Wall Street Journal:

In Kentucky the protests have been about pensions, not pay, but the same Medicaid crowding out is taking place. The Bluegrass State was one of the first Medicaid expansion states under ObamaCare. Some 22% of residents—more than two million people—are enrolled. In 2008 Medicaid spending in Kentucky was $4.9 billion, but by 2017 it was $9.9 billion. The federal government paid $7.7 billion of that sum last year, but the burden has already begun shifting to states.

As for education, Kentucky’s public pension woes place it on par with New Jersey and Illinois, and teachers’ pensions are only 56% funded. Participants can draw full benefits as early as age 49, and some collect longer for more years than they’ve worked.

The Republicans who gained control of the Kentucky government in 2017 have made pension reform a priority. Legislation that passed in March leaves benefits untouched for retirees and current employees.

But it stops teachers from cashing in on accrued sick days at the end of their careers, a common strategy to game the system. And it shifts new hires to a hybrid retirement plan that operates more like a 401(k). The most optimistic estimates have the teachers’ pension running a $14 billion liability, and the changes make a dent of around $500 million to $800 million over 20 years.

Madison spent 25% of its 2014-2015 budget on benefits: “unsustainable”.

Annys Johnson:

The school board’s Committee on Accountability, Finance and Personnel will take up two other cost-saving proposals on Tuesday, including one to restructure employee health care benefits. According to the administration’s analysis, that proposal would save up to $17.4 million by:

Eliminating coverage of spouses who have access to insurance elsewhere or charge employees extra to keep them on their plan ($7.9 million).

Raising co-pays for doctors visits to $35, urgent care to $50 and emergency rooms to $175 ($4.3 million).

Increasing employee contributions for their health care to 7% for low-wage workers and as much as 19% for those earning $101,000 or more (up to $3.2 million).
Eliminating a long-term disability benefit that has cost the district about $2.3 million in premiums since January 2017, but reaped benefits for just four employees totaling $47,534 ($2 million).
The committee also will consider a proposal to explore the creation of near-site health clinics for employees that could save an estimated $700,000 annually.

25% of Madison’s 2014-2015 budget was spent on benefits.

Matt Barnum:

Others say the issue is one of priorities, pointing to big increases in nonteaching school staff, like aides, custodians, and counselors, and greater teacher retirement costs.
Higher pay means teachers are more likely to stay in the classroom. That’s linked to increased student achievement.

There’s a lot of variation in how much teachers are paid, with particularly low pay in Arizona, Oklahoma, and West Virginia. Teacher pay ranges from an average of about $42,000 a year in South Dakota to nearly $80,000 in New York. Another report, from the Education Law Center, which supports more school funding, compares early career teachers’ pay (not including benefits) to pay for similarly educated young professionals in each state. In almost all cases, teachers are paid less. Teachers in Arizona made 73 percent of similar nonteachers, among the worst in the country. Teachers in Oklahoma (78 percent) and West Virginia (79 percent) didn’t have it much better. Kentucky teachers actually came out ahead of teachers elsewhere but still lagged behind nonteachers.

Higher pay means teachers are more likely to stay in the classroom. That’s linked to increased student achievement. The policy argument for paying teachers more is straightforward: You’ll attract and keep better teachers. That’s largely backed up by research. Several studies have shown that even relatively modest increases in teacher pay can decrease teacher turnover.

“Unsustainable benefit growth”.

Swinn:

Premiums for employment-based health insurance this year will average about $6,400 for single coverage and $15,500 for family coverage, according to projections by the Congressional Budget Office (CBO) and the Joint Committee on Taxation.

In a new report, the CBO says average premiums for individually purchased insurance are also high, although not quite as high as employment-based premiums.

“Although premiums for private insurance have grown relatively slowly in recent years, they have usually grown faster than the economy as a whole and thus faster than average income,” the report says.

From 2005 to 2014, premiums for employment-based insurance grew by 48 percent for single coverage and by 55 percent for family coverage. The report projects similar growth rates over the next decade, although CBO notes that from 2014 to 2016 premiums grew more slowly than the historical norm.

The report also discusses the likely impact of the “Cadillac Tax” on high-cost health insurance, a tax Congress recently delayed until 2020. It will likely lead average premiums for affected enrollees to be about 10 percent lower that year — and up to 15 percent lower in 2025 — than they would have been otherwise.

25% of Madison’s 2014-2015 budget was spent on benefits.

Brian Riedl:

Annual budget deficits doubled to $2 trillion over 2022–23 and are headed toward $3 trillion a decade from now. Social Security and Medicare face a combined $124 trillion cash deficit over the next 30 years. The national debt is projected to soar past 165% of gross domestic product (GDP) within three decades—or as high as 300% of GDP if interest rates remain elevated and Congress extends expiring policies. At that point, interest costs could consume half to three-quarters of all federal tax revenues. Unless reforms are enacted, Washington’s escalating borrowing demands will come to overwhelm the capacity of financial markets to supply this much lending at plausible interest rates. When that event occurs, or even approaches, interest rates will soar and the federal government will not be able to pay its bills, with dire consequences for the U.S. economy.

In short, Washington is on a totally unsustainable fiscal path, and a debt crisis is coming.

There is a way to avert this debt crisis. However, lawmakers must act quickly to reform Social Security and Medicare, as every year 4 million more baby boomers retire into those programs, and the eventual cost of reform rises by trillions of dollars. This report presents a realistic, nonpartisan, and specific 30-year blueprint—each element of which is “scored” using data from the Congressional Budget Office (CBO)—to stabilize the national debt at the current 100% of GDP, and even reduce it eventually.

The fiscal consolidation in this report calls for trimming some Social Security and Medicare benefits for upper-income recipients. Some taxes would rise. Spending on defense would continue to fall as a share of the economy. In short, there is something in this blueprint for everyone to oppose. But letting the country plunge into a debt crisis would be far more painful than this blueprint’s reforms.

Ryan Mcmaken:

In recent months, stories from both the legacy media and the independent media have continued to pile up on how undocumented foreign nationals—also known as “migrants” and “illegal aliens”—are able to take advantage of a vast network of taxpayer funded benefits in daycare, medical care, housing, and more. 

For example, both the New York Post and Denver Post report that these foreign nationals have “overwhelmed” the Denver Health hospital system in Denver, and that the situation is “unsustainable.” Meanwhile, public schools report classrooms are filling up quickly with the children of these foreign nationals. Denver is hardly alone. The New York Post notes that both the City of New York and the state government have expanded local welfare programs, including pre-paid credit cards, to further ensure that migrants continue to receive cash and resources from American taxpayers. This is in addition to the approximately 66,000 foreign nationals who are housed in hotels and shelters, care of both New York and federal taxpayers. USAToday reports that colleges “across the country” are receiving millions in taxpayer money to offer housing to migrants at no charge. Chicago’s mayor is bragging he’s giving away $17 million in taxpayer-funded giveaways to “asylum seekers” who are presently living off the sweat of the taxpayers in government shelters. This, of course, is just a downpayment on many more planned giveaways. 

Just how much in taxpayers’ resources is going to foreign nationals? It’s difficult to estimate for a number of reasons. The spending is done through numerous different government agencies at various levels of government. Moreover, much of the money if filtered through non-profits (i.e., “NGOs”) that are labeled “charities” but are simply adjuncts of the regime. 

Once we add up $1 billion here and $77 million there, after a while we’re talking about real money, and one thing becomes abundantly clear: the regime and its partners are subsidizing the influx of foreign nationals who are promised a variety of both cash and in-kind benefits. It must also be noted that, contrary to certain myths, the largesse is not reserved for only the so-called “illegal aliens.” Legal immigrants can take advantage of the generous and well-funded American welfare state even more readily than can the undocumented migrants.

Scott Girard:

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.

Logan Wroge:

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.

Scott Girard:

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.

Scott Girard:

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.

Logan Wroge:

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.

Daniel DiSalvo:

This report argues that underfunded defined-benefit pension plans and other post-employment benefits (OPEB) are the hidden drivers of labor unrest in the public sector. As these legacy costs have risen, teacher salaries have flatlined or even declined in value.
Policy recommendations:
In the name of equity and affordability, states should move away from defined-benefit pensions and toward defined-contribution plans.
More of the money currently spent on education should show up in the paychecks of working teachers.
States should consider eliminating retiree health-care benefits for newly hired teachers—indeed, for most government employees. These kinds of benefits have been sharply pared or eliminated throughout the private sector.
To implement these reforms, states could offer teachers a deal wherein raises in salary are matched with switching to a defined-contribution plan. This would have the double benefit of giving younger teachers, with lots of time to save for retirement, a bigger raise in the here-and-now, as well as reducing the government employers’ long-term pension liability.

Madison taxpayers, while spending far more than most K – 12 school districts, supported 25% benefit expenditures of the 2014-2015 budget.

Chris Reed:

In August 2009, at a seminar in Sacramento sponsored by the Public Retirement Journal, the chief actuary of the California Public Employees’ Retirement system — who thought he was at a closed event with no media present — made a grim, startling pronouncement that was unlike anything ever said publicly by his bosses at CalPERS. Ed Mendel, founder of the Calpensions blog, was at the event, and broke the story that’s reverberated ever since.

“I don’t want to sugarcoat anything,” [Ron] Seeling said as he neared the end of his comments. “We are facing decades without significant turnarounds in assets, decades of — what I, my personal words, nobody else’s — unsustainable pension costs of between 25 percent of pay for a miscellaneous plan and 40 to 50 percent of pay for a safety plan (police and firefighters) … unsustainable pension costs. We’ve got to find some other solutions.”

Seeling used the same word to describe CalPERS’ pension costs — “unsustainable” — that then-Gov. Arnold Schwarzenegger had used to push for dramatic cuts in pension benefits. No one had more credibility than Seeling on CalPERS’ financial health, and 10 years ago, it was clear that he had joined the doomsayers who warned the “pension tsunami” would eventually strike with devastating effect.

Unsurprisingly, with its board dominated by union allies who defended the pension status quo, CalPERS quickly disavowed Seeling’s warning. The next month, it launched a website — calpersresponds.com — that rejected any concerns about CalPERS’ long-term viability. And ever since, public employee unions have mounted campaigns dismissing the idea that a pension crisis is coming — even as local governments eliminate or reduce services because of pension costs.

But union leaders are anything but dumb. The most telling example: Four years before the June 2018 U.S. Supreme Court ruling saying public employees could opt out of paying union dues, the California Teachers Association had actually concluded the ruling was inevitable and started preparing for a future in which government worker unions would have diminished resources.

Related (2009): The Madison School District as General Motors.

Walker Bragman:

At the height of the conflict, O’Rourke publicly mused about disbanding the police union, calling it “out of control” and lamenting his colleagues’ unwillingness to stand up to the powerful political force. A year later, he was calling for “better checks on collective bargaining in the public sector.”

The fight came at one of the bleakest moments of the Great Recession, and the city was stuck in contracts with the police and firefighters unions that provided for annual raises and benefits. The city manager was proposing a 5 percent property tax increase and other hikes in fees to pay for them, but the city council wanted the unions to defer some of the wage increases and forfeit some of the holidays. The Firemen and Policemen’s Pension Fund was in need of more money, which meant they were open to negotiations, but O’Rourke was frustrated at how dug in he said they were.

Police unions have increasingly found themselves in conflict with progressive Democrats in cities across the country, and are notorious for defending even the worst officers on the force against charges of assault or murder. Chris Evans, O’Rourke’s spokesperson, said that when he relayed The Intercept’s inquiry to O’Rourke, O’Rourke’s first memory of the fight was that police were demanding a provision that would give officers a 48-hour window after a police shooting before they would have to answer an investigator’s questions. That provision is indeed in the contract; O’Rourke’s remarks at the time, however, were focused on officer compensation and El Paso’s strapped budget.

O’Rourke, in public, took particular exception to some of the demands from the police union in the ongoing negotiations, including its continued insistence on maintaining the wage increases, which he said amounted to 8 percent each year. In an August 3, 2010, meeting, a seemingly exasperated O’Rourke went so far as to ask the city’s attorney if there was a way to eliminate the union altogether.

“In my opinion, the basic problem with this whole setup is you’ve got a very powerful police union that’s been able to extract an unsustainable increase in salaries year over year and an unsustainable series of additional benefits,” he said, following an exchange over the city manager’s proposal to create a second police academy. “What are the provisions or opportunities for the voters of El Paso to go back to some other form of representation for the police officers?”

Related: WEAC: $1.57 million for Four Wisconsin Senators.

Mark Sommerhauser:

Wisconsin school districts ratcheted up health care costs on teachers and other employees after the state’s Act 10 collective bargaining changes, with the average district now requiring teachers to pay about 12 percent of their health insurance premiums, newly released data show.

Madison schools are near the low end of what districts now require for premium contributions, at 3 percent, according to the data, released by Gov. Scott Walker’s Department of Administration.

It’s the first time the state has released a comprehensive look at teacher health care costs in all 422 of the state’s public school districts after the 2011 enactment of Act 10.

And it’s one more example of the far-reaching scope of the law — in this case, how it paved the way for state and local workers to pay much more for benefits. The 2017-19 state budget required the Department of Administration to collect the data, which is from the 2017-18 school year.

Barry Forbes, associate executive director for the Wisconsin Association of School Boards, said the figures show health care costs for school district employees generally matching “what greater society is experiencing now.”

U.S. health care spending grew 4.3 percent in 2016, reaching $3.3 trillion or $10,348 per person. As a share of the nation’s Gross Domestic Product, health spending accounted for. More. Families in high-deductible plans must pay more than $2,600 out of pocket, $4,332 on average, according to the Kaiser Family Foundation. Once workers have surpassed their deductibles, they pay an average $24 copay for a primary care office visit, $37 for a specialty care office visit, and $308 for a hospital admission. Sep 22, 2015

“Unsustainable” benefit costs.

Ted Dabrowski and John Klingner:

You’d be mistaken to think Harvey, Illinois has a unique pension crisis. It may be the first, and its problems may be the most severe, but the reality is the mess is everywhere, from East St. Louis to Rockford and from Quincy to Danville. A review of Illinois Department of Insurance pension data shows that Harvey could be just the start of a flood of garnishments across the state (click here to see the list).

Harvey made the news last year when an Illinois court ordered the municipality to hike its property taxes to properly fund the Harvey firefighter pension fund, which is just 22 percent funded.

Now, the state has stepped in on behalf of Harvey’s police pension fund. The state comptroller has begun garnishing the city’s tax revenues to make up what the municipality failed to contribute. In response, the city has announced that 40 public safety employees will be laid off.

Under state law, pensions that don’t receive required funding may demand the Illinois Comptroller intercept their municipality’s tax revenues. More than 400 police and fire pension funds, or 63 percent of Illinois’ 651 total downstate public safety funds, received less funding than what was required from their cities in 2016 – the most recent year for which statewide data is available.

Two-thirds of Illinois’ 355 police pension funds failed to receive their full required contribution in 2016. And 60 percent of Illinois’ 296 firefighter pension funds suffered the same fate.

If those same numbers continue to hold true, all those cities face the risk of having their revenues intercepted by the comptroller.

“Unsustainable”; Madison spent 25% of its K-12 budget on benefits in 2014-2015. Spending has continued to grow since, now approaching $20,000 per student.

Pew Trusts:

The dire financial condition of pension funds across the US has been a frequent topic here at The Sounding Line. At the core of the problem is a simple reality: pension funds have promised to pay out more in retirement benefits than they receive in funding. A new report from the Pew Charitable Trust shines light on the scope and causes of this underfunding problem.

Every year since at least 1999, US state and local pension funds have paid out more in benefits to retirees than they receive in contributions from current workers. The result has been increasingly negative cash flows.

The State Pension Funding Gap (2016).

Madison spent 25% of its budget on benefits in 2014-2015 “unsustainable”.

Sarah Kliff:

On September 28, 2016, a 3-year-old girl named Elodie Fowler slid into an MRI machine at Lucile Packard Children’s Hospital in Palo Alto, California. Doctors wanted to better understand a rare genetic condition that was causing swelling along the right side of her body and problems processing regular food.

The scan took about 30 minutes. The hospital’s doctors used the results to start Elodie on an experimental new drug regimen.

Fowler’s parents knew the scan might cost them a few thousand dollars, based on their research into typical pediatric MRI scans. Even though they had one of the most generous Obamacare exchange plans available in California, they decided to go out of network to a clinic that specialized in their daughter’s rare genetic condition. That meant their plan would cover half of a “fair price” MRI.

They were shocked a few months later when a bill arrived with a startling price tag: $25,000. The bill included $4,016 for the anesthesia, $2,703 for a recovery room, and $16,632 for the scan itself plus doctor fees. The insurance picked up only $1,547.23, leaving the family responsible for the difference: $23,795.47.

25% Of Madison’s 2014-2015 Budget was spent on benefits. Madison now spends nearly $20,000 per student.

Rutland Herald:

Former Gov. Peter Shumlin sought to create the single-payer system, known as Green Mountain Care, but eventually walked away from the plan after determining it would cost too much. The attorney general’s office’s began the investigation into Gruber’s billing after receiving a referral by State Auditor Doug Hoffer.

Donovan said Thursday his office and Gruber reached an agreement to settle the state’s potential legal claim that Gruber submitted false claims to the state under Vermont’s Civil False Claims Act. Donovan said his office concluded that Gruber’s conduct violated the Vermont Civil False Claims Act. Gruber denied a violation, but in order to resolve the case, he agreed to forgo any further payments from the state that he might be owed.

25% of Madison’s 2014 2015 budget was spent on benefits.

Madison’s spending has increased significantly the past few years (now nearly $20,000 per student).

Molly Beck:

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.

Tony Evers (PDF):

1. Why are you running for State Superintendent of Public Instruction?

I’ve been an educator all my adult life. I grew up in small town Plymouth, WI. Worked at a canning factory in high school, put myself through college, and married my kindergarten sweetheart, Kathy-also a teacher.

I taught and became a principal in Tomah, was an administrator in Oakfield and Verona, led CESA 6, and have twice been elected State Superintendent. I’ve been an educator all across Wisconsin, and no matter where I worked, I put kids first. Always.

But I have to tell you, I worry for the future. Years of relentless attacks on educators and public schools have left a generation of young people disinterested in teaching. The words and actions of leaders matter.

We have to restore respect to the teaching profession.

For teachers in the field, endless requirements and policies from Washington, Madison, and district offices are drowning our best educators in paperwork and well-intended “policy solutions” you never asked for.

I know we need to lighten the load.

As your State Superintendent, I have always tried to find common ground, while holding firm to the values we share.

I worked with Gov. Doyle to increase funding for schools and with Gov. Walker around reading and school report cards. But when Walker wanted to use school report cards to expand vouchers and take over low performing schools, we pushed back together-and we won.
When Walker proposed Act 10, I fought back. From the halls of the Capitol to rallies outside, my union thug wife and I stood with the people of Wisconsin.

I champion mental health in schools, fight for school funding reform, and work to restore
respect to the teaching profession.

But I am not a fool. The world has changed.

In my previous elections, we faced weak opponents we outspent. I won 62% of the vote and all but the three counties voted Evers last time.

But last November, Diane Hendricks and Besty DeVos dropped $5 million into the “Reform America PAC” at the last minute and took out Russ Feingold. Devos is likely to be Education Secretary and Henricks has the ear of the President.

And these people are coming for us.

They’ve recruited a field of conservative candidates vying for their support.

The folks at the conservative Wisconsin Institution for Law & Liberty are doing everything they can to undermine the independent authority of the elected state superintendent. These folks have powerful friends and allies through the state and federal government.

But we ore going to win.

We hired great a campaign team in Wisconsin. We’re raising more money than ever, and we
will need to raise more. We’re mobilizing voters and activating social media.

While Wisconsin went for Mr. Trump, those voters overwhelmingly passed 80% of the referenda questions. They love their public schools. That is what we need to connect with to win.

But I need your help. You’ve stood with me before, and I need your help again. I need you to do more than you’ve ever done before. This is the last office they don’t hold, and it is the first electoral battle in the new world. We cannot afford to lose.

2. Do you believe that public schools are sufficiently funded? If no, describe your plan to provide sufficient funds?

No.

My current state budget request restates our Fair Funding proposal. Under my proposal, all students will receive a minimum amount of aid. To provide an extra lift for some students, the general aid formula will weight students living in poverty.

Additionally, the per-pupil categorical aid will be weighted to account for foster kids, English learners and students that come from impoverished families.

Furthermore, changes to the summer school aid formula will incentivize all schools, but
especially those districts that have students who need extra time to achieve at higher levels to engage in fun, summer learning activities.

The people of Wisconsin are on record that they want to keep their schools strong. An
astounding 88% of the districts (600,000 voters) approved revenue limit exemptions just this last November. Ultimately, I come down on the side of local control and support the eventual elimination of revenue limits. In my budget proposal, I requested a reasonable increase in revenue limits. In the future, these increases should be tied to the cost of living.

3. Madison schools have experienced increasing attrition over the past five years and increasing difficulty in attracting highly qualified candidates in a growing number of certification areas. What factors do you have as the causes of this shortage? What measures will you take to promote the attraction and retention of highly qualified teachers and other school employees?

There are several main factors impacting these issues. The first is the negative rhetoric that occurs all too often around the teaching profession. The second is that Wisconsin educators’ pay has taken a significant hit in recent years -an actual decrease of over 2 percent over the past few years (and changes to benefits and retirement have further eroded take home pay). Our current high school students pick up on this, and increasingly they are not look at teaching as a viable career path, and in Wisconsin, our teacher preparation programs are reporting record lows.

We need to continue to highlight the excellent work our teachers do each and every day and bring back teacher voice in to what goes on in the classroom. I am currently working with a small group of Wisconsin educators, including several from Madison, on a project we are calling “Every Teacher a Leader,” an effort to highlight and promote instances of excellent teacher voice and leadership. Let’s highlight the leadership and critical decision-making our educators use every day in their roles. The cultures of our schools must be strong and support teachers as they work with our students. I continue to advocate for additional resources in our schools to address the most pressing needs of our students and to provide resources for teacher to do their jobs.

4. What strategies will you enact to support and value Wisconsin’s large, urban school districts?

I have championed several initiatives to support large, urban school districts, including
expanding access to:

Small class sizes and classroom support staff to help teachers effectively manage behavioral issues;

Restorative justice and harm reduction strategies that reduce the disproportionate impact of discipline on student of color;

Fun summer learning opportunities for students to accelerate learning or recover credits (increased funding, streamlined report requirements);

Community schools, wrap around services and out-of-school time programs that because schools are the center of our communities;

Culturally-responsive curriculum and profession development that helps educators meet the needs of diverse students;

Mental health services and staff integrated with schools to meet students’ needs.

I also support school finance policies that recognize that many students in poverty, English learners, foster youth, and students with special needs require additional resources to succeed.

Finally, I strongly support a universal accountability system for schools enrolling
publicly-funded students. All schools should have to meet the same high bar.

5. What strategies will you enact to support and value Wisconsin’s rural school districts?

In addition to the proposing the Fair Funding changes, my budget:

Fully-funds the sparsity categorical aid and expands it to more rural schools;

Expands the high cost transportation programs; and

Provides funds for rural educator recruitment and retention.

6. How do you feel about the present Educator Effectiveness (teacher) evaluation system? What changes would you like to see to that system?

I support the Educator Effectiveness (EE) system. It was created with input from teachers, administrators as well as school board members and legislators. I believe we have administered the EE program with great care, listening to stakeholders from across that state.

That said, I believe changes need to be made. Recently, I have recommended that results from the state achievement test (Forward Exam) not be a required element in the evaluation process.

We must also continually message that the EE system was created to support professionals through a learning centered continuous improvement process. Evaluation systems implemented in isolation as an accountability or compliance exercise, will not improve educator practice or student outcomes.

7. What is your plan to work with Milwaukee Public Schools to assure that all students receive a quality public education?

While achievement gaps persist across the state, our city of the first class presents unique challenges and requires a multi-pronged approach. Milwaukee is ground zero for our state’s efforts to accomplish major reductions in achievement gaps.

I have worked closely with Dr. Darienne Driver, MTEA and Milwaukee community leaders to support improvement efforts. We are working hand-in-hand to provide more learning time when needed, expand access to summer school, establish community schools, and create a best-in-state educator workforce.

We must continue to have honest conversations about our challenges and provide the resources and support for improvement. Divisive legislative solutions from Washington and Madison have not worked. We need more support for our students and schools, not less.

8. Do you believe the position of State Superintendent of Public Instruction should continue to be an elected position as currently provided in the State Constitution?

Absolutely yes.

The creators of our constitution got it right. Public education was so important they made the State Superintendent independently elected and answerable directly to the people. However, Governors and special interests always try to usurp this authority. The Supreme Court has consistently held up the independent power of the State Superintendent-mostly recently in the Coyne case advanced by MTI. Undeterred by their loss, the Wisconsin Institute for Law and Liberty is currently working to circumvent the authority of the State Superintendent over the federal ESSA law. Rest assured we are fighting back and must again prevail.

9. Describe your position on the voucher program?

Powerful special interests and the majorities in Washington and Madison have spent years cutting revenue, growing bonding, and expanding entitlement programs like school vouchers. The result: historic cuts to education followed a slow trickle of financial support for public school amidst the statewide expansion of vouchers.

My friend former Sen. Dale Schultz often said, “We can’t afford the school system we have,
how can we afford two-a public and private one?”

It is a good question. A recent Fiscal Bureau reports indicate that over 200 districts (almost half) would have received more state aid without the changes in voucher funding that shifted cost to loca I districts.

When we move past the ideological battles, we’re left with tough choices about priorities and responsibilities. Bottom line: we have a constitutional obligation to provide an education for every kid in this state, from Winter to West Salem.

Our friends and neighbors are stepping up to pass referenda at historic rates to keep the lights on in rural schools. It is an admirable, but unsustainable effort that leaves too many kids behind. Expanding vouchers while underfunding rural schools exacerbates the problem.

That said, we all know the current majorities and proposed U.S Education Secretary support voucher expansion, so here are some key principles for moving forward:

1. The state should adequately fund our public school system before expanding vouchers;

2. The state, rather than local school districts, should pay the full cost of the voucher program;

3. Accountability should apply equally to all publicly-funded schools, including voucher schools;

Finally, we should talk more about the great things Wisconsin schools are doing and less about vouchers. They suck the air out of the room and allowing them to dominate the
conversation is unhelpful.

Around 96 percent of publicly-funded students go to a school governed by a local school board. Regardless of whether legislators support or oppose vouchers, they need to support our public schools. That’s where our focus needs to be and what I will champion.

10. Describe your position on independent charter schools.

In general, charter schools work best when authorized by a locally-elected school board that understands their community’s needs, and is accountable to them.

As both State Superintendent and a member of the Board of Regents, I am concerned the new UW System chartering authority could become controversial and disruptive. New schools are best created locally, not from a distant tower overlooking the city.

11. Wisconsin teacher licensing has the reputation as being one of the most rigorous and respected systems in the country. Recently, proposals were made that would allow any individual with a bachelor’s degree or work experience in trades to obtain a teaching license. Do you support these proposals? Why or why not?

I do not support any proposal that would ignore pedagogical skills as a key component of any preparation program. Content knowledge is not enough. A prospective teacher must know “how” to teach as well as “what’ to teach.

12. Teachers report a significant increase in mandated meetings and “professional development” sessions that are often unrelated or not embedded to the reality of their daily work with children. What will you do as State Superintendent to provide teachers with the time needed to prepare lessons, collaborate with colleagues, evaluate student work, and reflect on their practices?

When I travel the state and talk to educators, I hear this sentiment a lot, but it’s quickly followed by an important caveat: When educators believe that the meeting, the professional development opportunity, the extra responsibility, or the new idea will truly make a difference for kids they serve, they become the first and best champion of it–always.

We absolutely must find ways to lighten the load for our teachers so that the work we do out of the classroom is meaningful, manageable and powerful for kids. My Every Teacher a Leader Initiative focuses on highlighting cultures that support teacher leadership, and this often means that a principal or a superintendent has created systems that value and honor the expertise teachers bring to an initiative. They involve teachers early in decisions rather than convening them after a decision is made to implement it.

I just heard from an educator in a school district that is receiving national attention for its dramatic academic improvement over the past five years. When asked what the recipe for success was, she said the superintendent convened a team of veteran educators on his first day, listened to what they needed, worked long and hard to meet those needs, andkept them involved the whole way. That’s it.

13. Do you support restoring the rights of public sector workers to collectively bargain over wages, hours and conditions of employment?

Yes.

I have been a champion for collective bargain and workers’ rights my entire career. I signed the recall petition over Act 10 – and I haven’t changed my mind about it.

14. Are you interested in receiving MTI Voters endorsement? If so, why?

MTI has been a great partner of mine over the years. I would be honored to continue that collaboration going forward. Additionally, I have five grand-kids Madison Public Schools, and I want to them to continue to be proud of the strong relationship I have with Madison educators.

15. Are you interested in receiving financial support for your campaign from MTl-Voters?

Yes, my opponents will be seeking funding from organizations that have very deep pockets and MTI full financial support is more important than ever.

16. Is there anything else you’d like MTI members to know about your candidacy and why you are seeking election to the State Superintendent of Public Instruction?

I hope our work together, mutual commitment, and shared values continue for another four years.

Much more on Tony Evers, here.

The 2017 candidates for Wisconsin Department of Public Instruction Superintendent are Tony Evers [tonyforwisconsin@gmail.com;], Lowell Holtz and John Humphries [johnhumphriesncsp@gmail.com].

League of Women Voters questions.

Yevgeny Feyman, via a kind reader:

Last year, as part of a contract deal with the teachers’ union, Mayor Bill de Blasio announced that he and the city’s unions had agreed to cut $3.4 billion in worker health-care costs over four years. Even with these “savings,” though, Gotham’s health-insurance spending is projected to grow 6 percent annually through 2018—totaling a whopping $6.2 billion that year. According to the Citizens Budget Commission, more than 90 percent of city employees are enrolled in plans that require no premium contributions from workers. Most other city governments require employees to pay something toward their health-care costs. In the private sector, such contributions are standard.

The massive cost of paying full freight for nearly half a million employees’ health care is one reason why the city budget will run a $1.4 billion deficit in 2018, according to de Blasio administration projections. Even without the looming Cadillac Tax, the city’s budgetary status quo is unsustainable. Making these expensive benefits even more costly is a recipe for fiscal disaster.

The ACA imposes a 40 percent excise tax on the value of health insurance costing $10,200 or more for individual plans and $27,500 or more for family plans. And because the tax is indexed to the general rate of inflation rather than to faster-growing health-care inflation, it will hit more plans each year. Researchers from the Johns Hopkins School of Public Health estimate that the tax will affect 75 percent of employer-provided plans within a decade of its implementation. It likely won’t take that long for the tax to hit New York’s typical HMO coverage plans for city workers. In 2013, one plan offered to workers cost $6,600 annually for individual coverage. Assuming that these premiums grow at the same rate as overall costs for the city’s health insurance, such a plan would cost over $9,000 annually by 2018. In just a few years, these plans would cross the Cadillac Tax threshold. Who will bear the burden? With no required contributions from city employees, local taxpayers will be on the hook.

The Neenah Superintendent wrote a letter to Madison School Board Member & Gubernatorial Candidate Mary Burke on 19 September.

Ms. Burke recently apologized for her Act 10 remarks:

Democratic gubernatorial candidate Mary Burke has apologized to the superintendent of the Neenah school district for comments she made on the campaign trail.

Burke had been citing the district as an example of negative effects she says have been caused in Wisconsin schools by the law known as Act 10 that effectively ended collective bargaining for teachers.

District administrator Mary Pfeiffer said Friday that Burke reached out to her on Wednesday and apologized by phone. Pfeiffer says Burke agreed not to use Neenah as an example again.

Neenah Superintendent Dr. Mary Pfeiffer’s letter to Mary Burke, via a kind reader (PDF):

Neenah Joint School District
410 South Commercial Street
Neenah, WI 54956
Tel: (920) 751-6800
Fax: (920) 751-6809

Burke for Wisconsin
PO Box 2479
Madison, WI 53701
September 19, 2014

Dear Ms. Burke,

On behalf of the Neenah Joint School District I would like to express my disappointment regarding your use of our District as an example of your perceived negative impact of Act 10 on education as reported by John McCormack in the Weekly Standard and at least one additional news publication in the Green Bay Press-Gazette.

In your position as a Madison school board member, I’m sure you’ve seen that Act 10 has created a variety of challenges for school districts across Wisconsin, but I’m sure you’ve also seen plenty of positives as well. It is unfair and misleading to claim that Act 10 is the primary reason why one specific candidate chose to accept a position in Minnesota over an opening in the Neenah Joint School District. There are many reasons why candidates choose to work in other districts and certainly some effects of Act 10 may factor into those decisions. However, to make a blanket statement that Act 10 is the reason why teachers are leaving school districts in Wisconsin (in this case the Neenah Joint School District), especially by citing only one candidate’s decision to go elsewhere, is an unfortunate exaggeration at best.

We are extremely proud of our schools in Neenah and incredibly proud of the staff we have assembled both prior to and since the passage of Act 10. We have never settled with an inferior candidate to fill a position and will never do that to our students or families.

Since you have not reached out to me to learn more about our District, I will provide to you some data points that you might find revealing about why we continue to be a high performing District in Wisconsin.

Since Act 10, we have faced, and met, the difficult challenges necessary to support student learning while retaining our excellent staff.

we have significantly reduced an unsustainable $184 million unfunded liability regarding our Other Post Employment Benefits (OPEB). Meanwhile, we still provide all of our most veteran employees a $100,000 retirement benefit. New employees are also provided OPEB benefits and that is something most districts have eliminated. As you are aware, this is in addition to the state retirement benefit.

we have reduced class sizes and increased the number of our certified staff.

we have had no certified staff (teacher) layoffs since Act 10.

our school board has supported pools of dollars for 2% salary increases (above the CPI) and 2% one-time stipend awards every year for all employee groups for a total of4%.

over the past two years, 57 certified staff members have received a $5,000 or more increase in their salary.

more than 33% of certified staff received a 3% or higher salary increase in 2013-14,

with 6% of them receiving a 6% increase or higher.

our insurance costs are the lowest in our area.

we have no long-term debt.

our mill rate remains the lowest in our area at $8.53 and a decrease for the third consecutive year.

I respectfully ask that you stop using Neenah as an example of the negative ramifications of Act 10. This request has nothing to do with my personal feelings or political stance. It is about a dedicated staff that is proud to work in Neenah. I would be p1eased to speak with you further about this issue.

Thank you for your time.

Sincerely,

Dr. Mary Pfeiffer ~
Superintendent of Schools
Neenah Joint School District
Copy: Neenah Joint School District Board of Education Members

Act 10 notes and links.

Neenah plans to spend $80,479,210 for 6,226 students (DPI) during the 2014-2015 school year, or $12,926 per student (PDF Document). Ms. Burke’s Madison School Board plans to spend more than $15,000 per student during the same period, 16% more than Neenah.

“Plenty of Resources“.

The Wall Street Journal:

Labor unions like to promote their generous defined-benefit pensions. Yet when these benefits prove unsustainable, workers can lose their jobs and retirement savings. The kicker is that taxpayers may soon be tapped to perpetuate this double fraud.

That’s the main take-away from a new report by the Pension Benefit Guaranty Corporation (PBGC), which insures multi-employer pension plans for 10.4 million workers and retirees. The federal agency projects that its deficit for multi-employer plans will balloon to $49.6 billion by 2023 from $8.3 billion. Last year the PBGC forecasted a deficit of $26.2 billion in 2022, and its upward revision reflects the increasing likelihood that more plans will become insolvent and sooner.

Multi-employer plans are prevalent in industries like mining, manufacturing and construction where workers often shift among employers. Because unions collectively bargain benefits across multiple employers, workers don’t lose pension benefits when they change jobs. While unions cite portability as a selling point, it’s also a fatal design flaw because the plans require multiple businesses for support.

Andrew Rotherham:

In April there was a dust-up in the finance and education worlds when the American Federation of Teachers called out Dan Loeb, founder and CEO of a hedge fund, for simultaneously investing teacher pension fund assets while serving on the board of StudentsFirst’s chapter in New York, which advocates for pension reform, and advocating reform of teacher pensions himself. The whole episode was part of an enemies list exercise (pdf) by the AFT to put money mangers on notice if they deviated from the union’s line on pension reform. And it was, of course, easy fodder for one dimensional takes.
But as is often the case the reality was more complicated. For starters, because of multiple issues including irresponsible decisions by state legislators and unsustainable benefit schemes demanded by public employee unions (yes there is plenty of blame to go around) there is an enormous problem with financing pensions (pdf). But, for the most part, so far reforms have come at the expense of teachers, generally new teachers, rather than comprehensive efforts to reform how we finance retirement for educators. We need a richer conversation about how to simultaneously address the fiscal problems and modernize teacher retirement for today’s more mobile labor market. The choice facing policymakers is less a binary one between defined benefit pensions (those that pay participants a pre-defined benefit) and defined contribution plans (401k-style plans that provide benefits based on contributions and investment choices/performance) than it is about a subset of choices about employer and employee contributions, risk allocation, vesting rules, and issues like portability for participants. In some states Social Security participation is also an issue.