Mum's the word: Ann Arbor principals union yet to negotiate new contract, pay cut
With two weeks remaining until the end of the school year and the Board of Education in the final stages of hashing out its 2013-14 academic year budget, the Ann Arbor Administrators Association has yet to negotiate a new contract.
They are the last of the district's employees to come to the table with a salary reduction to help the Ann Arbor Public Schools close an $8.67 million budget shortfall for the upcoming school year.
Quad-A union President and Dicken Principal Mike Madison
In December, central administrators presented a preliminary list of possible cuts to help the district reduce expenses for fall and balance its approximately $189 million budget. A 1 percent salary cut for all employees was targeted to save AAPS about $1.3 million.
The Ann Arbor Education Association's teachers, paraprofessionals and office professionals unions approved new contracts in March — each taking a one-year 3 percent pay cut to save AAPS $3.4 million.
Non-affiliated employees, including central office administrators, staff and department directors, announced their 3 percent pay cut at the beginning of May, a total cost savings of $114,290.
There has been no word yet on a salary concession from the 48 members of the principals union.
"The negotiations are ongoing," said Dicken Elementary School Principal and Quad-A President Michael Madison. "We hope to have a contract approved before the end of the school year."
Neither Madison nor district officials would speak to the tone or spirit of the contract negotiations. Communications Director Liz Margolis explained not talking about collective bargaining discussions until contracts have been finalized is the "agreed upon practice of both parties."
"We honor that agreement regarding the negotiation process," she said.
The Quad-A's contract expires on June 30, but there is much at stake in this contract as the school board gets down to the wire with having to make a number of painstaking cuts to the district's staff, programs, course and athletics offerings and transportation and other services.
At least one trustee has publicly criticized the Quad-A's delay in reaching an agreement. Vice President Christine Stead said a 3 percent pay cut, if the principals agree to something similar to the other unions, would generate a savings of $266,000.
Board of Education member Christine Stead
"That ($266,000) is a significant amount of money and knowing is an important piece in terms of teachers and programs that we could save."
She said if the agreement comes after the board passes its budget, "it just doesn't help."
Stead added it is surprising to her that a group that has been so vocal and quick to act in issuing statements to the board and the public, asking for concessions from the administration and teachers, would be so slow to step up to the plate with its own concessions.
"I believe they were saying, 'Lead us administration, and cabinet, and take cuts first,'" Stead said. "And that's a fine thing to say ... but it's disappointing that our building principals — who we rely on and look to for leadership in our buildings and with our students every day — that they still haven't exhibited that leadership here, or at this point it would be more follower-ship."
The AAAA in March called for Superintendent Patricia Green to reduce her $245,000 salary by $50,000, the equivalent of a 20.4 percent cut. The union also recommended 31 cuts to the board, many of which would affect various other employees and employee groups, such as:
- Eliminating Deputy Superintendent for Human Resources David Comsa's position.
- Eliminating the director of technology position and promoting someone from within to assume the role with an additional $25,000 in salary.
- Eliminating elementary noon-hour supervisors and replacing it with required teacher supervision.
- Opening the Ann Arbor Education Association contract and cutting excessive language.
- Privatizing grounds maintenance, such as snow removal and lawn care service.
The Quad-A union will need to vote on a new contract before to the contract can come before the board for approval. The next Board of Education meeting starts at 7 p.m. on June 12 at the downtown Ann Arbor District Library.
According to W2 tax information from 2012, 31 of the district's principals earned more than $100,000 in base pay last calendar year. This figure includes lead and assistant principals from the preschool, elementary, middle and high school levels.
Their salaries ranged from $100,132 to $124,000 and their total compensation packages were valued at $134,035 to $174,486.
- Download the 2012 and 2013 lists (based on the previous year's tax information) of employees making more than $100,000.
- Download the administrator salary schedule from Quad-A's master agreement with the district.
Danielle Arndt covers K-12 education for AnnArbor.com. Follow her on Twitter @DanielleArndt or email her at daniellearndt@annarbor.com.
Comments
mady
Tue, Jun 4, 2013 : 8:03 p.m.
"eliminating elementary noon-hour supervisors and replacing it with required teacher supervision." Ridiculous.Absolutely ridiculous. I am a noon-hour supervisor at one of the elementary schools in Ann Arbor. We get, at most, 10 hours a week so maybe we are the lowest form of life in the BOE's eyes, but notwithstanding all that we provide a valuable service. We supervise the children during lunch/play period so that the teachers can get a well-deserved break. a Lot of us happen to love what we do for a living(I know I do) and don't exactly relish the thought of having our jobs yanked from under us! Moreover, the teachers have plenty to do as it is. a member of my family is a teacher and brings work home with him, i.e. grading papers, making lesson plans, etc. Requiring(not asking, mind you)them to do any more than they already do is grossly unfair to them. Cut the fat from the top, NOT from those of us who can least afford it!! --Madeleine L. Baier
jns131
Tue, Jun 4, 2013 : 2:49 a.m.
Close Clemente, Combine it with Stone School and privatize most if not all of Balas. Good grief folks we are talking jobs here. And the BOE wants to end transportation as we know it? Why not just close the schools and do what Inkster just did. Turn them all into charters. Folks the BOE is trying to save Balas and Balas is not worth saving. Time to realize we need to recall these BOE members. Save a job. Close Balas.
Carolyn
Tue, Jun 4, 2013 : 2:08 a.m.
The AAAA also recommended "eliminating elementary noon-hour supervisors and replacing it with required teacher supervision"... LAUGHABLE. As if teachers don't have enough on their plates. Maybe, INSTEAD, principals could come out from behind their, often closed, office doors and pick up the slack in this area if they feel that removing low wage employees is the way to address a $8.67 million shortfall.
HoldOn
Tue, Jun 4, 2013 : 12:49 a.m.
Stead "If they wanted to offer more...." Don't you get it? The don't "want" to offer anything. You have to demand it in order to save educational programs and teachers!
Macks Pizza
Mon, Jun 3, 2013 : 6:50 p.m.
Will you tell us how much Principals and Assistant Principals are getting as a bonus for their FOP incentives. I understand they have been getting this bonus for many years. What is the justification for such a monetary reward?
Carolyn
Tue, Jun 4, 2013 : 2:12 a.m.
What does FOP stand for ???????
Goober
Mon, Jun 3, 2013 : 10:24 p.m.
Maybe the AA BOE doesn't even know.
newsmuse
Mon, Jun 3, 2013 : 9:47 p.m.
Agree wholeheartedly. Can someone please explain to us in detail about these bonuses. Why is it so difficult for A2.com readers and A2 taxpayers to find out about this?
PhillyCheeseSteak
Mon, Jun 3, 2013 : 6:04 p.m.
Initially I was impressed by the cost-cutting suggestions put together by the AAAA but now I'm losing respect for them as they drag their feet about taking a pay cut.
say it plain
Mon, Jun 3, 2013 : 5:56 p.m.
I guess the principals feel they will really earn their salaries and don't feel it's right to take a pay cut. After all, it will be *even more* work now to keep the BOE's and Balas' secrets about how our schools are failing our students. Imagine, trying to keep teachers in line as they are required to teach ever-huger classrooms and offer fewer courses of interest or utility to students? Imagine, trying to deflect parents and students who notice that things are missing...decent meaningful assessments, interesting and well-conceptualized curriculum, *textbooks* or a reasonable substitute for them?! Imagine, doling out paper sheet by sheet in your building now that central administration tells us that *this* is the level at which we must save, instead of taking a good long look at spending that doesn't affect the day-to-day functioning of *education* in the classrooms?! *That* all takes energy and cunning skill so no pay cuts should be expected from *that* sector i suppose...
Shawn Letwin
Mon, Jun 3, 2013 : 5:13 p.m.
For comparison purposes- In Dexter, the BOE has just negotiated with its administrators a new 3 year contract: "A pay freeze and a 1% reduction in salary for the 2013-14 school year. If the pay reduction for teachers is eliminated the 1% reduction for administrators is void." As posted in tonight's board packet. Kudos to Ann Arbor teachers agreeing to 3% over 3 yrs and sharing the pain. Dexter BOE is just negotiating for 1 year of concessions and for no more than 1% reduction in salary. Never mind that DCS is facing a 2 million dollar deficit this year...growing by over $500K between last June and November, or that the district will be completely broke in two years. Funny how just 3 years ago the DCS BOE negotiated the last teachers contract to give teachers bonuses if the revenue was over expenses (which had happened...teachers spend less than budgeted on the kids and they pocketed the unspent ) and also give the teachers bonuses if district health care expenses were less than what was budgeted (which it was). DCS has spent well over a million dollars to serve 30 students for a duplicate IB program, cut 3.5 million in expenses 3 years ago but only reduced spending by 2.5 million, then they gamed the state for another 200K in revenue by "opening" the district up as a school of choice for no more than 5 students or when the district was losing over 700K in paid wages for inefficient scheduling at the high school. At least the Ann Arbor community is provided with news coverage to be informed and the district is communicative. In Dexter, we are only recipients of press releases from the BOE and administrators. The Dexter Difference.
AMOC
Mon, Jun 3, 2013 : 8:25 p.m.
Shawn - To be very explicit, the AAEA agreement with the district is to reduce all the steps on the table by 3% for the 2013-14 school year only. Teachers can continue to progress up the steps, and the step values each go back up in 2014-15 and stay at the higher level for 2015-16 under the new contract. AAEA also explicitly continued the Memorandum of Understanding that says teacher pay and/or health care benefits get 70% of any increased funding received by the district, once the Fund Balance is over 10% again.
Shawn Letwin
Mon, Jun 3, 2013 : 7:24 p.m.
@DonBee- Thanks. I get that the steps are still being earned. And I took it as the 3% cut is being held for 3 years in Ann Arbor (but maybe not) and that in Dexter, it would be just held for 1 year, if at all. The devil is always in the detail and fine print...so good luck to Ann Arbor in getting real, effective cost savings and true value from all of the positions that are being supported for the alleged benefit of the kids...but I digress.
DonBee
Mon, Jun 3, 2013 : 6:05 p.m.
Mr Letwin - The 3 percent reduction in is the first year. Steps in the table continue to be paid as earned, according to the one page amendment to the contract that I have seen (It was still not on the website on Friday).
Westfringe
Mon, Jun 3, 2013 : 5 p.m.
Why are there so many bad principals in A2? Is the BOE using some other metric besides the candidates qualifications to make hiring decisions?
Danielle Arndt
Mon, Jun 3, 2013 : 3:54 p.m.
There have been a number of comments/questions about AAAA's salaries. So I've added a downloadable schedule of administrators salaries from the master agreement to this story so readers can see the starting base pay and various step increases for each category of principal and director. I've also added the following information to the story: According to W2 tax information from 2012, 31 of the district's principals earned more than $100,000 in base pay last calendar year. This figure includes lead and assistant principals from the preschool, elementary, middle and high school levels. Their salaries ranged from $100,132 to $124,000 and their total compensation packages were valued at $134,035 to $174,486.
HoldOn
Mon, Jun 3, 2013 : 9:24 p.m.
BONUSES! For What?
newsmuse
Mon, Jun 3, 2013 : 8:57 p.m.
Danielle- The principals also get bonuses for meeting certain district goals. Why is this language not included in their master agreement? Why are these details not included in documents that the public or annarbor.com can see? Where is the language about this extra money that principals get for meeting district goals? They get paid more money than the "base salaries" in their master agreement. Could we please read the specific language and dollar amounts from the district regarding this extra pay?
Christine Stead
Mon, Jun 3, 2013 : 7:40 p.m.
There are two other very small groups that are included in this $266K figure; most of it would be AAAA, as they are the largest group that might offer concessions. I used 3% to reflect the precedent of other groups (e.g., AAEA); if they wanted to offer more than that, it would help save more jobs at this point for FY14.
YpsiLivin
Mon, Jun 3, 2013 : 6 p.m.
Then Christine Stead's claim that the district can claw back $266K on a 3% across-the-board cut for administrators is optimistically high. It would be nice to know how the board arrived at this figure. It's either based on a salary cut of more than 3% or the AAAA members make more than anyone is letting on.
Shawn Letwin
Mon, Jun 3, 2013 : 4:53 p.m.
Thanks!
BhavanaJagat
Mon, Jun 3, 2013 : 3:53 p.m.
Whole Dude - Whole Leader: The Principals are described as the leaders of the School Buildings. I am not surprised to note that there is no leadership in imparting education. If education is about imparting character, and values, I have not seen any leadership quality on display. I still value the buildings that we have in our School District, and to keep these buildings open, I would be happy if some of these leaders can find directions to the nearest exit sign in the buildings they are currently serving. As the saying goes, "Too many cooks, spoil the broth."
Tom Todd
Mon, Jun 3, 2013 : 3:37 p.m.
America; you can have anything you want,better not take it from me & you don't deserve to make more than I.
Charles Curtis
Mon, Jun 3, 2013 : 3:09 p.m.
Why would the leaders of our schools do anything to show leadership? They got there's and to hell with the students is a horrible attitude, but that's what the students are being taught now. Lead by example and stop with the do as I say, not as I do garbage. I know my kids see enough of the" I'm in charge and the rules don't apply to me" way our government works. It would be very nice to see some common sense and teamwork from the district, not the everyone or every union for themselves. The district needs to cut jobs of quadA memebership since they look to be unwilling to have a stake in things. And so many wonder why unions have lost so much respect, they do not lead, they do not set an example, and they don't police themselves,. But they will protect the members who ought to be removed...
ViSHa
Mon, Jun 3, 2013 : 2:54 p.m.
Just look at the president of this union---rules don't apply, unless he makes them.
Real Life
Mon, Jun 3, 2013 : 2:27 p.m.
First off, WHAT! Management has a union!?!? Who let that happen? Second, it was hard to decipher, but looks like the average principal's salary is $185,000/year, which is pretty rich for anyone, let alone a lower mid-management type. Certainly a good deal better than the private sector, who has to support all these government jobs. Third, the folks on the bottom are giving up 3%, while the managers are being asked to kick in 1%? So much for equality of sacrifice. If fairness reigned, it would 5 or 10% off the top for all these cushy top jobs, and a percent or two on the bottom.
alarictoo
Wed, Jun 5, 2013 : 3:09 p.m.
$185,000!??? Where did you get that number from this article? "According to W2 tax information from 2012, 31 of the district's principals earned more than $100,000 in base pay last calendar year. This figure includes lead and assistant principals from the preschool, elementary, middle and high school levels. Their salaries ranged from $100,132 to $124,000 and their total compensation packages were valued at $134,035 to $174,486." Try actually reading the article next time. Don't get me wrong... These are still primo salaries. But your number is WAY off.
Stupid Hick
Mon, Jun 3, 2013 : 6:31 p.m.
Duh, I have an idea, why don't we lay off ALL public school administrators, and hire back only those willing to work for minimum wage? What is a public school employee but an overpaid baby sitter? Duh...
Goober
Mon, Jun 3, 2013 : 3:20 p.m.
I agree. A 10% mandatory cut would be a good position for the BOE to take. Any principal that does not like this can quit. Or, if they go on strike, they can be fired and replaced with a talented leader for our schools.
a2citizen
Mon, Jun 3, 2013 : 2:06 p.m.
Will they lose domestic partner benefits?
jns131
Tue, Jun 4, 2013 : 2:50 a.m.
If the BOE has its way? Yup.
Mick52
Mon, Jun 3, 2013 : 1:35 p.m.
This is backwards. The people making the most should be the first to agree to compensation reduction. I call it "leading from the front." Also I would like to suggest to AA.com that not including the pay principals are making compared to teachers and other staff who have agreed to cuts is a big hole in this story. It should be public information and it would give us some idea of how AAPS has been spending. If the gap between teacher pay and principal pay is large, then I would expect a concession larger than the 3% everyone else has agreed to make.
DonBee
Mon, Jun 3, 2013 : 6:02 p.m.
YpsiLivin - Your number is probably correct, but remember there is somewhere between $8000 and $20,000 in health care in the number and somewhere between $25,000 and $35,000 in retirement benefits in there. The contract is NOT clear on percentages for either or caps for health care costs. It is also not clear a a range of other points and has the "individual contract" section which also is not very helpful. I suspect we are all right - the contract says "X", the numbers say "Y" and the details are probably even stranger than either "X" or "Y". Danielle added a link to the over $100,000 pay people in the district that may help sort some of this out.
YpsiLivin
Mon, Jun 3, 2013 : 2:45 p.m.
DonBee, Someone's numbers are off. If Christine Stead's statement that a 3% pay cut by the AAAA members would generate a savings of $266,000 is true, and Danielle Arndt's statement that there are 48 members of the AAAA is also true, that means that in total, the group of 48 administrators costs the AAPS about $8,866,666.00 per year. That would make the average annual pay for each of the 48 administrators $184,720, and a 3% cut would reduce each administrator's compensation by about $5,550/year. Either Christine Stead's cost-savings estimate - based on a 3% pay cut - is optimistic because the administrators don't really make that much, or the number of administrators in the AAAA is wrong. If both Christine Stead and Danielle Arndt are correct, Michael Madison should be breaking his legs to get to the table with concessions from this group. I would also suggest that 3% would be the starting offer and the Board should work upward from there.
DonBee
Mon, Jun 3, 2013 : 1:54 p.m.
http://www.aaps.k12.mi.us/hrs.home/files/aaaa_master_09-2013-final.doc.pdf Mick - First year high school principal - $113,220 plus retirement and benefits At 8 years it is $127,840 plus retirement and benefits Plus $61.39 per hour for 1 principal to work summer school First year elementary principal - 96,975 plus retirement and benefits At 8 years it is $109,515 plus retirement and benefits It is unclear if the salary table extends beyond the 8 year point, since there is mention of individual contracts, and nothing in the salary table beyond the 8th year. The fun thing is the Memorandum at the end of the contract on FOIA about requests for information on Principals.
Brad
Mon, Jun 3, 2013 : 1:31 p.m.
OK, Green reduced her salary by $245K. Your move, AAAA.
JRW
Mon, Jun 3, 2013 : 1:04 p.m.
I agree with other posters that principals are management and should not be unionized. They make high salaries for responsibilities that do not warrant that level of compensation. In times of financial stress, they should lead, not drag their feet. Many of them need to be replaced. If they do not cut at least 3% from their bloated salaries, something is very wrong and much bigger cuts needs to be made. A 1% cut would be a joke. Any retirements should not be filled, and those on "remedial" training should be fired immediately. Yes, there are some principals on this kind of path due to low performance. Get rid of the administrator's union as the first move.
Basic Bob
Tue, Jun 4, 2013 : 2 a.m.
A good principal deserves $100k, as well as the part-time schedule and luxury benefits. The problem is that the worst ones are paid this much, and we can't get rid of them.
TryingToBeObjective
Mon, Jun 3, 2013 : 10:25 p.m.
Most of the posters on this site are parents. We are the customers of the district, and therefore we have a vested interest. I can't speak for others, but having been on several PTO boards, and running interference for several principals, I know a crappy one and an overpaid one when I see one. I can also tell when a principal is just collecting a paycheck, versus having a vested interest in the well being of the school, the kids, and the staff. A union can protect the crappy ones, who are long overpaid and overdue to get booted.
Stupid Hick
Mon, Jun 3, 2013 : 10:13 p.m.
Bob, I suspect most readers know what goes into a hamburger, what they typically cost, and have direct experience to be able to compare hamburgers at different restaurants. How many readers have hired principals, would be able to evaluate a principal's performance, or even know what their responsibilities are? I see zero evidence that any of the commenters on this story have any idea what the market rate is for a good principal. Guess what, it might be more than $100k.
Basic Bob
Mon, Jun 3, 2013 : 7:53 p.m.
hick, if you got a bad burger at a restaurant, would you allow the manager to tell you that your opinion was invalid because you did not work in food service if you got stranded in utah because the airline didn't perform the necessary maintenance, would you allow the airline to tell you that you had to pay your own way back because sometimes engines wear out if your doctor operated on the wrong knee would you sue even though you did not go to med school
Stupid Hick
Mon, Jun 3, 2013 : 6:24 p.m.
I question whether some (most?) of the posters on this site have any experience in public education, let alone actual knowledge of what the job responsibilities are, or how to evaluate talent, or the going rate in the market to be able to acquire talent. For that reason, I don't agree with any of the posters in this thread.
Nicholas Urfe
Mon, Jun 3, 2013 : 1 p.m.
Aren't the administrators responsible for tracking spending and the budget? Aren't they the ones who should be most taken to task for the lack of fiscal controls? I realize they are completely beholden to the board, so I'm not certain they can take the full blame for the black hole that is a2 school spending.
TryingToBeObjective
Tue, Jun 4, 2013 : 2:06 a.m.
The secretaries track the spending. The administrators DO the spending.
DonBee
Mon, Jun 3, 2013 : 12:33 p.m.
May I suggest that you increase the amount that AAPS asks from the principals in pay cut by 1 percent per day, starting today. If they settle today it is 3 percent, if it is tomorrow it is 4 percent, and so forth. The principals are management, not staff, they should not have a union to begin with, union managing union is part of what caused problems in Detroit and elsewhere. Principals are the senior most AAPS person in their buildings and they should act and be ready to be management. Just do away with the AAAA and have them become management employees with typical non-union contracts, like 80 percent of the rest of the employed people in the US. Let each rise and fall on their own merits. I can think of several great principals and a couple of them that...
Basic Bob
Mon, Jun 3, 2013 : 12:43 p.m.
I would also eliminate the position of one principal per week. Starting with athletic directors and principals under 75% building capacity.
belboz
Mon, Jun 3, 2013 : 12:28 p.m.
Well, then I'd just assume a 5% cut, at a minimum. Then, make them at will employees if they don't sign up for it. No reason at all that a contract is needed. I can think of no critical initiative at Tappan or Pioneer, where my kids go to school. Nothing that makes me feel the current principals are critical and cannot be replaced.
AMOC
Mon, Jun 3, 2013 : 8:14 p.m.
In most Michigan school districts, principals and other administrators are already at-will employees. I had never heard of a school administrator union before I had kids in AAPS.
oyxclean
Mon, Jun 3, 2013 : 4:09 p.m.
I feel the same about Logan.
TryingToBeObjective
Mon, Jun 3, 2013 : 12:27 p.m.
Does the contract have to be renewed? If not, can the principals be privatized, and/or promote current teachers who know what the schools actual needs are, then lose fewer teachers due to layoffs, since some would replace those who are promoted ( at lower salaries) to principal. Or can a different term be used than principal- maybe building leaders. I know, it's a new concept. At least some of the current principals are disposable, and won't be missed.
DJBudSonic
Mon, Jun 3, 2013 : noon
How about a list of 31 things that principals do that make them necessary to retain? Can anyone tell me the most important function of a school principal, the one thing that justifies a $100K+ salary? I hope the BOE gives serious consideration to principal sharing, if there is no salary reduction in their contract.
Stupid Hick
Mon, Jun 3, 2013 : 6:05 p.m.
My guess is that $100k+ is probably the market rate for a good principal. In other words, it is probably justified by supply and demand.
grye
Mon, Jun 3, 2013 : 3:39 p.m.
That's like saying a company doesn't need any managers, only workers. The principals serve very important functions of running the school, assessing teacher performance, and handling difficult parents and students (so the teacher can focus on the classroom and teaching the students). Should they take a pay cut like everyone else? Absolutely.
Goober
Mon, Jun 3, 2013 : 11:45 a.m.
The current principal talent pool leaves a lot to be desired. Most of them should be replaced with more viable candidates available in the market. In fact, the new principal candidates can be hired at lower, more competitive rates. Following this course of action would bring needed principal talent to our school system. Go figure!
Stupid Hick
Mon, Jun 3, 2013 : 5:59 p.m.
Well then, please write an editorial to share your valuable expertise and informed opinions about public education with the rest of us. What exactly do you know about the (lack of) qualifications of the "current principal talent pool", and how do Ann Arbor's compare in the competitive market?
Mike
Mon, Jun 3, 2013 : 11 a.m.
"A 1 percent salary cut for all employees was targeted to save AAPS about $1.3 million." This isn't going to fix anything. 1% will only slow down the road to receivership. If you are about 8% over budget and you cut 1% of your biggest expense, how long can you do this? This probably explains why our kids have trouble with math.................
Carole
Mon, Jun 3, 2013 : 10:42 a.m.
All principals should bet a pay cut just everyone else in the district has had to do -- and the savings on their cuts would be a good deal better than the cut for those at the bottom of the totem pole so to speak - the lesser paid employees. If anyone should not have taken a cut, it was the teachers. Sorry, but that is how I feel.
Now Found
Tue, Jun 4, 2013 : 2:26 p.m.
Nicely said, Carole.
Wake Up A2
Mon, Jun 3, 2013 : 10:35 a.m.
Quad A has already lost respect in district. Their list is everyone takes cuts but me attitude. Ego at its finest. Sharing of principals should be part of the cost savings. They would not have to have spent monies in hiring for Sulura's job at sky high. Sharing would save over 1.5 million dollars. This would also "trim the fat" at some schools such as 4 principals per major high school. It should only be two, and the AD should get a teachers salary as it was prior to 2000. Quid Pro Quo: 3% or better reduction in pay Principal sharing, i.e layoffs on their end Anything else wont cut it.
J. A. Pieper
Mon, Jun 3, 2013 : 10:19 a.m.
Only one BOE member has spoken out questioning why Quad A has not made a concession? Hopefully she is speaking for the Board, as everyone is waiting for them to make concessions! Quad A will lose respect from everyone who works for them in the buildings if they do not do this. Since it seems like they are not willing to make concessions, then it is time to have them start sharing buildings to save $$$. This could start with a few buildings for the 2013-2014 school year, and then get phased in to all the elementary buildings over a small amount of years. I suggest starting with Dicken!