I don’t know what the right balance is with the teacher contracts but I do know that I don’t want this non-elected board to make decisions that should be left to an elected board.
This from Xavier Miranda:
Morning All,
I am forwarding you excerpted information pertaining to potential changes to our Continuing Contracts by the Board of Managers. Please take note of this as it affects all employees.
Regards,
Xavier Miranda
DEIC Representative
Social Studies Department
Coronado High School
“It is Teacher Appreciation Week. At what is hopefully the Board of
Manager’s last meeting on Thursday, May 7th, you will get to see how much
the Managers and Administration appreciate you.
The Budget and Compensation Package is being left to the elected Board of Trustees, though
the Managers and Administration have finalized that together. You will
remain the lowest paid of major districts in El Paso County and far below
the average for the Eight Major Urban Districts in Texas.
The Board of Managers is slated to show their appreciation for you by
voting to radically change the Reduction In Force (RIF) policy for those of
you on Continuing Contracts. They plan to vote delete the current
DFCA(LOCAL) which contains well founded limits on when a RIF can occur,
under what circumstances, as well as provides real due process and real
opportunities at other positions AND meets the Texas Education Code
21.157. Current DFCA(LOCAL) limits the causes of RIF to “financial
exigency” or “program change”.
The Board of Managers and Administration will show their appreciation of
you by approving a new and dangerously anti-teacher DFFC(LOCAL).
*Short version: Those of you on a Continuing Contract will have little
more job security than a Walmart greeter.*
Long version. The changes include:
1. The reasons for a RIF are changed to “financial exigency” AND when the
Superintendent “*Determines another need to reduce personnel on Continuing
Contracts.” *In other words, if he feels like it.
2. It is worded in such a manner as to allow him to target specific
teachers on specific campuses who have annoyed him or his leadership team.
And remember, one of his Executive Cabinet reportedly said in a meeting,
“If you rock the boat, I’ll throw you overboard.”
3. Under the new policy, you can be “dismissed” at any time in the year,
not just at year end.
*4. The net effect is to nullify your Continuing Contract and leave you,
for all practical purposes an “at will employee”.*
Mr. Margo tried to impose this change last year, but the item was
withdrawn. Over his tenure as a Manager and before in the Legislature in
2011, he has shown disdain and contempt at best towards public school
teachers. He has twice stated publicly that he wants to “get rid of
teachers who just occupy a chair”.
So, join me Thursday evening at 5:00 watch Administration and Managers show
their appreciation of teachers by further Walmartizing the EPISD.”
p.s. If you check their Agenda, Teacher Appreciation Week is not on it.
That alone speaks volumes.
——————————
—-
El Paso ISD Non-discrimination disclaimer
http://www.episd.org/employment/disclaimer/20140602.php
“I am EPISD, Excellence Starts With Me”
elpasospeak 
Has anyone, including the author, compared the new EPISD wording to how the other districts in the area have their policy worded?
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From the Texas Classroom Teachers Association Website:
“Most local policies define financial exigency as follows:
Financial exigency shall mean any event or occurrence that creates a need for the district to reduce financial expenditures for personnel including, but not limited to, a decline in the district’s financial resources, a decline in enrollment, a cut in funding, a decline in tax revenues, or an unanticipated expense or capital need.
Once the school board determines that a financial exigency requiring a reduction in personnel indeed exists, the criteria for determining the reduction are usually set in the following priority:
1. Certification: Appropriate certification and/or endorsement for current or projected assignment.
2. Performance: Effectiveness as reflected by appraisal records and other written evaluative information.Most local policies define financial exigency as follows:
Financial exigency shall mean any event or occurrence that creates a need for the district to reduce financial expenditures for personnel including, but not limited to, a decline in the district’s financial resources, a decline in enrollment, a cut in funding, a decline in tax revenues, or an unanticipated expense or capital need.
Once the school board determines that a financial exigency requiring a reduction in personnel indeed exists, the criteria for determining the reduction are usually set in the following priority:
1. Certification: Appropriate certification and/or endorsement for current or projected assignment.
2. Performance: Effectiveness as reflected by appraisal records and other written evaluative information.”
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This should trouble not only teachers but parents as well. Imagine the disruption for our children if an administrator arbitrarily fires a teacher in the middle of a school year. Teachers will be at the mercy of bully principals and even certain parents who may decide to target a given teacher. Contracts are designed to protect not only teachers but our children as well.
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I hate to break it to Xavier but teachers are not alone in working hard to make a comfortable living. A lot of El Paso private sector employees if not most get paid less than they would if they were working in other major cities. I guess teachers too are finding that the old employer argument that “the cost of living is lower in El Paso” is not quite accurate.
The option for Xavier and other teachers is the same as for everyone else. If you’re unhappy and if it’s really as bad as you say, go somewhere else or change professions. Many private sector employees, who have been equally dedicated to their chosen field, have had to re-train and find work in other fields just to even have a job.
I support our teachers and first responders, but I’m getting a little tired of the constant whining. They act as though they are the only ones who need more money. People like Joyce Wilson, Gonzalez and Cabrera have attorneys negotating their comp packages, fire and police have unions. The average private sector worker is on their own and doesn’t get the media support given to teachers and first responders.
Xavier worries about the “Walmartizing” of EPISD. That comparison is insulting to both teachers and hardworking Walmart employees. Xavier and his peers are a hell of a lot better off than the average Walmart employee, especially with regard to compensation, healthcare, and work schedules. To suggest that El Paso teachers have it anywhere nearly as bad as the average hourly Walmart worker is intellectually dishonest and overly dramatic.
Xavier complains about the president of the board having disdain and contempt for teachers. That makes teachers no different than 99% of El Paso.
If Xavier truly thinks it is better in the private sector, he is welcome to stand in line with those who are unemployed and looking for work.
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Agree! El Paso has the lowest salaries in practically all sectors of any Texas city. It’s pretty ridiculous to even compare us to Houston or Dallas. That argument holds no water, especially for firefighters. Want respect? Take a number. Or apply to work at one of those “evil” charter schools that the union loves to hate.
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Dear Margo zombie. Contracts exist to ensure continuity during the year. Clearly you know or understand little about the teaching profession.
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There are some teachers who just occupy a chair, too, and managers need a way to “throw them overboard” without too much effort.
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What it all boils to is a Tax Increase ! Just wait and see. No more tightening the belt or punching another hole in the belt.
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If “I am EPISD, Excellence Starts With Me” is the now official district motto, they might want correct their punctuation. Excellence is in the details.
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