Is Gwinnett using non-renewals to thin the ranks? Why is Fulton keeping grad coaches?
Some questions and e-mails I have been getting on school cuts that I thought I would put out there for comment: Feel free to e-mail me others.
1. Why isn’t Fulton cutting graduation coaches? A Fulton employee called me to ask why school counselors and psychologists are on the chopping block and not graduation coaches? (She had her suspicions why — a personal connection — but I suspect there are other reasons.)
2. This comment came to me from the husband of a Gwinnett teacher. (This issue has been raised by many people. I have called Gwinnett last month as I have been hearing a lot of this. See comment below.)
I urge your paper to do some investigation of Gwinnett County’s layoff practices. My wife’s contract was not renewed for performance reasons. She has not had even one negative mark on her employment record. Her principal could not give her any specific reasons for the non-renewal. My wife is a third year, highly qualified teacher.
This incident alone is not enough to warrant investigation, but when my wife has heard stories that are identical in circumstances to hers it requires action. Gwinnett County is going under the radar and not getting this in the press; they obviously don’t want to damage their reputations. Instead, they harm individual teacher reputations. This is not right.
Personally, this was stressful for our family. It would be one thing just to lay off teachers and claim budget cuts, but to claim performance concerns when there are clearly not any unethical. PLEASE, dig into this. Innocent people’s reputations are being hurt.
When I called a few weeks ago about non-renewals of teachers who maintain they had strong evaluations records, I spoke to Sloan Roach, who said these were normal non-renewals and were not an attempt to lower staffing through trumped-up suggestions of poor performance. She then followed up with this e-mail:
I have checked with Human Resources and decisions to non-renew an employee are based on performance-related issues. This is true with the current economic situation, and would be true during better times, as well.
An employee recommended for non-renewal has the option to resign, but that is the employee’s decision. You had asked if someone resigns can they reapply… there are no rules prohibiting someone who resigned from reapplying for a position in the school system.
Sloan Roach
Executive Director of Communication and Media Relations Gwinnett County Public Schools
But, then I got this e-mail about non-renewals in another metro county from a teacher whose husband was a principal:
I know this to be true, and not only from a teacher’s perspective. My husband (recently retired) was directed, as a principal, to do this type of non-renewal, inspite of his fervent protests and evaluations against it.
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188 comments Add your comment
Decide for yourself
April 23rd, 2010
11:31 pm
Read what teachers are saying is happening in Gwinnett on this blog, and then read this from GAE President Jeff Hubbard.
Is this what GAE calls taking a stand for teachers?
“If Gwinnett’s doing it now, and it’s because of performance, then basically Gwinnett is saving itself a lot of headaches later,” Hubbard said. “If they’re actually letting people know now that it’s because of non-performance they’re actually doing the people a favor by letting them know this early.”
Was it a little too scary to discuss what if they aren’t performance issues?Was it too scary to discuss what if these are hatchet jobs to get around RIF policies? Is there any mention of those possibilities on the GAE website?
Or would a frank discussion of such prove embarrassing to GAE if it ultimately turned out some administrators who happen to be GAE members are the ones doing the alleged hatchet jobs?
Very curious; are those Gwinnett teachers on this blog who are being told they have “performance” issues, even after years of satisfactory evaluations feeling like Gwinnett is doing you a “favor” by terminating you?
The question that must be asked: if an organization that claims to advocate for your best interest has to, at the same time, represent your boss, and possibly even your boss’s boss, can they truly represent your best interest at the same time?
World Class (Non-Renewed) Teacher
April 23rd, 2010
11:35 pm
I am only a 3rd year teacher; all of my 3 years have been in Gwinnett. I wasn’t given the option of resignation in lieu of non-renewal. I am now wondering why others were approached with this choice and I was not-is there some distinction between the two?
I have heard on teachers.net that if you are non-renewed for performance concerns you are also denied unemployment benefits. If this is true, why would the county try to get teachers to resign if both end up being denied unemployment benefits and they are off the hook?
Non-Renewed in Gwinnett last year and any others with insight on this”
How did you get past the negative stigma of being non-renewed in the application process with other systems? I am very distraught over this issue. Every system I have looked at has this question on there- “Have you ever been non-renewed?” I have copies of all of my satisfactory evaluations, but often, in the application process, you do not have the chance to show those evaluations to plead your case of this being a RIF in disguise as it clearly is.
Also, how does the Open Records Request process work? Where do you start? Do you need legal representation to move forward with it? What does it reveal?
I would think if it is just a paper trail of sorts, the county would have took lofty precautions to cover its tracks on making sure they didn’t leave any paper trails to be potentially unearthed should a booted teacher choose to request this. They seem to have a knack for knowing how to play dirty and get away with it, so I find it hard to believe they would leave themselves vulnerable through any paper trails. Is there more to the Open Records Request than I understand here?
This has really been quite a tumultous time for me. I too, have questioned my professional worthiness. However, it is clear that this is just a dispicable play the county chose to execute against easy marks (3 year or less teachers-and in my case, all of those 3 years were in Gwinnett county) and completely tarnish the hardworking teacher’s reputations they have decided to kick to the curb at the flick of a pen.
PS: See the many posts on this topic of non-renewals in Gwinnett that began back in March at:
http://teachers.net/states/ga/topic4112/3.22.10.02.37.04.html
World Class (Non-Renewed) Teacher
April 24th, 2010
12:04 am
I have only 3 years teaching experience total in Gwinnett Co. I was not given the option of resigning (not that I would have done so anyways). I was told I was being non-renewed. Someone said if you are non-renewed for performance concerns, you are denied unemployment benefits. If that is the case, what is the actual difference b/t non-renwed and resignation? You aren’t branded with that negative stigma of being non-renewed?
Why would they offer some 3 year teachers the choice and others not, I am wondering?
Non-renewed in Gwinnett last year and any others who have insight-What does the Open Records Request provide to you? Do you need an attorney? Whom do you request this from/what are the proper channels to start this? Is it just a paper trail that it unearths? If so, I would think this county is resourceful enough to cover its tracks so they would never get caught in a situation of having to reveal their dirty business practices on vulnerable teachers.
Also, how did you get around the stigma of being non-renewed by GCPS to get hired on elsewhere? Every application I have looked at asks the question, “have you ever been non-renewed/failed to be renewed?” I have copies of all of my satisfactory evaluations, but getting around that question on a piece of paper or online is proving to be a challenge.
Any advise on how to overcome being branded as “non-renewed” is appreciated, as I would really like to do what I love and spent much money on becoming…teaching.
Many thanks to any who can weigh in on possible approaches to this dilema I have.
Open Records Request
April 24th, 2010
12:18 am
You don’t need an attorney for an Open Records Request, but it might be worth a one time consultation. They may cover their tracks, but then again someone may have been incompetent enough to slip up.
Why aren’t the teacher organizations stepping up and supporting teachers in this time of crisis, by shining a spotlight on this scandal publicly?
Ole Guy
April 24th, 2010
9:14 am
World Class, your dilemma is all too common. Many years ago, I learned that the greatest corporate lie was “Our employees are our greatest asset”…yea, we’ve all heard it at one time or another.
One might equate the status of “non-renewed” as simply…”we no longer require your services”. As harsh and uncaring as that may seem, right or wrong, it’s the reality of the times…in education. Believe it or not, this very set of labor/management relations is nothing new; many “industries” have undergone similar, if not exactly the same routine. Can you fight it? Sure you can…win,loose, or draw, the process extracts a tremendous toll; from what I’ve ascertained, I’m not too sure if it’s really worth it. In terms of future employability, I can’t see the non-renewed status as being viewed as anything but par for the course. Remember, the entire Country is undergoing the same, if not very similar gyrations.
While this suggestion…or should I call it a “resuggestion”…probably won’t help in the current situation, you (and I’m addressing ALL educators) had better start seriously researching GOOD Union representation. As teachers, you make up the vast bulk of the educational establishment, yet, your voices are faint-to-nonexistent in the formulation of policy and procedure. As with all successful organizations, that function, a managerial prerogative, still requires a voice from the lines…and that (collectively) is you.
To you, WC, and to all your bretheran…you are going through a process…really an ordeal…which many professional groups have undergone over the years (been there, done that). From my personal perspective, contracting has become the norm in what was once a purely employer-employee relationship. I don’t mean those management-controlled/manipulated contracts with which you contend, these are negotiated contracts which, as individuals, will mean very little in the labor/management foray…all the more reason to adopt union representation…not the soft tea-and-crumpets PAGE, which, in my view, has done absolutely nothing to bolster your profession.
To all educators who, in this time of uncertainty, face a myriad of similar questions…GOOD LUCK and GODSPEED!
Abandoning teachers?
April 24th, 2010
10:17 am
GAE Gwinnett, are you really willing to go to bat for your teachers by making a very vocal and public stand about Policy Recommendation 14, or were those just empty words on a sheet of paper?
Harold
April 24th, 2010
10:26 am
And parents/taxpayers wonder why DeKalb Schools doesn’t have the money to pay for teacher positions and want to pay their kids into classrooms like rats in a hole.
The first week in March, these positions were posted on the DeKalb Schools PATS (Human Resources) website – HVAC Mechanic, Kitchen Mechanic and Teacher positions. The HVAC and Kitchen Mechanic positions were actual positions DeKalb Schools were seeking to fill. The teacher positions were/are not ones associated with a school. It’s just a call for applications and resumes. Please note the salaries:
Position: Mechanic, Air Conditioner/Heat (HVAC)
Educational requirement: High school diploma or GED
Experience: 3 years
Salary: $43,111 to $58,665
Position: Teacher, Science, Language Arts, or Social Studies
Educational requirement: College degree
Experience: 3 years
Salary: $ 42,288 (salary for a teacher with 3 years of experience)
$ 58,248 (salary for a teacher with 20 years of experience)
$ 59,376 (salary for a teacher with 30 years of experience)
Below is the job description on PATS for HVAC personnel (DCSS had 5 openings):
“The Mechanical Maintenance Department is seeking a qualified HVAC Mechanic. The minimum requirements include a High School Diploma or GED equivalent. A minimum of three (3) years experience in HVAC installation and control systems is required. Two (2) years experience in industrial or commercial HVAC is preferred.
Position: Mechanic, Air Conditioner/Heat
Salary: $43,111.20 to $58,665.60”
Chime in teachers and tell us the service you get from HVAC. Their position requires a high school diploma and 3 years experience. Most of you will never make the salary they make.
Look at the Kitchen Maintenance position:
Position: Mechanic, Kitchen Equipment
Educational requirement: High school diploma or GED
Experience: A valid Freon certificate and 5 years experience (preferred)
Salary: $43,111 to $58,665
Position: Teacher, Science, Language Arts, or Social Studies
Educational requirement: College degree
Experience: 3 years
Salary: $ 42,288 (salary for a teacher with 3 years of experience)
$ 58,248 (salary for a teacher with 20 years of experience)
$ 59,376 (salary for a teacher with 30 years of experience)
Below is the job description on PATS for a Kitchen Equipment Mechanic:
“Plant Services is seeking a Kitchen Equipment Mechanic to work in our Mechanical Maintenance Division.
The minimum qualifications include: A valid Freon certificate is required with a valid warm air certificate being preferred. Five (5) years experience as a commercial kitchen equipment mechanic is preferred. The applicant must have the ability to repair and maintain commercial hot and cold line equipment in the school kitchens-ovens-dishwashers-ice makers-walk in freezers……. The applicant must pass a Kitchen Equipment assessment test.
Position: Mechanic, Kitchen Equipment
Salary: $43,111 to $58,665″
Does something seem upside down in the priorities of DCSS? I suspect DeKalb County Schools are not the only school system that is upside down.
Non-Renewed Gwinnett County
April 24th, 2010
11:04 am
I would like someone who is knowledgeable to answer World Class Non-Renewed aka Open Records Request. He/she questions are valid. In order for us teachers to stand, we need to know where to start….there are many people out there that cannot be trusted, but would like to know who?
“ Non-Renewed in Gwinnett Last year”, I have many copies of my evals (as many other teachers do) including emails between myself, HR and administration. I would like to know who handled your case; I am not afraid of a fight, but I need a good starting foundation
Where is GAE?
April 24th, 2010
11:32 am
Has GAE made any public comment on this?
If they haven’t, is that what they call standing up for their teachers?
Non renewees
April 24th, 2010
11:34 am
Maybe the non renewees need to network, if you can get at least a good half dozen of you together, you could pay for some good legal advice.
Sure GCPS has a right to fire you at will. But I don’t think they have a right to fire you, and call it “performance” reasons if they can’t document it.
Where is GAE?
April 24th, 2010
11:51 am
Why isn’t GAE taking the lead in this, and filing Open Records Request to protect their teachers who are allegedly being abused in this manner?
Is the possibility that they may find the allegations to be true, with the added possibility that some of the same administrators who are allegedly doing this are also GAE members making the GAE top brass too gun shy to file Open Records Requests on behalf of these teachers?
Is this what GAE calls standing up for teachers?
Accountability
April 24th, 2010
12:05 pm
Maureen will you call each of the organizations that purport to support teachers, and ask them to make a comment on this matter?
This is a huge ethical scandal if this is happening, and possibly even criminal too isn’t it?
Grad coaches
April 24th, 2010
12:20 pm
Graduation rate is directly tied to AYP status and grad coaches at Fulton high schools (of which I’m aware) supervise the “credit recovery” system. This means, bottom line, that students who fail a class can make up the class online during part of their lunch period. (If you think this is improving the quality of our graduates, I have access to some swamp land at a “special” price.) HOWEVER, my guess is that since Fulton has already seriously impacted AYP status with their calendar for next year, giving less prep time for the all-important tests, they can’t risk their graduation rate dropping so have to keep grad coaches.
Do I think increasing class sizes and student/counselor rates are counter-productive and should have come AFTER grad coach cuts? Did grad coaches think they would be going back to the classroom until Fulton’s personnel recommendations were released? Mine did, and she does above the credit recovery, unlike some others…
Maureen Downey
April 24th, 2010
12:31 pm
Accountability, I will ask the groups to give me a statement. I talked to one of the group leaders back in March and he said that these appeared to be the normal non-renewal process but it was early on and I am not sure if he knew the numbers or had even heard from any teachers yet.
But here are the questions that I think we need to know: Are the non-renewals this year out of line with past years both in scope and nature?
How much leeway does the law allows systems in non renewals. In other words, non renewals may be a back door way to lower staffing and keep down system costs but is there wide enough berth that systems can do this? From what teachers are saying here, there is clearly a stigma to this process, but is it illegal?
It's been more than 15 minutes!
April 24th, 2010
2:13 pm
It’s been more than 15 minutes. Filtered again!
For those who have been non-renewed...
April 24th, 2010
2:25 pm
1) Do you currently belong to a teacher’s association? That should have been your first contact.
2) If you are non-tenured, you basically have no rights unless you can prove violation of federal laws. Don’t despair.
3) If you are a 3rd year non-tenured teacher with many satisfactory evaluations, you should hold your head up high. You have most likely been an excellent teacher. YOU MUST SHOW CONFIDENCE TO GET YOUR NEXT JOB!
4) Gather you transcripts, evaluations, awards, and letters of recommendation. Try to get letters of recommendation from one of your recent administrators. If your school system has forbade your current administrators from writing a letter of rec for you, ask why. Secretly get their response on digital tape. Ask first in person to catch them off guard. If you get no response, ask in email. If you do get a response, follow up with a confirmation email to document what was said. Is there a retired administrator who can vouch for you? Ask supportive and well-spoken parents to write a letter of recommendation for you. What about your student teaching experience? College professors? REMAIN POSITIVE AND CONFIDENT.
5) If the school system to which you are applying requires a letter of rec from your most recent administrator, apply anyway. They may overlook that if you have a strong resume. Most in HR know what’s up! They won’t care a hoot what Gwinnett says. Include your great evaluations. Emphasize the positives. Have available pictures, lesson plans, power points, and video of your teaching skills.
6) If you do not get a job this year, try substitute teaching. Several school systems pay $150 per day to certified subs, and many principals feel more confident hiring someone they know and have experience with. There are excellent schools in every system – find out which are the best and volunteer some of your time there! Consider expanding your areas of certification.
7) Back to #1 above… Do you belong to a teacher organization? If you do, they probably will not provide legal services unless you are tenured or have evidence of EEOC violations, but you are probably entitled to two thirty minute legal consultations at a reduced fee. Lawyers specialize, so ask which of their lawyers are good with school/employment law. I believe those with the strongest case receive the best lawyer. Also, if you belong to GAE or PAGE, you must realize that the association might also represent your administrator.
9) Usually, what happens with non-renewal of a tenured teacher is that at the last hour, the lawyer will negotiate some sort of settlement for you which is still better than just giving up. I know of a tenured/PHD teacher last year who went to hearing and lost, but after the hearing, the school system agreed to allow her to resign. In other cases, you may keep you job or receive a monetary package and the non-renewal/charge letter removed from your file. I received a very large monetary settlement because I had a strong EEOC case against the system. I would have most definitely won, but was so disgusted I just wanted out and peace to return to my life. It was a good decision for me.
10) If you want to form a support group with other teachers, contact your uniserv director and offer to be the contact person. There are confidentiality issues, so you will need to give written consent. Then the uniserv director can contact the other teachers and refer them to your home email. Of course, ALL OF THIS SHOULD GO THROUGH YOUR PERSONAL EMAIL ONLY!!! Also, never open your personal email through your school computer – at least not any sensitive documents.
11) You need a lawyer who specializes in employment law with extensive knowledge and experience with school law and the workings of GAE. Try Billips, of Billips & Benjamin – (404) 298-8995. He is experienced in employment law and was at one time, head council for GAE!
Bottom line: Today may be the worst day of your life, but there is a bright future for you! Stay positive, seek emotional support, and move on.
GOOD LUCK!
For those who have been non-renewed...
April 24th, 2010
2:26 pm
I don’t understand why my comments on the other blogs go through, but remain stuck in the filter on this one!
@ non-renewed
April 24th, 2010
2:33 pm
(Sorry for the multiple posts, but I’ve been stuck in the filter way too long! I thought the filter was checked every 15 minutes!)
1) Do you currently belong to a teacher’s association? That should have been your first contact.
2) If you are non-tenured, you basically have no rights unless you can prove violation of federal laws. Don’t despair.
3) If you are a 3rd year non-tenured teacher with many satisfactory evaluations, you should hold your head up high. You have most likely been an excellent teacher. YOU MUST SHOW CONFIDENCE TO GET YOUR NEXT JOB!
4) Gather you transcripts, evaluations, awards, and letters of recommendation. Try to get letters of recommendation from one of your recent administrators. If your school system has forbade your current administrators from writing a letter of rec for you, ask why. Secretly get their response on digital tape. Ask first in person to catch them off guard. If you get no response, ask in email. If you do get a response, follow up with a confirmation email to document what was said. Is there a retired administrator who can vouch for you? Ask supportive and well-spoken parents to write a letter of recommendation for you. What about your student teaching experience? College professors? REMAIN POSITIVE AND CONFIDENT.
5) If the school system to which you are applying requires a letter of rec from your most recent administrator, apply anyway. They may overlook that if you have a strong resume. Most in HR know what’s up! They won’t care a hoot what Gwinnett says. Include your great evaluations. Emphasize the positives. Have available pictures, lesson plans, power points, and video of your teaching skills.
6) If you do not get a job this year, try substitute teaching. Several school systems pay $150 per day to certified subs, and many principals feel more confident hiring someone they know and have experience with. There are excellent schools in every system – find out which are the best and volunteer some of your time there! Consider expanding your areas of certification.
7) Back to #1 above… Do you belong to a teacher organization? If you do, they probably will not provide legal services unless you are tenured or have evidence of EEOC violations, but you are probably entitled to two thirty minute legal consultations at a reduced fee. Lawyers specialize, so ask which of their lawyers are good with school/employment law. I believe those with the strongest case receive the best lawyer. Also, if you belong to GAE or PAGE, you must realize that the association might also represent your administrator.
9) Usually, what happens with non-renewal of a tenured teacher is that at the last hour, the lawyer will negotiate some sort of settlement for you which is still better than just giving up. I know of a tenured/PHD teacher last year who went to hearing and lost, but after the hearing, the school system agreed to allow her to resign. In other cases, you may keep you job or receive a monetary package and the non-renewal/charge letter removed from your file. I received a very large monetary settlement because I had a strong EEOC case against the system. I would have most definitely won, but was so disgusted I just wanted out and peace to return to my life. It was a good decision for me.
10) If you want to form a support group with other teachers, contact your uniserv director and offer to be the contact person. There are confidentiality issues, so you will need to give written consent. Then the uniserv director can contact the other teachers and refer them to your home email. Of course, ALL OF THIS SHOULD GO THROUGH YOUR PERSONAL EMAIL ONLY!!! Also, never open your personal email through your school computer – at least not any sensitive documents.
11) You need a lawyer who specializes in employment law with extensive knowledge and experience with school law and the workings of GAE. Try Billips, of Billips & Benjamin – (404) 298-8995. He is experienced in employment law and was at one time, head council for GAE!
Bottom line: Today may be the worst day of your life, but there is a bright future for you! Stay positive, seek emotional support, and move on.
GOOD LUCK!
@ non-renewed
April 24th, 2010
2:34 pm
Ugh! Filtered!!!
Business HR
April 24th, 2010
2:39 pm
While it may not be “illegal”, its shaddy and borderline dishonest. Unless you win a court case, you have no precedent to change these practices.
From what I see, teachers have no representation to fight for themselves.
Always do the right thing. Doesn’t seem to apply to this entity.
@ non-renewed
April 24th, 2010
3:06 pm
Trying to help my colleagues!
1) Do you currently belong to a teacher’s association? That should have been your first contact.
2) If you are non-tenured, you basically have no rights unless you can prove violation of federal laws. Don’t despair.
3) If you are a 3rd year non-tenured teacher with many satisfactory evaluations, you should hold your head up high. You have most likely been an excellent teacher. YOU MUST SHOW CONFIDENCE TO GET YOUR NEXT JOB!
4) Gather you transcripts, evaluations, awards, and letters of recommendation. Try to get letters of recommendation from one of your recent administrators. If your school system has forbade your current administrators from writing a letter of rec for you, ask why. Secretly get their response on digital tape. Ask first in person to catch them off guard. If you get no response, ask in email. If you do get a response, follow up with a confirmation email to document what was said. Is there a retired administrator who can vouch for you? Ask supportive and well-spoken parents to write a letter of recommendation for you. What about your student teaching experience? College professors? REMAIN POSITIVE AND CONFIDENT.
5) If the school system to which you are applying requires a letter of rec from your most recent administrator, apply anyway. They may overlook that if you have a strong resume. Most in HR know what’s up! They won’t care a hoot what Gwinnett says. Include your great evaluations. Emphasize the positives. Have available pictures, lesson plans, power points, and video of your teaching skills.
6) If you do not get a job this year, try substitute teaching. Several school systems pay $150 per day to certified subs, and many principals feel more confident hiring someone they know and have experience with. There are excellent schools in every system – find out which are the best and volunteer some of your time there! Consider expanding your areas of certification.
7) Back to #1 above… Do you belong to a teacher organization? If you do, they probably will not provide legal services unless you are tenured or have evidence of EEOC violations, but you are probably entitled to two thirty minute legal consultations at a reduced fee. Lawyers specialize, so ask which of their lawyers are good with school/employment law. I believe those with the strongest case receive the best lawyer. Also, if you belong to GAE or PAGE, you must realize that the association might also represent your administrator.
9) Usually, what happens with non-renewal of a tenured teacher is that at the last hour, the lawyer will negotiate some sort of settlement for you which is still better than just giving up. I know of a tenured/PHD teacher last year who went to hearing and lost, but after the hearing, the school system agreed to allow her to resign. In other cases, you may keep you job or receive a monetary package and the non-renewal/charge letter removed from your file. I received a very large monetary settlement because I had a strong EEOC case against the system. I would have most definitely won, but was so disgusted I just wanted out and peace to return to my life. It was a good decision for me.
10) If you want to form a support group with other teachers, contact your uniserv director and offer to be the contact person. There are confidentiality issues, so you will need to give written consent. Then the uniserv director can contact the other teachers and refer them to your home email. Of course, ALL OF THIS SHOULD GO THROUGH YOUR PERSONAL EMAIL ONLY!!! Also, never open your personal email through your school computer – at least not any sensitive documents.
11) You need a lawyer who specializes in employment law with extensive knowledge and experience with school law and the workings of GAE. Try Billips, of Billips & Benjamin – (404) 298-8995. He is experienced in employment law and was at one time, head council for GAE!
Bottom line: Today may be the worst day of your life, but there is a bright future for you! Stay positive, seek emotional support, and move on.
GOOD LUCK!
@ Abandoning teachers?
April 24th, 2010
3:14 pm
What is “Policy Recommendation 14?”
NHall
April 24th, 2010
3:27 pm
Yes, it is a backdoor. An unethical and treacherous backdoor. Our schools should be above this sort of thing. What kind of role models are people who treat others this way? It needs to be stopped and the districts, principals and HR staff that have participated in this should be looked at for ethics violations by the PSC at the least.
GAE and PAGE need to get off their rear ends and attempt to do something about it. They wouldn’t last year for the Hall County teachers but maybe they will for the Gwinnett teachers.
This backdoor needs to be slammed shut!
The reason the systems are still trying to get teachers to resign even with the poor evaluation reason is that you cannot even attempt to get unemployment if you quit or resign. You can still apply for benefits if you were nonrenewed for performance and then ask for a hearing at the labor department if benefits are denied. The district really does not want to have to go and testify under oath at those hearings about what they have done.
To the teacher who asked about not being given the option to resign – sounds like your principle was at least descent enough to not play that part of the game. Or maybe he or she is just not too bright.
NHall
April 24th, 2010
3:30 pm
Maureen. The 100 to 140 this happened to in Hall was not “normal”. GAE did nothing anyway. So now it starts happening in other systems due to no one taking a stand on it.
For those of you who have been non-renewed...
April 24th, 2010
3:41 pm
I have tried to post my comments and suggestion on here multiple times, but the filter refuses to release my post. I know you will appreciate my post. Please check back… I have emailed Maureen.
non-renewed in Gwinnett last year
April 24th, 2010
3:49 pm
I have tried to post my advice and suggestions on here multiple time. I know you must be checking back for my comments, but the filter will not let me get through. Please keep checking…
non-renewed in Gwinnett last year
April 24th, 2010
3:49 pm
* times
NHall
April 24th, 2010
4:02 pm
Stigma-Plus.
http://lawprofessors.typepad.com/laborprof_blog/2007/03/stigma_plus_cla.html
World Class (Non-Renewed) Teacher
April 24th, 2010
4:31 pm
My apologies for the earlier triplicate posts. I now understand there is sometimes a delay to posting.
Thanks to all who have attempted to address my questions and provide encouragement. I am still hoping to hear from “Non-Renewed in Gwinnett Last Year” on how he/she overcame being dubbed a non-renewal and getting on with another system. Hopefully the filters will let you through with your response.
Thank you Maureen for proceeding to find out what GAE & PAGE have to say about this, as it clearly seems there are more than a handful of GCPS teachers who were impacted by non-renewals due to the cited reason of “performance concerns,” yet have all satisfactory evaluations to show otherwise.
As a side note, when I was notifed in March, I contacted PAGE, and was told at that time they had received approximately 30 calls from other GCPS teachers within the last week or so at that point in time. I am guessing that number has grown exponentially when you consider the time since then and you factor in the GAE members who called as well.
I too am interested in understanding what “Policy Recommendation 14″ is.
Policy 14
April 24th, 2010
5:10 pm
Policy 14 can be found on the Gwinnett GAE website. It asks that for teachers non renewed before tenure, that GCPS have a person in place to decide the non-renewals, and they be based only on the facts of the case.
One would hope that if the facts are a person had good evaluations over the three years, they wouldn’t have tenure yanked away at the last minute.
Where is the public statement of concern from GAE on this, as it’s obviously gotten to the point where these are no longer isolated incidents?
Policy 14 & non-renewals
April 24th, 2010
6:04 pm
Re: Policy 14:
Those of you expecting fairness and professionalism from Gwinnett will be sorely disappointed.
As for GAE:
Last year’s non-renewal of tenured teachers cost GAE a ridiculous amount of money in legal services. In those cases, bogus evaluations, fabrications, and discrimination was used in attempt to non-renew outstanding tenured teachers. That’s why Gwinnett County Association of Educators (GAE) is still asking (on its website) for members to report whether they feel they are being discriminated against. Most of these teachers were older and high up on the salary scale with advanced degrees. Now this year, Gwinnett is attacking the 3rd year teachers – so they don’t have to pay legal fees and settlements.
We were told by GAE lawyers that it would be difficult to prove discrimination because many different administrators were involved in the dishonest and unethical practices.
For those of you with 3 years of experience who are being non-renewed, it may be difficult to prove discrimination for the same reasons mentioned above…. or is GAE selling all of us short?
Policy 14 & non-renewals
April 24th, 2010
6:08 pm
Filtered on all of my posts!
@ non-renewed
April 24th, 2010
6:26 pm
My posts for you have been released from the filter! Look at the 2:33 post above.
Good luck!
Ole Guy
April 24th, 2010
8:03 pm
Policy 14, the “answers” you are receiving from GAE lawyers are, in effect, “Little Bo Peep go to hell” replys. The fact that there were “many different adminstrators” should have no bearing on any difficulties regarding issues of discrimination. Every organization has a “general” who bears ultimate responsibility for ALL decisions made by subordinate leaders. Those subordinate leaders will ALWAYS issue decisions in accordance with the “general’s” intent.
Quite frankly, I am somewhat chagrined that you (collectively) blithefully accept such answers without a “just a damn minute”! Unfortunately, you (collectively) have placed such trust in these organizations which purport to represent your (collectively) best interests when, in fact, they merely serve as a labor/management buffer; in order to determine whose interests are truly at focus…FOLLOW DA MONEY!
Where is GAE?
April 24th, 2010
8:13 pm
If GAE knows and admits this is happening, why aren’t they going public with this, in an attempt to stop it?
Why isn’t GAE, at the very least, being very aggressive with the Open Records Request Act? If it is many different administrators, doesn’t that increase the chances one slipped up?
@ Ole Guy
April 24th, 2010
8:53 pm
No, we don’t trust GAE, but what is a better alternative?
GAE? PAGE? MACE? AFT? (This one only for APS)
Urban legend
April 24th, 2010
9:01 pm
Sure it’s an urban legend, but still. Once a PAGE representative went to see a principal about a teacher being mistreated, determined to make his presence felt. It turns out the principal had just picked up her dog from the vet.
The dog started yapping, so the principal told the dog in a stern voice to sit. And so he did. On the floor. Whimpering all the while.
Not the dog of course. The PAGE representative.
Devils Advocate
April 24th, 2010
9:01 pm
Could it be that maybe these teachers just aren’t as good as they think they are? Or good teachers working with the wrong demographic? Or that these are unprecedentedly bad times, and tough decisions have to be made?
I mean seriously, who gets a bad evaluation? That’s the real issue, that teachers are never held accountable, or given any real, useful feedback on their teaching.
non renewed
April 24th, 2010
9:03 pm
I would be very interested in getting a group on non-renewed GCPS teachers together to meet with a lawyer. Less than three days after I was told I was being non-renewed (if I wanted to know why I had to call HR and after I left with my separation paper because I was not going to just sign it right there in his office he came down behind me with the guy’s name and number…fishy), a coworker gave me the name of a good lawyer that specializes in employment law. On the other hand many people are screaming class action suit.
This really is a very bad practice and really we’re not trying to complain about being laid off (and no why would we sign papers saying we wish to resign if we actually aren’t wanting to give up our job next year- after working at a school for 3 years in GCPS you are finally allowed to apply for a transfer I should have at least been given an opportunity to get out or be displaced if someone in administration didn’t like me at that school). They are trying to mess with our chances of collecting unemployment by categorizing it as performance based and it sounds like 90% of us actually have all the satisfactory paperwork. This is also damaging because the paperwork will say this person was non-renewed based on performance when we try to get a job somewhere else and at this point I do not trust what my administrator will say.
At least people need to make this known because I like teaching. I want to have a job (out of state) after this. If were bad teachers they could have terminated us right there, but that isn’t the case. The teacher next door to me has been written up this year for hitting a kid (and she’s also only in her 3rd year in GCPS), but she will be getting a contract.
Sure Devil's Advocate
April 24th, 2010
9:15 pm
Yes Devil’s Advocate and it could also be because they are all operatives of the Communist Chinese government on a secret mission to turn Gwinnett County schools into missile silos as part of a plot to hold the Gwinnett Braves hostage and that the reason it’s being called performance reasons is that national security would be threatened if Gwinnett disclosed the real reason.
Thank God Alvin took time off from manipulating discipline data to get certified as a Delta Force Operative.
And no, the tough times argument doesn’t fly any better than a pigeon on crystal meth. If it’s tough times then go ahead and lay off teachers like the other systems have done, don’t destroy their careers to maintain a facade.
@ Sure Devil's Advocate
April 24th, 2010
9:50 pm
This was the best post yet! Very creative… It made me laugh out loud. Thanks!
Devils Advocate
April 24th, 2010
10:06 pm
Yes, it’s all a giant conspiracy against good, sweet, innocent teachers…they’re ALL out to get you! Boogety, boogety, boogety….!!!!
World Class (Non-Renewed) Teacher
April 24th, 2010
10:12 pm
Thank you @non-renewed for the many helpful suggestions. It seems like you really know your stuff!
I have been so taken aback from this blow, all of the discussions posted have been very beneficial.
I realize as a 3rd year teacher they can easily decide to non-renew someone. That is why I worked all the harder to keep my skirt tails clean over the years. I put in many hours of overtime after work, and on the weekend preparing solid lessons, creating and setting up materials and ativites, grading promptly, answering all e-mails timely, meeting imposed deadlines punctually, missing minimal days, always being punctual, and coming to work with a “we can-do” attitude. I truly did everything in my power to be a responsive teacher to my students and parents, a reliable employee to the county and my administration, and a good co-worker to my colleagues.
I also know I received positive feedback from my AP that I was doing a great job, things were on track, my scores were in line, etc. just a mere 2 weeks before I was notified. What more can a person go on than satisfactory evaluations, and positive feedback from one’s administrator literally days before being told they are not being renewed by the county next year? I am sure others in this situation have the same things to say of themselves too.
Aside from this, I also believe (at least my) administration was coached up by county office heads to not provide a personalized letter of recommendation as I asked and was told they can only state years of service and position held, nothing more. I suppose this should come as no surprise, given it would be in direct conflict with being non-renewed due to the “performance concerns” they have given.
Would there actually be anything to gain by throwing money at attorneys given we are only 3 year teachers? I think we all understand the county can’t be forced into hiring us back. We know the reason they truly did this…budget cuts that they don’t want to admit for various reasons! The best scenario would be that they come clean on WHY they actually non-renewed us, and to remove the horrendous stigma we have been branded with.
Furthermore, I wonder what the chances are that an employment attorney could get GCPS to recant their “performance concerns” to RIF/layoff, etc. I am quite certain the county attorneys did their homework/due diligence VERY thoroughly before they executed this rollout across the county for non-renewals on 3 year teachers in good standing. Of course, I certainly could be looking at this all to pessimistically…
Anyone else out there a non-renewed 3rd year teacher who holds an advanced degree? I strongly believe this is another (big) piece of the criteria by which they decided which 3 year teachers stay and which 3 year teachers to kick to the curb when they concocted their “performance concern” excuse.
Where is Kathy Cox?
April 24th, 2010
10:29 pm
Kathy Cox you are running for re-election, yet you would still stay silent on this absolute travesty of justice toward GCPS teachers?
Why won’t Matt from DOE come on this blog and address this abuse of teachers?
GAE is lying to you Maureen
April 24th, 2010
10:32 pm
If GAE is calling these non-renewals normal, why are they asking on their Gwinnett County website for teachers to report discrimination against them?
To World Class and Where is Kathy
April 25th, 2010
8:40 am
World Class, I too was a victim of a poor evaluation. I decided to resign. I am working on a doctoral degree and highly qualified. Among other areas, I am certified to teach math and special education. The same administrator who evaluated me very well slammed me just before I would have been tenured.
To Where is Kathy,
Kathy Cox is aware of the things that are happening in our districts. I wrote her myself. In her response, she indicated that it seems that I was handling my situation appropriately. What does that mean?
I was a member of GAE. They are aware of the magnitude of the situation. I spoke extensively with them in regard to this issue. I saw that it was coming and solicited their input from early in the school year. They still were unable to do ANYTHING! I have since then joined MACE.
It seems that MACE is the only one with the ability to do anything. They are not in bed with both the teachers and administrators. GAE and PAGE have a conflict with the situation. They serve teachers and administrators. You cannot have it both ways. MACE NEEDS TO RISE UP AND HELP.
To GAE is lying
April 25th, 2010
8:48 am
I agree with you. I was a GAE member and last year Mike Poore was made aware by a number of teachers that this was going on. He himself has indicated there is a problem. He said so himself in an article about Cobb County School District. The AJC article was written by D. Aileen Dodd on March 11, 2010. Read it for yourself: http://www.ajc.com/news/cobb-schools-face-job-363825.html
“Poore said that last year several young teachers were let go after their third year before they could become tenured in what he believes was a cost-saving strategy. Some of the teachers whose contracts were not renewed for a fourth year had been recruited nationally and internationally to make the staff more diverse, he said.
“Many were in good standing their first two years,” he said. “In the third year all of a sudden we are in a budget crunch, the person didn’t have tenure, and they were released.”"
Economicwoes
April 25th, 2010
10:31 am
As an ex-employee of Gwinnett, who managed to get a fine leveied by the EEOC against Gwinnett school system, these teachers have to understand the disinterest the general has in these matters. The managers in thet tech. dept. I worked under are still there, many making over 100,000 per year. As an employee I was threatened, crippled, ridiculed, harassed, and 4 years later harassed again. The papers, T.V., radio talk shows, no one was interested. GPCS in trying to avoid lawsuits and unemployment claims. I understand Florida pays unemployment. T.Kimbrell in the tech. dept. is one who hires in unqualified wives and friends, and of course others like me, are forced to do their work. My ex-boss was fired from GE for stealing but his mom knew ALvin, he is still employed. I had to complete work for (four) men to lazy to do their own job, all still work for Gwinnett. None of this is in any evaulation given by Wilbanks about Kimbrell, the EEOC fine nothing. Good luck, you will need it.
Also a victim of EEOC violations in Gwinnett
April 25th, 2010
11:00 am
“EconomicWoes” is correct. Gwinnett paid me a nice settlement to avoid an EEOC lawsuit that they would have lost. This practice must be put to a stop. Excellent teachers are loosing jobs while GCPS pays out large settlements for it’s EEOC violations!
Further insult to Gwinniettians, Alvin Wilbanks highly touted “Results Based Educational System” is a sham. At my school, most of the teachers (not me) make up their RBES plans and data. RBES is a joke! Alvin’s Empire is a house of cards which is about to tumble!
Also a victim of EEOC violations in Gwinnett
April 25th, 2010
11:11 am
* losing