Posted by Heather
10:30am-12:15pm
Work Session, The Cost of Human Capital: How it Affects K-12 Budgets
Moderator: Stephen Nielsen, Puget Sound ESD
Panel: Lucinda Young, John Morrill, Dr. Bill Blakney, Dr. Ken Hoover, Denny Heck
Warning: This portion was all talk, no visuals, and an information overload.
We first heard about statutes governing collective bargaining, including salaries and benefits, and laws in other states.
Mr. Nielsen gave a brief introduction to the panel and Ms. Young, of the WEA, gave the first presentation. Ms. Young spoke about her background as a teacher and union representative in Nebraska, self-described union “goon” in Colorado, and lobbyist for the WEA. She summarized the differences she sees between bargaining in Nebraska, Colorado and Washington, and gave a lengthy description of the bargaining process in Washington (which she likened to “problem solving”).
Chair Grimm asked the presenters think about the advantages and disadvantages of the current system, and any implications to the current system. Rep. Haigh asked about contracts bargained on a three-year basis when the state is on a two-year budget cycle. Ms. Young said they are aware of this issue and often bargain accordingly, leaving room to accommodate for changes in funding.
Dr. Blakney spoke about his experience with bargaining in his roles in Vancouver, Bainbridge Island, Seattle, and Mercer Island. Chair Grimm asked if the current system worked for him, and Dr. Blakney answered it did because he knows the current systems.
Next was Dr. Hoover, superintendent of the Monroe School District. In addition to negotiating salaries and benefits, Dr. Hoover sees bargaining as providing a place for employees to be heard. He also spoke to programs bearing the brunt of fiscal cuts. Chair Grimm asked if “programs” was a euphemism for “staff,” to which Dr. Hoover responded, not really. By programs he means offerings or spaces available for students. Because of staffing ratio minimums, districts can only cut so many staff and often couldn’t cut enough staff to close any budget holes. Rep. Haigh asked about bargaining things like extended sick leave, and Dr. Hoover said they budget for averages and can sit down with the union if those averages are exceeded.
Mr. Morrill spoke about his experience as a UniServ director. He said parties at the bargaining table are aware of districts’ financial situations and work with what they have. He also said he likes the current bargaining system and thinks it should be protected. Mr. Morrill threw in that schools are underfunded, and adequately funding schools will help with bargaining. Districts offer TRI pay because it is a way to make-up for the underfunding by the state. Rep. Priest asked if TRI pay is actually for additional time, responsibility and incentive. From Mr. Morrill’s experience, he said it was true TRI — previously in the form of extra days and now more in the form of extra responsibilities.
Dr. Hyde commented that she, too, wants teachers to earn higher salaries and is sensitive to the problem solving aspects. What concerns her most, however, is the equity in bargaining.
Supt. Kowalkowski said he sees a role for the WEA in bargaining, but can’t help but feel the union’s single goal is additional compensation. Mr. Morrill said the unions aren’t just motivated by compensation.
Supt. Kowalkowski then asked about situations like in Seattle, where they can’t afford building maintenance because of compensation expenditures — and made it clear he was not blaming the unions. Ms. Young said she agrees districts shouldn’t have to make the choice between maintenance and employee compensation and put it down to underfunding of schools.
Chair Grimm asked about data on teacher attrition due to compensation (no one knew of any) and data on salaries of careers comparable to teaching. Mr. Morrill says they have done some analysis but doesn’t have it on hand. He said they usually look at engineers, architects, and the like (which is different from the jobs usually referenced — nurses, social workers, etc).
Chair Grimm also asked if management representatives (i.e. superintendents) work together on bargaining. Dr. Hoover said they do talk to one another but it is difficult to coordinate one plan due to variances between districts.
Then, Chair Grimm asked if any districts bargain contracts that allow for higher pay for shortage areas (e.g. math and science teachers). Dr. Hoover said he knew of none in Washington, but in Colorado, his district would grant years of experience to teachers who taught in hard to fill positions.
Rep. Priest asked about the teaching calendar and the supposed three months off in the summer. In the 1960s, we know they had those 3 months. Do teachers still have that much time today? Mr. Morrill said the summer is usually 10-11 weeks now, and many teachers spend those weeks earning required credits or attending trainings. He added that teachers should be valued because of the work they do.
Supt. Kowalkowski added that districts can use Title II funds to supplement the salaries of math and science teachers, or offer other incentives (ex. Technology). He also said many teachers do not take summers off, and even so, summer is another incentive to draw people into teaching.
Mr. Nielsen brought up the issue of sustainability of the system, and how the current system doesn’t appear sustainable (per the presentations of Ms. Pennucci and Ms. Priddy). Dr. Hoover added the need to consider what happens when contract negotiations reach an impasse (and create a solution that prevents disruptions to the school year).
