Back in June 2010 one year "successor agreements" were established between various unions and the Newburgh School District. These agreements specify modifications to the the previously in-effect contracts which expired in June of 2010.

The agreement with the NTA is a single page. The chart of salaries ("step increases") used for 2009-2010 is increased by 1.75%, with additional $1,000 and $2,000 increases at certain steps. Step advancement and the increased salaries will be effective December 1. Assuming an advancement of one step, this will result in a net increase of between 3 and 6 percent for most NTA members.

Retired members of the NTA have a right to vote on contracts. Presumably, Board of Education members Bowles, DeMarco, and McAfee would have had that right.

The agreement with the NTA Teaching Assistants is two pages long. The salary schedule is increased by 1.75%, with the change to be effective December 1. Due to "advancing a step" the actual raise percent will be higher than 1.75%. Maximum accumulation of sick leave is increased from 225 days to 300 days.

The agreement with the CSEA (Civil Service Employees Association, OC Local 836) is six pages long. Employees not eligible for step advancement are to receive a 1.5% "longevity" that isn't added to base salary. Other employees will advance a step but not get an additional wage increase. Senior Monitors get a $4,000 increase over step. There are a number of other provisions, including a prohibition on collecting on a health insurance buy-out as a retiree while receiving health insurance as a spouse of a retiree.

All three of these agreements terminate June 30, 2011.

The New York State Legislature has received a proposal from NYSED for major changes in the way the state evaluates teachers. The proposal has the support of NYSUT and the UFT.

This proposal is viewed by NYSED as a way to increase the chance of qualifying for federal RTTT funding. A significant change is that standardized test scores would be a component of the evaluation (20%). Both SED and the unions were quite blunt in their statements that the current system does not working well.

NYSED Cpmmissioner David Steiner wrote a piece in the May 12 New York Daily News about the proposal:

An effective teacher can be the decisive difference between success and failure for even our neediest students. Yet our current teacher evaluation system makes it nearly impossible to accurately assess teacher performance, making it challenging to reward effective teachers as well as provide professional development to those whose skills need improvement.

A recent Columbia University study concluded that teacher evaluation systems using both objective data (including student test scores) and subjective data (like observations by trained mentor teachers) can dramatically improve teacher quality. It may seem obvious that teacher and principal evaluations ought to include an analysis of how much their students are learning, but that requires a 180-degree change in current practice and state law.
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Here is the May 11 NYSED press release.

The UFT published a Q&A that explains some of the details.

NYSUT made very supportive press announcements:

"We believe this new process is a major step in the right direction, and will be good for students and fair to teachers," said NYSUT President Richard C. Iannuzzi, noting that the Regents proposal now must go to the Legislature for approval. "Most importantly, it can help advance effective teaching by requiring evaluations to focus on growth for all teachers, and require support and professional development for those who need to improve."

"This agreement underscores that it is essential for the union to be at the table and for teachers to define excellence in our profession," Iannuzzi said. "NYSUT's position has always been that student test scores can play a role in teacher evaluations - but they should never be the sole factor. This agreement clearly establishes that test scores are not the sole determinant of teacher effectiveness."
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Iannuzzi noted that a teacher evaluation process, no matter how well done, does not in itself increase student achievement and is just part of what's needed to advance student learning. "In concert with parents and community members, we must continue to advocate for small class sizes, fair funding, quality professional development and the support services our students need," he said.
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An article in the May 17, New York Times Magazine covers this issue and it's relation to the NYS RTTT application process further.

On February 23, 2009, Phil Cordella, the Newburgh Teachers' Association President, wrote a letter to the Board of Education president, Runston Lewis. Mr. Cordella requested the Board wait until April 21, 2009 to adopt a budget:

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Therefore, at this time, with NYS Governor Patterson and others now admitting April 1, 2009 is their realistic goal to finalize the state budget, we call upon the Board to postpone until the April 21, 2009 meeting date, the adoption of a final school district budget in order to allow for the most accurate and up-to-date planning data.

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The full letter is available from the NTA website.

(As NTA president Mr. Cordella remains a Newburgh School District employee and collects a generous salary and benefits at public expense. However, he is not required to do any work for the school district.)

230 teachers in the Newburgh School District have been offered a special one time bonus if they retire this year. The details of the arrangement are contained in this resolution, which the Board of Education voted on at a special meeting on December 18, 2008.

This is the offer:

WHEREBY, the Association and the District agree to modify the provisions of the 2006-2010 Collectively Negotiated Agreement at Article XXVI(P) Retirement Incentive Plan, by placing a one-year moratorium on the provision as it is written in the 2006-2010 Agreement and for the 2008-2009 school year only, the following provision shall be in effect:

1, For the 2008-2A09 school year only, those unit members who have reached the age of 55 or will reach the age of 55 during the time of the 2008-2009 school year with 15 or more accredited years of service in this School District, shall be entitled to a retirement incentive of 40oh of their last year's compensation, payable in two installments of twenty percent (20%) each installment, provided that notice of retirement to become effective July 1, 2009 is provided by an irrevocable letter of resignation for the purpose of retirement by February 15, 2009 in advance of the July lst retirement date. The retirement incentive shall be paid as a non-elective direct employer contribution into the teacher's Section 403(b) Internal Revenue Code tax sheltered annuity, subject to the cap limitation of Section 415 of the Internal Revenue Code, using a calendar year basis for computing the cap, (See Appendix V).

2. The employer shall pay 20% of said incentive between July lst and December 31st of the calendar year in which the teacher retires and the other 20% in the next following calendar year between July 1st and December 31st thereof.

Article XXVI(P) of the current contract with the Newburgh Teachers' association says:

Article XXVI
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P. Retirement Incentive Plan.

1. Those unit member upon reaching the age of 55 within a school year, with 15 or more accredited years of service in this School District, shall be entitled to a retirement incentive of 40% of their last year's compensation, provided that notice of retirement to become effective June 30th of that year is provided by an irrevocable letter of resignation for the purpose of retirement by February 1st in advance of the June 30th retirement date. The retirement incentive shall be paid as a non-elective direct employer contribution into the teacher's Section 403(b) Internal Revenue Code tax sheltered annuity, subject to the cap limitation of Section 415 of the Internal Revenue Code, using a calendar year basis for computing the cap. (See Appendix V).
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Blah, blah, blah. What's the change?

The standing agreement provides for a 40% bonus for teachers who retire at age 55. This year only, all teachers who are 55 or older with the required length of service are eligible for the bonus in the form of two payments of 20%.

Why is this being done?

A letter from District Superintendent Dr. Saturnelli explains that "The District is attempting to reduce the budget for the 2009-2010 school-year by offering a one-time incentive to teachers who are eligible for retirement."

Interested in more details about our contract with the NTA?

Please see this post, which contains a link to a large pdf version of the contract.

The Newburgh Teachers' Association is conducting a survey. They've posted a sample survey at their website. The questions mainly rate various ways that Contract For Excellence funds could be spent. It is interesting to see what questions they ask. I hope they publish the survey results.

An interesting issue has surfaced at the Newburgh Teachers' Association. On the front cover of the September 2007 NTA Newsletter is the text of a brief speech given by NTA President Philip Cordella on September 4, 2007.

Mr. Cordella announced that four retired teachers have taken him, and the NTA Tresurer, Angela Sartori, to court over two issues:

1. They believe they have the right to vote on the terms and conditions of your employment, or in other words, this green book, your contract.

2. They also believe they have the right to vote in elections for the four in-service officers - President, Vice Prsident, Treasurer, and Secretary - the people who, with your support, run our union. These are the official elections we hold for officers, every three years.

Cordella reports that the union's constitution is being reviewed and its language will be clarified. And then the crux of the matter:

I believe much of the underlying motive of the lawsuit is the fear of some retirees, that all of you some day, - everyone in this room - will vote to take away one of the greatest benefits we have, fully paid retiree health insurance.

There's no doubt - that is a great benefit.