Saturday, 7 July 2012

From Assailed Teacher: The Killing of Mary Thorson

Throughout America right now, people are being attacked by others for no reason. And people are dying. By their own hands.

Before you lose it, PLEASE try to talk with someone!!! A living dead person is a person without hope. Call a relative, a friend, a person who isnt a friend, me, other advocates.

This story comes from a blog called assailedteacher:


The Killing of Mary Thorson

by The Assailed Teacher
There is a new documentary out that every teacher, parent, student and concerned citizen needs to watch. It is called Dying to Teach: The Killing of Mary Eve Thorson. Mary Thorson has been mentioned here before. She was the Illinois middle school teacher who committed suicide by standing in the path of an oncoming semi on Thanksgiving Day, 2011. She was only 32 years old.
The filmmaker, Myra Richardson, is herself a former Illinois school teacher whose career fell victim to the machinations of education reform. The film for Ms. Richardson has been a labor of love; love for Mary Thorson, a teacher she did not know personally but with whom she has a kinship nonetheless. Upon hearing the story of Mary Thorson, I too felt a kinship with her. I sense that most of us who teach for a living cannot help but identify with her tragic story.
Mary Thorson was blessed with many gifts, including natural athleticism. This was one of the reasons why she decided to become a teacher of physical education. Before that she enlisted in the United States Army Reserves, knowing full well our country was gearing up for the War on Terror at the time. She found herself in El Salvador and was awarded medals for opening up schools there. These facts demonstrate that Mary was motivated by an abiding civic spirit. Whether it was serving her country, the children of her country or the children of other countries, Mary Thorson found ways to exist for the benefit of humankind.
Yet, we know that teachers of Mary's stripe are not welcomed by the current overlords of the education system.
While serving in the Army Reserves, Mary attained her certification to become a physical education teacher. She eventually landed a job at Cottage Grove Middle School in Ford Heights, Illinois within school district 169. For part of the school year she coached the girls' basketball team. Like most teachers, Mary spent a good portion of her salary on materials for her students. Children, especially children of middle school age, instinctively know when an adult is working from a noble plane. So it was with Mary, and her students recognized and respected her for it.
It was Mary's misfortunate to be working in a school district run by Superintendent Dr. Gregory T. Jackson. Unlike superintendents here in the big city, Dr. Jackson was a frequent presence in Cottage Grove Middle School. In New York City, superintendents tend to be more evanescent than real. Teachers might run into them by chance once every few years. Rarely do they ever deign to speak to us peasant classroom teachers.
Not so for Dr. Jackson. He is intimately involved with the day-to-day operations of Cottage Grove. It is clear that he loves the teachers that work in his district. By love, we mean he loves to intimidate and harass them. Teachers here in NYC have to settle for harassment from their principal or, worse, an assistant principal. But the teachers out in Ford Heights, Illinois have the privilege of being harassed by the superintendent himself. Yelling is one of his preferred methods of communication. Any school administrator worth their salt knows that yelling at a teacher not does count unless you yell at them in front of their students. This Dr. Jackson does with relish. He knows that, in our current era of education reform, students must be made to understand that their teachers are low-level schlubs, not role models. Nothing accomplishes this better than public humiliation.
However, Mary Thorson was a special type of teacher, which prompted Dr. Jackson to bring out the heavy artillery. It started when Dr. Jackson demanded of Mary that she change the grades of many of her students. Under our current education regime, administrators only demand changes in one direction: up. He wanted Mary to give passing grades to students that had clearly not earned it. To Dr. Jackson, whether or not students earned a passing grade was immaterial. The only thing that matters is that students pass. Passing students means the school is doing well, meaning that they will continue to receive funding, meaning that Dr. Jackson gets to keep his very high-salaried job.
This is why Dr. Jackson is an administrator, not an educator. An educator, someone like Mary Thorson, would look at failing grades and ask "how can I help teach my students the things that will help them pass next time?" An administrator like Dr. Jackson asks, "how hard will I have to squeeze in order to get teachers to pass everyone?" To educators, students are people. To administrators like Dr. Jackson, students are data. Like most data, it is meant to be fudged, nudged, and budged in ways that make him look good. Data must paint a rosy picture not only so that he might keep his job, but that the politicians and educrats for whom he lickspittles can make speeches about how their reforms are working.
This is the Wall Street philosophy of education. Create fake numbers out of thin air. Make everyone think they have value. Then sell that bill of goods to suckers in the general public. Nobody will ever be the wiser unless, of course, it comes time to pay. For Wall Street, that was when AIG woke up one day with a billion dollar hole. For schools, it is when the students they certify as graduates go on to be functional illiterates. In either case, the perpetrators will be long gone: Wall Streeters with their giant bailouts, administrators with their advancement up the bureaucratic ladder.
Mary knew all of this. She refused to help create the next crop of functional illiterates, or whatever the physical education equivalent of a functional illiterate might be. It was going to take more than the familiar Dr. Jackson method of yelling to get Mary to play ball.
It was at this point when Dr. Jackson got the opening he needed. One day, a parent called into Cottage Grove to complain that Mary Thorson had hit her child. Mary, knowing she had done no such thing, explained that the "assault" she had perpetrated took place in the context of PE horseplay. It did not matter. Dr. Jackson's District 169's brand of due process called for Mary to be suspended without pay.
Mary Thorson, the teacher of almost a decade, found herself traveling the road that so many strong-willed veteran teachers across the country travel in the age of education reform. One day she is waking up in the morning to make a living doing the job she loves. The next morning, she is waking up without the ability to make a living or pursue her love. The ringing of a phone, the signing of a paper, the snap of a finger is all that it takes. Maybe if Mary had played ball, maybe if she cared just a little less or compromised a little more, Dr. Jackson would make the problem go away.
For someone like Mary, a woman whose entire life was a pursuit of the humane and good, to be unable to render the service you carry out so well is nothing short of torture. Worse than the fact that she could not make the rent was that pall, that accusation, that hung over her head. Talk to any dedicated teacher that has had to face an investigation and chances are they will say the same. A teacher's reputation is everything. They are accustomed to landlords, store owners and neighbors according them a level of trust that says that they are a member of good standing within the community. The public entrusts their children with them. To go from that to the drawn-out, bureaucratic nightmare that follows an accusation is to go from due north to due south on a dime. For many teachers who have reached that point, it does not matter if they wind up exonerated or not. They have already lost it all.
And so it was for Mary Thorson.
The one bright spot was that the school community knew the type of teacher Mary was. There was no way she would assault any child. The fear among her students that a special teacher was going to go out on her ear caused an outpouring of support. It made its way all the way back to the parents that leveled the accusation. They wrote a letter to Dr. Jackson explaining they knew that Mary was right when she contended that the alleged assault was nothing more than PE horseplay. Mary Eve Thorson did not deserve to lose her career. Please Dr. Jackson, put an end to her nightmare and let her teach again.
In response, Dr. Jackson, ever the magnanimous soul, restored Mary's pay while keeping her on suspension. This was no victory for Mary. It was the teaching, the coaching, the children from which she was being separated which was causing her existential crisis. She would have rather returned to work without pay than be returned to pay without work.
But Dr. Jackson's final sadistic flourish took place on the eve of Thanksgiving break. School administrators know that one of the cruelest things they can do is send a teacher a memo right before a long holiday break saying they wish to have an important discussion regarding their career after the break is over. It ensures that the teacher will be consumed with fear in the days school is out of session. While loved ones are supposed to gather and celebrate during these times, the families of these teachers will notice the long face, the bags under the eyes, the one-word responses to questions, the faraway countenance of the teacher in the family. Loved ones might be able to sympathize with such misery, but they cannot empathize. Only another teacher can empathize.
This is exactly the place in which Mary Eve Thorson found herself in the days leading up to that fateful Thanksgiving Day. She was given the memo and told to enjoy her holiday.
The plan was for Mary to be with her parents on Thanksgiving Eve. But she called them and said she was going to wait until Thanksgiving Day instead.
Thanksgiving rolled around. Mary stockpiled on her bed all of the paperwork associated with the fatal accusation. She penned a note, then headed out to her car. She was to drive just over Illinois' eastern border into Indiana, a state known as the literal crossroads of the United States. It is where many of the country's superhighways intersect. You can choose a road and go anywhere in the country. Cars zoom through Indiana on their way to their destinations, as do the trucks that carry out much of the nation's commerce.
Trucks.
Mary Thorson pulled her car over to the shoulder. She opened the door of the steel pod that had been acting as a barrier between her body and the speeding traffic of Indiana's highways. Her two feet stepped onto the road designed strictly for rolling rubber. An oncoming truck. Mary stepped into its path. The truck driver swerved to avoid her. Mary swerved in the same direction. It was over.
Mary's final note could have been written by any teacher in the United States. The children that she had taught for almost 10 years were so clearly flesh and blood human beings. Yet, the lords of the education system insisted that they were data. She had tried to explain this many times to no avail. The powers that be, the people that could determine whether or not Mary taught, made it clear that children were numbers on a paper. They were to be fudged, nudged and budged on a whim. What those numbers represented, whether they were accurate or useful, did not matter.
Why was it like this? In her final note, Mary said it comes down to money. Good numbers meant good money. Even bad numbers meant good money. So many people have their hands in the education till: administrators, data companies, test publishers and politicians. If children could no longer be reduced to data, the money train stops and all of these interests would be slightly less wealthy. The educrats would never tolerate this. Education, Mary Thorson says, is a business in America. Children are the widgets. Mary Thorson lets it be known that, counter to the self-righteous wisdom of our esteemed educrats, children are not widgets. They are her babies.
And why are the Dr. Jacksons, the Pearsons, the Bloombergs, the Rhees, the Rahm Emmanuels of the world able to perpetrate such a heinous crime? Because the people who could stop it, the people who have a front row seat to the huckster's ruse, are being silenced. Those people are the teachers. Through union breaking, through the empowerment of administrators, through media bashing, through rigged legislation, through harassment and intimidation, teachers are being told in so many words to shut up and go along with the whole thing. They are being forced to play ball against the better angels of their nature. There is no room for teachers to be humane, to provide a truly humanistic education whose value is unquantifiable in numbers. Those that try are spit out of the machine either by out-and-out firing or creative methods of subtle psychological torture.
As the title of the movie suggests, Mary Eve Thorson was killed. Like so many of us who teach, she was being killed slowly everyday by a rotten, autocratic regime that cloaks itself in the benign garb of providing an education to children. Mary Thorson's story, her tragedy, is the tragedy of millions of caring teachers from Anchorage to Atlanta, from Bakersfield to Bangor. What is extraordinary is not that Mary Thorson died for the sake of teaching, but that more such teachers have not taken the same route given the times in which we are living.
Mary Thorson said she did not want her murder to go in vain. Mary's father, John Thorson, is determined as well. He has an online petition against teacher bullying that everyone should sign.
Furthermore, if you would like a copy of Dying to Teach: The Killing of Mary Thorson you can contact Myra Richardson at teachersformary@hotmail.com. Donations can be made via that address as well. All funds will go to Mary's family, as well as to the foundation that will be founded in Mary's memory at the start of August.
Rest in Peace Mary. We are determined that you shall not die in vain.

Wednesday, 4 July 2012

Dennis Walcott: Define "Bad Teacher"

NYC Department of Education CEO Dennis Walcott tells us what we need to know about getting rid of "bad" teachers.


What is the definition of a bad teacher, and what proof do you have or need to terminate them from their job?


CHANCELLOR WALCOTT OUTLINES NEW POLICIES TO BUILD UPON PROGRESS IN CITY SCHOOLS

The following is text of Chancellor Dennis M. Walcott’s address as prepared for delivery at Association for a Better New York breakfast event on May 17, 2012

“Thank you, Mr. Mayor. It’s been an honor to serve in your administration for the last ten years. And thanks to Bill Rudin for your leadership and for making New York City a better place.

“Good morning. Let me start by thanking ABNY for hosting us today. It’s a pleasure to be joined by so many New Yorkers who share a passion for this great city, especially those who work hard on behalf of our students. I've attended my fair share of ABNY events over the years, so I am truly honored to speak to you this morning as your Chancellor.

“Today, I'd like to talk about the extraordinary work happening in our 1750 schools, and discuss some bold new ideas we believe will make a lasting impact on the lives of our students.

“Let me start with some perspective on the size and complexity of our school system. Everyone, please take out a piece of paper and sharpen your number two pencils. It’s time for a test. First, does anyone know how many meals we serve each day in New York City public schools? Eight hundred thousand. Other than the US military, no single organization buys more food than we do.

“Here’s another question: if our public schools were a large US city, how do you think it would rank compared to the population in other cities? 20th in the nation? 15th? The population of our public schools would make it the 10th– largest city in the United States, right behind Dallas.

“Think about this for a second: with over a million children in our schools, one in every 311 Americans is a New York City Public school student.

“I have one more question: how many languages are spoken by students in our public schools? Any guesses? By our latest count, it’s 184. Some of our fastest-growing languages include Punjabi, Albanian, Mandinka and Fon, to name a few.

“So with those facts in mind, let’s talk a little bit about how we got where we are today. I remember that summer day in 2002, at an East Harlem school, when I stood with Mayor Bloomberg to celebrate a pivotal moment in New York City history. State lawmakers had just voted to give control of New York City’s public schools to our elected Mayor.

“Remember that for decades, the quality of education in our schools was stagnant. Student performance was flat and high school graduation rates hovered at 50 percent. Only one in two students who started high school left with a diploma.

“In some corners of the city, jobs at schools were handed out as favors. A well-connected parent could make a phone call and get their child into a particular school. No one was held accountable. And I assure you, no one talked about a school's college and career readiness rates.

“So in 2002, our first priority was to reform a broken system that didn’t serve our students. And that’s what we did. Under mayoral control, we have improved teacher quality and created schools that put students on a path to success. Instead of making excuses for those schools that graduated as few as one in four students, we took action.

“It wasn’t easy, but today, with higher standards, graduation rates are at an all-time high, and the dropout rate has been cut in half. We made our schools safer. Today, crime is down by almost 50 percent. Working together with the New York City Police Department, we have made our schools some of the safest of any large American city. We infused more money into our schools. Since 2002, the Mayor has increased funding for schools by more than $11 billion – that’s up over 100 percent.

“We created the best school choice system in the nation, as recently recognized by the Brookings Institution. Ten years ago, a child could be forced to attend his or her neighborhood high school, no matter how bad it was. This is no longer the case.

We empowered principals to manage their own budgets and become the CEOs of their buildings. Before 2002, the school system was designed around compliance and following the rules, and that stifled creative thinking. Now, principals are encouraged to innovate, problem-solve, and make hiring decisions to help their students succeed.

“We instilled a culture of accountability throughout our organization. Today, the conversation in schools and across America is focused on student achievement – that simply wasn’t the case ten years ago.

“We created 535 new public schools, including 139 charter schools. Together, they would make up a school district comparable to the size of Philadelphia. We will continue this strategy into next fall, bringing the total number of new schools created to 613. And our new small schools work: students in these schools are graduating at rates 20 points higher than graduates at schools they have replaced.

“Some of our most exciting new schools are Career and Technical Education models, or “CTE”.  Just two weeks ago, TIME magazine highlighted the positive impacts of CTE schools for students, businesses and communities. CTE schools are perhaps the best way to train students for the jobs that exist today and those that will be created tomorrow. That is why I am thrilled that we will be opening 12 new CTE schools in the next two years, on top of 18 we’ve opened since 2002.

“We’ve also recently taken on a problem seen throughout the United States: the lagging achievement of students in middle school. In the next two years, we will open 50 new middle schools and embark on a citywide campaign to improve literacy in those grades.

“And we’ve doubled down on efforts to make parents our true partners and find new ways to communicate with them through surveys, meetings, and online tools. Next fall, we will launch a Parent Academy to help parents reinforce learning and help their children with homework. And we will begin a new series of webinars for parents on a range of topics.

“To those of us who work in our schools, it’s clear that lawmakers made the right choice in 2002. And they did so again by renewing Mayoral control just a few years ago. It’s important to take stock of what this means for our students – and, more broadly, for New York City. We would not have been able to give students and families more options, make schools safer, and improve teaching and learning without this authority.

“But it’s still not enough. In some areas, we continue to do things the ‘old-fashioned way.’ We know that teachers are the most important factor in helping their students learn and grow. The data is clear: during the course of a school year, a student can learn three times as much material from a high-performing teacher as they would from a low-performing teacher. Even more: an above-average teacher can help their class earn an additional $400,000 over their lifetimes. That’s the effect of just one year of great teaching. If you expanded that to our entire city, we are talking about adding billions of dollars to the city’s economy, just by improving teaching.

“The facts speak for themselves: teaching matters. That’s why we’ve gone to great lengths to make New York City a more attractive place for aspiring educators. Mayor Bloomberg has invested hundreds of millions of dollars in compensation, raising teacher salaries by 43 percent.”

“But if we can’t find a way to improve teacher quality even further, it will be impossible to ensure our students are being taught the skills to succeed beyond high school. Unfortunately, in many of our efforts, we have been unable to find a partner in our local teachers union, the UFT. In some cases, they have even stood in our way.

“But that’s no reason to stop trying. Today, I want to share a few key ideas that I believe will help greatly improve the quality of our teaching force.

“Right now, our teacher evaluation system is outdated. More than 97 percent of teachers get “satisfactory” ratings. The ratings offer no feedback to help teachers improve, and leave us unable to remove teachers who get low ratings in multiple years.

“The teachers union knows this. In February, the UFT committed to a new evaluation system that would allow us to identify great teachers and reward them accordingly, support those who are still developing, and allows us to remove those who are poor-performing. The UFT President celebrated this deal with Governor Cuomo in Albany, and I applauded him for it. Three months later, we have made little progress. As each day passes, we are still waiting for the UFT to return to the table and finalize this agreement.

“If you don’t know me, I’m an eternal optimist, and I am still hopeful we can complete this deal in time for next school year. But right now, the clock is ticking. Rather than come together on behalf of our students, the UFT takes every opportunity to stall, often suing us in court and complaining to a State panel when they don’t get their way.

“We don’t have time for stalling tactics. We need the UFT to finalize a citywide evaluation system before it’s too late. Until that happens, our 1.1 million students – the 10th largest city in the country – are stuck in this system. It is upon us to find another way.

“Early in this administration, we made a decision not to force any principal to accept a teacher they don’t want. We believe that principals should be empowered to make the best choices for their students. As a result, some teachers have ended up without permanent teaching jobs, and are placed in something we call the Absent Teacher Reserve, also known as the ATR pool.

“Unfortunately, we, the taxpayers, continue to foot the bill. If they can’t get hired by another principal – and even if they don’t try to find a job at all – we still have to pay their salaries. There have been over 3,600 teachers in the pool at some point this year, and that’s now down to 800.

“But those who remain will cost the city an estimated $100 million in salaries. That’s a huge, wasteful expenditure that doesn’t help our students succeed. More than a quarter of these teachers have been disciplined for bad behavior. Almost half of them have not even submitted a job application or attended a recruitment fair in the past year. That’s unacceptable.

“Think about that: when unemployment is still high and budgets are tight, we are spending more than $100 million on teachers who aren’t interested in teaching.

“Today, I am proposing an idea. If you’re a teacher who can’t find a permanent job in our schools after a year, we will offer you a generous incentive to resign and pursue another career. It would reduce a significant burden on our budget, allowing us to divert millions of dollars back to schools. Every dollar we save, we can use to benefit our students, instead of wasting it on teachers who probably chose the wrong profession. This buyout proposal will be more attractive than any we’ve seen across the nation—for teachers, and for the taxpayers of New York City.

“Of course, we can’t limit ourselves to focusing on teachers in limbo. We need to find a way to ensure every child has a good teacher right now, and support or remove those who can’t get the job done. But without a meaningful evaluation system that allows us to remove ineffective teachers, we are left with few options.

“Now, let me be clear: singling out bad teachers for the woes of education is a convenient, over-simplification of our problems, and I won’t stand for it. The vast majority of our teachers deserve our praise and support. Blaming them for our challenges is simply unacceptable. But that doesn’t mean we shouldn’t evaluate teachers based on how much our students are learning.

“When I think about the fact that a child’s future could be opened up to great opportunities – or closed off forever – by a single teacher in elementary school, I am both hopeful and worried. Teaching is just that important. Plain and simple: we need a way to ensure that no child gets stuck with one of the few teachers who are ineffective, especially in the early grades.

“So today, I am proposing a solution. If the new evaluation system isn’t in place by the beginning of next school year, I will implement a new policy that would protect these young students:  First, it would prevent any elementary school student from being taught for two consecutive years by a classroom teacher found to be incompetent.

“If we truly believe that every student deserves a great teacher, then we can’t accept a system where a student suffers with a poor-performing one for two straight years. One year of learning loss is bad enough—but studies indicate that two years could be devastating.

“Second, this new policy would set a trigger: after any teacher receives two consecutive unsatisfactory ratings for incompetence, we would remove that teacher from the classroom and seek their dismissal from our public schools. In my view, if you are one of the few hundred teachers who gets poorly rated two years in a row, you don’t deserve to teach in our schools and in front of our students.

“That’s the spirit of the new evaluation system—so we will move forward, whether or not the union decides to join us.

“The union and others would rather stay silent than cheer the progress our students have made since 2002. Some would even disparage the hard work of our students and staff these past few years.  So you have to wonder: with students doing better by every measure, who is the union trying to protect?

“We are focused on the students, and the reasons are obvious: The effects of these proposals will pay dividends now and well into the future. We know that higher levels of education lead to greater incomes for individuals and their families. And that’s true today more than ever.

“Over a lifetime, a high school graduate makes half a million dollars more than a dropout. And a college graduate makes even more than that. Only 11 percent of jobs today are available to those without a high school diploma—that’s way down from just a few years ago. And the fastest-growing industries – such as healthcare, engineering, and education – require college diplomas.

“So we’re not going to stop at high school graduation: in this economy, our students need to be ready for college and careers. That’s why we are hard at work introducing the new Common Core Standards in our schools. This year and next, students in every school will be exposed to more critical thinking, essay writing, and real world problem-solving.

“New York City is leading the way in these efforts. While most states are waiting until 2014, our work has been underway since 2010. Next year, we’ll expand it even further. Today, I am proud to announce that the GE Foundation has decided to renew their commitment to our students with a gift of $14.3 million. This gift will build upon GE’s previous investment and help give our students the tools they need for college.

“So, increasing graduation rates isn’t just about data—it means thousands of families being put on the path to economic-self sufficiency. And as more and more New Yorkers earn their high school diplomas and complete college, New York City’s workforce will become more globally competitive.

“Now, this is really personal for me. I am the son of a high school dropout, a city worker who enabled me to stand before you today. As many of you know, I am a graduate of New York City public schools. I still live approximately two miles from the elementary school I attended as a child.

“Every morning, when I see children in my neighborhood and across the city attending our public schools, I think about their futures. I know that the workforce and the economy today are far
different than they were when my father dropped out of high school. If he was navigating today’s job market, his prospects would be bleak.

“So my message to you today is this: if we’re going to make college and careers a reality for all our children, we need to continue our bold approach to reforming education. I know that some adults might not like it. The teachers union may stand in the way. But the best interests of our students need to come first.

“We can’t rest until every family in New York City can send their children to an excellent public school. I believe, and I hope you do too, that a better school system today will mean a better New York City tomorrow.

Thank you.

###

Contact:  Jessica Scaperotti / Matt Mittenthal (212) 374-5141

Mike Mulgrew And The ATR Issues: I Gave At The Office

The ATR problems are not going to be solved anytime soon by the Unity leaders at the UFT.

A UFT member reported the following from the May 16 Delegate Assembly:

Date: Thursday, May 17, 2012, 7:18 AM

 
At last night's delegate assembly, I raised the issue of the union's cyncial "solution" to the UFT's disenfranchisment of ATRs in the union elections.  Many ATRs had no place to vote in teh union elections as they trudge from school to school on a weekly basis, where they are treated as non-people until they move on the next week.  This week-to-week trek was agreed upon by the union and the DOE last spring, as part of the deal that there be no teacher layoffs.  Last fall, I and others put forward motions for the ATRs be accorded their full voting rights with their own chapter. We have been fighting for this for several years, and it has always been brushed off with the excuse that their situation is only "temporary."  

Last week, the UFT leadership announced a "solution" -- with chapter elections upon us, they decided, ATRs would vote at the school where they are for the week the elections are held. This is outrageous -- how can ATR teachers effectively advocate for their needs when they are "here today, gone tomorrow," and the chapter representatives are not accountable to them. 

Yesterday, when I raised this issue in the question period at the delegate assembly,  Mulgrew refused to let me get a sentence out, interrupting me, harassing and yelling, "What's your question," "Make it a question," "That's not a question!" Following his lead, a passel of Unity delegates obediently picked up the jeer. Over the din, I was finally able to get out, "My question is, how do you justify this outrageous cynical disenfranchisement of the ATRs' right to vote?" and saying "the ATRs need their own chapter."

Mulgrew answered with a time-honored evasion:  The union is in arbitration, he said, because the DOE has not kept to its commitment to place ATRs in open positions, and long-term vacancies.  Until this arbitration is settled, the union is doing the "best it can" to give ATRs voting rights. He was silent on the fact that the weekly trek of ATRs is happening with the consent of the UFT leadership, which agreed to it as part of the deal on layoffs last spring.

Don't worry, I will keep on raising this issue. With more schools closing than ever, there will be a huge swelling of the ATR pool next fall. As we all know, "If you're not ATR, you could be soon." The fight for rights of ATR teachers is everyone's fight.

Tuesday, 3 July 2012

ATR CONNECT Press Release

Press Release

Betsy Combier
Polo Colon

Betsy Combier 212-794-8902
Polo Colon       917-696-7967

A new advocacy group for New York City employees has been created:
 ATR CONNECT
which you can access at nycrubberroomreporter.blogspot.com
We hope to make this a hub for information on what is happening in the universe of those individuals who are now known as "ATRs."
The ATR  - "Absent Teacher Reserve" - pool is not referring to absent teachers at all, but a newly created group of professionals who are assigned a different school on a weekly basis and could be called teacher nomads. Any teacher, even recognized "Teachers of the Year", can  become an ATR at any time if a NYC Department of Education Supervisor wants this individual off of the school payroll.
We are making a call to all ATRs to (1) organize and create a chapter to obtain union rights; (2) be alert to the danger of his or her precarious position and plight; (3) open his or her eyes to the reality that there is a blacklist for nomads now coded within the NYC public school system; (4) recognize that all rights under the Collective Bargaining Agreement have been taken away. 
ATR CONNECT  will connect all people currently working as "ATRs" into a single, cohesive entity which can bargain and negotiate for rights currently not available. It is only through unifying efforts to gain leverage that the current and future concerns about imperiled careers can be handled appropriately. 

 Furthermore, we want to highlight the stories, and policy concerns which have arisen since this new migrant labor force was officially created, in the April 15, 2010 agreement between the UFT and the NYC DOE, with the "closing" of the infamous "Rubber Room" warehouses.This agreement was made without any input from ATRs or other members of the UFT and has not given any fair right to representation to those who were most directly affected by the further changes to their careers as duly licensed and displaced professional educators.
The absolute menace to the livelihood and future of the vast majority of ATRs has been proven time and again, and now we can only expect more of the same if we do not start to proactively gather together all our resources and change the cycle of harm.
.  
We are now connecting by networking in the Virtual Rubber Room by compiling telephones and email addresses for a listserve connection and setting up proactive meetings and actions. Any and all names will be kept confidential and your privacy will be protected.
The email address for connection, comments, stories, assistance, suggestions, and any other respectful post is: 
Please be advised that any unsupportive and disrespectful comments will be disregarded and deleted, as we expect enemies of our cause to attempt to disrupt and destroy the solidarity we have and plan to protect.