Etpes ISSUE!

Members,
There is a serious situation within eTPES that is impacting our final summative rating regarding the value-added portion. Dr. Hanlon is attempting to contact ODE and as of late yesterday did not report his findings. I have notified our OEA LRC, Anne Thomas.

Therefore if you are an A1 or A2 teacher who has a value-added test associated with your teaching schedule, I highly recommend that you DO NOT PIN OUT of your final evaluation with your evaluator until this situation is fully resolved.

All teachers, including A1 and A2 value-added teachers, are still to generate your SLO results and provide that growth information to your evaluator.

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Know Your Charter Day

April 21 has been dubbed “Know Your Charter Day.” See NEOEA’s link: http://neoea.org/announce/knowyourcharter-com-day/

Several events around the state as well as social media campaigns will blast illuminating information that charter schools have on student achievement and local tax dollars. Chardon is no different — http://knowyourcharter.com/view=searchDistrict&term=chardon%20local

Hudson’s League of Women Voters is sponsoring a panel discussion April 21 at 7PM —
https://www.hudsonhubtimes.com/education/2016/04/13/hudson-league-of-women-voters-host-doug-livingston-panel-of-four-to-discuss-charter-schools

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Thinking about Retiring Next Year?

STRS Ohio
It’s Time to Start Thinking About Retirement
STRS Ohio recommends meeting with a benefits counselor at least three years before and again six to 12 months before retirement.
During this session, the counselor will review with you:
  • Personal account information
  • Your retirement estimate
  • STRS Ohio retirement benefits
  • Retirement application processes and deadlines
  • Health care coverage information
If you have not yet made a benefits counseling appointment, it’s not too late. Benefits counselors will be in your area on the dates indicated below. (An appointment is required.)
Photo of a couple getting member counseling.
Meet With a Counselor
May 9–11, 2016
Hampton Inn
1795 Lorain Blvd.
Elyria, OH 44036
SCHEDULE APPOINTMENT NOW
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Open Enrollment for YOUR student!

Members who live outside Chardon Local School District.

If you wish your children attend Chardon Schools for 2016-17, you must complete the Open Enrollment form below (also posted on district website). Deadline is Feb 26.

Open Enrollment Form

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Ohio House Bill 212

You might want to follow  information on HB212.  Our state legislators are currently hearing testimony and you should know where the Ohio School Board Association stands on the bill. Feel free to read the summary the OSBA wrote, including their position on various items within the bill.

 

To:      School board members, superintendents, treasurers and other school business officials
From:  Damon Asbury, OSBA — (614) 540-4000
           Tom Ash, BASA — (614) 846-4080
           Barbara Shaner, OASBO — (614) 325-9562
Date:   Feb. 10, 2016
Re:      HB 212 summary and update
The House Education Committee held proponent testimony today on House Bill (HB) 212, legislation sponsored by Rep. Andy Thompson (R-Marietta), that seeks to remove several education reform initiatives adopted in recent years. Among other changes, it also would replace the current state assessments from either Iowa or Massachusetts administered prior to 2010.
Click here for a summary of the HB 212 provisions along with accompanying comments prepared by our three associations. Feel free to use the information in the summary when speaking with your legislators.
We will continue to provide information as more hearings are scheduled on this bill. Please feel free to contact us with questions or comments.

 

Ohio School Boards Association
8050 N. High Street, Suite 100
Columbus, OH 43235
(614) 540-4000 | www.ohioschoolboards.orgcontact us | privacy policy | send feedback
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January 11, 2016 — WEAR RED to support Collective Bargaining

January 11, begins the Supreme Court of the United States hearing on Friedrichs v California Teacher’s Association – this case seeks to eliminate the “fair share” contributions that non-union members must make.

Friedrichs v. California Teachers Association centers around the future of fair share fees, sometimes called agency fee. Such fees have been permitted for decades in the United States and are part of tens of thousands of public sector collective bargaining relationships. In fact, twenty-three states permit public sector employers to require that employees pay such fees to cover the costs of union representation that the employer relies upon.

A fair share fee payer is someone who has elected not to be a union member, but who is still fully covered by the union contract and has full access to the rights and benefits provided by that contract. In states that allow representation fees, individuals who enjoy contractual benefits may be required to pay for those benefits, rather than “free ride” on the contributions and work of others. The fair share fees that may be charged for those services, however, are limited and highly regulated. Importantly, the procedures that have been established for calculating and collecting fair share fees ensure that feepayers do not pay even a penny for union political activities with which a feepayer may disagree.

The petitioners in Friedrichs, who are supported by the conservative legal group Center for Individual Rights, seek to overturn all of this history and decades of precedent on the theory that the First Amendment prohibits fair share fees. They would have it that public sector employees, who generally enjoy no First Amendment rights at work at all, have a constitutional right not to pay the fair costs of union representation. If the Supreme Court were to accept that reactionary view, the strength of public sector bargaining would be undermined as unions would be required to represent for free individuals who benefitted from their services but declined to pay for them. That result would be devastating for our schools and students.

neaToday – http://neatoday.org/2015/07/02/supreme-courts-review-of-fair-share-threatens-working-families-and-public-services-say-labor-leaders/

The elimination of Fair Share fees is a THREAT to the health and welfare of Unions.  Unions are THE force that keeps collective bargaining alive in this country.  Below are just SOME of the reasons everyone needs Collective Bargaining!

What is Collective Bargaining?

Collective bargaining is a form of employer–employee relations that allows employees to be heard in the workplace on issues that affect them. Collective bargaining offers all workers  the advantage of being able to speak with one voice.

What are the benefits of having a Collective Bargaining Unit?

Compensation

Professionals and non-professionals use collective bargaining to preserve workplace integrity and respect, and create safe, professional, and rewarding work environments. They customize collective bargaining agreements to meet the needs of the specific employer and the employees.

There is a lot of variety in the collective bargaining agreements negotiated on behalf of professionals. Many of these collective bargaining agreements set a wage floor. The employee and the employer are then free to negotiate for a salary based on individual performance or other factors above the minimum salary.

For example, broadcast technicians at CBS Broadcasting, Inc. (CBS) have a collective bargaining agreement that sets forth minimum weekly salaries based on their position and length of employment with CBS.

Another compensation example comes from the Temple University faculty and librarians.  Their collective bargaining agreement establishes that the faculty and librarians are eligible for merit pay. Merit pay at Temple University is given in the form of “merit awards.”

Unions also help to counter pay inequities based on gender and minority status. The difference between men and women’s earnings has a significant impact on women’s lifetime earnings and retirement benefits. Unions have been successful in helping to close the wage gap. In 2014, the wage gap in median weekly among full-time, nonunion workers was 19 percent and the wage gap among union men and women was 11 percent.

Work Place Concerns

Through collective bargaining, workers can earn and maintain middle-class wages; have access to benefits, including health and pension; and bargain on issues that allow workers to do their jobs right. One goal of collective bargaining is for workers to be heard on non-compensation issues.

Teachers in the San Francisco Unified School District also bargained to address health and safety. The collective bargaining agreement requires that: there be a comprehensive safety and disaster plan; all safety notices be conspicuously posted; information from the Health Department be immediately provided to teachers; teachers have a mechanism for immediately notifying district officials of hazardous conditions; and all classrooms have a first-aid kit.

Collective bargaining agreements for firefighters often include provisions for the acquisition, cleaning, and maintenance of “turnout gear,” the lifesaving equipment worn by firefighters, as well as other safety equipment. For example, the City of Philadelphia and the International Association of Fire Fighters, Local 22 bargained for the acquisition, cleaning, and maintenance of protective clothing.

Members of arts, entertainment, and media unions can face unique challenges in the workplace. For example, SAG-AFTRA bargains protections for stunt performers in its film and television contracts. Specifically, “a qualified first-aid person, visually identifiable, shall be present on all sets where hazardous work is planned.

Registered nurses (RN) typically bargain for safe staffing levels in their collective bargaining agreements. Safe staffing in hospitals is shown to significantly lower patient mortality and improve nurse retention. Thus, many nurses, including those in New Jersey AFT, AFL-CIO Local 5089 and Maryland AFT, AFL-CIO Local 5197, use collective bargaining to improve patient care and outcomes.

RNs at Mt. Clemens General Hospital in Mt. Clemens, Michigan, reached a new contract where a three percent pay raise offered by the hospital was turned down in favor of a two percent raise and the hiring of 25 additional nurses in an effort to offer better, more professional patient care.

Addressing Grievances and Discipline

A central tenet of all collective bargaining agreements is due process. Due process requires that an employee have notice and an opportunity to respond to allegations made by the employer.

The employer and the union establish and agree to grievance and discipline procedures. Nearly all collective bargaining agreements have provisions for resolving grievances and disciplining employees. Those provisions are clearly set forth, in writing, in the collective bargaining agreement, which is distributed to all union members. Collective bargaining agreements only require that an employer follow procedures that are clearly laid out in the agreement when seeking to reprimand, demote, or terminate an employee. A union job is not a “job for life.” However, a union job does afford workers greater protection against unfair unilateral actions by employers.

The collective bargaining agreement between the Defense Contract Management Agency and the American Federation of Government Employees, Council 170 provides for the creation and use of written performance plans to objectively monitor employee progress. Employees who receive successful evaluations may be eligible for cash awards, time-off awards, quality step increases, and honorary awards, among other things. In the case of employees who receive a poor performance evaluation, supervisors must take action to warn employees of the poor performance and take other steps to try to improve the employee’s performance. If, after taking steps to improve performance, that is not possible, then the supervisor must take action to reassign, demote, or remove the employee. The action required as a result of unacceptable performance is clearly laid out in just two pages in the collective bargaining agreement.

excerpts from http://dpeaflcio.org/programs-publications/issue-fact-sheets/the-benefits-of-collective-bargaining-for-professional-and-technical-workers/

Why wouldn’t EVERY CITIZEN want a contract that provides for fair compensation, safe and fully functional workplaces, and fair treatment by employers???  I have happily paid my union dues every year of my working life, grateful that there is a dedicated group of fellow employees who are willing to work countless hours to ensure I have a living wage, benefits and fair treatment.

It is worth every penny and more.

 

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Educator Standards Board to Present to State BOE

MEMBERS — We need your help to email your state board of education member BEFORE October 19th.  Your support and action is critical to the acceptance of the proposal which will be presented by the Educator Standards Board to the State Board of Education!

On October 19th the following recommended changes to the Ohio Teacher Evaluation System from the Educator Standards Board will be presented to the capacity committee of the State Board of Education. The recommendations call for:

  • Cessation of all student growth measure triggered improvement plans indicated within eTPES for category A teachers during the period of Safe Harbor.
  • Improvement plans to be required only for summative ratings of ineffective and developing.
  • Local Boards may exercise discretion as to when improvement plans are implemented subject to collective bargaining.

Educators across Ohio are being told by their districts “the eTPES system is indicating a required improvement plan based upon value added scores.” Districts have also shared they have no ability to modify the eTPES system to allow for local decision making and/or previously bargained agreements.

The Ohio Department of Education uses the Value Added composite score (comprised of multi-year data) to determine student growth for category A1 and A2 teachers. Thus the composite score contains data from the specifically identified state assessments (PARCC) in HB 64 Safe Harbor Law and administered in the Spring of 2015. Use of the data from the specified assessments to trigger and mandate improvement plans sets up conflict with the law’s prohibition on employment decisions during the Safe Harbor period.

It is important members take action and indicate to their state board of education member who has been elected to represent their community the need to support the recommended changes regarding these improvement plans. The following talking points can be addressed in the member’s own words via email with state board members:

  • Research indicates feedback to improve teacher effectiveness and thus student achievement must be accurate. The identified assessments were plagued with unofficial parent OPT-OUTs of their child, technical issues, failure to provide special education students required accommodations, inclement weather, and a host of other issues which occlude the potential accuracy of the data.  (Examples of articles regarding the importance of data accuracy are available at ASCD, OSBA, and researchers such as Marzano and Danielson)
  • Even the best improvement plans built with the new Professional Development standards which the State Board recently approved, if predicated upon inaccurate data, will not result in the desired outcomes for students.
  • A quality plan based upon faulty data degrades the potential and value of “authentic” and meaningful opportunities for both teacher and student growth. Safe Harbor law speaks to this point by prohibiting the use of the assessment data for student promotion, retention, etc.
  • The proposal to allow local boards to exercise discretion on the implementation of improvement plans acknowledges and restores the authority of local boards of education while preserving the right to collectively bargain.

Concern has also been expressed regarding the inclusion of “developing” as a summative rating as a trigger for an improvement plan. Previous guidance and policy from the Department of Education has established “developing” to be acceptable especially for newer teachers who may be concurrently working through the resident educator program. The added layer of an improvement plan during the initial years of the resident educator program may be problematic.

 

Follow the link below and then use the map at the bottom of the page to click upon the biography link so that YOU can contact your state board of education member and support this proposal regarding improvement plans.

http://education.ohio.gov/State-Board/State-Board-Members

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CEA’s Candidate Questionnaire

Chardon Education Association delivered a questionnaire for each of the candidates for the Chardon Board of Election in this November’s Election.

Questions included, but are not limited to the following.

  • What past work or community experiences would you bring to the Board?
  • What goals would you hope to accomplish?
  • What do you see as our districts biggest area(s) of concern …
  • What do you see as the greatest strength(s) in this district …
  • What is your opinion on public employees’ right to collectively bargain contracts and having union representation?
  • If elected, can we rely on you to regularly attend and actively participate at negotiations?

Please take some time to read over our candidate responsis from

  • Karen Blankenship
  • David Fairbanks
  • Sheldon Firem
  • Victoria Walker Nicholas
  • Guy Wilson,

Candidate Response to CEA Questions

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A Long and Nobel Tradition

Teaching is an art. Teaching is a nobel undertaking.  Teaching is a valuable profession.  We are part of a grand tradition and a nobel ideal, one where every child in this country is entitled to an education.

Oklahoma school replaces chalkboards, finds 98 year old drawings and lessons hidden behind them.School

When contractors began work on four classrooms of Emerson High School in Oklahoma, they knew their remodel would improve education — but they never expected it would impact local history.

 

Looking to upgrade the rooms with new whiteboards and SmartBoards, the workers had to first remove the outdated chalkboards. But when they began to pull away the old boards, they made a startling discovery. Beneath the current boards rested another set of chalkboards — untouched for nearly 100 years. Protected and totally undisturbed, the century-old writings and drawings looked like they were made just yesterday.

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Here, a November calendar rolls into December. A turkey marks the celebration of Thanksgiving.

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A multiplication table gives us a glimpse into the curriculum and methods taught in 1917, techniques perhaps lost in the passage of time. When regarding a wheel of multiplication, Principal Sherry Kishore told The Oklahoman, “I have never seen that technique in my life.”

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But Oklahoma City school officials aren’t just shocked by what is written, but how it is written. Penmanship like this is clearly a lost art. This board reads, “I give my head, my heart, and my life to my God and One nation indivisible with justice for all.”

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Within each of the four rooms, the subject matter and lessons mirrored one another — indicating, as an Oklahoma Public School Twitter caption reads, “aligned curriculum in 1917.”

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And though the boards’ style and subject matter might be unfamiliar to younger folks, they certainly resonate with older generations. Principal Kishore told The Oklahoman what it was like to show her 85-year-old mother the boards: “She just stood there and cried. She said it was exactly like her classroom was when she was going to school.”

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But these boards actually predate Principal Kishore’s mother by 13 years. Two dates were found on the boards: November 30, 1917, and December 4, 1917.

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Some of the writings and drawings were done by students, while others were made by teachers — but it’s not always clear whose is whose.

 

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Regardless, the work is a striking look into days long gone. While reading the boards — like this one listing “My Rules To Keep Clean” — the past comes alive in a very personal way.

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English teacher Cinthea Comer told The Oklahoman, “It was so eerie because the colors were so vibrant it looked like it was drawn the same day. To know that it was drawn 100 years ago… it’s like you’re going into a looking glass into the past.”

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Built in 1895, Emerson High School has seen many renovations and improvements throughout the years — but nothing like this has ever been discovered.

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When removing old chalkboards in the past, contractors have only found broken pipes and wires, so this is a shocking surprise. Oklahoma City and the school district are now working to preserve these beautiful boards.

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Hopefully, the spirit of these teachers and their students will be enjoyed for many years to come. Who knew that scribbles on a chalkboard could become such a precious piece of history.

 

 

BE PROUD THAT YOU ARE A TEACHER! YOU COME FROM A LONG AND HONORABLE TRADITION!!!

 

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More April News!

East Liverpool Board of Education Imposes Contract!

This quoted from WFMJ Online

EAST LIVERPOOL, Ohio –

The East Liverpool City School District’s Board of Education has imposed a contract on the district’s 185 teachers. A proposal the teachers unanimously rejected last week.

The action was taken Monday Night after the Board notified the teacher’s union it would implement the plan if they did not accept the offer by 8:01 that morning.

Parents, members of the community, and teachers from other school districts came together in a major show of support for the East Liverpool Education Association.

Chardon EA voted to show our support for the 185 East Liverpool Teachers!  Please wear Blue and White on Friday (4/17) to show your support too.

LiverPoolSupport

Ohio Board of Education Backs Ending ‘5 of 8’ Staffing Rule

The Columbus dispatch reports that

The Ohio Board of Education moved ahead yesterday with a plan to abolish school-staffing requirements that critics contend would allow districts to eliminate art teachers, librarians, counselors and other staff members.

http://www.dispatch.com/content/stories/local/2014/12/09/state-board-education-vote.html

GET INVOLVED – Write your State Congressional Representative and your State Senator!

NEOEA Emerging Leaders Cookout!

NEOEA Emerging Leaders Cookout: Give Us Two Hours, We’ll Give You a Better Year Join us on Friday, June 12, for lunch at the NEOEA Conference Center. We’ll offer you a one-stop shop for information on how to jump-start your local association and make life better for your members. We’ll have prizes, food, and giveaways, but most of all, we’ll have contact with people who can help you make a difference at your workplace. We’re bringing together resources from all over Northeastern Ohio, as well as guests from Columbus, who can show you how to make the association work for your members. Spend an hour networking with them, and join us for lunch.

Emerging Leaders Flyer

 

NEOEA Summer Leadership Conference

Mark your calendar to attend the 2014 NEOEA Summer Leadership Conference this summer, July 23-24. NEOEA’s Summer Leadership Committee is planning another exciting conference at the Bertram Inn and Conference Center in Aurora, Ohio. Centrally located for NEOEA members, educators from northeastern Ohio will gather in a relaxed atmosphere for training and networking with other local association leaders and members.

YOU should go!  If you want to apply for a scholarship to offset the costs then fill out the following Scholarship Application Form_2015.

 

 

 

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