I'm at the 2009 VSBA convention, getting ready for a day of seminars. I noted in a previous post which
sessions I planned to attend, that's still the plan. I'll leave notes here throughout the day.
First session:
Central Office Staffing and Organizational Effectiveness Related to Student AchievementFindings:
- There is a strong significantly significant negative correlation between COSR and AYP in largest quartile and in top half
- Average COSR goes down from 4th to 2nd quartile, but in quartile with largest populations, COSR is higher than in 2nd and 3rd.
- There are many other factors and cannot be distilled down to just these variables
- The results do not support creating central office staffing strategies or formulas that might be perceived as a factor in maximizing student achievement
- Alternatively, the lack of strong correlations between central office staffing and AYP attainment raises the issue of the value of higher concentrations of central office staff relative to site-based instructional positions (Nothing in the data points at creating more central office staff as a way to improve AYP)
- There is some evidence to suggest that the size of a school division has an impact on its organizational effectiveness relative to student achievement.
- Budget challenges should not only focus on the dollars saved but also the deployment locations of staff
A newly elected board member from another district said “lots of folks in my community think the central office has too many people making too much money.” Presenter’s response: “Is there a long line of people in the community applying for those plum jobs?”
Second Session:
Disproportionality of Minority Students in Special Education
Chesterfield County is a suburban district with almost exactly the number of students as Loudoun, with a somewhat higher proportion of minority students.
VDOE gives a disproportionality range, currently 5%. Chesterfields disproportionality in 2003-2004 was so bad that the state mandated action.
Child study process needed improvements with greater focus on pre-referral interventions
- Eligibility criteria for MR and ED eligibility needed improvement
- Over-reliance on individual member of eligibility team to know criteria
- Training in use of eligibility criteria had not kept pace with changes
- Regular ed teachers were only a part of the team if making a referral
Actions:
- created a uniform general education Child Study Team process that increased collaboration, was not part of SPED process.
- Encouraged pre-referral intervention, data-driven decision making.
- Six elementary school teams volunteered to pilot the program
- Developed a Parents Advocacy Handbook
CCPS has a five-year strategic plan with annual action plans and quarterly accountability reporting. LCPS needs this soooo badly.
Dr. Bullock: “Can’t just refer kids to special ed and give up on them”
Third session:
Sexting, Cyberbullying and Employees misusing Social Networking sites
Sexting
- 20% of teens admit have sent or posted
- 22% of teens admit to have received
- Most are exchanged in relationships
- Embarrassment, harassment
- Violation of criminal law but no knowledge of prosecutions in VA. Conviction would require registration as a sex offender
Role of School Boards
Prevention
- Policies won’t stop sexting
- Policies do set expectations
Education
- Commonwealth attorney
- Arlington offered workshops to students, parents & teachers
- Sexting curricula
- Educating everyone in the community is a key
Dealing with incidents appropriately
- Work with CA’s office to avoid prosecution of students
- Criminally prosecuting students does not make sense to most people
- Discuss before issues arise
- Explain school discipline/consequences to discourage prosecutions
- Lobby to decriminalize
- Nine states have considered or enacted legislation related to sexting
Problematic Student Speech Online
- Early cases were usually about student-to-student harassment
- Recent cases have been student-to-administrator
- First amendment rights apply unless speech is curriculum-related or disruptive.
Problematic Employee Speech Online
- Issue will increase with hiring of new young teachers
- Concerns: Students will view content, teachers will interact with students inappropriately, impairment of ability to teach, disruption in school, embarrassment to district
- Social engagement on social networking sites can be part of “grooming” for an inappropriate relationship
School Board Role
- Training for new teachers every year on the appropriate and inappropriate use of social networking
- Recommend no social networking with students at all
- District-sponsored, created and supported emails to students only
- Monitor employee sites
Fourth Session: School Law Update
Review of recent special education case law, including:
- Forest Grove SD v. T.A., School District must pay for private special education if it does not offer “Free and Appropriate Public Education” to students who should have special education services.
- J.P. et al v. Hanover County SB, School district did not provide effective autism services and has to pay for private placement tuition. Focus on mediation to resolve cases, legal fees are often greater than tuition.
- J.D. v. Kanawha County BoE, Do not reference mediation when making an offer previously made under mediation.
- Hogan v. Fairfax Co. SB, If the IEP process begins, the school district must ensure that the process is completed. School District should not let the parent stop or stall the process.
- M.S. v. Fairfax Co. SB, Denial or reduction of reimbursement for private school services may only be made for individually analyzed years. Offer an IEP annually to parents who remove children from the school district.
In-service training for staff is a good use of money to prevent mistakes and lawsuits.
General education case law review:
- Commonwealth v. Doe, local school boards have final say on who is allowed on school property
- Safford Unified School District v. Redding
Reduction in Force policies
- The only way to make significant reductions in budget is to reduce personnel cost.Make sure that the salary schedule states that it is only for a single year.
- Good RIF policies will be reassuring to employees, improving instruction.
- Can have multiple RIF policies for different departments or groups of employeesRecommend only having a RIF policy for teachers, all classified employees have expiring contracts already.
- Danger of performance-based RIFs is in the subjectivity of the evaluator and the complexity and vagaries of the evaluation instrument.
- Ensure that each policy has a “School Board prerogative” exception to override everything else.
Low Hanging Fruit: Employee Pay for Performance Programs
Performance Bucks Program
- Incentive program
- Free “money” to pay for gifts and prizes
- Rewards safety, attendance and verifiable exceptional performance
- Accounting and balance tracking mimics passbooks savings account
- Encourages self policing
- Reductions in non-loss time accidents and loss time accidents
- Bus accidents have dropped significantly
- Workmans Compensation costs
Have exceptional gifts
- Shop on black Friday for camcorders, GPS
- Hold auctions
- Award bucks fairly, no nepotism, clear criteria
- Provide opportunities for employees to buy smaller items… Yard Sales
- Follow “Plan Do Check Act”
- $12,000 annual investment (vending machine proceeds) has returned over $200,00 savings over four years.
- Strictly for operations, not classroom performance
- Limiting factor is source of funds to purchase goods. PPS does not use taxpayer funds for the program