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LAUSD: Tensions between Administration and Teachers Increase
Alex Caputo-Pearl is the new union leader for United Teachers Los Angeles (UTLA) and he's starting to pound the drum for a possible strike. Los Angeles teachers have not received a raise in seven years and union leaders are trying to negotiate a raise.
Opponents for a pay raise might argue that the teacher salaries should be based on student progress. They also argue that teachers have more holidays and time off than the rest of the workers. Another argument is that benefit packages are already too great.
Proponents for a pay raise use the same argument used by business - [executive] pay must be high to attract talent. They argue that teacher salary and evaluation cannot be tied to a student because student transient rates are too high. Imagine being evaluated by a student's score when the student was just enrolled into your class the day before the determining exam. Finally, a key oversight by many teacher distractors is that starting salaries are very low for teachers - and increase over time. LAUSD increases pay the first ten years then starts to spread out increases over the career. A teacher in a "five year" holding period loses money simply because of inflation.
An interesting idea is to set all teachers at the same base salary then promote and evaluate from that base salary. While merit or performance pay makes headlines, "How people are paid, and how much they are paid, is serious business. Individuals and their families are substantially impacted by structural pay changes. Pay changes must be considered carefully"
LAUSD salary schedules are freely available on the LAUSD website but can be challenging to understand. The T table is for individuals holding teacher certification. Three possible salaries exist for each year of service - which depend upon the teacher following an "A", "B", or "C" schedule.
The "A" schedule is set for 204 contract days; the "B" schedule is set for 221 contract days; and the "C" schedule is for 261 contract days. When discussing salaries, it is important to understand which schedules and which type of teacher's salary is being discussed.
One last little "known" fact is that starting teachers in LAUSD must pass culturally relevant courses before they are moved in the salary schedule. A teacher with +98 units beyond their bachelors is not guaranteed the pay until after they've passed the culture courses. Next, LAUSD will not drop the teacher to the proper column but only move the salary one column, one line per year. Therefore, a teacher could lose out on tens of thousands of dollars a year in published salaries because of this policy. More important, teachers' salaries may appear inflated.
http://www.tuxreports.com/education...etween-administration-and-teachers-increases/
LAUSD: Tensions between Administration and Teachers Increase
Alex Caputo-Pearl is the new union leader for United Teachers Los Angeles (UTLA) and he's starting to pound the drum for a possible strike. Los Angeles teachers have not received a raise in seven years and union leaders are trying to negotiate a raise.
Opponents for a pay raise might argue that the teacher salaries should be based on student progress. They also argue that teachers have more holidays and time off than the rest of the workers. Another argument is that benefit packages are already too great.
Proponents for a pay raise use the same argument used by business - [executive] pay must be high to attract talent. They argue that teacher salary and evaluation cannot be tied to a student because student transient rates are too high. Imagine being evaluated by a student's score when the student was just enrolled into your class the day before the determining exam. Finally, a key oversight by many teacher distractors is that starting salaries are very low for teachers - and increase over time. LAUSD increases pay the first ten years then starts to spread out increases over the career. A teacher in a "five year" holding period loses money simply because of inflation.
An interesting idea is to set all teachers at the same base salary then promote and evaluate from that base salary. While merit or performance pay makes headlines, "How people are paid, and how much they are paid, is serious business. Individuals and their families are substantially impacted by structural pay changes. Pay changes must be considered carefully"
LAUSD salary schedules are freely available on the LAUSD website but can be challenging to understand. The T table is for individuals holding teacher certification. Three possible salaries exist for each year of service - which depend upon the teacher following an "A", "B", or "C" schedule.
The "A" schedule is set for 204 contract days; the "B" schedule is set for 221 contract days; and the "C" schedule is for 261 contract days. When discussing salaries, it is important to understand which schedules and which type of teacher's salary is being discussed.
One last little "known" fact is that starting teachers in LAUSD must pass culturally relevant courses before they are moved in the salary schedule. A teacher with +98 units beyond their bachelors is not guaranteed the pay until after they've passed the culture courses. Next, LAUSD will not drop the teacher to the proper column but only move the salary one column, one line per year. Therefore, a teacher could lose out on tens of thousands of dollars a year in published salaries because of this policy. More important, teachers' salaries may appear inflated.
http://www.tuxreports.com/education...etween-administration-and-teachers-increases/
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