Kings Canyon Education Association
856 S. Reed Avenue Suite #2
Reedley, California 93654
Chat Review
March 2013
1. Health Audit (UPDATE)
At this time the district has decided to not conduct a Health Audit Survey.
2. Prep Time (UPDATE)
The district stated that the sites gathered the list of those wanting to sub during their
prep at the beginning of the year. At the next Principal’s Meeting, site administrators
will be reminded to solicit the mid year list as spelled out in Article 7 Sections G.2.a-d.
KCEA stated that during the negotiations for the selling of a prep, clear procedures
were included in order that teachers not wanting to sub would not feel pressured to be
required to sub during the prep.
3. BCLAD Stipend
The contract states that teachers with a CLAD will receive a $500 per year stipend
and BCLAD will receive a $1,000 per year stipend. Currently there are 19 teachers in
the district with a BCLD. Four of the teachers are paid the $1,000 stipend. The district
stated that about 8 years ago a decision was made that ‘grandfathered’ the 4
teachers and the other 15 would receive the $500 CLAD stipend. The district needed
more time to research the reasons behind the reasons for the shift over 8 years ago,
currently causing 15 teachers to receive half the stipend in the contract.
4. Sub Data
KCEA asked the district for information regarding the substitutes in the district
a. Subs by Category- the district stated that there are 220 subs on the district
list. Just last week, a group of 20 subs finished the district orientation class.
Normally, the district’s need is for 20 to 40 subs to cover sick leave usage.
On days the district caps the limit of subs for professional development at
40-50 teachers. On a recent training day, the district had 8 uncovered
classrooms for teachers scheduled for professional development. This was
an anomaly due to the fact that there was a ‘flu’ going around and additional
teachers, as well as, scheduled subs (several called in and cancelled),
staying home to care for themselves or their children.
b.
Cancellation Policy- Subs are removed from the substitution list, by the
district, for 2 reasons:
1. When a sub calls at the last minute and cancels, “leaving the
district hanging”, the district keeps track of the events. After the
second last minute cancellation, the district sends a letter to the
sub explaining the impact of the last minute cancellations. After the
warning letter and a third last minute cancellation, the sub is
removed from the district sub list.
2. Any sub, who has been called, and has not responded for three
months is sent a letter. The district inquires whether they want to
remain on the sub list. The district takes the appropriate action
regarding the subs placement on the district sub list.
c.
Competitive Salary- Currently the district pays $100 (Reedley) and $110
(Orange Cove & Dunlap). KCEA has heard that some of the neighborhood
districts pay higher. The district stated that about 3 years ago a comparison
study of sub pay to surrounding districts was done. They stated that they
would revisit the situation again.
5. Special Ed Stipend
The old contract set the Special Ed Stipend at 10% and 5% while a teacher was
earning their Special Ed credential. The new contract states that any teacher hired
into the district after July 1, 2012 would receive a 5% stipend for services in Special
Ed. KCEA asked if during the preparation and the the printing of the contract, was a
2.5% stipend (while earning a credential in Special Ed.) left out. The district stated no,
it was always their intention to pay the new teachers only 5% if they were working in
Special Ed with their Special Ed. credential.
6. Evaluations
New evaluation forms were negotiated in the last contract. KCEA has heard about
concerns from members regarding the evaluation.
The old evaluation had 4 columns:
Not Acceptable
Needs Improvement
Meets Standards
Exemplary
The new evaluation has 3 columns:
Does Not Meet Standard
Progressing Toward Meeting Standard
Meets or Exceeds Standard
KCEA related that during recent conversations with a member, they were rated at 5
Progressing and 1 Meets/Exceeds. The members in the past had always received
exemplary evaluations. The member reported their administrator stated that most
employees should receive a Progressing in most areas as we as educators need to
strive to continually progress in our profession. When bringing this up to the district,
they stated that they expect most employees to get the majority of their ratings in the
progressing area. The following chart was drawn to illustrate the point:
Does Not Meet Standard
Progressing Toward
Meeting Standard
Meets or Exceeds
Standard
(It was stated that a teacher
in this are would be one who
the district would be
concerned about)
(it was stated that this is
where the majority of the
teachers would be rated)
(it was stated that this was
where an exemplary teacher
was, one who would be
selected to put on inservices)
KCEA stated that during negotiations, we were of the belief that the ratings in the
Meets Standards and Exemplary were being merged. We felt that the vast majority of
the teachers would fall into the Meets or Exceeds Standard columns on all of their
evaluations. An exception might be the first and second year teachers, who are
learning their craft everyday. As an Association, we are concerned if the majority of
the teachers would move, on the old evaluation, from both the Meets Standards and
Exemplary ratings to a Progressing Toward Meeting Standard, on the new evaluation.
It was stated that if the interpretation of the new evaluation process moves teachers
down to the ‘progressing’, then we would not have agreed to changing to this new
evaluation. The district administration stated they would review the evaluations
conducted this year and check for calibration of site administration.
7. District Budget
The district presented the Second Interim at the last board meeting. KCEA had a few
questions relating to the Second Interim and the KCUSD Budget Assumptions for
2013-14, as they prepared for upcoming negotiations.