Jeopardy Answer: $210,000

Oh...you want the question?

(1 of 3) 2012-13 Position replacements
(click for full-screen image) 

That would be, "What is the total amount of 2012-13 salary savings if one added up the 'Salary Difference' columns on School Board Personnel Reports since July 1, 2012?"

The producers would also have given credit if you answered, "What is the total value of Phil Frei's last (???) sock full o' money?"

Now...this needs lots of clarifying.  And perhaps we need a better, more accurate, and more frequent tabulation (hint, hint).  This is that "funny money" that suddenly gets both "found" and used at the end of the year.

We admit in advance that were not able to get some answers that would help clarify things before going to press.  Still, it's valuable information that we've kept our eye on for a number of years now.  That being said, the only column which is not completely factual is the "Total Cost/Savings column, in which we attempt to put a dollar value on the savings from Local 60 (Support Staff) replacements.  With a few clarifications, we think it's pretty solid.  As always of course, we welcome any factual information to support, refute, or supplement our findings.

Clarification #1:  The salary difference column appears to be the difference in base wages paid for a given position.  Therefore it assumes the difference over the full 2012-13 school year.  But that's not quite accurate, because these positions become vacant and are re-filled (at a lower rate) during the school year, so we do not realize the full savings unless the person leaves before the year (and salary checks) begin.

(2 of 3) 2012-13 Position replacements(click for full-screen image)  

Clarification #2: Although not often, some positions remain unfilled for some length of time.  During that time, we are expending ZERO dollars for salaries/benefits.  In those situations we are saving a whole LOT more money because of the period of time over which we incur no salary/benefit costs.

Clarification #3:  For "Support Staff", our estimate of annualized savings is determined by multiplying the hourly rate difference x the # of FTE x 8 hrs/day work schedule x 185 days of work.  Of course that is not true in every case, but we needed some point of reference...since one is not provided.

And there's nearly $200K MORE!!  

(3 of 3) 2012-13 Position replacements

The $210,000 "surplus" also does not include the 1.47 unfilled "Certified staff" or 4.72 unfilled "Support staff" positions.  Based on our analysis of an average support staff wage of $15.41 per hour, and assuming 8 hours per day and 185 days per year, that would mean an additional $106,000 (excluding benefits savings) from the Support Staff positions and about $73,500 for the Certified staff positions.  So that's like another $200K in projected surplus.  Certainly, if half the year is gone, we already have saved $100K from these 6+ unfilled positions.

All told, the potential surplus from personnel savings could approach $400,000.

Now that would buy a lot of RTI support...or....seabass dinners, both haute couture and high in Omega 3 fatty acids.   Put all this in your pipe and smoke it.

Peace. Out.

2012-13 Budgeted position allotments (11-12-12)

On Tap for Monday: Administrator "Raise Pool"

On Monday, November 26, 2012 (6:30 PM, Municipal Bldg) the Sun Prairie School Board is poised to take action to approve a 2% across the board raise for administrators.

FINANCIAL/BUDGET/OTHER RESOURCE IMPLICATIONS:

The 2012-2013 budget adopted by the School Board includes $51,157 designated for administrative salary increases.   This amount is equivalent to the 2% salary pool necessary to fund the motion of the committee.

RECOMMENDATION:

“To increase administration salary pool by 2 percent to be distributed by the District Administrator according to the performance evaluation system.”

On the School Board side of negotiations:

School Board’s Administrative Compensation and Benefits Committee, Caren Diedrich, Tom Weber, and John Whalen

On the Administrator side:  Craig Coulthart, Nancy Hery, Liz Merrick and Wendi Tavs.

We have two comments based on the information provided:

(1) The recommendation indicates that the "administration salary pool" is to be "increased by 2%".  How much was in there already?  Is there MORE than the $51,157?

(2) Bear in mind that 2/3 of the school board side of negotiations were noted Tim Culver lap dogs John Whalen and Caren Diedrich.  Look...we get it...When in the (*heartburn moment*) Board Treasurer, and Diedrich is the Chair of the former Human Resources Committee.  

The 4% vs. the 96%

OK...we lied...we have one more comment to make.

The total dollar increase for [the Local 60] settlement (11-12-12) was $176,744.00 

shared by 333.64 employees

or $529.74 each

vs. the administrator team, which would get $51,157

shared by 28.5 FTE

or $1,794.98 each

Really?  Did we not hear over the last 4 months about the wealthy getting wealthier at the expense of the middle and lower classes?

The Local 60 group includes 11.7 times the number of employees as the administrators' group...

yet they will collectively receive only 3.45 times as much salary dollars.

Super-Size Admin Salaries; Just Plain Super-Size the Rest of The Work Force

That's about $10 more each week (pre-tax) that Local 60 workers will get.  Maybe enough to splurge for a family night out at McDonald's ...if one sticks to the Dollar Menu.  Meanwhile, each Administrator ,on average-pretax, would see an increase of about $35.00...enough for a decent sit down dinner somewhere.  

Why does it have to be about food?  Hey...we didn't start the "translating tax levy increase to pizzas" .  We like to assess blame for poor food choices and the obesity epidemic.  And some rightly so.  But you know what?  We are helping to create this situation...and we need to own that.  The folks earning $90,000 per year (and that's just ONE bread-earner's income) have no trouble making their rent/mortgage payments and they can afford to make good food choices.  They can also afford a membership to the local athletic club and even a personal trainer.

Meanwhile, those folks that earn only $12 or $13/hour have seriously difficult choices to make: pay the rent to keep a home, or eat well.  But nobody wants to talk about that.  Many of those folks eat poorly because it beats not eating.  An athletic club membership?  Personal trainer.  Please!!!!  Not even on the radar screen for most.  But nobody wants to talk about that either.

What we fail to consider, in our haste to keep our administrator and teacher salaries on par with the Jones', is that we have 333 Local 60 employees and we rarely hear any talk of a need to "be competitive" for those jobs.  In fact, it may be that the best selling point for a Local 60 opening is, "Hey...it beats the pay you'd earn at McDonald's".

At some point we have to look at this equation...and that's not limited to Sun Prairie.  That extends to the entire state and the nation.  Do the administrators do a good job?  Sure...some of them are absolutely awesome (and most know who those are).  Others.....meh....not so much.

At what point do we say....hey....on average, each administrator earns $89,750 (do the math....if 2% of the total administrator salary is $51,157 and there are 28.5 FTE).  Is that a good wage?  Sure...the cost of living increases each year....but aren't these people well ahead of the curve to begin with?  But these are the people that earn enough to have, in addition to a fine primary home, a nice cabin up north and a boat and other luxuries, while many in Local 60 have trouble making ends meet.

We've finally been hit on the head with enough coconuts to understand that many teachers "off the salary grid" are earning a pretty damn spanky living, while those fresh out of school are underpaid.  The proposal made to the teachers raises the floor and earmarks the majority of the "2% allocation" to those teachers with less than 6 years experience.  The contract proposal offers a small stipend --non-base building) for those teachers in the middle and upper end.  If we're starting to move towards creating some sort of ceiling for teachers, at what point do we do the same for administrators?

And how do we really tie raises to performance?  The administrative pool is dished out as Tim Culver sees fit, based on his "evaluations" of the administrators.  Look at the past data.  It's clear there are favorites and its clear that some are in the doghouse (sometimes rightfully so).

Aaaaaahhhhhhh...we could go on and on...but you either get it...or you don't.  This country DOES need a fiscal wake up....just not the menu being offered by the Mitten Man.   So go on and award 2% raises to people that do not need it...and to some who do not deserve it.   And while we're at it, let's be sure to make those raises "base-building" so that they can in turn be raised by future increases.  

Henny Penny Declares: "The SPEA is Stalling!"

For a group that was squawking that the school board and district administration refused to come to the table to bargain, it sure seems like the shoe is now squarely on the other foot.

We've checked and the two sentence, 44 word "offer" reported previously is the only offer made by SPEA despite several "negotiation" meetings.

What's up with that?

Are they hanging their slim hopes on a Dane County judge?
Delaying till after January...when larger payments to retirement are required?
Hoping to vote out current members of the school board and replacing them with a "teacher friendly" board?
Do they really think this inaction is endearing them with the board?

We don't get it, frankly.  For a hyper-educated group that desperately wants to be viewed as  "professional educators", we're not seeing a lot of professionalism.

On the other hand, we have to take a moment and applaud the Local 60 folks.  This year, the historical red-headed stepchild of employee groups showed themselves to be a much more grateful and reasonable group to work with.  Sure they would have liked a 3.1% wage hike...but they were happy to take what they received.  They were patient and now are reaping the benefits.

That's something we can respect.  And something with which the board can work.

71.4% Thankful

As we all reflect on the gifts in our lives that make us thankful, here at SP-EYE, we'd like to acknowledge our school board.  Well at least 71.4% of it.

After 7 long years, we finally find ourselves with a top shelf board.  Gone are the days of rubber stamping and 15 minute Finance meetings.  We have five board members that do their homework.  They trust, but verify through independent thinking.  They are not afraid of questioning, understanding that questions only help the public understand the issue at hand.

We may not always agree with their votes (although generally we do)...but it's never been about 100% agreement.  We've just been looking for a board that will do something other than mail in their votes.

And we have one now.  And for that, we are truly thankful.  We KNOW how much time and effort it takes to research the issues...trust us.  But they do it, and that is commendable.  So for those board members whose names do not rhyme with Whalen or Diedrich, know that we thank your for your efforts.

To the other two...know that change is not coming...it is here.  And we think it's here to stay.

Peace. Out

SPASD Offers Contract Proposal to Teachers (SPEA)

Click for full screen

While the teacher's union negotiation team did not put very much effort or thought into their "counter" offer, the school board/ district clear put a lot of time and effort into working out an arrangement that addresses what has previously been discussed as a primary goal of SPEA.

Dispelling myths & legends
We've heard from a number of sources that the district spent $300,000 to help build the SPYHA's new ice rink, yet is giving the teachers a giant goose egg.  Nothing could be further from the truth.  From the get go,  at least $552,392 (2% of total 2011-12 SPEA member salaries) has been earmarked for 2012-13 SPEA wage increases.  This amount was included within the 2012-13 budget as presented at the annual elector's meeting and approved by the electors.


Raises the floor
SPEA, and across the state other teachers' unions, have long spoken out about the low wage paid to entry level teachers.  In the past, the "grid" has impeded the district's ability to single out one group of SPEA members for above average pay increases.  In addition, SPEA, like many teachers unions, establishes a "negotiations committee" which is heavily (if not totally) comprised of teachers earning wages either at the far end of the salary grid, or even "off" the grid.   It can be argued that these "negotiators" are looking out more for their own interests than those of their lesser paid brethren.

Click to enlarge

Act 10, however, changed all that.  And SPASD administration and members of the school board worked diligently to develop an offer that would earmark roughly one-third of the budgeted $552,392 towards raising the base wage for all entry level teachers. The new starting salary would be raised from $32,505 to $35,000 for a Bachelor's Degree and $38,000 for a Master's Degree.  96 SPEA members (roughly 17% of all SPEA members) would see their base wages increased to $35,000.

How could SPEA's negotiation team argue against such a plan?  It's a no-brainer, right? Raising the floor would allow SPASD to be more competitive and attract the best and brightest teachers to work in the district.  And that's consistent with SPEA's desires...right?

Maintains step and lane increases (at least for 2012-13)
The package offered by the board/district also provides for step/lane movements, at least for the 2012-13 year.  Frankly, we believe that step/lane changes need to go away.  Instead, teachers should be held to what the rest of the world is:  an annual offer for wage adjustment to the extent that the fiscal climate can support one.

This is not peanuts here, either.  The district projects shelling out about $155,000 for step/lane increases.  That's not chump change, folks.  Recall that a step increase (annual while "on the grid") represents a 3% salary increase.   Lane movements, for which members are eligible after 6 credits earned beyond their current degree/credits, represents a 2% increase.

For reference, state employees are getting ZERO for this year and likely ZERO for the next two years.  Seniors, living in Social Security, will only see a 1.7% increase in January.

Provides a little something for other teachers
The board/district proposal also offers a little something for the more tenured staff.  Yes, they can thumb their noses at receiving only $461 each, and yes, (as proposed) it is not a base building (added to their permanent salary).   Indeed, it is proposed as a lump sum "stipend".  But it is better than nothing, and it still costs $220,000 to fund.

Suddenly that $300,000 agreement with youth hockey doesn't look so terrible, does it?

We need to keep very firmly in our minds that:

• 128 SPEA members had total compensation of $60,000 or more in 2011-12.
• At 190 contract days, that's for working LESS than 9 months per year.
• Another 129 SPEA members earned total compensation between $50-$60,000.128+129
• That means that nearly 50% of teachers earn at least $50K.
• The average compensation earned by this top half is a little over $63,000!!
• For the average Joe working 260 days per year, that translates to compensation of $86,000. 

That's not too shabby.  For comparison, the SPEA members with less than 6 years (total) experience earned an average total compensation of about $38,500 last year.

Keeps SPASD competitive
Sun Prairie has fallen behind other districts, particularly the larger districts in Dane County.  For the 2011-12 school year, Sun Prairie ranked 8th out of the 11 largest Dance Co. school districts in terms of base wage for an entry level teacher with a Bachelor's degree.

This package will increase the base bay of teachers with a Bachelor's degree to $35,000  and $38,000 for a Master's Degree.  I have attached the comparable data that we used.

Click to enlarge

Still not keeping up with the Jones
Unfortunately, we're not really breaking new ground here; other districts are trying to do the same things.
Upon request, the district office also provided the information they have obtained from other Dane Co, districts as they work towards contracts for 2012-13.  Looking at districts for which data has been obtained, Sun Prairie remains slightly below the average for 2012-2013 of $35,040 for starting pay.

Timing is everything, and this has dragged on so long that other districts have again leapfrogged us.  So it seems that the board needs to continue working on this plan.  We need to control the ceiling and raise the floor till all teachers earn a respectable wage.  We don not need to be creating one percenters here, but we need to remain competitive and compress the salary ranges.  Certainly a ceiling could be raised over time, but let's not get crazy here.

It's simply not sustainable
We cannot...repeat...cannot sustain a system in which a 5th grade teacher has a Ph.D. and earns total compensation of $91,000 (excluding benefits!).  

What on earth does a 5th grade teacher need a Ph.D. for?   And, while they are entitled to earn whatever degree/credits they choose, it does not make sense for us to have to compensate teachers for degrees and credits earned which really do not improve the quality of their teaching.

Let's get real, people, teachers know it, and they should know that we know it.  Additional education has largely been undertaken merely to boost salaries.

The bottom line
This was...IS...a VERY fair offer that supports raising the base wage for starting teachers.  That is something that SPEA has been vocal about.  So why would they not like this offer?  Is it perhaps that the members doing the negotiating are more tenured and look out for themselves first?

An across the board 2% wage increase would put exactly $650 in the pockets of our teachers on the first run of the salary grid.  They would jump from $32,505 to a whopping $33,155.

Meanwhile, our grossly over-educated 5th grade teacher would see a nice $1,723 added to their fat salary of $86,161, for a new salary of $87,884.
Is that fair?  Equitable?  Gee...you'd almost think that our 5th grade teacher is a member of the SPEA negotiation team. 

Ladies and gents, we would submit to you that this is precisely how the rich get richer.  On paper, everyone gets the same PERCENT increase.  But the folks on top receive 265% of the increase that those on the bottom receive.

Sun Prairie Teachers Make Contract Offer

Actually, this is a counter-offer to the district's proposal, but we felt it's brevity and content deserved top billing.

We obtained the document above from the district office this week.

File this under "Unmitigated gall"
Really?  You really think that under the new climate in Wisconsin that your existing contract should be allowed to stand?  What the teachers union needs to come to grips with is that its getting harder and harder for the public to support their petulant positioning.

Can you name one...just one...occupation that gets an automatic 3% pay raise every year just for being a year older?  And then...on TOP of that, you expect a big raise from the school board as well?  About 4-6 weeks ago, you fine folks made a plea for a 3.1% increase.  Those on "the grid" would then receive a 6.1% increase.  What other occupation still gets an annual "step increase for basically continuing to work and having a birthday.

You want to keep your old contract?  Maybe you didn't hear about Dane County workers approving a 1.9% DECREASE in pay or benefits in exchange for maintaining their contract.   You folks want to keep the contract AND get a big pay boost.   You want your cake and you everybody else's cake and then you want to have a feast.

Huh? Are We Still Beating Our Teachers?
SPEA" reserves the right" to negotiate benefits and wages once "working conditions are established"?  You'd think that we were running one of those third world sweat shops used to manufacture top "American" apparel and running shoes.

Is district administration herding teachers into some back storage room once school lets out and waterboarding them?

Seriously...what the hell kind of comment is that... "once working conditions are established"?  Hello!  McFly!  These downtrodden professional educators, with their 190 contract work days,  get their summers off and still make (most of them anyway) a wage that is considered pretty decent for even a 260 day employee.  We're in the middle of what some call "No School November".  How many of you get paid days off for not only Thanksgiving but the day before AND after?   Teachers have also had the past two Mondays off from teaching: having professional development OPTIONS--not required--- (they could just take the day off with pay), and then parent-teacher conferences from 11:30 to 7:30  this past Monday.

...and THIS is what we are to expect from "professionals"?   Complaining about working conditions that many would kill for?  Boo frickin' hoo.

Get over Act 10...OK?
Act 10 will be tied up in courts for months, and the likelihood of it remaining overturned is pretty slim.   In case our teachers were too busy enjoying their summer off, a recall election was held in June and Gov. Walker was election was re-confirmed.  You need to get used to seeing him and dealing with him for at least two more years.  This past week Republicans also took back all control of state government.

Maybe you folks didn't get the memo, but change has arrived.  And it didn't come by train.

Trying our collective patience
First, and foremost, this "offer" may not actually endear you with the people that have to approve any agreement...you know...the school board?

In addition, you're quickly losing the support of community members that may have previously been in your corner.

We value teachers; but we do not cotton to unrealistic demands.

First look at new school board committee structures

Tomorrow evening (November 5), the first meeting of the new school board committees takes place.  The "Planning Committee" will focus on "down the road", both long and short) issues.  This committee is chaired by board VP John Welke.

You'll note a couple of changes with the new structure.  Committees will be larger, as 4 committees become two.  You'll also note that they have added approximate agenda item start times to their meetings.  That's a nice guideline for folks that wish to hear only a specific segment.  It may also help keep the discussion from getting bogged down.

More good things from a very different school board.

Not too shabby

How many are wondering how Sun Prairie High really ranks against its peers?  Did anyone look?  How many can't wait until November 7th to get past all these ads?

Well we took a look at the "report card" data for comparable high schools.  Now, Dr. Culver would want us to state clearly what comparable we seek.  So...to be clear...we are NOT going to compare Sun Prairie High to other Dane Co. schools.  There's simply far too much variability there for any comparison to be worthwhile.

Instead we looked at the 20 school districts closest in size to Sun Prairie in terms of total enrollment.   These will be moderate to large sized cities who, at least in  theory, face many of the same challenges as Sun Prairie.   For the record, there is a school board policy which states that administrator salary ranges are to be based on averages from the 14 school districts closest in size to Sun Prairie.  We figure that if it's a good enough basis for administrator salaries, it must be good for student performance...right?

So...ho did we fare?  Not too shabby. 6th out of 31 high schools to be exact.  That's really pretty good...so why don't we have more National Merit scholars?

We looked at the data to see if there were any significant correlations between accountability scores and  school enrollment (NO!), percent of minority students (inverse correlation, statistically significant), and percentage of socio-economically disadvantaged kids (inverse correlation, extreme statistical significance).

As the clock ticks ever closer towards election day, perhaps one measure of a candidate's strength is the ability to fight poverty.  Coming in a very close second is the likelihood that a candidate will properly fund schools to deal with achievement gaps.

Here's a tip...making the rich richer is not part of the equation.