Madison Teachers Solidarity Newsletter (PDF), via a kind Jeannie Bettner email:

In Governor Walker’s first legislative session, using the ruse that the State was millions in debt, he proposed eliminating collective bargaining for public employees as the means to fill in the alleged budget deficit. As he described it, he dropped the bomb.
Last week, another legislative session and another bomb. Walker’s budget will hit education and educators once again. It is a giant step to privatize education. This is done by forcing pubic schools to pay tuition for children to attend religious and private schools by giving the parents of such children a voucher which forces the public school district to send money to the religious or private school. Walker and his right- wing legislators made vouchers available in every school district in the State. To this, UW Education Dean Julie Underwood said, “School Boards beware”, that this is, “the model legislation disseminated by the pro-free market American Legislative Exchange Council’s network of corporate members and conservative legislators to privatize education and erode local control.” In criticizing the legislation, State Superintendent Tony Evers chided, “A voucher in every backpack.”
Public school districts lose twice. Once by having to use money intended to educate children in their schools, and also losing State aid because they cannot count the child attending the religious or private school on which State aid is based. It is projected that this will cost MMSD $27 million over the next five years. Vouchers provide parents $4,000 per year for an elementary school student and $10,000 for a high school student. State Senator Jennifer Schilling calls it, “Vouchers on steroids!” Research shows that most voucher schools in Wisconsin underperform compared to their public school counterparts.

Much more on vouchers, here.

Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeannie Bettner email:

Base wages, in all MTI/MMSD Collective Bargaining Agreements, have not increased since the passage of Act 10 in 2011. Act 10 also removed the benefit for the members of all MTI bargaining units of the District paying the employee’s share of the mandated deposit in the Wisconsin Retirement System. This in itself caused a 6.2% reduction take-home wages. MTI had negotiated in the early 1970’s that the District pay the WRS deposit. This part of Act 10 caused a loss in earnings of $11.7 million last school year and another $12.9 million this school year for District employees.
All employees do not automatically move up on the salary schedule each year. Members of the clerical/technical bargaining unit, for example, receive a wage additive based on months of service. These “longevity” payments begin at the 49th month of service, with the next one beginning at the 80th month of service.
There are similar increments between the increases in longevity payments. Last year, 199 individuals remained at the same salary, while this year, there were 70 who received no increase in wage.
Members of the educational assistant and school security assistant bargaining units, for example, receive a longevity increase after three years of service, but not anotheroneuntilafter12yearsofservice. Lastyear,282 individuals remained at the same salary, while this year there were 321 who received no increase in wage.
The teachers’ salary schedule requires that a teacher earn six credits each four years and receive his/her principal’s recommendation to be able to cross the salary barrier. This is at each four-year improvement level. For incentive levels, beginning at level 16, one progresses only every two years, and then only if he/she earns three credits and receives his/her principal’s recommendation. Last year, 941 individuals remained at the same salary, while this year, there were 701 who received no increase in wage.

Related:

Madison Schools’ Budget Updates: Board Questions, Spending Through 3.31.2013, Staffing Plan Changes.

Ray Fisman:

On June 4, 1991, Minnesota Gov. Arne Carlson signed into law a bill that set in motion one of the most significant–and controversial–education reform movements in modern history. Minnesota’s charter school law allowed educators and other concerned individuals to apply to the state for permission to operate a government-funded school outside of the public education system. In order to obtain and keep their licenses, these new schools needed to show they were serving their students effectively, based on goals laid out in the school’s “charter.” City Academy, America’s first charter school, opened in St. Paul the following year. Its mission was to get high-school dropouts on track to vocational careers, and it is still operating today. One early enrollee, Demetrice Norris, told the Minneapolis Star-Tribune in 1992 that he had spent years, “being lazy – not doing nothing” before he “got a life back here in school” and “got a chance to be something.”
Whether charter schools have actually lived up to their initial promise is a hotly contestedtopic in the education reform debate. An entire field of education research aims to assess whether students are better off at charter schools than in the public system. The latest findings, based on six well-regarded charter schools in Boston, released Wednesday by theBoston Foundation and MIT’s School Effectiveness and Inequality Initiative, adds to the accumulating evidence that at least a subset of high-performing charters are measuring up to the movement’s early aspirations of giving disadvantaged kids a shot at a better life. The study shows that the Boston schools’ students did better on SAT and Advanced Placement tests and are vastly more likely to enroll at four year colleges–and to do so on scholarship–than otherwise identical students in the Boston public school system.
What makes a charter school different from other public schools? While they’re funded with public money, they generally operate outside of collective bargaining agreements (only about one-tenth of charter schools are unionized) and other constraints that often prevent principals in public schools from innovating for the good of their students (so the argument goes). In exchange for this freedom, they generally get less funding than public schools (though they’re free to look for private donations, and many do) and have to prove that they are making good on the promises set out in their charters, which often means showing that they improve their students’ performance on statewide standardized tests.

Pat Schneider:

Madison teachers are eager to nail down another labor contract — through June 2015 at least — while the door to legally do so is open.
But it’s going to be a while before Superintendent Jennifer Cheatham is ready to consider sitting down with them.
Madison Teachers Inc. hopes to negotiate a contract beyond the one-year pact quickly approved by School Board members last fall after a local judge ruled parts of Act 10 unconstitutional, delaying implementation of the state law curbing collective bargaining rights.
“I’m just starting” on the job, Cheatham told a crowd of 150 gathered at West High School last week to talk with the superintendent, who took the helm of the Madison School District on April 1. “I need to finish this entry plan before I would be willing to consider, with (MTI Executive Director John Matthews) and our colleagues at MTI, entering into negotiations.”

Andrew Rotherham

Last year at TIME I took a look at the new websites where teachers can share their work – in some cases for personal profit and in some cases under circumstances where vendors can profit. The idea has great potential – especially with Common Core – for teachers to share work in an anytime/anywhere manner. But as the column noted – greatly upsetting some readers who thought there should simply be no question – there are also a complicated set of legal questions swirling around these sites about who owns content teachers produce in the course of their work. [You can read some terms of use language from key sites here] Not a lot of case law yet but a New York court ruled that school districts own the rights to lesson plans teachers create as part of their employment and with employer provided tools. That’s a generally accepted, if infrequently enforced, standard.
Now the National Education Association has released its new statement on digital learning and it includes a statement about the ownership issue seeking to create a new standard – and include this issue in collective bargaining:

…education employees should own the copyright to materials that they create in the course of their employment. There should be an appropriate “teacher’s exception” to the “works made for hire” doctrine, pursuant to which works created by education employees in the course of their employment are owned by the employee. This exception should reflect the unique practices and traditions of academia.

Madison Teachers Solidarity Newsletter, via a kind Jeannie Bettner email (PDF):

MTI has filed notice with the Board of Education and the Wisconsin Employment Relations Commission (WERC) to open bargaining for 2014-15 Collective Bargaining Agreements for all five (5) MTI bargaining units. Bargaining is enabled by Judge Colas’ decision that Act 10, which sought to bar public sector bargaining, is unconstitutional. The City of Madison and the County of Dane have contracts with all City and County unions through 2015.
Last week MTI filed an additional petition with Judge Colas because of the failure of the Governor and the WERC Commissioners to implement those parts of Act 10 which Colas found to violate the Wisconsin Constitution. The WERC Commissioners contend that, because Judge Colas did not issue an injunction, they may ignore his declaratory judgment when considering cases filed at the WERC. The WERC Commissioners and the Governor apparently believe that without a specific injunction directing them to abide by the Court’s declaration of unconstitutionality, they are free to apply the law as they, not the Court, interprets it.
MTI Executive Director John Matthews said, “The above-described actions of the WERC Commissioners and the Governor, who are parties to the case, are unprecedented. They argued that the law was constitutional and they lost. They asked for a stay from the Circuit Court and the Court of Appeals and they lost. By implementing and enforcing a law determined to be unconstitutional, they are saying ‘We are above the law.’ That is intolerable. Consequently, MTI has returned to court to seek an injunction to force the WERC Commissioners, and the Governor who controls them, to respect the Courts and follow the law.”
MTI expects to exchange bargaining proposals with the District within the next few weeks. MTI represents approximately 5,000 District employees in five different bargaining units. They are teachers (MTI), educational assistants (EA-MTI), clerical/technical employees (SEE-MTI), substitute teachers (USO-MTI) and school security assistants (SSA-MTI).
In addition to the usual topics, MTI bargaining will include District proposals to amend Contract terms about parent-teacher conferences and possible extension, in some schools, of the school day and school year.

Fascinating. It appears likely that Madison’s “status quo” governance model will continue.
Commentary on Madison School Board Member Ed Hughes’ Teacher Salary Increase Colloquy.
Madison’s long term disastrous reading results.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Bettner email (PDF):

Among the excellent benefits available to MTI members is the additional worker’s compensation benefit provided by MTI’s various Collective Bargaining Agreements.
Wisconsin Statutes provide a worker’s compensation benefit for absence caused by a work-related injury or illness, but such commences on the 4th day of absence and has a maximum weekly financial benefit.
MTI’s Contracts provide one’s full wage, beginning on day one of an absence caused by a work- related injury or illness, with no financial maximum. Also, MTI’s Contract provides that one’s earned sick leave is not consumed by absence caused by a work-related illness or injury.
Although MTI is working to preserve this benefit, it is at risk due to Governor Walker’s Act 10.

Chris Rickert:

Turner and state Sen. Luther Olsen’s education policy analyst, Sarah Archibald, who also participated in the design team meetings, said letter grade opponents worried bad grades could stigmatize schools and their students.
Turner said the bigger problem was that in only their first year, the report cards would not be reliable enough to translate into simple grades. Walker “needed to have failing schools in Ds and Fs,” he said, as a pretext for expanding vouchers.
But Walker spokesman Cullen Werwie said letter grades were simply an easily understandable shorthand for the rating system’s five official designations, which range from “significantly exceeds expectations” to “fails to meet expectations.”
Indeed, the five designations do lend themselves to the five traditional letter grades. The report cards also rate schools on a 100-point scale, which also often translates into letter grades.
If Walker betrayed the DPI and the accountability team by introducing letter grades, DPI and the team are a bit naive if they thought no one ever would.
But more important is why Walker feels compelled in ways small — using letter grades — and large — basing voucher expansion on School Report Cards — to aggravate a public education establishment already aggravated by his moves to end teacher collective bargaining and cut education funding.
The governor’s voucher proposal was going to be controversial no matter what.

Related: NJ DOE Releases New School Performance Reports; Wisconsin? Stays Quo….

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Bettner email (PDF):

Since the late 1960’s, MTI members have had the benefit of the best health insurance available. Stressing the importance of having quality health insurance in providing economic security, members have made known that health insurance is 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 varied 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, and forced concessions in health insurance and other Contract provisions, in exchange for agreeing to Collective Bargaining Agreements for MTI’s five bargaining units through June 2014.
Members who elected Physicians Plus health insurance under the revisions made by the District, will now lose that coverage June 30, 2013. For coverage effective July 1, options available are via Dean Health Plan, Group Health Cooperative and Unity. Each offers an HMO and a Point of Service Plan. The Point of Service enables greater coverage options, but at a higher premium.
Note: The three current carriers enabling a special open enrollment/annual choice to add or change coverage to members of ALL five MTI bargaining units until April 26, 2013. Changes in coverage will be effective July 1, 2013. The deadline for application to change coverage must be received in Human Resources by 5:00 p.m., April 26, 2013. The District has scheduled two health insurance information sessions for those with questions to seek answers from the above-referenced plans.
Health Insurance Information Sessions:
April 8 – La Follette Room C17 – 4:00 to 6:00 p.m. April 9 – Memorial Neighborhood Center – 4:00 to 6:00 p.m.

Erin Richards:

In the race to head the state Department of Public Instruction – overseeing 870,000 public school students in Wisconsin – the incumbent superintendent and longtime public schools employee is facing a challenge from a Republican lawmaker who supports leaner government and private school vouchers.
The election Tuesday will pit Tony Evers, the incumbent superintendent of public instruction, against Republican Rep. Don Pridemore from Erin in Washington County.
Officially, the state superintendent is a nonpartisan office. But Evers, 61, has historically won support from Democrats and teachers unions. He was opposed to Gov. Scott Walker’s legislation that rolled back collective bargaining, and he signed the petition to recall Walker.
Pridemore, 66, wants to see more local control and believes teachers unions have monopolized education. He favored Walker’s Act 10 legislation and has called for an audit of the Department of Public Instruction.
So where do the candidates stand on many of the state’s other hot-button education issues?

Erin Richards:

Citing the decision of a Dane County judge who struck down portions of a state law prohibiting most collective bargaining for public employees, the Milwaukee Teachers’ Education Association is asking the School Board to negotiate new contracts with its members.
To press for action, the MTEA rallied supporters to wear red, make signs and attend the School Board’s meeting en masse Thursday night.
The MTEA says a one-year contract with teachers, education assistants, substitutes and accountants could help keep qualified teachers in the classroom and help solve the district’s impending teacher shortage. It would also maintain the salary structure of pay based on earned degrees and years of teaching experience for teachers.
Milwaukee’s teachers have been shielded from the effects of Act 10, a state law enacted in 2011 that dramatically limits collective bargaining for most public workers and dictates higher employee contributions to benefits, because of a four-year bargaining agreement that does not end until June 30.
Teachers agreed to benefit concessions in that contract.

Kaleem Caire, via a kind email

March 6, 2013
Dear Madison Leaders.
As the 2013 Madison school board race continues, we (the Urban League) are deeply concerned about the negative politics, dishonesty and inaccurate discussions that have shaped the campaign. While I will not, as a nonprofit leader, speak about the merits of individual candidates, we are concerned about how Madison Prep has become a red herring during the debates. The question of all the candidates has been largely narrowed to, “Did you support Madison Prep or did you not?”…as if something was horribly wrong with our charter school proposal, and as though that is the most important issue facing our school children and schools.
While the Urban League has no interest in partaking in the squabbles and confusion that has unfortunately come to define public conversation about our public schools, we do want to set the record straight about deliberations on Madison Prep that have been falsely expressed by many during this campaign, and used to dog individuals who supported the school proposal more than one year ago.
Here is how things transpired.
On May 9, 2011, Steve Goldberg of the CUNA Mutual Foundation facilitated a meeting about Madison Prep, at my request, between Madison Teacher’s Incorporated President, John Matthews and me. The meeting was held in CUNA’s cafeteria. We had lunch and met for about an hour. It was a cordial meeting and we each discussed the Madison Prep proposal and what it would take for the Urban League and MTI to work together. We didn’t get into many details, however I was sure to inform John that our proposal of a non-instrumentality charter school (non-MTI) was not because we didn’t support the union but because the collective bargaining agreement was too restrictive for the school model and design we were proposing to be fully implemented, and because we desired to recruit teachers outside the restrictions of the collective bargaining agreement. We wanted to have flexibility to aggressively recruit on an earlier timeline and have the final say on who worked in our school.
The three of us met again at the Coliseum Bar on August 23, 2011, this time involving other members of our teams. We got into the specifics of negotiations regarding the Urban League’s focus on establishing a non-instrumentality school and John’s desire to have Madison Prep’s employees be a part of MTI’s collective bargaining unit. At the close of that meeting, we (Urban League) offered to have Madison Prep’s teachers and guidance counselors be members of the collective bargaining unit. John said he felt we were making progress but he needed to think about not having MTI represent all of the staff that are a part of their bargaining unit. John and I also agreed that I would email him a memo outlining our desire to work with MTI, and provide the details of what we discussed. John agreed to respond after reviewing the proposal with his team. That memo, which we have not released previously, is attached [336K PDF]. You will see clearly that the Urban League initiated dialogue with MTI about having the teacher’s union represent our educators.
John, Steve and I met for a third time at Perkins restaurant for breakfast on the West Beltline on September 30, 2013. This time, I brought representatives of the Madison Prep and Urban League Boards with me: Dr. Gloria Ladson Billings, John Roach and Derrick Smith. It was at the close of this meeting that John Matthews told all of us that we “had a deal”, that MTI and the Urban League would now work together on Madison Prep. We all shook hands and exchanged pleasantries. Our team was relieved.
Later that evening, I received calls from Matt DeFour, a reporter with the Wisconsin State Journal and Susan Troller of The Capital Times. They both asked me to confirm what John had told them; that we had a deal. I replied by confirming the deal. The next day, The Capital Times ran a story, Madison Prep and MTI will work together on new charter school. The State Journal ran an article too, Prep School agrees to employ union staff. All was good, or so we thought.
Unfortunately, our agreement was short-lived. The very next day after the story hit the newspapers, my team and I began receiving angry letters from social workers and psychologists in MMSD who were upset that we did not want to have those positions represented by MTI. We replied by explaining to them that our reasoning was purely driven by the fact that 99% of the Districts psychologists were white and that there were few social workers of color, too. For obvious reasons, we did not believe MMSD would have success hiring diverse staff for these positions. We desired a diverse staff for two reasons: we anticipated the majority of our students to be students of color and our social work and psychological service model was different. Madison Prep had a family-serving model where the school would pay for such services for every person in a family, if necessary, who needed it, and would make available to families and students a diverse pool of contracted psychologists that families and students could choose from.
That Monday evening, October 3, 2011, John Matthews approached me with Steve Goldberg at the School Board hearing on Madison Prep and informed me that his bargaining unit was very upset and that he needed to have our Physical education teacher be represented by MTI, too. Our Phy Ed model was different; we had been working on a plan with the YMCA to implement a very innovative approach to ensuring our students were deeply engaged in health and wellness activities at school and beyond the school day. In our plan, we considered the extraordinarily high rates of obesity among young men and women of color. However, to make the deal with MTI work, that evening I gave MTI the Phy Ed teaching position.
But that one request ultimately became a request by MTI for every position in our school, and a request by John Matthews to re-open negotiations, this time with a mediator. At first, we rejected this request because we felt “a deal is a deal”. When you shake hands, you follow through.
We only gave in after current school board president, James Howard, called me at home to request that the Urban League come back to the negotiating table. James acknowledged not feeling great about asking us to do this after all we had been through – jumping through hoop after hoop. If you followed the media closely, you would recall how many times we worked to overcome hurdles that were placed in our way – $200K worth of hurdles (that’s how much we spent). After meeting with MMSD leadership and staff, we agreed to come back to the table to address issues with MTI and AFSCME, who wanted our custodial and food service workers to be represented by the union as well. When we met, the unions came to the negotiation with attorneys and so did we. If you care to find out what was said during these negotiations, you can request a transcript from Beth Lehman, the liaison to the MMSD Board of Education who was taking official notes (October 31 and November 1, 2011).
On our first day of negotiations, after all sides shared their requests and concerns, we (ULGM) decided to let AFSCME represent our custodial and food service staff. AFSCME was immediately satisfied, and left the room. That’s when the hardball towards us started. We then countered with a plausible proposal that MTI did not like. When we couldn’t get anywhere, we agreed to go into recess. Shortly after we came back from recess, former MMSD Superintendent Dan Nerad dropped the bomb on us. He shared that if we now agreed to have our staff be represented by MTI, we would have to budget paying our teachers an average of $80,000 per year per teacher and dedicating $25,000 per teacher to benefits. This would effectively increase our proposal from $15M over five years to $28M over five years.
Why the increased costs? For months, we projected in our budgets that our staff would likely average 7 years of teaching experience with a Master’s degree. We used the MTI-MMSD salary schedule to set the wages in our budget, and followed MMSD and MTI’s suggestions for how to budget for the extended school day and year parts of our charter school plan. Until that day, MMSD hadn’t once told us that the way we were budgeting was a problem. They actually submitted several versions of budgets to the School Board, and not once raising this issue.
Superintendent Nerad further informed us that MMSD was going to now submit a budget to the Board of Education that reflected costs for teachers with an average of 14 years’ experience and a master’s degree. When we shockingly asked Nerad if he thought the Board of Education would support such a proposal, he said they likely would not. We did not think the public would support such a unusual request either. As you can imagine, we left the negotiations very frustrated. In the 23rd hour, not only was the run we thought we had batted in taken away from us in the 9th inning, we felt like our entire season had been vacated by commissioners.
When we returned to our office that afternoon, we called an emergency meeting of the Urban League and Madison Prep boards. It was in those meetings that we had to make a choice. Do we completely abandon our proposal for Madison Prep after all we had done to see the project through, and after all of the community support and interests from parents that we had received, or do we go forward with our original proposal of a non-instrumentality charter school and let the chips fall where they may with a vote by the Board? At that point, our trust of MMSD and MTI was not very high. In fact, weeks before all of this happened, we were told by Nerad in a meeting with our team and attorneys, and his staff and attorneys, that the Board of Education had voted in closed session to unilaterally withdraw our charter school planning grant from the Wisconsin Department of Public Instruction. They reversed this decision after we informed them we would file a lawsuit against them. We were later told that a certain Board member was pushing for months to have this done. Then, after months of not being able to get certain board members to meet with us, Marj Passman, decided to meet with me alone in my office. During that meeting, she told me that we (ULGM) didn’t have the votes for Madison Prep and that we were never going to get the school approved. She the offered to donate her personal funds to Madison Prep, if we pulled our proposal and decided to do a private school instead. I told her that I appreciated her offer, but declined.
After finally meeting with all seven board of education members, both the Madison Prep and ULGM boards decided unanimously that we must in good conscience go forward, put the needs and future of our children first, and reintroduce the non-instrumentality proposal to the School Board. You know the rest of the story.
Over the next 45 days, we (ULGM) were categorically painted as an anti-union conservative outfit who proposed a flawed school model that divided Madison and threatened to join the Scott Walker effort to eliminate unions. We were made to be the great dividers (not the achievement gap itself) and me, “an Angry Black Man”. Lost in the debate were the reasons we proposed the school in the first place – because so many children of color were failing in our schools and there was no effective strategy in place to address it even though the school system has known about its racial achievement gap since it was first document by researcher Naomi Lede for the National Urban League in 1965. That gap has doubled since then.
Ironically, two of the people behind the attacks on ULGM were Ben Manski and TJ Mertz. They were uniquely aligned in their opposition to Madison Prep. John Matthews even weighed in on video with his comments against us, but at least he told a story that was 80% consistent with the events that actually transpired. Watch the video and listen to the reason he gave for why he didn’t support Madison Prep. He didn’t call us union haters or teacher bashers. He knew better. So why all the fuss now? Why have those who knew exactly what went on in these negotiations not told the true story about what really happened with Madison Prep? Why has a charter school proposal been made the scapegoat, or defining lever, in a school board race where there are so many other more important issues to address?
If all it takes to win a seat on the school board now is opposition to charter schools, rather than being someone who possesses unique experiences and qualifications to serve our now majority non-white and low-income student body and increasingly challenged schools, we should all worry about the future of our children and public schools.
So, for those who were unaware and those who’ve been misleading the public about Madison Prep and the Urban League, I hope you at least read this account all the way through and give all of the candidates in this school board election the opportunity to win or lose on their merits. Falsehoods and red herrings are not needed. They don’t make our city or our school district look good to the observing eye. Let’s be honest and accurate in our descriptions going forward.
Thank you for reading.
We continue to move forward for our children and are more determined than ever to serve them well.
Onward.
Strengthening the Bridge Between Education and Work
Kaleem Caire
President & CEO
Urban League of Greater Madison
Main: 608.729.1200
Assistant: 608.729.1249
Fax: 608.729.1205
www.ulgm.org
www.madison-prep.org
Invest in the Urban League
Urban League 2012 Third Quarter Progress Report

The Memorandum from Kaleem Caire to John Matthews (Madison Teachers, Inc)

MEMORANDUM
Date: August 23, 2011
To: Mr. John Matthews, Executive Director, Madison Teachers, Inc.
From: Kaleem Caire, President & CEO, Urban League of Greater Madison
cc: Mr. Steve Goldberg, President, CUNA Foundation; Mr. David Cagigal, Vice Chair, Urban League of Greater Madison (ULGM); Ms Laura DeRoche-Perez, Charter School Development Consultant, ULGM; Mr. David Hase, Attorney, Cooke & Frank SC
Re: Discussion about potential MTl-Madison Prep Relationship
Greetings John.
I sincerely appreciate your openness to engaging in conversation about a possible relationship between MTI and Madison Preparatory Academy for Young Men. We, ULGM and Madison Prep, look forward to determining very soon what the possibilities could be.
Please accept his memo as a means to frame the issues.

1. The Urban League of Greater Madison initially pursued a non-instrumentality public charter school
   focused on young men to, first and foremost, eliminate the academic and graduate gaps between young people of color and their white peers, to successfully prepare greater percentages of young men of color and those at-risk for higher education, to significantly reduce the incarceration rate among young adult males of color and to provide an example of success that could become a learning laboratory for
   educators, parents and the Greater Madison community with regard to successful ly educating young men, regardless of th eir race or socio-economic status.

2. We are very interested in determining how we can work with MTI while maintaining independence with regard to work rules, operations, management and leadership so that we can hire and retain the best team possible for Madison Prep, and make organizational and program decisions and modifications as necessary to meet the needs of our students, faculty, staff and parents.
3. MTl’s collective bargaining agreement with the Madison Metropolitan School District covers many positions within the school system. We are interested in having MTI represent our teachers and guidance counselors. All other staff would not be represented by MTI.
4. The collective bargaining agreement between MTI and Madison Prep would be limited to employee wages and benefits. Madison Prep teachers would select a representative among them, independent of Madison Prep’s leadership, to serve as their union representative to MTI.

I look forward to discussing this with you and members of our teams, and hearing what ideas you have for the
relationship as well.
Respectfully,
Kaleem Caire,
President & CEO
CONFIDENTIAL

336K PDF Version
jpg version
Related Links:

Madison Preparatory Academy IB Charter School (Rejected by a majority of the Madison School Board).
Ripon Superintendent Richard Zimman on “the very public institutions intended for student learning has become focused instead on adult employment.“.
John Matthews, Madison Teachers, Inc.
Kaleem Caire, Madison Urban League
The rejected Studio Charter School.
Union politics.
2013 Madison School Board Elections.
Update: Matthew DeFour’s article on Caire’s message:

Lucy Mathiak, who was on the board in 2011, also didn’t dispute Caire’s account of the board action, but couldn’t recall exactly what happened in the board’s closed sessions.
“Did (the Urban League) jump through many hoops, provide multiple copies of revised proposals upon request, meet ongoing demands for new and more detailed information? Yes,” Mathiak said. “It speaks volumes that Madison Prep is being used to smear and discredit candidates for the School Board and used as a litmus test of political worthiness.”
Matthews said the problems with Madison Prep resulted from Caire’s proposal to hire nonunion staff.
“What Kaleem seems to have forgotten, conveniently or otherwise, is that MTI representatives engaged in several discussions with him and several of his Board members, in attempt to reach an amicable resolution,” Matthews said. “What that now has to do with the current campaign for Board of Education, I fail to see. I know of no animosity among the candidates or their campaign workers.”
Passman and other board members who served at the time did not return a call seeking comment.

Jason Stein & Patrick Marley:

Hunkered down in Illinois to block labor legislation back in Wisconsin, 14 Democratic senators gathered in Libertyville two years ago for a secret meeting at a teachers union office.
Arriving at the Illinois Education Association branch on Feb. 26, 2011, some Democrats in the group were surprised to find that they would be strategizing not just among themselves but also with three labor officials. That trio included the incoming head of a national teachers association, the biggest union in the country, who had worked with the Wisconsin lawmakers in the past and had just registered to lobby them again.
One senator skipped the meeting out of concerns over appearance and propriety. The other lawmakers got a pitch from the union leaders on why they should stay in Illinois to prevent a vote on Gov. Scott Walker’s proposal to repeal most collective bargaining for most public employees.
“The undercurrent message was, ‘You’re winning; stay out,’ ” recalled former Democratic Sen. Jim Holperin of Conover, one of those attending the meeting.
Behind the scenes, there was more to the Republican governor’s fight with public employee unions than just Walker’s speeches and the massive protests of union supporters. An in-depth review reveals a rich backstory, including the undisclosed visit to Wisconsin by President Barack Obama’s campaign manager just before the effort to recall Walker; the role played by a conservative Milwaukee foundation in pushing labor legislation in Wisconsin and elsewhere; and the tension between Walker’s office and law enforcement over handling the demonstrations that greeted the governor’s proposal.
Walker emerged from the legislative fight and the subsequent recall election with a majority of support among Wisconsin voters, deep opposition from Democrats, and a hero’s status among conservatives nationally. Public worker unions lost fundamental powers and in some cases their official status altogether.

Madison Teachers, Inc. Solidarity Newsletter, via a kind Jeannie Bettner email(PDF):

During the next few weeks, many teachers will be advised by their principals that they have been declared “surplus” for the 2013-14 school year. While being declared surplus from one’s position can be stressful, the stress is heightened by one confusing “surplus” with “layoff”. These two provisions of the MTI/MMSD Collective Bargaining Agreement are separate and distinct with far different implications for the individual. Both are defined in Section IV-O of MTI’s Teacher Contract (surplus procedures for MTI-represented EA, SEE and SSA employees differ and will be explained in future articles).
A teacher who has been declared “surplus” is defined in the MTI/MMSD Collective Bargaining Agreement as any teacher presently teaching under a regular full-time or regular part-time contract who has been declared by their principal to be above staff requirements at their school for the ensuing school year or semester. Simply stated, a “surplus teacher” is a staff member who is no longer needed, in the school in which they currently teach, but is needed to teach elsewhere in the District.
A teacher who is issued notice of layoff is a staff member no longer needed to teach anywhere in the District, because they are above staff requirements for the District. Surplus declarations typically occur in March, while layoff decisions are made by the end of May.
This year, the District’s Human Resources Department provided staff allocations to principals/supervisors on March 1, giving them until March 11 to respond to HR with surplus declarations. Therefore, while the Contract deadline to declare surplus remains July 1, most surplus declarations are expected to occur by March 11 of this school year.
Issuing declarations of surplus is a two-step process
which, in accordance with the terms and conditions of the Contract, must begin with the principal first requesting volunteers. The purpose of requesting volunteers is to give teachers, who would otherwise not be declared surplus, an opportunity to change their assignment using the surplus/reassignment procedure. The principal does not have to accept the volunteer as surplus if the teacher volunteering to be surplus would result in the remaining teachers at the building not being certified to teach the remaining assignments at the school. If there are no volunteers, or if there are an insufficient number of volunteers, then the principal must declare the teacher(s) surplus using the procedure set forth in Sections IV-O-2 & 3 of the Collective Bargaining Agreement as follows:

Jessica Vanegeren:

Two years ago when Gov. Scott Walker introduced a budget packed full of controversial changes that drastically affected public education statewide — including record funding cuts and the crippling of teachers unions — another change simultaneously hit the Racine public schools.
“The budget passed in July (2011) and the voucher program started in August,” says Marc Duff, the Racine Unified School District’s budget director and a former Republican state representative until 2002. “It all happened so quickly and at the same time we were dealing with all the other changes to collective bargaining and Act 10.”
Now, for the second budget in a row, Walker is talking vouchers. It’s a program first started in Milwaukee two decades ago that requires the state and school district to share in the cost of educating a student at a private rather than a public school. In the 2011-13 budget, Walker extended the voucher program to Racine.
Walker says they improve student educational performance and provide an alternative for parents whose children are in struggling public schools.

More here and here.

The Wisconsin State Journal:

Four years ago the State Journal editorial board worried that Tony Evers would “be a spokesman for the status quo” if elected state superintendent of schools.
Boy, were we wrong.
Evers has distinguished himself during these hyper-partisan times as a leader who cares more about results for Wisconsin schools and students than he does politics or publicity.
The State Journal strongly endorses his re-election April 2.
Like most of the educational establishment, Evers opposed Republican Gov. Scott Walker’s big cut in state aid to public schools coupled with strict limits on collective bargaining for teachers.

Thank you MMSD BOE ,”unanimously opposed to the Governor’s proposed expansion of Private School Voucher Programs.” Public=public.

— Madison Teachers Inc (@MtiMadison) February 24, 2013

Madison School Board.

Chris Rickert:

There’s also the obvious point: If seniority and degree attainment make for better teachers, why are seniority protections and automatic raises for degree attainment necessary in a collective bargaining agreement or an employee handbook?
One would think good teachers should have secure employment, dibs on choice positions and regular raises by virtue of being, well, good teachers.
I’m not drawing attention to the ridiculousness of seniority and degree-attainment perks because I think Walker’s decision to effectively end public-sector collective bargaining was a good one.
But support for these common contract provisions is one way to measure school board candidates.
There’s a difference, after all, between being pro-union and union-owned.

Focus needed on long-term educational goals by Dave Baskerville:

There is now much excitement around Madison and the state with the selection of a new Madison School District superintendent, the upcoming election of new School Board members, the expected re-election of State Superintendent Tony Evers, the rollout of new Common Core state standards, and now a vigorous debate, thanks to our governor, over the expansion of school vouchers.
The only problem is that for those of us who pay attention to classroom results and want to see our students really move out of second-class global standings, there is no mention of long-term “stretch goals” that could really start getting all of our kids — black and white, poor and middle class — reading like the Canadians, counting like the Singaporeans or Finns, and doing science like the Japanese — in other words, to close the gaps that count long-term.
Let’s focus on two stretch goals: Wisconsin’s per capita income will be 10 percent above Minnesota’s by 2030, and our eighth grade math, science and reading scores will be in the top 10 globally by 2030.
This would take not only vision, but some serious experimentation and radical changes for all of us. Can we do it? Of course, but not with just “feel good” improvement and endless debate over means to that end, and without clear global benchmarks, score cards, and political will.

www.wisconsin2.org
The New Madison Superintendent Needs to “Make Things Happen”, a Wisconsin State Journal Editorial:

Barely half of the district’s black students are graduating from high school in four years. That’s a startling statistic. Yet it hasn’t produced a dramatic change in strategy.
Ms. Cheatham, it’s your job to make things happen.
Your top priority must be to boost the performance of struggling students, which requires innovation, not just money. At the same time, Madison needs to keep its many higher-achieving students engaged and thriving. The district has lost too many families to the suburbs, despite a talented staff, diverse offerings and significant resources.
Being Madison’s superintendent of schools will require more than smarts. You’ll need backbone to challenge the status quo. You’ll need political savvy to build support for action.
Your experience leading reform efforts in urban school districts is welcome. And as chief of instruction for Chicago Public Schools, you showed a willingness to put the interests of students ahead of the grown-ups, including a powerful teachers union.
We appreciate your support for giving parents more options, including public charter schools and magnets. You seem to understand well the value of strong teacher and student assessments, using data to track progress, as well as staff development.
The traditional classroom model of a teacher lecturing in front of students is changing, and technology can help provide more individualized attention and instruction. The long summer break — and slide in learning — needs to go.

Madison School Board Election Intrigue (Public!)

he top vote-getter in Tuesday’s Madison School Board primary said Friday she ran for the seat knowing she might not be able to serve out her term because her husband was applying for graduate school in other states.
Sarah Manski, who dropped out of the race Thursday, said she mentioned those concerns to School Board member Marj Passman, who Manski said encouraged her to run. Passman told her it wouldn’t be a problem if she had to resign her seat because the board would “appoint somebody good,” Manski said.
Passman vigorously denied encouraging Manski to run or ever knowing about her husband’s graduate school applications. After learning about Manski’s statement from the State Journal, Passman sent an email to other School Board members saying “I had no such conversation with her.”
“It’s sad to believe that this kind of a person came close to being elected to one of the most important offices in our city,” Passman wrote in the email, which she also forwarded to the State Journal.
Manski said in response “it’s possible (Passman) didn’t remember or it’s possible it’s politically inconvenient for her to remember.”

And so it continues, part 1.

Bruce Vielmetti:

Teachers all over Wisconsin lost benefits after Bruce Vielmetti:Act 10 eliminated most collective bargaining by public employees.
But maybe none lost more than those in Neenah, where hundreds of veteran educators are now headed to court in a class-action lawsuit to try to win back $170,000 in stipends, which supplemented their regular pensions.
District officials said changes to the retirement plan were necessary in light of $185 million in unfunded retirement liabilities.
“Obviously, you care about what your neighbors think, but ultimately you have to look out for your family,” said Tim Hopfensperger, 49, who noted he passed up administrative jobs in other districts because the extra pay over 10 years still wouldn’t match what he thought he had coming from Neenah, where he’s been an elementary school teacher since he was recruited from Germantown schools in 1990.
For years, Neenah’s teachers enjoyed one of the most generous retirement plans in Wisconsin. Many who were hired in the 1990s could retire at age 55 if they had 15 years with the district and get big stipends on top of their regular state retirement, plus health care coverage until they were eligible for Medicare.
The payment was based on 10 annual payments of one-half the starting teacher salary in the district, which last year was $34,319, or about $170,000. Teachers hired after July 1, 1998, had to work 20 years and reach age 57 to collect eight annual payments. Those hired after 2003 were eligible for less lucrative retirement enhancements.

Related on the adult employment focus of school districts.

Associated Press:

Gov. Scott Walker will propose a modest increase in funding for Wisconsin public schools in his budget to the Legislature on Wednesday, two years after his steep cuts and all but elimination of collective bargaining for teachers sparked the unsuccessful movement to recall Walker from office.
Walker is also making incentive money available, which could be used as incentive payments for teachers based on how well schools perform on state report cards, Walker told The Associated Press in an exclusive interview.
Walker provided details of his education funding plan to the AP ahead of its public release Sunday. Not only will he put more money into K-12 schools in his two-year budget, Walker will increase funding for the University of Wisconsin System and technical colleges two years after their funding was also slashed.
The roughly 1 percent increase in aid to schools Walker is proposing comes after he cut aid by more than 8 percent in the first year of the last budget. Schools would get $129 million in aid under Walker’s plan, but total K-12 funding would go up $276 million

Related: Wisconsin State Tax Based K-12 Spending Growth Far Exceeds University Funding (2008).
Wisconsin Gov. Scott Walker to propose modest increase in public school funding by Erin Richards & Scott Bauer::

Tom Beebe, project director for Opportunity to Learn Wisconsin, a liberal-leaning group and former executive director of the Wisconsin Alliance for Excellent Schools, has been critical of Walker’s cuts to education.
He said the amount of general aid increase proposed for this next biennial budget – $129.2 million over two years – only amounts to about $161 for each of Wisconsin’s 800,000 public-school students.
“If the revenue cap does not go up, then there is no new money going to schools no matter how much aid increases,” Beebe said. “The increase in school funding simply goes to property taxpayers not into the classroom.”
Mary Bell, president of the Wisconsin Education Association, the state’s largest teacher union, said the modest increase was really just keeping overall revenue for schools flat.
“The stagnant revenue on top of the largest cuts to education funding in Wisconsin history in the last budget is another clear indication that this governor has no intention of supporting neighborhood schools,” Bell said in a statement.
“(Walker’s) real focus is privatizing public education with another infusion of resources to the unaccountable taxpayer-funded private school voucher program while leaving our neighborhood public schools on life support,” she added.

Craig Gilbert:

The 2012 election has produced a low-grade Republican panic about the long-term consequences of a shifting electorate, with legions of younger, minority and unmarried Americans voting heavily Democratic.
But there’s at least one demographic trend that’s working in the opposite direction – hurting Democrats and helping Republicans – and Wisconsin has become the most extreme example in the country: the shrinking union vote.
Nationally, union membership saw one of its sharpest declines in years in 2012, dropping from 11.8% of the workforce in 2011 to 11.3% last year, according to data released last month by the Bureau of Labor Statistics.
But the really eye-popping numbers could be found in Wisconsin, where membership in public-sector unions plummeted in the aftermath of Act 10, the hugely controversial Republican measure that wiped out most collective bargaining for public employees and made it far harder for their unions to operate.

Madison Teachers, Inc. Solidarity Newsletter (PDF), via a kind Jeannie Bettner email:

On Thursday, February 14, MTI members are called to the Capitol (State Street entrance) commencing at 4:45 p.m., to commemorate the second anniversary of the uprising against Governor Walker’s anti-public employee legislation which destroyed collective bargaining and has caused significant loss in wages.
The legislation (Act 10) has, in effect, frozen wages and caused most public employees to pay a greater share of health insurance premiums and 50% of pension deposits.
MTI members will be joined by Union members of Madison Firefighters, Madison Police, AFSCME, SCFL and TAA, as well as other supporters of public schools for a solidarity sing-a-long and candlelight vigil to commemorate the two-year anniversary of our historic effort to fight back. Wear MTI Red in support of your MTI colleagues and public education in Wisconsin.
MTI President Kerry Motoviloff Takes MTI Advocacy & Political Experience to Quebec
Kerry Motoviloff, MTI President and 22-year veteran teacher, describes herself as the proud great- granddaughter of union organizers for immigrant workers in Worchester, MA. She was a member of the MTI Board of Directors as Secretary in 2011, when MTI members led the uprising against Governor Walker’s proposed anti-public employee legislation. She ran for MTI President later that spring.
Motoviloff spoke last week at the “Stand Up! Stay Strong!” Annual Conference of the Ontario Coordinating Committee, the Canadian Union of Public Employees (CUPE) which represents 55,000 education support workers in Toronto. Legislation that is similar to Wisconsin’s Act 10 is also threatening many other countries in the world, as well as public workers in numerous states. It is the product of the American Legislative Exchange Council (ALEC). Quebec’s proposed legislation would curtail the ability of Unions to participate in political action; control the Union’s ability to organize within the labor movement; and otherwise have a negative impact on collective bargaining.

Jack Craver:

Last week, Senate Democrats lashed out at a Republican bill they said was intended to weaken the already enfeebled Office of the Secretary of State, currently held by Democrat Doug La Follette.
“It’s directed to take the one Democrat elected to statewide office and cut him out of the legislative process,” state Sen. Fred Risser, D-Madison, says of the legislation, which would remove the secretary of state’s ability to delay the publication of a bill for up to 10 days after passage, as La Follette did following the controversial passage of Gov. Scott Walker’s collective bargaining bill two years ago.
Technically, Risser is correct. The secretary of state, which Gov. Tommy Thompson long ago relegated to obscurity, is the only statewide office held by Democrats.
But while the superintendent of public instruction is technically a nonpartisan position, current Superintendent Tony Evers, like his predecessors for the past 30 years, is supported by Democratic-affiliated groups and has been an outspoken opponent of many of Walker’s policies.
And unlike La Follette, Evers has a meaningful platform to influence one of the most important issues facing the state.
It’s noteworthy, then, that Evers does not seem to be a significant target for conservatives, even though his lone challenger in the April 2 election for another four-year term is a GOP member of the Assembly: Don Pridemore.

Mike Antonucci:

I won’t repeat the arguments against agency fees, but Maryland’s case has an additional irony: Ten of the state’s 24 school districts already require non-members to pay agency fees to the union. The provision was negotiated into teachers’ contracts through the collective bargaining process, which is supposed to be the sacrosanct method for achieving gains in teacher pay, benefits and working conditions. But the Maryland State Education Association has been unable to persuade the remaining 14 school districts to go along, so it calls on the state legislature to circumvent the negotiating process in those districts.

Patrick Marley & Erin Richards:

“I’ve been frustrated with the fact that our educational system continues to go downhill even with all the money the Legislature puts into it,” he said.
Pridemore said he will release more details about his educational agenda in forthcoming policy statements and has several education bills in the drafting phase. Asked if he believed schools should have armed teachers, he said that was a matter that should be left entirely to local school boards to decide.
Evers, who has been school superintendent since 2009, is seeking a second term. He has previously served as a teacher, principal, local school superintendent and deputy state schools superintendent.
Wisconsin’s education landscape has undergone some major changes during his tenure, including significant reductions in school spending and limits on collective bargaining for public workers that weakened teachers unions, which have supported Evers in the past.
Evers wants to redesign the funding formula that determines aid for each of Wisconsin’s 424 school districts and to provide more aid to schools. Also, he wants to reinvigorate technical education and to require all high schools to administer a new suite of tests that would offer a better way to track students’ academic progress and preparation for the ACT college admissions exam.

Don Pridemore links: SIS, Clusty, Blekko, Google and link farming. Incumbent Tony Evers: SIS, Clusty, Blekko, Google and link farming.
Matthew DeFour:

School Board president James Howard, the lone incumbent seeking re-election, faces a challenge from Greg Packnett, a legislative aide active with the local Democratic Party. The seats are officially nonpartisan.
Two candidates, low-income housing provider Dean Loumos and recently retired Madison police lieutenant Wayne Strong, are vying for Moss’ seat.
The race for Cole’s seat will include a primary on Feb. 19, the first one for a Madison School Board seat in six years. The candidates are Sarah Manski, a Green Party political activist who runs a website that encourages buying local; Ananda Mirilli, social justice coordinator for the YWCA who has a student at Nuestro Mundo Community School; and T.J. Mertz, an Edgewood College history instructor and local education blogger whose children attend West High and Randall Elementary schools.

Madison Teachers, Inc. Solidarity enewsletter via a kind Linda Doeseckle email (PDF):

When a union member files a grievance it means that the member and his or her union believe the employer has failed to live up to its end of the Collective Bargaining Agreement. They are called “agreements” for a reason: the union and the employer have agreed that what has been agreed upon in negotiations is what both parties will live by, that it is best for the employee and the employer. A Collective Bargaining Agreement is a legally binding Contract.
Filing a grievance sets in motion a process for resolving the employee’s complaint. Once a grievance is filed, the union and the employer meet in a process set forth in the Collective Bargaining Agreement to discuss the reasons it was filed. When the issue cannot be resolved through discussions, the union may take the complaint to a neutral third party (an arbitrator) who will decide whether the Contract has been violated. Wisconsin law assures that union- represented employees cannot be retaliated against because of filing a grievance.
The Collective Bargaining Agreement is the Constitution of the workplace, and only unionized employees, like members of MTI, are protected by a Collective Bargaining Agreement.

Wisconsin State Journal:

Good teachers are more important than good teachers unions.
That’s worth noting as the Wisconsin Education Association Council loses membership and explores a possible merger.
WEAC has been hurt by Act 10, Gov. Scott Walker’s strict limits on collective bargaining for most public workers. Act 10 means most teachers across Wisconsin are no longer required to pay dues to a union. The legislation also prompted many aging teachers to retire sooner than planned.
WEAC membership has fallen from nearly 100,000 two years ago to around 70,000, with further decline expected as contract extensions in cities such as Madison, Janesville and Milwaukee expire.

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

Mike Ford:

Jeff Ziegler is a “teacher leader” in the Madison Metropolitan School District who has never made any secret of his disdain for Gov. Scott Walker. Openly critical of the budget-repair bill that virtually eliminated collective bargaining, he didn’t just sign the recall petition against the governor. He circulated it and spoke up publicly at a school board meeting in his hometown of Marshall during the height of the protests in March 2011.
“I’d just like to say I do not support what the governor’s doing, with this motion to eliminate collective bargaining of public employees,” he was quoted as saying. “I am very disappointed in the WASB, the Wisconsin Association of School Boards, for initially coming out and supporting this and characterizing it as, I believe they said, it balanced the negotiations.
“I don’t see how you could characterize giving one side total control and the other side nothing and calling that balanced,” he said.
Both the protests and the recall, of course, fell short. And chances are the effort of the union to which he belongs, Madison Teachers Inc., to nullify the law in the courts will fail, too. But that doesn’t mean Ziegler, who said he was speaking only on behalf of himself that night, has no influence over how his local school board in Dane County — which he suggested has too much power — makes decisions.
Quite the opposite.

Madison Teachers, Inc. via a kind Linda Doeseckle email (PDF)

We know all too well the many changes that have occurred since Scott Walker became Governor and, aided by big corporate money, anti-worker lobbyists and a right-wing legislature, destroyed Wisconsin’s public sector collective bargaining and what it has produced for workers and their families. Many MTI members worked tirelessly on the protests, elections, recalls, recounts and numerous forms of organizing when the troubles began almost two years ago.
Where do we go from here? While the fall elections are behind us, we must gear up for the next round; the spring of 2013. We need to rebalance the State Supreme Court, and we need to again make our voices heard by electing employee – friendly Board of Education (BOE) members. Three seats are up for election this spring: Seat 4, currently held by BOE president James Howard; Seat 3, currently held by Beth Moss (who has indicated that she will not run for re-election); and Seat 5, currently held by Maya Cole.
MTI members need to remain attentive, educated, and ready to act on all matters that affect their jobs and well-being. It was only a short time ago that the District began work on an employee handbook that DID NOT include any input from their own employees; fortunately, MTI got an opportunity, due to Judge Juan Colas finding Act 10 unconstitutional in several parts, to call for an additional year of collective bargaining, and the employee handbook has been shelved for now. With immediate and strong support, MTI members gave Board members a quick reminder that District staff demands a voice in the work they do and how they do it.
There are many forces within the District, the current Governor’s office, and other political and big corporations that will continue in their attempts to weaken the worker’s voice. MTI encourages members to attend Board of Education meetings to keep a watchful eye on what they’re doing and the direction they’re going. The Board meets in its various subcommittees almost every Monday night. Unlike the past, current Board committees discuss issues and make decisions by the time they meet as a full Board at the end of each month. Anyone may register to speak at any Board meeting, and Board members are listening to MTI members. Information on all Board meetings can be found easily – Google “mmsd boe” or go to the MTI website and scroll down the right hand column to “other links” and choose “MMSD BOE Info. Station”. Meetings will also be posted in each week’s MTI Solidarity! newsletter. Protect yourself by staying current, attending BOE meetings, and sharing information with your union brothers and sisters.

Jack Craver:

CT: How has the method changed?
Bell: Literally it is member to member. It’s every member of the union talking to other people in those positions, reinforcing to them that collective action and collective advocacy is more than a collective bargaining agreement. Don’t get me wrong — I believe in collective bargaining and believe it’s a right our members ought to have, but shy of restoring it at the state level, collective advocacy is what the union is all about.
CT: And how has the “collective advocacy” changed?
Bell: We’re working more with organizing our members to engage their communities.
CT: Could you give me an example?

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

Jason Stein:

In the state budget, Walker and GOP lawmakers sharply reduced aid to schools and then also dropped by more than 5% the cap on how much money schools can raise through state aid and local property taxes.
To offset that cut amounting to $451 million in the first year, Walker and lawmakers eliminated through the Act 10 legislation most collective bargaining for teachers and most other public workers and then required most public employees to pick up at least half the required contributions to their pensions. The legislation also required state workers to pay 12% of their health insurance premiums and allowed schools to require the same of their employees.
These changes, however, don’t currently apply in districts such as Milwaukee Public Schools, where unions and the district still have a valid contract laying out different terms.
The taxpayers alliance found that districts reduced their benefit costs by $366.3 million overall, which amounted to 81% of the total amount of revenue cuts to schools. However, part of that was due to schools shedding staff.
The study found that, through layoffs or simply not filling vacancies, districts statewide cut 2,312 positions, or 2.3%, last year, up from 1,519 positions, or 1.5%, the previous year.
Those staff cuts accounted for about $79 million of the overall benefits savings. They also contributed to a statewide rise in average student-to-teacher ratios to 14.4, up from 14.1 in 2011 and 13.9 in 2010.

Madison Teachers, Inc., via a kind Linda Doeseckle email 82K PDF.

he Sick Leave Bank (see Section VII-G of MTI’s Teacher Collective Bargaining Agreement) is an innovative and progressive Contract provision. Because of its value to those in need, unions across the country have tried to emulate it. A sign of Union solidarity, the Sick Leave Bank (SLB) has provided income to many teachers who otherwise would go without.
The SLB was created by MTI’s 1980 negotiations, with each member of MTI’s teacher collective bargaining unit donating three sick days to fund the “Bank”. The Sick Leave Bank acts as a short-term disability policy for teachers needing to be off of work for medical reasons and who have consumed their earned sick leave. SLB benefits begin after a teacher has been absent eleven (11) consecutive work days and has exhausted his/her Personal Sick Leave Account. SLB benefits are payable for a maximum of forty-four (44) days, or until the Contract provided long term disability benefit begins, whichever occurs first. The SLB Contract provision enables pay at 100% of the individual’s daily rate of pay for each work day from the SLB. Without the SLB, teachers without sufficient sick leave to cover an extended illness would be forced to go without pay until long term disability benefits begin when one is absent for 55 work days; i.e. until one qualifies for long term disability coverage.
Teacher recipients are not required to “repay” the bank for days withdrawn; rather all teachers are assessed an additional day from their personal sick leave account, when the balance of days in the SLB drops below the contractually defined threshold of six (6) days per teacher. To help offset the need for assessment, MTI negotiated that 80% of the unused sick leave of the Retirement Insurance Account of one who resigns or dies is transferred to the SLB. This has minimized the need for members of the bargaining unit to be assessed days to fund the Bank.
The SLB is yet another way that, through our collective efforts, MTI members are able to assist each other.
Given that the Sick Leave Bank balance has now dropped below the contractual minimum, all teachers will be assessed one earned sick leave day on their February 1 paycheck. Teachers who do not have at least one sick day in their personal sick leave account may be docked one day’s pay on the February 1 paycheck. This is only the fourteenth (14th) time in the thirty-two (32) year existence of the SLB that an assessment has been necessary.

Madison Teachers, Inc. Solidarity eNewsletter, via a kind Jeannie Bettner email:

Act 10, which Governor Walker designed to kill unions of public sector workers, caused massive protests in early 2011 because of it quashing peoples’ rights. And, that is the way Judge Colas saw it in ruling on MTI’s challenge to Act 10. Colas ruled that Act 10 violates the Constitutional rights of freedom of speech, freedom of association and equal protection of public sector union members (ruling did not address state employees). Enabled by Colas’ decision, MTI petitioned the Madison Metropolitan School District to commence negotiations over a Contract to succeed that which ends June 30, 2013.
Following Judge Colas’ order, both the City of Madison and Dane County negotiated new Contracts with their largest union, AFSCME Local 60. MTI, along with hundreds of supporters, pressed the MMSD to follow suit. After 37 hours of bargaining last Monday, Tuesday and Wednesday, negotiators for MTI, SEE- MTI (clerical/technical employees), EA-MTI (educational assistants and nurse assistants), SSA-MTI (security assistants) and USO-MTI (substitute teachers) were successful in reaching terms for a new Contract through June 30, 2014.
The Union achieved the #1 priority expressed by members of MTI’s five bargaining units in the recent survey, protecting their Contract rights and benefits, and keeping their Union Contract. The “just cause” standard for any kind of discipline or dismissal is in tact, as is arbitration by a neutral third party of any such action by the District, and of all claims that District administration violated the terms of an MTI Contract. The Union was also successful in preserving salary and wage schedules (except for substitutes), as well as fringe benefits, another priority of members responding to MTI’s recent survey.
Solidarity was evident from the outset as, for the first time ever, representatives from all five (5) of MTI’s bargaining units worked together to bargain simultaneously. Representatives from the Custodial and Food Service units, represented by AFSCME Local 60, also lent support throughout the negotiations, even as they were rushing to bargain new contracts for their members. And, in a powerful display of solidarity, MTI’s Teacher Bargaining Team repeatedly put forth proposals enabling the District to increase health insurance contributions for teachers, if the District would agree NOT to increase contributions from their lower paid brothers and sisters in MTI’s EA, SEE and SSA bargaining units. Unfortunately, the District rebuffed the offers, insisting that all employees work under the cloud of uncertainty that employee health insurance contributions may be increased up to 10% of the premium after June 30, 2013.
The District entered the negotiations espousing “principles that put student learning in the forefront, with a respect for the fact that our employees are the people who directly or indirectly impact that learning”. MTI heard these concerns and made major accommodations in many contractual areas to address these needs. Areas where MTI accommodated the District’s stated need to attract staff who can close the achievement gap: 1) enable the District to place new hires anywhere on the salary schedule; 2) give new hires a signing bonus of any amount; 3) appoint new hires and non-District employees to any coaching or other extra duty position (annual District discretion of continuing extra duty position); 4) current staff to have no right to apply for vacancies occurring after June 15, to enable District to offer employment to outsiders; 5) enable the District to assign new hires to evening/weekend teaching positions; and 6) enable the District to hold two evening parent-teacher conferences per school year.
Yet, other District proposals appeared to have nothing to do with either student achievement or respecting the employees who make that happen. The District insisted on eliminating sick leave benefits for all substitute teachers hired after July 1, 2013. The District insisted on language which would non-renew the contracts of teachers on medical leave for more than two years. And the District’s numerous other “take backs”, unrelated to either of their stated principles, but just to take advantage of the leverage enabled by the uncertainty of Act 10. These concessions were received bitterly by the thousand who gathered at Wednesday’s MTI meeting, hoping for positive signs that the District’s messages of respect would be reflected in the settlement.
On the downside was the District’s attack on other Contract provisions. In violation of the principles they espoused to Walker’s then-proposed Act 10, in February 2011, Board members enabled District management to demand concessions from AFSCME and MTI in exchange for a new Contract. All seven Board members said of Act 10, “The Governor’s proposals are a damaging blow to all our public services and dedicated public employees. The legislation’s radical and punitive approach to the collective bargaining process seems likely to undermine our productive working relationship with our teachers and damage the work environment, to the ultimate detriment of student achievement.”
Interim Superintendent Jane Belmore espoused similar feelings just last month. In referring to Act 10, she wrote District employees “… we still need to determine together how to go forward in the best interest of our employees and our district.”
The pledges of Board members and Supt. Belmore were not worth the paper they were written on. Demanding significant changes and deletion of terms which they had agreed – some since the 1960’s – the District negotiators were relentless.

Links:

• Madison School Board approves new agreements with some union employees
• Is Teacher Union “Collective Bargaining” Good for Students?
• “Beware of legacy practices (most of what we do every day is the maintenance of the status quo), @12:40 minutes into the talk – the very public institutions intended for student learning has become focused instead on adult employment. I say that as an employee. Adult practices and attitudes have become embedded in organizational culture governed by strict regulations and union contracts that dictate most of what occurs inside schools today.”

Matthew DeFour:

The Madison School Board unanimously approved one-year collective bargaining agreements with some of its employees at noon Thursday, taking advantage of a legal window to change longstanding policies favored by the teachers union.
Additional agreements with the rest of its represented employees are expected to be approved at 6 p.m.
Whether the new agreements will stand depends on what happens to the state’s new collective bargaining law, known as Act 10. Dane County Circuit Court Judge Juan Colas ruled key portions of the law unconstitutional, but the state plans to appeal the decision.
School, city and county officials in Madison have quickly hammered out new agreements since Colas’ Sept. 14 ruling. The School District and Madison Teachers Inc. exchanged initial proposals Sunday and completed in three days a closed-door process that historically plays out over months.

Related: Is Teacher Union “Collective Bargaining” Good for Students?

Madison Teachers, Inc. Solidarity Newsletter:

MTI’s September 14 Circuit Court victory, in which significant portions of Governor Walker’s union busting legislation (Act 10) were found to be unconstitutional, has gained world-wide attention.
Recognition has been noted twice in The Wall Street Journal, along with articles in The New York Times, The Washington Post, The Boston Globe, in Great Britain, and numerous newspapers throughout Wisconsin. It has also been the subject of daily TV and radio coverage. Announcement of the decision received a standing ovation at the Fighting Bob Fest, and at the Osaka, Japan Social Forum. Public employees in Osaka are suffering from Act 10-like legislation.
MTI Executive Director John Matthews hailed Judge Colas’ decision as restoring the basic rights of collective bargaining to Wisconsin’s public employees. He said, “This is the ticket to restoring employees’ equal voice in the workplace, and the means of assuring justice for those not only represented by MTI, but by numerous other Wisconsin public sector unions.” MTI has requested that the Madison Metropolitan School District timely engage in collective bargaining with MTI to establish contract terms for MTI’s five (5) collective bargaining units, for the 2013-14 contract term.
The State has asked Judge Colas to stay (delay) implementation of his decision pending appeal.

Educators are waking up all over Madison this morn able to concentrate on students like it’s Jan 2011. It’s beautiful. #bargainingworks

— Madison Teachers Inc (@MtiMadison) September 25, 2012

Patrick Marley:

Gov. Scott Walker’s curbs on collective bargaining were overturned even before they took effect last year, quickly reinstated by the state Supreme Court, scaled back in March by a federal judge and, on Friday, dealt a major blow by a Dane County judge.
Expect nothing but more court decisions in the months ahead as appeals on those last two cases are heard and others are sorted out by the court system.
Defending those cases has cost taxpayers about $675,000 so far, and those expenses will only increase.
Attorney General J.B. Van Hollen said Monday he will seek a stay on Tuesday of the latest ruling and will soon appeal the case.
Meanwhile, two challenges to the law are pending in the federal courts. William Conley, a federal judge in the western district of Wisconsin, in March struck down parts of Walker’s law, and his decision will be reviewed Sept. 24 during oral arguments before the 7th Circuit Court of Appeals in Chicago. That appeals court could rule before the end of the year.
Conley has yet to rule on a separate case before him that makes arguments similar to the ones that resulted in Friday’s decision by Dane County Circuit Judge Juan Colas. If Conley sides with the unions, Walker would have to overcome two sets of rulings; if Conley sides with Walker, the unions may have a tougher time defending their position in state court.

Matthew DeFour

The Madison School Board on Monday approved using an employee survey as part of its potential process for devising new employee work rules, although such a tool would be illegal if the state’s collective bargaining law is overturned, district lawyer Matt Bell said.
The School Board agreed not to issue the survey until the legal uncertainties related to last week’s court ruling overturning key parts of the state’s new collective bargaining law, known as Act 10, are resolved.
Prior to Friday’s ruling, Superintendent Jane Belmore told the board the survey results would be collected and analyzed by the Wisconsin Association of School Boards at a cost of $1,000.
The survey would ask respondents whether they “strongly disagree,” “disagree,” “agree,” “strongly agree” or have “no opinion” about questions such as “The hours I work are reasonable” and “Layoffs should be based on seniority.”
Madison Teachers Inc. executive director John Matthews said the union is opposed to the district using an employee survey.
“Let’s have people who teachers already trust providing that input,” Matthews said.

Janesville Gazette:

The Madison teachers union will be demanding that the district begin new collective bargaining contract negotiations in light of a court ruling overturning parts of a state law that previously forbid it.
John Matthews, head of the Madison teachers union, said Monday that the request is likely to be sent to the district on Tuesday. District spokeswoman Rachel Strauch-Nelson had no immediate comment.
Madison school employees are currently covered under a union contract that ends on June 30, 2012. Typically, talks for the next two-year contract wouldn’t begin until February.

More, here.

Richard Kahlenberg:

In 1960, when Albert Shanker and other members of New York City’s teachers union sought collective bargaining rights, they set a strike date for Monday November 7, the day prior to the presidential election between John Kennedy and Richard Nixon. The timing would provide maximum leverage, they reasoned, because the Democratic mayor, Robert Wagner, would not want to come down hard on striking teachers the day before the election. This strategy was vindicated when teachers won an agreement that led to bargaining rights after just a single day on strike.
The same logic surely crossed the mind of the shrewd president of the Chicago Teachers Union, Karen Lewis, who knew that calling a strike this week would be highly disruptive to President Barack Obama’s reelection campaign. At a time when Obama is trying to rally his base, the strike reminded teachers across the country of his support for merit pay and nonunion charter schools–policies also backed by Obama’s former chief of staff and the current mayor of Chicago, Rahm Emanuel. And at a time when Obama is struggling in the campaign money chase, the strike negotiations have distracted Emanuel from helping the president raise dollars from wealthy donors. Both factors may help explain why the strike now appears close to settling.
But if the strike has been bad for Democratic presidential politics, it may ultimately be good for Democratic education policy, which for too long has aped right-wing rhetoric in the name of education reform. It can’t hurt to force a leading Democrat like Emanuel to spend a little more time negotiating with actual teachers and a little less time wooing hedge fund managers, many of whom passionately back the education policies that rank-and-file teachers despise.

MD Kittle:

In total, district employees racked up $44,723 worth of hotel bills and $10,036 worth of restaurant bills in last year, according to EAGnews, which reviewed district credit card statements and check registers.
On the spending list:
$15,474.22 charged at Hyatt Hotels in Chicago on July 13, 2011.
$3,133.55 at the Sheraton NY Hotel and Towers on Jan. 6, 2011.
$4,736 in charges at Hotel 71 in downtown Chicago on Dec. 19, 2011
Two transactions -each worth $288.96 – were made at the Rio Suites in Las Vegas on April 27, 2011.
$223.57 in charges at the Heidel House Resort and Spa on June 23. There was another charge of $756.64 at the same resort six days later.
The spending occurred as Madison Metro and its teachers stressed over apparent deep cuts in state aid and the implementation of Act 10, the law, led by Gov. Scott Walker, that gutted collective bargaining for most public employees.
James Howard, president of the Madison Metropolitan School Board, told Wisconsin Reporter the nearly $55,000 in credit card charges for hotels and restaurants represent a fraction of the district’s approximately $376 million budget. The board, Howard said, thought the expenditures were “reasonable.”
“The real question is for us, do we have procedures in place, checks and balances to make sure we don’t have unreasonable expenses in this area?” he said, noting the board is considering that question as the result of EAG’s investigation.
It boils down to simple economics, Howard said.

Related: 2012-2013 Madison school district $376,200,000 ($15,132 for each of its 24,861 students) budget notes and links.

Paul Moreno:

The Chicago teachers strike has put Democrats in a difficult position. Teacher unions are the most powerful constituency in the Democratic Party, but their interests are ever more clearly at odds with taxpayers and inner-city families. Chicago is reviving scenes from the last crisis of liberalism in the 1970s, when municipal unions drove many American cities to disorder and bankruptcy. Where did their power come from?
Before the 1950s, government-employee unions were almost inconceivable. When the Boston police unionized and went on strike in 1919, the ensuing chaos–rioting and looting–crippled the public-union idea. Massachusetts Gov. Calvin Coolidge became a national hero by breaking the strike, issuing the dictum: “There is no right to strike against the public safety by anybody, anywhere, any time.” President Woodrow Wilson called the strike “an intolerable crime against civilization.”
President Franklin D. Roosevelt also rejected government unionism. He told the head of the Federation of Federal Employees in 1937 that collective bargaining “cannot be transplanted into the public service. The very nature and purposes of government make it impossible for administrative officials to represent fully or to bind the employer” because “the employer is the whole people, who speak by means of laws.”

Madison Teachers’, Inc. 46K PDF, via a kind Jeanie Bettner email:

Not only did Governor Walker’s Act 10 strip from the Madison Metropolitan School District the ability to engage in collective bargaining regarding wages, benefits and working conditions, but it gave full authority to the Board to unilaterally create a “replacement document”, the Employee Handbook.
At last week’s Board of Education meeting, MTI Executive Director John Matthews delivered a letter to the Board in which, after acknowledging the negative impact of Act 10, he told the Board that Act 10 DID NOT take away the Board’s ability to engage in conversation with representatives of MTI about the subjects to which the parties had previously agreed in bargaining, as well as any other topics. Board President James Howard called Matthews to tell him that the Board’s process is still being developed and offered to meet with Matthews after the Board next meets about the Handbook.
MTI has developed a process for Handbook development for which MTI has asked to present that to the Board of Education. MTI’s proposed process includes a recommendation that those elected by the members of MTI’s various bargaining units be appointed to the BOE’s Handbook Committee. This will assure both elected representation and input from all employee groups.
Matthews told Board of Education members about the discussions he and representatives of the AFSCME, Firefighters and Police Unions have been having with Mayor Soglin, County Executive Parisi and Supt. Nerad about the need to maintain positive employment relations, particularly relative to the development of the Handbook. Unfortunately, this effort at creating goodwill hit a bump in the road by former Supt. Nerad’s failure to inform Interim Supt. Belmore. Working together to solve issues is the Madison way.

The Wall Street Journal:

The proposed amendment text would make the “rights” to organize and bargain collectively a constitutional guarantee, and any state law that would “abridge, impair or limit” collective bargaining would be repealed. Last Monday, the Michigan court of appeals ruled that the measure could appear on the ballot, and the state Supreme Court heard arguments on the case Thursday.
In a filing to challenge the ballot measure, Michigan Governor Rick Snyder and Attorney General Bill Schuette say the huge impact of the law can’t possibly be captured in the 100 words of a ballot measure. It is misleading, Mr. Schuette wrote, for unions to “propose an innocuous-sounding constitutional amendment that has the secret effect of wholesale changes in Michigan law.”
The problem is that the amendment language is so broad that the courts could interpret any union-related measure as a violation. It explicitly refers to all current and future laws. In 1997, for instance, Michigan moved new state employees to a defined-contribution pension from a defined-benefit plan. If the amendment passes, unions will challenge the new plan as unconstitutional and it could be invalidated at a cost of hundreds of millions of dollars a year.

Clusty Search: Michigan “Protect Our Jobs” Amendment.

Matthew DeFour

More than 40 members of Madison Teachers Inc. attended Tuesday’s board meeting, and executive director John Matthews delivered a letter reminding the board that changes in state law “did not take away the board’s ability to engage in conversation about” benefits and work rules.
Board vice president Marj Passman said she preferred a process where management and employees work out their differences.
“I don’t care what the governor wants,” Passman said. “I’d like to go back to the two equal body process.”
Board member Arlene Silveira said several districts included teachers on the committees that developed their handbooks and “having staff input right upfront prevents difficult ways of getting there.” She also suggested having a board member present at each meeting.
Prior to the meeting, School Board President James Howard said the work group is for administrators so it doesn’t need to include teachers. There will be other advisory groups that will include their input, he said.

Clusty Search: Plateau Bargaining.
Karen Vieth

“The kids are delighted to be back at school,” James Howard said as he addressed the Board and numerous spectators at tonight’s Board of Education Workshop. Everyone nodded their heads in agreement, while they anxiously awaited the real topic of conversation. This would be the Board’s first public conversation on the Madison Metropolitan School District (MMSD) Employee Handbook, a handbook that would replace more than sixty years of collective bargaining.
As Howard spoke, I surveyed the crowd that had gathered in the McDaniels Auditorium at the Doyle Administration Building. Madison Teachers Inc. (MTI) members stood out in their red, Union T-shirts. They made up more than half of the audience. The AFSCME members were dressed in green, representing custodial, maintenance and food service workers in the district. MMSD administrators, community members and a County Board member were also present.

TJ Mertz:

There was some Pollyannaish talk that the “Guiding Principles” in the process document — especially the first two “1. Improve student learning. As in everything we do, the first question and the top priority is student learning. How does what we are considering impact students? 2. Empower staff to do their best work. How does this impact teachers and staff? Does it help or hinder them in doing their jobs effectively?” — would be sufficient (a little more below on this), but there seemed to be a consensus that at very least the committee should present some options to the Board. That’s another reason to have an inclusive committee; to get better options.
A quick aside on the “Guiding Principals” and related thoughts and then back to the Board’s role. It is all well and good to say that student learning is or should be primary in just about everything, but it is also false and serves to marginalize staff. I’ve long said that the interests of teachers align with the interests of students and the district by about 95% and yes “student learning” is the prime interest. But staff are adults, with mortgages, families to support, loans to pay, relationships to cultivate and maintain, …They are not and should not be people who put student learning above the their own well being. To even contemplate that they should be is disrespectful. That’s why we hear the “All about the students” meme from the anti-teacher/anti-union reform crowd. It sound good, but it is wrong. Think about it, did the people negotiating a contract on behalf of Interim Superintendent Belmore put “student learning at the top of their list? Of course not, and they shouldn’t have.

Madison Teachers’, Inc. 65K PDF, via a kind Jeannie Bettner email:

Members of MTI’s Board of Directors and Union staff greeted the District’s newly hired teachers at New Teacher Orientation on Monday. There are 250 new members of MTI’s teacher bargaining unit.
MTI Executive Director John Matthews addressed the District’s new teachers during their Tuesday session. In doing so, Matthews provided a brief history of the Union, its reputation of negotiating outstanding Collective Bargaining Agreements which provide both employment security and economic security, and in explaining the threat to both, given Act 10, said all MTI members would need to pull together to preserve the Madison Metropolitan School District as a quality place to teach.
Matthews told the new hires that these benefits and rights, along with MTI’s action to assure due process and workplace justice, has earned MTI the reputation of being one of the best Unions in the country. To illustrate the magnitude of MTI’s accomplishments over the years, Matthews told about school board policy mandating female teachers, through the early 1970’s, having to advise their principal “immediately upon becoming pregnant”, and being obligated to resign when the pregnancy “began showing.” As a result of MTI’s accomplishments, such antiquated, degrading policies are history, he said.
Matthews also cited MTI’s precedent setting accomplishments in advancing employee rights regarding race, religion, sexual orientation, and negotiating such things as the school calendar and health insurance. Until the early 1970’s, the school calendar only accommodated Christian holidays. MTI’s litigation expanded the benefit to cover all religions.
Continue the Awareness, Continue the Protest, Wear Red for Education
Since February, 2011, MTI members have been tirelessly protesting and working to end the disastrous impact on public sector workers of Governor Scott Walker’s union busting destructive budget. The most important reasons for resistance vary from one union member to another and include: the Legislation jeopardizes children’s future and the viability of public education and other public services; its provisions are dishonest and immoral; they constitute an attack on Wisconsin’s working-class and middle-class values; they ask for no shared sacrifice from the wealthy or profitable corporations.
Payroll checks for all public employees have been substantially lessened because of Act 10, causing financial hardship for many families. Walker’s Law forces all public employees to pay 50% of retirement contributions, even though MTI and the Madison Metropolitan School District have agreed as part of one’s total compensation package dating to the early 1970’s, that the District would pay 100% of the contribution and many have increased contributions for health insurance.
MTI leaders are working with other public sector union leaders across Wisconsin to reverse this disastrous legislation.
Ready, Set, Goal Conferences
As previously reported in MTI Solidarity!, the Ready, Set Goal (RSG) memorandum has been amended, as a result of grievance mediation.
The Memorandum of Understanding between MTI and the Madison Metropolitan School District, which governs RSG Conferences has been amended to include the following parameters which apply, when determining the amount of compensation due a teacher for holding RSG Conferences during times other than scheduled school day(s)/ hours:

• Teachers receive up to 15 minutes per student for conference preparation.
  
• Teachers receive up to 30 minutes for each conference held.
  
• Teachers are compensated for up to two parent “no shows” per student, at 30 minutes per scheduled conference. Teachers are not obligated to schedule a RSG conference after there have been two parent “no shows”. However, a teacher will be compensated pursuant to Section 2b (second bullet above), if the teacher thereafter holds a RSG conference for the student.
• Compensation will continue to include traveling to/from homes of parents, or other mutually agreed upon meeting place(s), or traveling to/from school if the conferences are not at a time adjacent to the Contract day. Mileage shall be paid in accordance with the terms and conditions of the Collective Bargaining Agreement and reasonable expenses for refreshments shall be reimbursed.

The full RSG agreement is located on MTI’s website (www.madisonteachers.org). Questions can be directed to Assistant Director Eve Degen at MTI (257-4091 or degene@madisonteachers.org).

Welcoming today’s youth at school w/ big smiles, friendly demeanor & high expectations. It’s going to be a good year for our future leaders.

— Madison Teachers Inc (@MtiMadison) September 4, 2012

The Madison School District Administration:

Guiding Principles: Superintendent

• Improve student learning. As in everything we do, the first question and the top priority is student learning. How does what we are considering impact students?
• Empower staff to do their best work. How does this impact teachers and staff? Does it help or hinder them in doing their jobs effectively?
• Strategically align use of resources. Does this align with our strategic plan and achievement gap plan? Will it allow us to implement, measure, and improve that work? Is it financially responsible?
• Avoid redundancies and create consistencies. Are pieces of the handbook already outlined in state law or Board policy or other mandates?
• Consider incremental change. Can we work toward a larger goal through incremental steps?
• Respectful discussion.

I will be surprised if the school District’s handbook differs materially from the current 182 page union contract. Some Districts will think very differently, while most will, I suspect continue business as usual.
Related:

• Madison Teachers, Inc. website
• MISSED ADJUSTMENTS and OPPORTUNITIES RATIFICATION OF Madison School District/Madison Teachers Collective Bargaining Agreement 2011-2013
• The Oconomowoc School District has begun to significantly change their instructional model – and pay teachers more.
• Budget Cuts: We Won’t Be as Bold and Innovative as Oconomowoc, and That’s Okay.

Las Vegas Review-Journal:

If the loss of more than 1,000 teaching positions in this county’s underperforming school district wasn’t enough to alert the public to the state’s political and policy dysfunction, would the loss of 1,000 more do the trick?
That’s the scenario that could play out next summer if parents and taxpayers fail to demand massive changes to a collective bargaining process that discourages good-faith negotiations, rewards union obstinance, ignores the community’s interests and insulates elected officials from accountability.
The Clark County School District starts a new year Monday with about 1,000 fewer teachers in the classroom. That’s because last spring an out-of-state arbitrator awarded teachers pay raises the taxpayers couldn’t afford rather than accept the district’s offer of a pay freeze.

Mark Liberman, via a kind reader’s email:

Just out: Mark Seidenberg, “Politics (of Reading) Makes Strange Bedfellows”, Perspectives on Language and Literacy, Summer 2012. The article’s opening explains the background:
In 2011, Wisconsin Governor Scott Walker created the Read to Lead Task Force to develop strategies for improving literacy. Like many states, Wisconsin has a literacy problem: 62% of the eighth grade students scoring at the Basic or Below Basic levels on the 2011 NAEP; large discrepancies between scores on the NAEP and on the state’s homegrown reading assessment; and a failing public school system in the state’s largest city, Milwaukee. The task force was diverse, including Democratic and Republican state legislators, the head of the Department of Public Instruction, classroom teachers, representatives of several advocacy groups, and the governor himself. I was invited to speak at the last of their six meetings. I had serious misgivings about participating. Under the governor’s controversial leadership, collective bargaining rights for teachers and other public service employees were eliminated and massive cuts to public education enacted. As a scientist who has studied reading for many years and followed educational issues closely I decided to use my 10 minutes to speak frankly. What follows is a lightly edited transcript of my remarks.
From the beginning of those remarks:

Much more on Mark Seidenberg, here.

Arthur Thomas:

In the summer of 2002, more than half of Wisconsin’s school districts had been without teacher contracts for over a year. This summer, contract negotiations are being settled in as little as 15 minutes.
“I mean really, what’s there to talk about?” said Christina Brey, spokeswoman for the Wisconsin Education Association Council, the state’s largest teachers union.
Brey said it is still a bit too early to establish an average. But negotiations are going quickly for the most part, according to Barry Forbes, associate executive director of the Wisconsin Association of School Boards.
Under Act 10, only changes to base wages – defined as salary paid based on seniority, not educational attainment – are subject to collective bargaining, and those conversations are limited to a cost-of-living increase set by the Department of Revenue.
For the 2011-’12 school year, the maximum cost-of-living increase was 1.64%. Because the rules defining base wages were set in late March, many districts are now negotiating contracts for the 2011-’12 year. Once districts finish those negotiations, they can move on to the 2012-’13 year. For contracts beginning July 1, 2012, the maximum increase will be 3.16%.

Richard Davis:

In a single collective bargaining agreement, Western Washington University has undermined state efforts to control costs, spotlighted the tuition bubble, and spurred interest in a new delivery model. Western’s mischief has not gone unnoticed.
Pointing to high unemployment and “the worst economic times in 80 years,” Gov. Chris Gregoire wrote WWU president Bruce Shepard to express “grave concerns” about the school’s decision to increase faculty pay by more than 14 percent over the next three years. Department chairs and faculty receiving promotions get additional boosts.
The agreement is not subject to review by the state budget office or Legislature.

LuAnn Bird:

What can we expect from our school boards in this new era without collective bargaining? Can our elected school officials, unconstrained by union contracts, spend time creating the conditions for our professional teaching staff to succeed in reaching high levels of learning districtwide? Or will they continue to let operational issues – buses, buildings, personnel, etc. – dominate board agendas?
New Berlin provides an example for how school leaders plan to use their new power to create changes in their district. Is it necessary to lose almost one-third of your teachers in the process? Maybe in a failing school district where total transformation is needed, but New Berlin’s students perform well on the Wisconsin Knowledge and Concepts Exams with around 90% scoring proficient or advanced in both reading and math.
Since some New Berlin students score at lower levels, improvements are still needed, but the district’s teachers deserve respect. New Berlin is one of the higher ranking school districts in the state.
In a recent Journal Sentinel article, some New Berlin teachers were quoted as saying they were leaving because they did not feel respected. School boards need not let that happen in their system. There is a better way.

Wisconsin State Journal:

The conversation covered much ground, but mostly we talked about WEAC’s new reality, and the daunting task facing a union that just lost a huge political battle in a decisive way.
Some highlights:

• Did WEAC make a mistake in endorsing Kathleen Falk so early in the process? “She was a strong and viable candidate,” Bell said. “And we needed to make sure there was another voice in the arena.”
• What does the future hold for WEAC? “Every election has lessons,” she said. “Scott Walker is going to be in office for at least two more years, and we have to figure out how we can work with that.”
• Can WEAC sustain its membership in a post-Act 10 world? Burkhalter said membership was about 90,000 before Walker’s strict limits on collective bargaining for most public workers kicked in. Once all the current teacher union contracts expire and individual teachers are free to choose whether to pay dues or not, WEAC hopes to retain 60,000 to 70,000 of that base, he said.

WEAC: $1.57 million for Four Wisconsin Senators. Much more on WEAC.

Meg Jones:

Since the collective bargaining measure was enacted last year, WEAC’s membership has dropped from around 90,000 to 70,000, but the remaining membership became energized by the recall. Union leaders are hopeful that passion will continue as the union rallies around issues such as public school funding. The union is working on membership drives this summer.
“I think we will be smaller but stronger,” Bell said.
Burkhalter estimated 25% to 30% of WEAC members voted for Walker in 2010 while on Tuesday about 5% voted for the governor.
“He really united our membership,” said Burkhalter.
Bell said Walker prevailed in the recall partly because many voters don’t like recall elections and some believed recalls should only be used in cases of malfeasance. She admitted public employees were easy targets for the governor and Republican lawmakers because of generous pensions and benefits, which Bell noted were mostly a result of former Republican Gov. Tommy Thompson’s qualified economic offer law that gave better benefits in return for salary concessions to public school employees several years ago.

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

Solidarity 65K PDF:

Register now for Teaching Labor History Course August 6 and 7
Many MTI members have asked that MTI once again sponsor a staff development course conducted by the UW Extension’s School for Workers on “Teaching Labor History Through Film and Media: Struggles from Our Past & Present, Part 2”. Using films, music and other sources (which were not shown during last year’s course) this class will look at some of the epic struggles of workers in recent and contemporary history and will discuss ideas about teaching labor history and collective bargaining in the classroom. The course will also examine the impact of economic, social and political conditions on workers and their unions, as well as the role played by business and government. The course will also examine the significance of immigration, and ethnic, racial and gender differences to the evolution of the American working class.
The ten (10 ) hour, two-day course will meet from 9:30 a.m. – 3:00 p.m. on August 6 and 7, 2012. The course is offered at no cost to MTI members, a light lunch will be provided. Space is limited to the first 40 registrants. Under the terms of MTI’s Collective Bargaining Agreement, Madison teachers may be eligible for 1.0 PAC credits, subject to approval by the MTI/MMSD Professional Advancement Credit Committee.
Contact MTI to register (257-0491 or mti@madisonteachers.org)

Milwaukee Journal-Sentinel:

The recall race for governor is over, and with teachers union contracts coming to an end, Milwaukee Public Schools Superintendent Gregory Thornton may have an opportunity to bargain for things that he could not have gotten if it were not for Act 10, the law that sharply curtailed collective bargaining for most public workers.
So far, Thornton and the School Board have been quietly active. The board voted to require employees to contribute more to their health insurance premiums and retirement benefits, a move that will reduce the district’s deficit and save millions of dollars that can be reallocated to the classroom. Years of rising benefits and retirement costs combined with budget cuts were choking the life out of MPS. With the last of the union contracts coming to an end in 2013, Thornton and the board will have more flexibility.
But it will take more than asking for bigger contributions from the rank and file to improve the district’s performance. Right now, MPS ranks near the bottom for urban districts in the United States in fourth- and eighth-grade reading for minority boys. Last month, Thornton said he was disappointed that he has not been able to move the needle.

Steve Gunn, Research by Victor Skinner:

The School District of Philadelphia is facing a $218 million budget deficit in fiscal 2013, with forecasts for a $1.1 billion shortfall by 2017.
The district’s School Reform Commission has responded with a controversial plan to close as many as 60 schools over the next five years and divert about 40 percent of the district’s students into public charter schools, according to media reports.
The plan has been met with a great deal of resistance from the Philadelphia Federation of Teachers. Nobody knows at this point if the money-saving plan will be implemented, or how the district will find its way out of its deficit situation.
In the meantime, it’s clear that the school district is in the midst of a severe financial emergency, and must find a way to cut costs without negatively impacting students.
A good place to start would be the PFT’s collective bargaining agreement.
We recently inspected a copy of the agreement, then used a freedom of information request to measure the costs of various provisions in the contract for the 2010-11 school year.
We found numerous examples of huge costs that could have been postponed, trimmed or cancelled to save the district millions of dollars without affecting anyone’s base salary.
The list included $14.4 million to cover a three percent salary increase for teachers, a $66 million contribution to the union’s “Health and Welfare Fund” and $165 million for free- or low- cost employee health insurance.

Paul Fanlund:

But both are deeply concerned about what the school district’s ability to serve children, and the achievement gap is on the front burner. In the wake of a bitter fight over Madison Preparatory Academy — a proposed but ultimately rejected charter school aimed at fighting that gap — Nerad proposed a detailed achievement gap plan of his own. Even after scaling it back recently, it would still cost an additional $5.8 million next year.
And then there are the maintenance needs. “It’s HVAC systems, it’s roofs, it’s asphalt on parking lots,” Nerad says. “It’s all those things that don’t necessarily lead to a better educational outcome for young people, but it ensures that our buildings look good and people feel good about our buildings, they’re safe for children.”
He pauses, and adds, “My point is that we have a complex set of issues on the table right now.”
Madison teachers made about $20 million in voluntary pay and benefit concessions before the anti-collective bargaining law was enacted, according to district figures. But Nerad says state school support has been in relative decline for more than a decade, long before Walker’s campaign against teacher rights.

Related:

• Madison School Board member may seek audit of how 2005 maintenance referendum dollars were spent
• Notes and links on the proposed Madison Preparatory IB charter school.
• Achievement gap plan links

Dave Umhoefer:

Districts already have some picture of what will happen in terms of cuts and layoffs. When we did an in-depth look at 17 Milwaukee-area districts about the impact of the budget and its many changes, we also asked about how they are situated for the future.
It is one of many issues that are at the center of the debate between Walker and his June 5, 2012, recall opponent, Democrat Tom Barrett.
A PolitiFact Wisconsin survey of 17 school districts found some officials have deep concerns about how state funding cuts past and future will affect education long-term.
But officials don’t see fiscal calamity in their 2012-’13 budgets and say the freedom provided by Walker’s union limits will provide new or continued chances to trim back employee costs from school ledgers.
Those controversial changes were a result of Walker and Republican legislators curtailing collective bargaining for most public employees in the budget, allowing districts to force employees to pay more for pensions and health care. The limits will extend to additional districts in 2012-’13, as more labor contracts expire.
But some aren’t eager to push for deeper compensation cuts after many got significant budget relief already.

Dave Umhoefer:

Gov. Scott Walker and his recall critics may as well be on different planets when it comes to describing how local schools fared under his budget.
Walker tells audiences that most schools got far more savings from his controversial collective bargaining limits — money-saving “tools” in Walker’s phrasing — than they suffered in cuts from his budget.
Democratic Party officials and their allies say schools all over the state suffered “devastating” aid cuts, and Walker recall opponent Tom Barrett says education was “gutted.”
After examining the issue and doing extensive interviews with 17 Milwaukee-area school districts, it’s clear both sides are exaggerating.
But answering the bottom line question of whether the “tools” outweighed the cuts is elusive

60K PDF Newsletter via a kind Jeannie Bettner email:

Members of all MTI bargaining units (MTI, EA-MTI, SEE-MTI, SSA-MTI and USO-MTI) are invited to attend an MTI meeting to discuss the impact of Governor Walker’s Act 10 on MTI members, on MTI’s various Collective Bargaining Agreements, on the Union itself, and where we can go from here. A question and answer session will follow. Do you have questions?

• Wednesday, May 16, 4:30-6:00 p.m., LaFollette High School, Room C-17
• Tuesday, May 22, 4:30-6:00 p.m., Madison Labor Temple, 1602 S. Park Street

MTI staff and elected leaders are also available to attend meetings at your school or work site. Speak to your MTI Faculty Representative today about scheduling a meeting.

Matthew DeFour:

Most Dane County school districts expect to balance their 2012-13 budgets without teacher layoffs, superintendents said Tuesday.
Instead, to offset stricter-than-usual funding limits set by the state, districts are cutting positions through attrition, reducing benefits and tapping reserves.
Some are also working with employees to identify savings through new work rules being developed to replace collective bargaining agreements, most of which expire June 30.
The layoff issue is being closely watched statewide as state budget cuts to education play a role in Gov. Scott Walker’s upcoming recall election.
In a State Journal survey of Dane County’s 16 main school districts, Monona Grove reported issuing notices to one full-time and seven part-time employees, and Mount Horeb said it issued one layoff notice.

Related: Real Data: How Act 10 Affected the Sun Prairie Area School District by sp-eye:

Act 10 was designed to provide school district and municipalities with “tools”….tools which could be used to lower property taxes and get a handle on exploding costs.
How did it work?
Well…we look at DPT salary and fringe benefit data available from DPI and compared apples to apples. We looked at actual employees in both administration and teaching (support staff salary data is not available). We looked at employees that were on staff both in 2010-11 and this year (2011-12).
We broke teachers down in to 3 classes: the top shelf (most highly paid), those with salaries right in the middle, and those on the bottom rung. Further, we initially obtained data on 32 individuals in each class, to make for a representative statistical sampling.

Douglas County Board of Education:

In a bold move toward increased transparency, the Douglas County Board of Education adopted a resolution on March 20 to open labor negotiations with the Douglas County Federation of Teachers (DCFT) to the public.
On April 11, those negotiations commenced with presentations by representatives of Douglas County School District (DCSD) and the DCFT about their collective bargaining agreement proposals. The next session is scheduled for May 9 at the Cantril Building.
The sessions are open to the public and the media.

Fabulous.
The Douglas County schools spend $8,112.40/student. The 2011 budget spends $481,066,888 for 59,300 students, according to this document. Madison spends 14,858.40 per student (2011-2012 budget).
Census data comparison: Dane (WI-USA 45.4% Bachelors Degree or higher; per capita money income: $32,392) vs. Douglas County (CO-USA 54.4% Bachelors Degree or higher; per capita money income: $42,418). It appears we spend far more on K-12 education from a much lower economic base.

Chris Rickert summarizes a bit of recent Madison School Board decision making vis a vis educational outcomes. Contrast this with the recent governance news (more) from Oconomowoc; a community 58 miles east of Madison.

Moreover, it’s not like Madisonians are certain to oppose a large tax hike, especially given the way they responded to Walker’s bid to kill collective bargaining.
Before that idea became law, the board voted for — and the community supported — extending union contracts. Unions agreed to some $21 million in concessions in return for two years’ worth of protection from the law’s restrictions.
But the board could have effectively stripped the union of seniority protections, forced members to pay more for health insurance, ended automatic pay raises and taken other actions that would have been even worse for union workers — but that also would have saved taxpayers lots of money.
Board members didn’t do that because they knew protecting employees was important to the people they represent. They should be able to count on a similar dedication to public schooling in asking for the money to pay for the district’s latest priorities.

Christian D’Andrea

The changes would have a significant effect on teachers that the district retains. Starting positions – though it’s unclear how many would be available due to the staff reduction – would go from starting at a $36,000 salary to a $50,000 stipend. The average teacher in the district would see his or her pay rise from $57,000 to $71,000. It’s a move that would not only reward educators for the extra work that they would take on, but could also have a significant effect in luring high-level teachers to the district.
In essence, the district is moving forward with a plan that will increase the workload for their strong teachers, but also increase their pay to reflect that shift. In cutting staff, the district has the flexibility to raise these salaries while saving money thanks to the benefit packages that will not have to be replaced. Despite the shuffle, class sizes and course offerings will remain the same, though some teachers may not. It’s a bold move to not only retain the high school’s top performers, but to lure good teachers from other districts to the city.
Tuesday’s meeting laid out the first step of issuing non-renewal notices to the 15 teachers that will not be retained. The school board will vote on the reforms as a whole on next month.

The Madison School District has, to date, been unwilling to substantively change it’s model, one that has been around for decades. The continuing use of Reading Recovery despite its cost and lower than average performance is one example.
With respect to facilities spending, perhaps it would be useful to look into the 2005 maintenance referendum spending & effectiveness.
It is my great “hope” (hope and change?) that Madison’s above average spending, in this case, 33% more per student than well to do Oconomowoc, nearby higher education institutions and a very supportive population will ultimately improve the curriculum and provide a superior environment for great teachers.

Steve Prestegard:

When Gov. Scott Walker signed the public employee collective bargaining reform bill into law, most school districts used it to correct the relationship between the school district and its teachers.
Some did not, most notably Milwaukee, Kenosha and Janesville. Those three school districts have the lion’s share of teacher layoffs because they decided not to put their teacher unions in their correct place.
One Kenosha teacher, Kristi Lacroix, is writing about the result in her school district:

Madison Teachers, Inc. Solidarity Newsletter (92K PDF):

Layoff: Seniority is a right that is earned under MTI’s various Collective Bargaining Agreements. Seniority is based on one’s years of service and provides protection from indiscriminate layoff.
Under MTI’s Contracts, seniority protects members of MTI’s various bargaining units from subjective or discriminatory layoff. When layoff is necessary, the Contracts provide an objective means, including tie-breakers for those with the same seniority.
Governor Walker’s Act 10 puts seniority in jeopardy because all collective bargaining agreements in Wisconsin covering school district employees will disappear in 2013 under Walker’s Act 10 (blekko, clusty, google news).
What can you do to protect your employment security? Get involved in this spring’s RECALL ELECTION. There are only 15 days until the RECALL PRIMARY ELECTION. Candidates Barrett, Falk, La Follette and Vinehout have promised to reverse Act 10 and to restore public employees’ rights to collectively bargain.
Without your help, there is no chance of reversing the negative impact of Act 10 on school district employees. Call/email MTI Assistant Director Jeff Knight (jknight@madisonteachers.org / 608-257-0491) to offer assistance via your Union.

Matthew DeFour:

Education is shaping up to be a key, yet complicated, issue in the upcoming recall election of Gov. Scott Walker.
Democrats vying to oust the first-term Republican say his cuts to state education funding are a top issue in the campaign, and it’s as important or even more so than the issue that sparked the recall effort — the governor’s rollback of public employee collective bargaining.
“It’s the major issue in the campaign why we’re recalling the governor,” said Sen. Kathleen Vinehout, D-Alma, one of four Democrats in the May 8 primary. “It comes back to the issue of priorities.”
But Walker is telling voters the cuts were necessary to balance the state budget, and that collective bargaining changes have allowed school districts to become more efficient.
In recent weeks he’s taken the fight to the state’s largest teachers union over how to interpret the impact of the cuts. In a recent campaign ad he highlighted that school property taxes declined 1 percent this year statewide.

2012’s Act 166 is Wisconsin’s most substantive K-12 change in decades. Learn more, here.

Madison Teachers Inc 92K PDF Newsletter:

EMOCRACY IS NOT A SPECTATOR SPORT. That is one message that should be evident with all that has happened in the last year. A functioning democracy requires an informed and engaged citizenry. Such is as true with union democracy as it is in a political democracy. MTI is a union of 4,700 members in five bargaining units, each with Bylaws enabling democratic governance to ensure the union reflects the will of its members. Each MTI unit elects its leadership – every member has a vote, and is free to seek office. Also, Collective Bargaining Agreements are subject to member ratification, with every member having a vote. Similarly, the MTI Budget is enacted only after approval by the MTI Finance Committee and by approval by the MTI Joint Fiscal Group, which is comprised of representatives proportionate to the membership of each of the five bargaining units. But,just like the right of suffrage cannot ensure voter participation, neither can union Bylaws ensure member participation in the union. Only you can. YOU ARE THE UNION.
In the coming months, your union will be engaging in a number of initiatives to further engage individuals in discussion about your union, what we have achieved together, what is at risk, and where we can go from the terrible situation created by Governor Walker’s Act 10. Beginning with a Member Engagement Survey which is being sent to the personal e-mail addresses of all MTI members who have shared their email address with the Union from all five bargaining units. Members are encouraged to take ten minutes to complete the on-line survey and share their thoughts. If you have not already provided your personal e-mail address to MTI, please do so now by contacting kantzlerr@madisonteachers.org. Those for whom MTI does not have a personal email address may access the survey on MTI’s webpage www.madisonteachers.org or by calling MTI Headquarters (257-0491).

channel3000.com:

The nonprofit insurer that covered about two-thirds of Wisconsin school districts last year has seen its revenue decline almost $70 million after the state gave districts more freedom to switch insurers.
But WEA Trust said it’s still in good shape. Spokesman Steve Lyons said the insurer is expanding its customers from just school districts to municipalities and individual state employees.
The insurer’s business took a hit after Gov. Scott Walker eliminated certain collective bargaining rights for most public employees.
Walker’s office touts data showing that 52 school districts that switched carriers saved a total of $30 million.

Howard Karsh:

The Milwaukee Teachers’ Education Association recently asked its members to voluntarily contribute a week’s salary to help improve class sizes in Milwaukee Public Schools. The teachers overwhelmingly voted no.
They had a right to do that. They are angry about the new laws enacted by Gov. Scott Walker that will affect them at the end of their current contract. They are angry about the attack on collective bargaining.
But it was teachers who said that, had they been asked to the table instead of attacked, they would have done the right thing. Could the recent vote make that claim now look like something less?
Many of the strongest proponents of the recall effort against Walker are MPS teachers. They were in Madison last spring during the protests and were well-represented at rallies and foremost in collecting recall signatures.
They have a right to be proud of their efforts. And it has been their voices that have been loud and clear about the harm they believe is being caused by the Walker administration to the very kids they teach – the kids who need more teachers and more resources.

PDF Solidarity Newsletter:

Among the excellent benefits available to MTI members is the additional worker’s compensation benefit provided by MTI’s various Collective Bargaining Agreements.
Wisconsin Statutes provide a worker’s compensation benefit for absence caused by a work-related injury or illness, but such commences on the 4th day of absence and has a maximum weekly financial benefit.
MTI’s Contracts provide one’s full wage, beginning on day one of an absence caused by a work-related injury or illness, with no financial maximum. Also, under MTI’s Contract provision, one’s earned sick leave is not consumed by such an absence.
Although MTI is working to preserve this benefit, it is at risk due to Governor Walker’s Act 10.

Mike Ford:

In other words, MPS had a surplus of teachers because older teachers were not retiring so as not to lose state pension benefits. Hence, a second pension to offset any loss was created. However, since 1982 the early retirement penalty for teacher has been reduced or eliminated, turning the second pension into an additional benefit which MPS states it had “no intent to establish.”
The survival of the second pension long past its justifiable usefulness is a result of a collective bargaining process that rarely gives back established benefits (see, for example, MTEA’s 2011 rejection of concessions that would have saved teacher jobs). Former MPS superintendent Howard Fuller, school choice advocate George Mitchell, and former WPRI staffer Michael Hartman did a good job documenting in a 2000 book chapter (see figure one) the dramatic growth of the MPS/MTEA contract from an 18 page document in 1965 to a 232 page document in 1997. The most recent published contract? 258 pages.

Much more, here.

Joe Dejka:

When Wisconsin labor unions swarmed their State Capitol last year in a dispute with the governor, Madison Superintendent Dan Nerad found himself in the thick of it.
The Madison Metropolitan School District offices were about a mile from the Capitol, where unions gathered to protest Gov. Scott Walker’s effort to curb collective bargaining.
A representative of the district’s teachers union called to inform him that they would be joining the protest the next day and that he had better prepare to close the schools.
“It was like hitting him between the eyes with a hammer,” said John Matthews, executive director of Madison Teachers Inc.
Nerad’s handling of the situation was praised Tuesday by Matthews and Madison’s school board vice president, Marj Passman, and board president, James Howard.

Madison Superintendent Dan Nerad’s Omaha job application (450K PDF).
Related:

• Omaha Superintendent Search: Wisconsin educator dealt with unions, protesting teachers
• Madison Superintendent Candidate Dan Nerad’s Public Appearance: January, 2008
• Madison Superintendent Dan Nerad to Leave when Contract Expires in 2013
• Oh, the Places We Go, Madison Superintendents…
• Is $14,858.40 Per Student, Per Year Effective? On Madison Superintendent & School Board Accountability…

Daniel Bice:

Almost out of nowhere, a group called Wisconsin for Falk blitzed the local airwaves this month by buying $1.6 million worth of TV time to run ads statewide promoting former Dane County Executive Kathleen Falk in an all-but-certain recall contest for governor.
But the highly visible TV rollout left people in the dark on one basic issue:
Who exactly is this political newcomer trying to tip the upcoming election?
In short, Wisconsin for Falk is a union front group that wants Falk as the Democratic challenger to Gov. Scott Walker.
It’s receiving money and support from the Wisconsin Education Association Council, the state’s largest teachers union, and the American Federation of State, County and Municipal Employees, the main public employee union. Both have endorsed Falk, who has pledged to veto the next state budget if it doesn’t restore collective bargaining for public workers.
“Not sure why it’s shocking to anyone that they are supportive of this coalition,” said Michael Vaughn, a spokesman for Wisconsin for Falk.
Despite the group’s local name, those running Wisconsin for Falk’s field offices have come from all corners.

Much more, here.

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.

Doug Tuthill:

I started teaching in the fall of 1977, and by the winter of 1978 I had become a union organizer. A law authorizing public employees to participate in collective bargaining had passed a few years earlier in the Florida legislature, and public educators were actively organizing themselves into unions.
Management was hostile toward our efforts. They asserted that unions would pit teacher against teacher, and teachers against management. They said collaboration was the key to improving our working conditions – not the adversarial relationships that are inherent in unions. They set up teacher advisory councils and said we didn’t need unions. They said we had input through the councils.
Management always uses these arguments to fight union organizers, which is why I wasn’t surprised they surfaced during the recent parent trigger debate in Florida. The parent trigger legislation is part of an effort by progressive Democrats to begin unionizing parents in school districts, and management is opposing their efforts. But it’s ironic that teachers unions are also opposing parent unions and using the same arguments management used against them in the 1970s.

Mike Antonucci:

Back in January we noted that, according to the annual report by the Bureau of Labor Statistics, the age of union members was increasingly skewing older relative to the entire workforce. If the trend continues, unions will correspondingly suffer from member attrition – in addition to all the other challenges they face.
This will be less of an issue in states where collective bargaining laws essentially mandate union membership (or fee-paying). New, young employees will become union members and replace their older, retiring counterparts. But in NEA, at least, there is another problem that legislation can’t address – activism.
The union is launching a major effort to engage younger members to become more active in NEA’s mission, because its internal research shows that while the average age of an NEA member is 46, the average age of an NEA activist is 57.

Matthew DeFour:

A Madison Teachers Inc. endorsement hasn’t always guaranteed victory for Madison School Board candidates.
But this year, with union members mobilized by Gov. Scott Walker’s collective bargaining changes, the upcoming recall elections, a divisive debate over a charter school proposal the union opposed and a looming rewrite of employee work rules, the endorsement could be influential.
“It will be very hard for someone not endorsed by the teachers union to win,” said former School Board member Ruth Robarts, who won re-election in 2004 despite MTI labeling her “Public Enemy No. 1.”
Robarts is one of four candidates in 13 contested races over the past decade who defeated MTI-backed candidates.
This year the union endorsed incumbent Arlene Silveira over Nichelle Nichols, an executive at the Urban League of Greater Madison, which proposed the charter school plan.
The union also endorsed Michael Flores, who gained attention during Capitol protests last year, over Mary Burke for an open seat being vacated by Lucy Mathiak.

Teacher union influence can extend far beyond local school board elections. The influence process can be quite sophisticated and encompasses local and state elections along with the legal system. Teachers are certainly not the only groups to pull different levers, but a complete understanding of the K-12 governance model requires an awareness of the players (it is also useful to consider the “schw­er­punkt“, that is “creating a result around a central theme”). The following links are well worth reading:

• WEAC: $1.57 million for Four Wisconsin Senators
• Arbitrator Rules in Favor of MTI vs WEAC over legal fees
• Sparks fly over Wisconsin budget’s labor-related provisions:
  

  To make matters more dire, the long-term legislative proposal specifically exempts school district arbitrations from the requirement that arbitrators consider and give the greatest weight to revenue limits and local economic conditions. While arbitrators would continue to give these two factors paramount consideration when deciding cases for all other local governments, the importance of fiscal limits and local economic conditions would be specifically diminished for school district arbitration.

• Ripon Superintendent Richard Zimman in a 2009 speech to the Madison Rotary Club:
  

  “Beware of legacy practices (most of what we do every day is the maintenance of the status quo), @12:40 minutes into the talk – the very public institutions intended for student learning has become focused instead on adult employment. I say that as an employee. Adult practices and attitudes have become embedded in organizational culture governed by strict regulations and union contracts that dictate most of what occurs inside schools today. Any impetus to change direction or structure is met with swift and stiff resistance. It’s as if we are stuck in a time warp keeping a 19th century school model on life support in an attempt to meet 21st century demands.” Zimman went on to discuss the Wisconsin DPI’s vigorous enforcement of teacher licensing practices and provided some unfortunate math & science teacher examples (including the “impossibility” of meeting the demand for such teachers (about 14 minutes)). He further cited exploding teacher salary, benefit and retiree costs eating instructional dollars (“Similar to GM”; “worry” about the children given this situation).

Matt DeFour’s article failed to include a critical quote: “The school district election is just one piece in the larger chess match”.

Joann Pritchett:

Regarding the upcoming Madison School Board election, it’s time to stop hiding the achievement gap and its associated ills under the umbrella of collective bargaining. The gap and other stated concerns existed long before this governor’s assault on collective bargaining.
Instead of addressing these problems head on, Arlene Silveira attempts to curry favor by campaigning on a slogan of how many times she walked around the Capitol demonstrating against the governor and the Legislature. There were countless others (myself included) exhorting those same sentiments.
Her accomplishments during the last three years as a general board member and three years as board chairwoman haven’t addressed the achievement gap. Where was that “leadership and experience” that she now hails as her trademark? Our children cannot be held hostage while Silveira works on an employee handbook (her first priority).
Nichelle Nichols and Mary Burke will provide desperately needed new voices, perspectives and strategies to the board. These include criteria and measurable outcomes that lead to the behavioral changes and best practices that we expect and that are worthy of our investment as we prepare the next generation.

Seat 1 Candidates:
Nichele Nichols
www.nichols4schoolboard.org
email: nnichols4mmsd@gmail.com
Arlene Silveira (incumbent)
www.arleneforschoolboard.com
email: arlene_Silveira@yahoo.com
Seat 2 Candidates:
Mary Burke
www.maryburkeforschoolboard.net
email: maryburkewi@gmail.com
Michael Flores
www.floresforschoolboard.org
email: floresm1977@gmail.com
new Arlene Silveira & Michael Flores Madison Teachers, Inc. Candidate Q & A

MD Kittle:

While there is no disputing the divisiveness and political bitterness Act 10 has created, the law that redefined collective bargaining in Wisconsin has made a dramatic difference for the state’s financially struggling school districts, according to a report slated for release this week.
But superintendents tell Wisconsin Reporter they worry about the long-lasting emotional scars left by the contentious reform battle.
Wisconsin school districts have realized significant savings either through the implementation of collective bargaining changes or the threat of them, according to an analysis by the Michigan-based Education Action Group Foundation, known as EAG, a nonprofit research organization promoting school spending reform.
The pointed report, titled “The Bad Old Days of Collective Bargaining: Why Act 10 Was Necessary for Wisconsin Public Schools,” devotes plenty of its pages to applauding the collective bargaining reforms led by Republican Gov. Scott Walker, but it backs up the assertions with some telling numbers.

Madison School Board Member Arlene Silveira

Let me tell you a bit about why I’m running and what issues the Board faces.
Public schools face unprecedented challenges. Republican presidential candidate Rick Santorum recently called public school systems “anachronistic.” Walker’s budget contains the biggest cut to education in Wisconsin history.
Here in Madison, the Board of Education faces many significant issues: an upcoming budget with a multi-million dollar deficit; children of color, often living in poverty, who do less well in school and graduate at lower rates and a difficult transition from collective bargaining agreements, which Walker eliminated, to a personnel “handbook” that will define our relationships with teachers and staff.
When our schools face multiple challenges, board members must have the backbone to focus on what is most effective in helping all children learn and achieve. We must prioritize initiatives that provide the biggest bang for our buck. When there are hard choices to be made, we owe it to the children we serve to engage in respectful debate in order to find solutions.
I approach my work on the board from many perspectives: as a parent, businessperson, taxpayer and advocate for public education. I will continue to fight against assaults on public education, whether they are attempts to privatize public education or ones that demonize teachers.

Seat 1 Candidates:
Nichele Nichols
www.nichols4schoolboard.org
email: nnichols4mmsd@gmail.com
Arlene Silveira (incumbent)
www.arleneforschoolboard.com
email: arlene_Silveira@yahoo.com
Seat 2 Candidates:
Mary Burke
www.maryburkeforschoolboard.net
email: maryburkewi@gmail.com
Michael Flores
www.floresforschoolboard.org
email: floresm1977@gmail.com
Arlene Silveira & Michael Flores Madison Teachers, Inc. Candidate Q & A
Several related notes & links:

• Wisconsin State Tax Based K-12 Spending Growth Far Exceeds University Funding

  
  The K-12 lobbying crowd has been far more successful redistributing state tax dollars than the higher education advocates.

• Madison’s 2011-2012 enrollment is 24,861. The 2011-2012 budget (October, 2011 version) spends $369,394,753 resulting in per student spending of $14,858.40
• K-12 Tax & Spending Climate

Chris Rickert:

Assuming Democrats aren’t able to take over state government early next year and reinstate full-fledged public sector collective bargaining, we’re talking about the replacement of some 400 pages of detailed contract language for five district bargaining units.
Madison teachers union-backed board candidates Arlene Silveira, an incumbent, and Michael Flores have indicated to the union that they would essentially be OK with the handbook becoming the collective bargaining agreements by another name.
Mary Burke, who is running against Flores, and Nichelle Nichols, who is challenging Silveira, have not.
“One of the most important needed changes is the use of student learning as a component of a teacher’s evaluation,” Burke told me, while Nichols predicted that employee evaluations, compensation practices and a longer school day or year are likely to be contentious handbook topics.
Silveira told me she’d like the handbook to allow for more flexible scheduling, possibly including more classroom time.
Whatever the specifics of the final product, though, it’s unlikely to be anything but a fair — if not a better-than-fair — deal for employees. Madison, with its public worker union sympathies, won’t stand for anything less.

Madison Teachers’, Inc. Solidarity via a kind Jeanne Bettner email:

MTI and the District have been in dispute regarding the interpretation of Section III-R of the Collective Bargaining Agreement regarding Class Covering Pay since 2007 when MTI filed a grievance on behalf of the staff at Sennett Middle School. The grievance was over class covering pay when a substitute teacher is unavailable and students were assigned to other staff.
Resolution was achieved through a grievance mediation process which MTI and the District entered into last school year in an attempt to deal with a backlog of grievances. The process, which was recommended by Mediator/Arbitrator Howard Bellman during negotiations three years ago, is part of a project begun by Northwestern University Law School.
The mediated agreement resulted in clarity to the language that ensures teachers and other teacher bargaining unit members are compensated for covering another teacher’s class while leaving some flexibility for unforeseen emergencies and rare occurrences.
Section III-R states that when the District is unable to assign a substitute teacher to cover for an absent teacher, the building principal must first solicit volunteers from those teachers available to cover the class in question. If no teacher volunteers, the principal may assign a teacher to cover another teacher’s class.
The District had maintained that to be compensated for this work the covering teacher had to lose prep or planning time. MTI disputed that interpretation. In addition, the District contended that classes could be split up and assigned to multiple classrooms without receiving class covering pay.
The following constitutes the resolution of this matter as to when class covering pay is owed to teachers:

Jack Craver:

Since 2007, there have been nine elections for seats on the Madison School Board. Only two have been contested. Thus, in seven instances, a candidate was elected or re-elected without having to persuade the community on the merits of his or her platform, without ever facing an opponent in a debate.
This year, two seats on the School Board are hotly contested, a political dynamic that engages the community and that most members of the board welcome.
“What an active campaign does is get the candidate out and engaged with the community, specifically on larger issues affecting the school district,” says Lucy Mathiak, a School Board member who is vacating one of the seats that is on the April 3 ballot.
Competition may be healthy, but it can also be ugly. While the rhetoric in this year’s School Board races seems harmless compared to the toxic dialogue we’ve grown accustomed to in national and state politics, there is a palpable tension that underpins the contests.
Teachers and their union worry that Gov. Scott Walker’s attacks on collective bargaining rights and support for school vouchers could gain more traction if candidates who favor “flexibilities” and “tools” get elected to the board. Meanwhile, many in the black community feel their children are being neglected because policy-makers are not willing to challenge the unions or the status quo. District officials must contend with a rising poverty level among enrolled students and concerns about “white flight.”
In addition to massive cuts to education funding from the state, the current anxiety about the future of Madison’s schools was fueled by last year’s debate over the proposed Madison Preparatory Academy, a charter school plan devised by Kaleem Caire, the head of the Urban League of Greater Madison, to help minority students who are falling behind their white peers in academic achievement. Minority students in the Madison district have only a 48 percent four-year graduation rate and score much lower on standardized tests than do white students.
Objections to Madison Prep varied. Some thought creating a school focused on certain racial groups would be a step backward toward segregation. Others disliked the plan for its same-sex classrooms.
However, what ultimately killed the plan was the Urban League’s decision to have the school operate as a “non-instrumentality” of the Madison Metropolitan School District, meaning it would not have to hire union-represented district teachers and staff. In particular, Caire wanted to be able to hire non-white social workers and psychologists, few of whom are on the district’s current staff.

Much more on the proposed Madison Preparatory IB charter school, here.
Seat 1 Candidates:
Nichele Nichols
www.nichols4schoolboard.org
email: nnichols4mmsd@gmail.com
Arlene Silveira (incumbent)
www.arleneforschoolboard.com
email: arlene_Silveira@yahoo.com
Seat 2 Candidates:
Mary Burke
www.maryburkeforschoolboard.net
email: maryburkewi@gmail.com
Michael Flores
www.floresforschoolboard.org
email: floresm1977@gmail.com
1.25.2012 Madison School Board Candidate DCCPA Event Photos & Audio
Listen to the event via this 77MB mp3 audio file.
Arlene Silveira & Michael Flores Madison Teachers, Inc. Candidate Q & A

Madison Teachers, Inc., via a kind Jeanie Bettner email:

Given MTI’s leadership during last year’s protests over Governor Walker stealing public employees’ rights and negating 46 years of MTI’s gains through collective bargaining, and because of MTI members’ leadership in the recall campaigns of anti-public employee Senators and the Governor, the Union has received and continues to receive requests for guidance.
Currently MTI President Peggy Coyne (Black Hawk) and MTI Faculty Representative & Recall Committee member Kathryn Burns (Shorewood) are in Osaka, Japan, where they will be presenters at a meeting of 200 to prepare for the Osaka Social Forum to be held in September. The public employees in Osaka City advise that they are facing the same kind of attacks by the new Mayor of Osaka City, who was formerly the Governor of Osaka Prefecture. The theme of this fall’s conference is how to organize resistence to the harsh attacks on union rights and public education.
In April, MTI Board of Directors’ Secretary Liz Wingert (Elvehjem) will travel to Edmonton, Alberta, where she will engage in a very similar meeting to that described above in Osaka, Japan. Similar to Wisconsin, Koch Industries registered last spring as lobbyists in Alberta. Their subsidiary, Flint Hills Resources, is among Canada’s largest crude oil purchasers, shippers and exporters. Koch Industries‘ [open secrets 2008 Senate Democrat contributions, including Obama, 2008 Republicans] Flint Hills Resources operates a crude oil terminal in Hardisty, and has offices in Calgary. Charles and David Koch are reportedly the 24th richest people in the world, with holdings worth $17.5 billion. It was David Koch who Governor Walker thought he was talking with last spring, only to have the caller being an impersonator. The New York Times reported that the Koch brothers were among Walker’s largest contributors. The Capital Times reported last Monday that David Koch said, “What Scott Walker is doing with public employee unions in Wisconsin is critically important.” The Koch brothers “Americans for Prosperity” has bought about $700,000 in TV ads in support of Governor Walker.
In Alberta, like Wisconsin, conservative legislators argue that public sector collective bargaining should be curtailed and that alternate means of delivering public services should be enabled. Alberta conservatives call it “privatization” and “managed competition”, where the lowest price gets the contract.

Jack Craver:

Labor was even overshadowed by a multitude of non-policy-related issues Democrats launched at Republicans, such as (ultimately recalled) Sen. Randy Hopper’s extra-marital affair and a conservative group’s use of a narrator whose voice is strikingly similar to that of actor Morgan Freeman. (Incredibly, it’s not the first time somebody has accused Republicans of mimicking the star’s patented Delta drawl in TV ads)
“I think that the terminology of collective bargaining is not one that if you did a poll resonates because of the way the right-wing has killed private sector unions,” says John Matthews, executive director of Madison Teachers Inc., the local teachers union.
Jim Palmer, the head of the Wisconsin Professional Police Association, agrees, and says unions should take some of the blame for the public’s lack of understanding of labor rights.
No matter what candidates are saying, however, Matthews makes one point clear:
“Any Democrat would be better than Walker.”

Chris Rickert:

Teachers union seniority rules, though, appear less benign.
Joshua Cowen, a University of Kentucky assistant professor of public policy and administration, said there’s “indirect evidence” on “whether unions’ emphasis on seniority hinders academic achievement.”
Specifically, teachers don’t appear to get any better after three years on the job or after getting a master’s degree.
“What this means is that school districts are spending a good deal of money to reward teachers for characteristics that are not really related to student success,” he said.

Related: Madison Prep supporters revamping proposal to overcome district objections; Seniority Changes

Matthews, however, said MTI opposes the types of changes Madison Prep would seek, such as eliminating a provision that grants senior teachers priority for new job openings in the district.
“Those are rights people have,” Matthews said. “It gets us right back to why there was so much reaction to what Gov. Walker did last year.”

Arlene Silveira & Michael Flores Madison Teachers, Inc. Candidate Q & A

Question 23 has implications for the future of our public schools, along with the proposed Madison Preparatory Academy IB charter school:

Given Act 10’s negative Impact on Collective Bargaining Agreements, will you introduce and vote for a motion to adopt the Collective Bargaining Agreements (182 page PDF Document) negotiated between MTI and The Madison Metropolitan School District as MMSD policy?

Both Silveira and Flores answered Yes.

Norman Stockwell:

One year ago this week, Madison teachers voted overwhelmingly to walk off the job, and walk into the Capitol to protest the budget repair bill (later known as Act 10), which stripped public employees of most of their collective bargaining rights. As journalist John Nichols noted in a recent speech, “The teachers felt they had to go to the Capitol, because the Legislature had forgotten them.”
The decision was not taken lightly, as Madison Teachers Inc. Executive Director John Matthews recalls: “I got notice of what the governor planned to include in his budget repair bill, and it was more than financial issues, it was going to start attacking workers’ rights and that goes to the very core of the operation of what a union does, what it can provide for those it represents. When the word came that he was going to attempt to do away with public sector bargaining in Wisconsin, we’re talking about 50 years of work that we have put into developing not only rights but wages and benefits.”
Matthews noted that the timing happened to coincide with meetings that were already scheduled: “That very evening I had a scheduled meeting with the MTI board of directors and they immediately said, well, just get us the list of all of our reps and their phone numbers, we have reps at every one of 60 different work sites. … And they sat there at that time calling those reps. … Frequently in February and March our board of directors meeting is followed the next day by a representative council meeting. We had 120 people show up at that meeting. And I gave my same presentation, and immediately a motion came from the floor: We need to go to the Legislature tomorrow. And that motion passed immediately with little debate. The only discussion was are we gonna call in sick or are we going to call in well and simply tell the school district that we aren’t going to be at work tomorrow?”

Matthew DeFour:

And even though teachers would be unionized, they would have different rules from those at other schools to bring costs down, Caire said.
Caire’s original proposal for Madison Prep called for a “non-instrumentality” charter school, meaning it would employ its own staff and be free of day-to-day district oversight. In October, Caire and Matthews announced an agreement by which Madison Prep would use union staff, opening the door for Madison Prep to submit an “instrumentality” charter school proposal to the district.
But a district analysis based on language in the union contract found the cost would be higher than originally projected. Cost-saving changes to the contract, which expires in June 2013, couldn’t be made without nullifying it under the state’s new collective bargaining law.
In November, Madison Prep supporters changed their proposal to a non-instrumentality charter school. District officials opposed that option, saying it would have insufficient oversight and conflict with the union contract, which requires the district to hire union employees.
The latest iteration of Madison Prep would be an instrumentality charter school. But because it would open in fall 2013, the current union contract wouldn’t apply, meaning separate rules could be written for the school.
Matthews, however, said MTI opposes the types of changes Madison Prep would seek, such as eliminating a provision that grants senior teachers priority for new job openings in the district.
“Those are rights people have,” Matthews said. “It gets us right back to why there was so much reaction to what Gov. Walker did last year.”

Much more on the proposed Madison Preparatory IB charter school, here.

Guy Boulton:

Politicians vilifying health insurance companies isn’t uncommon. But WEA Trust has the distinction of being attacked not by liberal Democrats but by conservative Republicans.
WEA Trust’s core business is selling health insurance to school districts. And the company – an outgrowth of the state’s largest teachers union but an independent, nonprofit company – became a frequent target in the clash over teachers’ benefits and collective bargaining.
Critics contended that WEA Trust’s rates were higher than its competitors and that school districts could save money by switching to other health insurers if benefits were not subject to collective bargaining.
WEA Trust countered that its rates were competitive and that school districts spent more on health insurance than private employers because the districts provided better benefits as part of teachers’ compensation.
The coming years will determine who is right. So far, no clear answer has emerged.
WEA Trust, one of the state’s largest health insurers, has lost about a third of its business with school districts now that state law excludes health benefits from union contracts. But it also has won some new customers and become a significant competitor in the market to insure state employees.

Jack Craver:

Of the 33 questions on the questionnaire for School Board candidates crafted by Madison Teachers Inc., one asks the candidate whether he or she will “introduce and vote for a motion to adopt the Collective Bargaining Agreements negotiated between MTI and the Madison Metropolitan School District as [school district] policy.”
Both Arlene Silveira, who is running for re-election on the board, and Michael Flores, who is running for an open seat, responded “yes.” Both candidates received MTI’s endorsement.
Ed Hughes, a fellow board member, is dismayed by what he sees as a pledge that will restrict the administration’s ability to develop new solutions for district issues.
“The pledge of the MTI-endorsed candidates isn’t to exercise good judgment; it’s a pledge to renounce the exercise of any judgment at all,” he says.
In particular, Hughes is worried that retaining certain elements of the existing contract, such as the non-compete clause that keeps the district from contracting with non-union employees, will limit schools’ ability to get kids help from qualified outsiders.

Seat 1 Candidates:

Nichele Nichols
www.nichols4schoolboard.org
email: nnichols4mmsd@gmail.com

Arlene Silveira (incumbent)
www.arleneforschoolboard.com
email: arlene_Silveira@yahoo.com

Seat 2 Candidates:

Mary Burke
www.maryburkeforschoolboard.net
email: maryburkewi@gmail.com

Michael Flores
www.floresforschoolboard.org
email: floresm1977@gmail.com

Related: Chris Rickert: (Wisconsin Gubernatorial Candidate Kathleen) Falk’s pledge to union leaders hypocritical or admirable?
1.25.2012 Madison School Board Candidate DCCPA Event Audio & Transcript.
“Concessions Before Negotiations” has been going on for some time locally.

Jack Craver:

Although the debate over the proposed Madison Preparatory Academy has often inflamed emotions in the community over the past year, Wednesday night’s forum for candidates for the Madison School Board was respectful and largely subdued.
In fact, if there was any overarching theme to the discussion, which was hosted by the Dane County Democrats at the Madison Concourse Hotel, it was that the candidates largely agree on most major educational issues.
Notably, none expressed support for the Madison Prep charter school unless it remained subject to the rules of the current collective bargaining agreement between the school district and the teachers union. In December, the School Board rejected the plan for the charter school after its backers sought “non-instrumentality” status from the district in an effort to gain more flexibility in setting pay and work conditions for its employees.

Much more on the candidates and a recent forum, here.

Matthew DeFour (Facebook link… beware privacy issues)

Yesterday I asked Nichelle Nichols and Mary Burke to respond to the post I shared about the DaneDems Forum. Nichelle posted the following response.
It’s worth noting that the “original” plan for Madison Prep was for a non-instrumentality, which changed to an instrumentality right before last October’s official public hearing because of an agreement reached with Madison Teachers Inc. When that agreement proved too expensive because of provisions in the current collective bargaining agreement, Madison Prep was again put forward as a non-instrumentality.

Much more on the 2012 Madison School Board Candidates, here.

Tweet, in reply to this, via a kind reader.
Related: Arlene Silveira & Michael Flores Madison Teachers, Inc. Candidate Q & A

Question 23 has implications for the future of our public schools, along with the proposed Madison Preparatory Academy IB charter school:

Given Act 10’s negative Impact on Collective Bargaining Agreements, will you introduce and vote for a motion to adopt the Collective Bargaining Agreements (182 page PDF Document) negotiated between MTI and The Madison Metropolitan School District as MMSD policy?

Much more on More on Madison Superintendent Dan Nerad’s Achievement Gap Presentation: $105,600,000 over 5 Years.

Jason Stein:

Union leaders are asking Democratic candidates for governor to veto the next state budget if it doesn’t restore collective bargaining for public workers and one leading candidate – Kathleen Falk – has agreed, participants in the private meetings say.
The plan, which could lead to shortages or even layoffs in government if it doesn’t succeed, is a key strategy that union leaders are considering for undoing Gov. Scott Walker’s repeal last year of most collective bargaining for public employees. Falk, the former Dane County executive, has committed to restoring collective bargaining in the next state budget and vetoing the budget if those provisions come out, while at least three other candidates including Milwaukee Mayor Tom Barrett said they wouldn’t commit to any one strategy to accomplish that.
“The governor’s job is to veto budget items that don’t reflect citizens’ values. That’s why a million people signed recall petitions – because Scott Walker’s budgets didn’t reflect citizens’ values,” Falk spokesman Scot Ross said. “All the support she’ll receive is because she the best candidate to take on Gov. Walker’s divisive, extreme, national tea party agenda and bring Wisconsin back together.”
Unions helped launch the recall effort against Walker in November in response to Walker’s labor legislation, and the state teachers union on Wednesday endorsed Falk in that looming contest. All the potential Democratic challengers to Walker support restoring collective bargaining, but they don’t all agree on how to make that happen.