CCSD 46 Teachers Working to the Contract
Since yesterday, the teachers of District 46 schools are working strictly to the letter of the hours outlined in the contract that expired June 30th of this year. This was first reported in the comments of the Daily Herald. I confirmed this with Superintendent Correll this morning.
I did ask several other questions that could not be answered. One was whether the contract offer from the district was actually 3.25% as stated in the Daily Herald (comment #124). This comment also stated the teachers union wanted 5.5%. Here is the relevant portions of the comment below.
Most of the teachers don’t want to go on strike. My mom is one of them. one reason is that the board is offering 3.25% raise a year for 3 years. While the union wants 5.5% a year for 3 years. The boards offer is very fair. The teachers want the boards offer, but the union doesn’t. Another reason is that they have many pregnant teachers at the school this year. When you go on strike your medical benefits are suspended. This is not good at all for someone who is expecting. Today they told the administration that they would be leaving at the contracted time of 3:20 instead of waiting around to monitor the halls to make sure your children didn’t get hurt or into fights. But the administration decided to release the kids 5 mins early. The union rep got on the speaker and told the teachers to leave as well.
If this comment is true, then the board has made a more than reasonable offer given our current economic times while the union and the teachers who voted in favor of the the intent strike are being unreasonable to the district and the taxpayers who pay their salaries.
The teachers deserve respect for their profession, but they also must respect the taxpayers. If they want to be fair to all, then the union and board would agree to tie the salary increases to CPI. This would allow the teachers to given a guaranteed raise each year, while virtually guaranteeing there would not be a need for an Education Fund referendum. This is because the schools already get an increase in tax revenue every year equal to the lesser of 5% or CPI.
As you can see from my previous article, that average TRS compensation has risen at a higher rate than CPI:
Here is some background information on the raises Grayslake District 46 teachers have received on average since 1999. This was calculated using the TRS compensation data from the Champion
1998/99-1999/00 - 6.89%
1999/00-2000/01 - 7.63%
2000/01-2001/02 - 7.41%
2001/02-2002/03 - 7.83%
2002/03-2003/04 - 8.17%
2003/04-2004/05 - 6.10%
2004/05-2005/06 - 6.95%
2005/06-2006/07 - 3.67%*UPDATE: I inadvertently used the year of the data as the start of the school year instead of the end of the school year. Years above reflect this Fiscal Year change. This does not affect the average increase percentage in TRS Compensation
Methodology:
- Match on teacher name between years
- Only full time teachers included
- Averaged: (current year compensation – previous year compensation) / previous year compensation
- Issues: Teacher names changed sometimes in the yearly records. These were excluded for now. Only used exact matches.
The comment you quote in your site is represented as that of a child that has not yet even taken an economics course. You also don’t represent the quote from the DH that states,
“…The union and District 46 officials have been bargaining for 10 months and in mediation since Aug. 1. Talks broke down Wednesday over the district’s inability to provide accurately calculated salary schedules…”
I think it would be difficult for anyone, let alone a child, to extrapolate who has offered what at this juncture. As such, it’s difficult to understand how one might interpret same as “more than reasonable”.
Further, the Champion data you have parsed is totally invalid. Have you allowed for lane changes, administrative promotions and raises, flex benefit additions and reductions, job-share, etc.?
Administrators are excluded, only full time teachers as explained. This is TRS compensation as stated so this is what the district reports to the ISBE, also as explained on the Champions web site. If you have a problem with the data, complain to the district since this is their data sent to the ISBE.
Data is fine…just contains many variables you do not account for like extra duty pay one year not the previous, lane changes, promotions etc.
If a teacher did extra duty in 04 but not 03, you consider that a “raise”.
Your methodology is slewed to reflect your POV.
…and the champion states that health care is not included; however, those receiving flex benefit have their health care included.
This is TRS compensation as stated so this is what the district reports to the ISBE, also as explained on the Champions web site. If you have a problem with the data, complain to the district since this is their data sent to the ISBE.
No problem with the data…you just don’t interpret it right.