In lieu of recent layoff notices, there is a need for some clarification regarding staffing. I will do my best to explain.
(FTE = Full Time Equivalent Teacher)
Layoffs based on base funding / staffing ratios and declining enrollment:
Layoffs based on cuts in Supplemental and Concentration Funding: (LCAP)
According to the 2015-16 unaudited actuals, the district received $44.1 million in LCFF revenues.
According to the 2016-17 first interim and unaudited actuals projections the District anticipates that the LCFF Funds overall have slightly increased at $45.9 million,.
$2.5 million was allotted to schools this year and $2.25 will be allotted to schools LCAP funds in 2017-2018. The district has chosen to decrease the campus-based LCAP funds by 10%.This explains why some schools sites are having to adjust their LCAP budgets for the upcoming year and why some teachers who were funded by supplemental and concentration funds were given layoff notices or placed back into the classrooms.
Please see the attached budgets for further explanation. The Supplemental and Concentration Budget is $1,687.500. plus the MIE Budget of $812,000. which equals 2.25 million.
In addition, Precautionary Layoff Notices have been given to 18 Music Immersion Experience Resident Artists.
This program began at Roosevelt Elementary in 2015-2016 with Transitional Kindergarten, 1st, 2nd, 3rd grade. In 2016-2017 the program has been offered to all students at Roosevelt. It is the districts priority to continue this program in the following years to work towards closing the achievement gap.
Here are Frequently asked questions that may help to clarify SGTA's position in regards to the Music Immersion Experience program:
Q: Do the MIE staff have credentials?
A: MIE staff are not required to have credentials. When the program was implemented, there was quite a bit of debate regarding what this position would look like. SGTA argued this was certificated staff work. Since this work included classroom instruction built into Roosevelt’s programs, SGTA maintained this was bargaining unit work. SGTA did not want to “contract out” our work. We initiated negotiations with the district to negotiate the impact of the implementation of the program and agreed to terms and conditions of work for these staff members. The District was not opposed to having credentialed/certificated staff in these positions but also wanted to extend the employment pool to music professionals. Given the part-time nature of the work, the District was also concerned regarding their ability to recruit credentialed/certificated staff to these positions. As a result of these negotiations, the parties agreed that these positions would be SGTA work but that the positions would not require a credential.
Q: If so are they evaluated with the same procedures that classroom teachers are?
A: No, they are subject to different evaluation standards and rubric.
Q: Are they subject to induction?
A: Not in the same manner in which prob teachers are subject to induction
Q: Do they earn tenure?
A: No
Q: Are their salaries commensurate with our hourly rate?
A: Yes, they are paid the hourly rate as negotiated by SGTA
Q: Are they paid a monthly salary?
A: No, they are paid hourly at 15 hours per week
Q: If they are not credentialed, why are they considered part of SGTA?
A: See above.
Q: Is this routine? Are there other examples of this in other districts with other personnel?
A: This is a new program and was pitched as such at multiple school board meetings and board study sessions. A close example would be pre-school teachers who are included in many certificated bargaining units but don’t require the same requirements as K-12 teachers. This program required an “outside-the-box” approach. Bottomline, SGTA saw this as our work and determined it would be better to include these positions in our unit rather than exclude these positions.
Q: If this is an exception and if so did union membership have an opportunity to give input on this? Was this a negotiated item?
A: This was discussed in multiple SGTA Executive Board and Rep Council meetings among all reps present. We cannot speak to whether school site reps shared this information at their sites, however, at the onset of this program, many teachers were present at the board study sessions and school board meetings and were given opportunities to share their opinions. As shared above, the inclusion and terms and conditions of work was negotiated by SGTA. However, SGTA maintains the mutual recognition between SGTA and the District to include MIE instructional specialists within the bargaining unit was done appropriately.
Thank you,
Dena Dragoo
President, SGTA
(FTE = Full Time Equivalent Teacher)
Layoffs based on base funding / staffing ratios and declining enrollment:
- 4 FTE Title One Intervention Services at Elementary level
- 1 FTE English/Reading/Language Arts 7/8 Middle School
- 1 FTE Science 7/8 Middle School
- 1 FTE Mathematics 7/8 Middle School
- 1.20 FTE Overload Class Reduction at High School
Layoffs based on cuts in Supplemental and Concentration Funding: (LCAP)
- 4.21 FTE Intervention Teachers at the Elementary level
- 1 FTE English/Reading/Language Arts 7/8 Middle School
- 1 FTE Social Science 7/8 Middle School
According to the 2015-16 unaudited actuals, the district received $44.1 million in LCFF revenues.
According to the 2016-17 first interim and unaudited actuals projections the District anticipates that the LCFF Funds overall have slightly increased at $45.9 million,.
$2.5 million was allotted to schools this year and $2.25 will be allotted to schools LCAP funds in 2017-2018. The district has chosen to decrease the campus-based LCAP funds by 10%.This explains why some schools sites are having to adjust their LCAP budgets for the upcoming year and why some teachers who were funded by supplemental and concentration funds were given layoff notices or placed back into the classrooms.
Please see the attached budgets for further explanation. The Supplemental and Concentration Budget is $1,687.500. plus the MIE Budget of $812,000. which equals 2.25 million.
In addition, Precautionary Layoff Notices have been given to 18 Music Immersion Experience Resident Artists.
This program began at Roosevelt Elementary in 2015-2016 with Transitional Kindergarten, 1st, 2nd, 3rd grade. In 2016-2017 the program has been offered to all students at Roosevelt. It is the districts priority to continue this program in the following years to work towards closing the achievement gap.
Here are Frequently asked questions that may help to clarify SGTA's position in regards to the Music Immersion Experience program:
Q: Do the MIE staff have credentials?
A: MIE staff are not required to have credentials. When the program was implemented, there was quite a bit of debate regarding what this position would look like. SGTA argued this was certificated staff work. Since this work included classroom instruction built into Roosevelt’s programs, SGTA maintained this was bargaining unit work. SGTA did not want to “contract out” our work. We initiated negotiations with the district to negotiate the impact of the implementation of the program and agreed to terms and conditions of work for these staff members. The District was not opposed to having credentialed/certificated staff in these positions but also wanted to extend the employment pool to music professionals. Given the part-time nature of the work, the District was also concerned regarding their ability to recruit credentialed/certificated staff to these positions. As a result of these negotiations, the parties agreed that these positions would be SGTA work but that the positions would not require a credential.
Q: If so are they evaluated with the same procedures that classroom teachers are?
A: No, they are subject to different evaluation standards and rubric.
Q: Are they subject to induction?
A: Not in the same manner in which prob teachers are subject to induction
Q: Do they earn tenure?
A: No
Q: Are their salaries commensurate with our hourly rate?
A: Yes, they are paid the hourly rate as negotiated by SGTA
Q: Are they paid a monthly salary?
A: No, they are paid hourly at 15 hours per week
Q: If they are not credentialed, why are they considered part of SGTA?
A: See above.
Q: Is this routine? Are there other examples of this in other districts with other personnel?
A: This is a new program and was pitched as such at multiple school board meetings and board study sessions. A close example would be pre-school teachers who are included in many certificated bargaining units but don’t require the same requirements as K-12 teachers. This program required an “outside-the-box” approach. Bottomline, SGTA saw this as our work and determined it would be better to include these positions in our unit rather than exclude these positions.
Q: If this is an exception and if so did union membership have an opportunity to give input on this? Was this a negotiated item?
A: This was discussed in multiple SGTA Executive Board and Rep Council meetings among all reps present. We cannot speak to whether school site reps shared this information at their sites, however, at the onset of this program, many teachers were present at the board study sessions and school board meetings and were given opportunities to share their opinions. As shared above, the inclusion and terms and conditions of work was negotiated by SGTA. However, SGTA maintains the mutual recognition between SGTA and the District to include MIE instructional specialists within the bargaining unit was done appropriately.
Thank you,
Dena Dragoo
President, SGTA
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