D-21 APPOINTMENTS AND LATERAL
ASSIGNMENTS OF MANAGERIAL EXEMPT, PROFESSIONAL AND TECHNICAL PERSONNEL FOR
2012-2013
Dr. Marta Pérez took the opportunity to reiterate her dissent
at the last school board meeting for the Miami-Dade school district administrators
having more earning potential under a revamped salary schedule. Perez stated she did not appreciate the late
notice of the changes to administrative pay ranges and felt pressure to not
over vocalize her decent last week in front of the cameras. However, she was fearful of the community
backlash because of the recent passing of the bond referendum and stated
"public criticism of government is that as soon as we get the money
salaries are revised and that is what the appearance of this is." Perez called the decision to approve D-21
with the last minute modifications a "self sabotaging mistake".
School Board Member, Raquel A. Regalado suggested that
school board members should consider flagging any increase that is above the
percentage amount that teachers received.
Last week, the School Board unanimously increased the
maximum salaries possible for managers by 10 percent to 30 percent, or between
$6,191 and $34,755, depending on the pay grade. The board also approved several
new positions and promoted some individual administrators. Superintendent
Alberto Carvalho said the new pay schedule is a needed adjustment, "giving
the flexibility to retain and recruit top talent in the district, which has
garnered national accolades, most recently the Broad Prize in education." Carvalho
mentioned no administrators would see immediate raises under the revised pay
plan, except for those employees who had specific promotions and moved up a pay
grade. The new schedule impacts 1,300 employees considered managerial exempt,
professional, etc. . .
The higher salary schedule was not well received with some
teachers, who recently ratified a new contract that gave a 2.7 percent raise on
average to instructors and a 2.25 percent raise to school staff like security guards
and clerical workers.
United Teachers of Dade President Karen Aronowitz
called it “unconscionable” to raise the pay grades that much. “It seems to me
if 2.25 percent is all you can offer to the least-paid employees, that ought to
be what you offer to the best-paid,” Aronowitz said. “In truth, it says that we
pretend to value you." In the new contract, some mid-career teachers will
see a pay raise of less than 1 percent, or about $300 more a year. While top-paid
administrators who work outside of schools can now earn up to $174,000; the
previous limit was $145,462. Non-school managers on the lowest pay grade can
now earn up to $68,000, nearly $6,200 more than before.
Enid Weisman, assistant superintendent of human
resources, was promoted to chief human capital officer, at a higher pay grade
sent out a response to the negative reactions to the impromptu pay cap
increases clarifying the pay caps impact.
In addition, Daniel Tosado, Chief of Staff also sent a clarifying
response after the administrative pay cap increase was further publicized in a
Miami Herald article. He stated, "Transparency is a hallmark of Miami-Dade
County Public Schools’ administrative practices" and he also emphasized,
"No current employee is at the maximum of the salary range, nor is any
employee scheduled to advance on the salary schedule as a result of the new
scale."
The word that sticks out at every school
board meeting, especially the meetings focusing on the bond referendum has been
transparency. The bond referendum pasted,
in part, on the promise of transparency. Therefore, there was no surprise at
the public out cry from teachers and citizens alike who felt transparency was
lacking in the last school board meeting when School Board member Perez and
others seemed to be blindsided by the superintendent's changes in D-21 and yet
it passed with some perfunctory statements of disapproval of the timeliness of
them receiving the information. We are
living in a competitive society and individuals need to be encouraged to join
Miami-Dade County Public Schools (M-DCPS) or staying in their current positions
when there are competitive offers being posed to them, which is
understandable. However, I do not see
the same vehement out cry to broaden the pay cap in regards to the second most
important factor of the success or failure of M-DCPS next to students, which
are the teachers. Frequently teachers leave M-DCPS to go to other professions
that pay more or other school districts that offer a better salary
package. The need for teachers in
M-DCPS is so critical that we are filling schools with Teach for America cohorts
who are enticed to sign a three year contract to teach in the worse performing
schools with the offer of up to $11,100 in education awards, loan forbearance
and paid interest for two years. It seems the need to entice (through higher
potential pay) our best and most prepared teachers to come work for M-DCPS or
to remain in their current positions is just as vital.
A1 MIAMI-DADE COUNTY'S GRADUATION RATE
Superintendent Roberto Carvalho shared that The
Florida Department of Education (FLDOE) released the 2011-2012 Federal
Graduation Rates. Graduation Rates was a
step the FLDOE implemented to comply with The Elementary and Secondary Act
Waiver. This allows states to compare themselves to other states and the data
used for school accountability.
Superintendent Carvalho expressed his pride in M-DCPS performance,
having a higher graduation rate than the state of Florida, we have met surrounding
counties rates, which have less poverty and less diversity, which mean less
English Language Learners, and accredits it to the teachers and support
personnel in the school district.
The rates only include students who received a
standard diploma within a four-year time frame. M-DCPS scored 76% compared to
the state of Florida's 74.5% and the rate of improvement is 4.7% as compared to
the state that improved 3.9. There was 28,000 students in this cohort and over
17,000 of the students graduated. In addition, M-DCPS exceeded the rate in
regards to all of its ethnic groups, Black students in M-DCPS out performed the
state at a rate of 68.3% compared to 63.7%, Hispanic students had a 76.9% as
compared to the state of Florida's 72% and white students in M-DCPS had a rate
of 85.1% compared to Florida's 79.4%.
Superintendent Carvalho attributes to following up
with the students that drop out and bringing them back, tracking students,
bringing kids out of the adult education program and back into "day"
school. In addition, focusing on student
achievement and making graduating rates a focus and a priority ensure the
students graduate on time. Focusing financial resources towards graduation rate
and offering an 8-period day to "the most fragile schools" so they
can get credit recovery during the day, as well as offering online credit
recovery and restructuring the counselor process through offering Graduation
Coaches as a resource to students who are in danger of not graduating, and
offering Saturday School and Summer School course offerings.
It is delightful to hear M-DCPS is doing so well in regards to
graduation rate. It is very clear a
great deal of money is focused towards the effort of making sure all students
are receiving a quality education and graduating on time. However, it would be remiss to not mention
the “fiscal cliff” that could substantially impede progress. If actions are not
taken to spare education, The National Education Association predicts services will be cut or
eliminated for more than 9 million students, including 1.8 million living in
poverty and receiving Title 1 services. 69,000 students in our neediest schools
will suffer with cuts to School Improvement Grants. Nearly 80,000 education
jobs will be lost at the early childhood, elementary, secondary and postsecondary
levels. We should advocate for education
funding to be put at the forefront in the legislative discussions in regards to
the "fiscal cut" or we may loose our strong footing in regards to
graduation rate if we cannot fund the programs that are currently working.
