to engage families, work with students of varying abilities and maintain order in the classroom than did their than experienced peers when they first entered the career.
- Eighty-two percent of new teachers were matched with a more experienced mentor during their first year of teaching, compared to only 16% of veteran teachers.
Full Survey 800K PDF.
Reading First: The Lie of Robert Sweet of Errors and Misconceptions in Washtington Post
Trying to find the truth in education, like in most areas in American society, is fraught with dilemma — most public commentors are either incompetent or bald-faced liars.
Robert W. Sweet, Jr. likely falls into both categories.
See previous posts of regarding his comments on this site, and his letter to the Washington Post here. Robert Sweet’s title is Former Professional Staff Member Committee on Education and the Workforce, U.S. House of Representatives Committee Staffer for the Reading First law.
First, let’s place all this into context. The Inspector General’s Reading First report (hereafter IGRF), published September 2006, audited the Reading First Grant Application Process and reported problems. Michael Grunwald of the Washington Post wrote an article about the IGRF Report, and Robert Sweet responded to the Grunwald article in a letter to the Washington Post editor. The crux of the Sweet letter was to allege, point-by-point, each significant error made the Grunwald in his article interpreting the IGRF findings.
I’m not going to review either Grunwald’s article nor Sweet’s response point-by-point, and I have not read or studied the IGRF fully, so I’m not prepared to do so. To prove Robert Sweet a liar will only require comparing one, his first, claim of “error” he’s alleged with the actual language of the IGRF.
Here is Sweet’s first alleged error by Grunwald.
1. Grunwald: “The Reading First panels that oversaw state applications were stacked with department officials and other phonics fans.”
Correction: Department officials were not on panels that judged state applications.
Sweet’s comment shows his art of misdirection — his “correction” does not refute Grunwald’s interpretation. It’s true that Department officials were not on the panels, but as the IGRF details, quoted below, it was the Department officials who actually judged the applications from the States’ perspective.
Let’s read the actual language of the IGRF report, at length (with minimal editting).
Significant errors and misconceptions – “Billions for an Inside Game on Reading” by the Washington Post
This letter and the enclosure are an appeal to you for help in alerting your readers to significant errors and misconceptions in an article printed in the Post on October 1, 2006 titled “Billions for an Inside Game on Reading” by Michael Grunwald.
He asserted that Reading First grants were awarded to preferred reading programs, and that billions of dollars were misspent because the requirement in Reading First that reading programs be based on “scientifically based reading research” were ignored.
Below is a summary of the essential facts that document the errors and misconceptions that have damaged one of the most effective programs to teach vulnerable children to read. Attached to this letter is a detailed presentation that seeks to correct the record.
It is my hope that you will consider printing a clarification so that the public you serve will know the truth about Reading First.
The MMSD’s omission with respect to Reading First was to support the Superintendent’s rejection of the $2M+ grant without a School Board discussion, particularly in light of the District’s devotion to the expensive Reading Recovery program. 2M is material, even to an organization with an annual budget of $332M+. Much more on Reading First here and Bob Sweet [Interview].
Sun Prairie Cuts Health Care Costs & Raises Teacher Salaries – using the same Dean Healthcare Plan
Milwaukee reporter Amy Hetzner:
A change in health insurance carriers was achieved by several Dane County school districts because of unique circumstances, said Annette Mikula, human resources director for the Sun Prairie School District.
Dean Health System already had been Sun Prairie’s point-of-service provider in a plan brokered by WEA Trust, she said. So, after WEA’s rates increased nearly 20% last year and were projected for a similar increase this year, the district negotiated a deal directly with Dean.
When the Dean plan goes into effect Sept. 1, the district’s premiums will drop enough that it can offer a starting salary $2,000 above what it paid last school year and yet the health plan will stay the same, Mikula said. Several other Dane County districts also have switched to Dean.
“I don’t see that our teachers made a concession because really the only thing that’s changing in theory is the name on the card,” she said. “But for the name on the card not to say WEA is huge.”
According to the school boards association, fringe benefits made up 34% of the average teacher’s compensation package in the 2004-’05 school year vs. 24% less than two decades before.
Sun Prairie School District website.
Jason Shephard noted earlier this year that the most recent attempt by the Madison School District to evaluate health care costs was a “Sham(e)”:
Last week, Madison Teachers Inc. announced it would not reopen contract negotiations following a hollow attempt to study health insurance alternatives.
Not to put too fine a point on it, but anyone who suggests the Joint Committee on Health Insurance Issues conducted a fair or comprehensive review needs to get checked out by a doctor.
The task force’s inaction is a victory for John Matthews, MTI’s executive director and board member Wisconsin Physicians Service.
Losers include open government, school officials, taxpayers and young teachers in need of a raise.
From its start, the task force, comprised of three members each from MTI and the district, seemed to dodge not only its mission but scrutiny.
Hoping to meet secretly until Isthmus raised legal questions, the committee convened twice for a total of four hours – one hour each for insurance companies to pitch proposals.
No discussion to compare proposals. No discussion about potential cost savings. No discussion about problems with WPS, such as the high number of complaints filed by its subscribers.
The Madison School Board recently discussed their 2006/2007 goals (my suggestsions). The Wisconsin State Journal noted that there are some early positive signs that things might change.
What a Sham(e)
Jason Shephard, writing in this week’s Isthmus:
Last week, Madison Teachers Inc. announced it would not reopen contract negotiations following a hollow attempt to study health insurance alternatives.
Not to put too fine a point on it, but anyone who suggests the Joint Committee on Health Insurance Issues conducted a fair or comprehensive review needs to get checked out by a doctor.
The task force’s inaction is a victory for John Matthews, MTI’s executive director and board member Wisconsin Physicians Service.
Losers include open government, school officials, taxpayers and young teachers in need of a raise.
From its start, the task force, comprised of three members each from MTI and the district, seemed to dodge not only its mission but scrutiny.
Hoping to meet secretly until Isthmus raised legal questions, the committee convened twice for a total of four hours – one hour each for insurance companies to pitch proposals.
No discussion to compare proposals. No discussion about potential cost savings. No discussion about problems with WPS, such as the high number of complaints filed by its subscribers.
Case closed. Never did the task force conduct a “study” and issue a “report” of its “findings,” as required by last year’s contract settlement.
Conspiracy theorists point to the power of Matthews – both in getting the district to play dead and in squelching any questions about conflicts of interest based on, as reported last week, his $13,000 income from WPS.
While the school board is often accused of dodging tough issues, this tops the list. A change in insurance could have resulted in higher pay for teachers and, some argue, could save the district millions in the long run.
Background links and articles here. Link to current school board members. Governance is another significant issue in the April 4, 2006 Madison School Board election.
Teachers bar shift in health coverage
Madison’s teachers union said Friday it will not agree to reopen its contract with the School District to renegotiate health-care benefits, dashing hopes the district could find cheaper coverage.
A joint committee of district and union representatives has been studying rising health- care costs, but both sides had to agree to reopen the 2005-07 contract to take any action. Either way, officials say taxpayers would not have seen savings, at least not in the short term.
John Matthews, executive director of Madison Teachers Inc., said a strong majority of union members like the coverage they have and don’t want to jeopardize it, even though any savings would have gone to higher salaries.
“Members of MTI have elected to have a higher quality insurance rather than higher wages, and that’s their choice,” he said.
By Doug Erickson, Wisconsin State Journal, February 18, 2006
derickson@madison.com
By Invitation Only: How the MMSD-MTI Health Insurance Task Force Limited Its Options
In June of 2005, when the majority of the Madison School Board approved the two-year collective bargaining agreement with the teachers union, the agreement included a task force to study and make recommendations on possible changes in health insurance coverage for the teachers, the majority of the district’s employees. Task force members would be the superintendent and his appointees and John Matthews, exuective director of Madison Teachers,Inc. (MTI) and his appointees. They were to issue a report no later than February 15, 2006.
From the beginning, the task force provision was a great deal for the teachers union. It was risk-free. If the parties could identify health insurance savings, the savings would go directly to increase teacher wages during 2006-07. The parties would re-open the contract to switch dollars from this important fringe benefit to wages. If not, the teachers would keep the current coverage and current wages.
A gain for the district was not so easy to identify. Superintendent Art Rainwater talked about the potential health insurance savings as a benefit in future negotiations. Lowering health insurance costs during 2006-07 would allow the district to continue high quality health insurance coverage for its teachers (as we should) and go into future negotiations with a reduced base for health insurance costs. With health insurance costs for all employees running at about $35M per year, any longterm reduction would help the board redirect significant dollars to school programs and staff.
If the task force had used the year to take a comprehensive, objective look at health insurance alternatives for the teachers, the school board might expect an important report this week. It would tell the board how dollars currently going to health insurance could be used for wage increase at no loss in quality of care for district employees. I don’t expect anything like that because we have not seen a serious effort to seek out alternative insurance proposals and evaluate them and the board has exercised no oversight or direction.
The task force has met twice at MTI headquarters, on January 11 and January 25. It did not solicit a wide range of proposals for health insurance for the teachers.
Instead, the task force invited the current providers, Wisconsin Physicians Services and Group Health Cooperative, plus Dean Care and Unity to make presentations. They did not invite Alliant (whose insurance is good enough for MMSD administrators and the custodial union), Physicians Plus (a very competitive local provider with a doctors’ network that overlaps the current providers), the State Health Plan (open to school districts) or WEA-IT (a company associated with the Wisconsin Education Associations Council). John Matthews, who continues to serve on the Board of Directors for WPS, did most of the questioning of the insurance companies at the task force meetings. The gist of his questions for Dean Care and Unity were whether they could provide what WPS currently provides, according to him.
Very disappointing start for MTI-MMSD health insurance task force
On Wednesday, January 11, representatives of Madison Teachers, Inc. (MTI) and the Madison school district met at the union’s headquarters for three hours. MTI Executive Director John Matthews chaired the meeting. It was the first of two meetings at which MTI and MMSD will supposedly explore the potential for savings on health insurance costs for the teachers. Those expecting a serious effort by union and district representatives to compare costs and services from a range of health insurance providers and press the companies for savings will be seriously disappointed.
There were two presentations at the meeting: one from representatives of Wisconsin Physicians Services (WPS) and one from Group Health Cooperative (GHC). Despite a promise from the board president and superintendent that the meeting would be videotaped, the district did not tape the meeting. So far only the text for the WPS presentation (with accompanying PowerPoint) is available for public review.
At the meeting on January 25, 2006—also at MTI’s headquarters at 821 Williamson Street beginning at 1 p.m.—the task force will hear presentations from representatives of Dean Care and Unity. There has been no explanation of why there will not be presentations from Physicians Plus or the State Group Health Plan. Both offer services comparable to those that teachers currently receive under the collective bargaining agreement between the parties at competitive rates.
The Next Retirement Time Bomb
Milt Freudenheim and Mary Williams Walsh:
The pressure is greatest in places like Detroit, Flint and Lansing, where school systems offered especially rich benefits during the heyday of the auto plants, aiming to keep teachers from going to work in them. Away from those cities, retiree costs may be easier to manage. In the city of Cadillac, 100 miles north of Grand Rapids, government officials said they felt no urgent need to cut benefits because they promised very little to begin with. Instead, Cadillac has started putting money aside to take care of future retirement benefits for its 85 employees, said Dale M. Walker, the city finance director.
Ohio is one of a few states to set aside significant amounts. Its public employee retirement system has been building a health care trust fund for years, so it has money today to cover at least part of its promises. With active workers contributing 4 percent of their salary, the trust fund has $12 billion. Investment income from the fund pays most current retiree health costs, said Scott Streator, health care director of the Ohio Public Employee Retirement System. “It doesn’t mean we can just rest,” he said. “It is our belief that almost every state across the country is underfunded.” He said his system plans to begin increasing the employee contributions next year.
The Madison School District’s Health insurance costs have been getting some attention recently:
- WPS Insurance proves Costly – Jason Shepherd
- “Important Facts, Text and Resources in Consideration of Issues Relevant to Reducing Health Care Costs in the Madison Metropolitan School District In Order to Save Direct Instruction and Other Staffing and Programs for the 2005-06 School Year” – Parent KJ Jakobson
- MMSD/MTI Joint Insurance Committee is holding the first in a series of meetings to discuss healthcare costs at MTI’s office on January 11, 2006 @ 1:00p.m. via the BOE Calendar
- Many more health care related blog posts are available here
Boosters & The Madison School District Budget
In the last five years, the La Follette High School Booster Club has paid for everything from bats to books.
They’ve raised more than $260,000 to pick up the tab for balls and jerseys, renovations of weight rooms and training rooms and even taxi fare for students who needed transportation to get eyeglasses, said Deb Slotten, president of the La Follette club.
But Slotten draws the line at paying overtime for a custodian to be at the high school so teams can practice on five days the Madison School District is closed for Thanksgiving and winter break.
…
And then there are costs the boosters simply don’t want to pay, such as the custodians who, administrators say, are required to be at the schools for practices during holiday breaks for contractual and safety reasons. The district’s contract with AFSCME Local 60 requires custodians – who are paid $16.54 to $25.81 an hour – to be paid double-time in addition to their holiday pay if they have to work on a district holiday, said Human Resources Director Bob Nadler.
District spending goes up annually, while enrollment has remained flat over the years. The debate is largely where the money goes. A great deal of information can be found via these links:
- Wisconsin Taxpayers Alliance School Facts 2005 Data
- Sarah Kidd
- Fund 80 (District expenditures outside the state revenue caps)
- The Madison School District Profile
- Budget / Financing posts on this site
- Barb Schrank notes changes in local enrollment data and the cost to the Madison School District of losing these students
- District health care costs have also been frequently discussed. However, Ruth Robarts notes that the current Board of Education is not in any rush to explore health care cost savings
More on the Elimination of No-Cut Freshman Sports
At Memorial, Athletic Director Tim Ritchie said he hopes kids who get cut will find a team in an expanded intramural basketball league through Madison School Community Recreation.
“You hope that you have a good intramural program that keeps kids working towards making the team next year,” he said.
I worry about the kids for whom basketball or volleyball would have been their only school activity. And I’m even more worried about the kids who won’t try out because they fear not making the grade.
Those are the missing kids that Joe Frontier worries about.
Sometimes, there’s no real way to know the true cost of saving money.
Lampert-Smith mischaracterizes this decision as a “cost of saving money.” The Madison School District’s budget grows annually (including the generation of grant funds, which is to be commended), this year to $320M+. Rather, the Madison School Board’s decision to eliminate no-cut freshman sports reflects choices made, or not made, such as:
- Ongoing reductions in Fine Arts Curriculum
- Controversial growth in health care spending (WPS costs far more than the Group Health Care alternative)
- Growing administrative budgets ($1.5M more this year than last)
- Shifting programs to MSCR, which is funded by Fund 80. Fund 80 is a growing, controversial source of local property tax revenue that is not constrained by state spending caps.
Loehrke’s recent speech to the Florence schools provides a roadmap for such decision making: putting students first.
What can you do? Send your thoughts on these matters to the Madison School Board: comments@madison.k12.wi.us and ask 2006 Madison School Board Candidates about these issues. Two seats are up for election in April, 2006; those currently held by Bill Keys and Juan Jose Lopez.
Collaboration or collusion: What should the public expect from MMSD-MTI Task Force on Health Insurance Costs?
In a recent letter to the editor of Isthmus, KJ Jakobson asks “whether the new joint district-union task force for investigating health insurance costs be a truly collaborative effort to solve a very costly problem? Or will it instead end up being a collusion to maintain the status quo?”
Here is the full text of the letter, published on August 10, 2005, and her challenge to the Madison School Board.
Teacher Health Insurance Costs: Why They Matter
Madison Teachers, Inc., the Madison teachers’ union, has recently ratified its collective bargaining agreement with the Madison school district for 2005-06 and 2006-07. Later this month, the Board of Education will have its chance to ratify the agreement, although the board gave preliminary assent on June 6.
On June 10, Isthmus writer Jason Shepard provided an excellent analysis of the ways that providing Wisconsin Physicians Service (WPS) to the teachers drives up the cost of each contract. The article also questions the relative quality of the WPS coverage. See “District ties to WPS prove costly”, available at many locations in Dane County.
The following graphs, based on data from MMSD, illustrate the impact of high cost WPS coverage on the cost of the two-year contract and the extent to which access to WPS coverage for roughly half of the teachers receiving health insurance through MMSD erodes wage gains.
“Conflict of Interest”?
Christina Daglas article in the Cap Times on 6/8/05 refers to John Matthews, head of MTI, and his position on the board of WPS the insurance company that provides policies to the Madison school teachers as not having a conflict of interest. I have no information that Mr. Matthews has done anything wrong however, I strongly dispute the fact that this is not a conflict of interest. This is the first I have heard of his position on the board of WPS. I have asked the board many times why teachers are under such an expensive health care contract when many families in the community of Madison are well served by U.W. providers under a less expensive program, mine included. I was told many times the cost savings would be small to switch to a different carrier but this newly revealed information makes me question whether that is true or not. Per the Capital Times, Mr. Matthews fails to see a conflict of interest…..he fails to see a conflict of interest. I guess I keep repeating this statement and wondering how he can not see a conflict of interest. Anyone else see a conflict of interest?
Madison Schools Health Care Cost/Benefit Analysis
Following are remarks and attachments distributed to the MMSD Board of Education electronically and hard copy on Monday, June 6, 2005, by KJ Jakobson, who is a researcher working with Active Citizens for Education in matters related to health care benefits for school district employees. Discussion and questions may be directed to KJ Jakobson directly and/or to Don Severson.:
Dear School Board,
In light of the referenda failures its time for the district to drive a hard bargain with the union concerning its intransigence with respect to health insurance carriers.
My research indicates there is a win/win solution for teachers, the district and students but WPS has a lot to lose (~8% of its group health business) and won’t give up easily. It is unclear whether, at this point in time, John Matthews is serving the teachers or serving WPS. In any case, I am certain WPS will not give up its favored and special access position at the bargaining table without a big fight. However it is time to face that battle head-on on behalf of teachers, students, taxpayers and most of all the children who are adversely affected when staffing is reduced and programs are cut.
I have attached the following documents:
- “Important Facts, Text and Resources in Consideration of Issues Relevant to Reducing Health Care Costs in the Madison Metropolitan School District In Order to Save Direct Instruction and Other Staffing and Programs for the 2005-06 School Year” 65K pdf
- Summary of Complaints & Grievances for Group Health Insurance Carriers 68K pdf
- Madison Schools Health Care Potential Cost Savings Scenarios 72K pdf
- Madison Schools Health Care Potential Cost Savings Percentages 56K pdf
which hopefully will be of assistance to you in driving a hard bargain on the subject of health care costs.
Hard choices for Madison Voters
On May 24th, citizens in the Madison school district will vote on three referenda questions affecting whether to build an addition to Leopold School, exceed revenue caps, and renew the maintenance referendum.
For many people the answers are an easy yes or no vote. Others, like me, have wrestled with their choice for each question.
Why is the choice so difficult? It should be easy, right? Strong public education is a good thing. We want to support teachers and students in the district. We know that overcrowded schools all too often undermine education.
I can’t speak for others, but I know that I have several barriers to an automatic yes vote. The issues are different for Leopold than for the operating and maintenance questions. For me, the issues come down to what I do – and do not – know about what the questions mean. I feel that my duty as a representative of the community is to make informed decisions on behalf of our children and not to commit to proposals that lack sound justifications.
Koloen: School Board Should Question Health Care Costs
Jim Koloen (appeared in the Capital Times):
Dear Editor: It is perplexing that the Madison School Board can approve a labor contract without actually having read it except through a summary provided by the administration. Why bother with a board at all if it simply behaves as though the administration and the board are one and the same? The words “rubber stamp” come to mind.
Evidently another contract ( five year transportation) was approved on May 2 – without presentation of the full financial details. (9 minute video clip of the discussion – the award was approved 4 – 2 with Kobza & Robarts voting against it due to lack of information. Check out the video). Generally, I think a five year deal is not a bad idea, IF all of the costs & benefits are known.
