Enforcing the Contract

The union president and the Boss Lady approached me (since I'm on the union Exec. Board) this week about meeting to help ensure that teachers fulfill their supervision duties and work their contracted hours. I will admit that I usually feel somewhat negative when I hear the Boss Lady state her desire to make sure teachers work their hours because I know the vast majority of the teachers work many more hours than is contractually required. However, I feel she has a legitimate point in this case.

Five teachers left the building without permission after the last class of the day and before the pep assembly, which they are required to supervise (by contract). Each was seen by the administrator supervising the parking lot for students trying to leave early.

Also, four teachers who were sitting in front of the students rather than among the students refused an administrator's request to sit in a position better suited for supervision.

Apparently, this issue follows the misuse of prep time by some teachers as well. We are supposed to use prep time to prepare for classes, not to make doctor appointments or to take a long lunch and so on.

What bothers me is this:
a) These teachers make our requests for more collaboration and prep time seem unjustified since we are all painted with the same broad brush.
b) These types of duty avoidances make my job (and the jobs of others) more difficult.
c) Insubordination is never acceptable. We can disagree or discuss the issue later, but to refuse--especially in front of students--can't be tolerated.

I hope the Boss Lady and I can determine a positive means of approaching the staff to review our professional responsibilities and behaviors. I'd like the review to be a positive one while still ensuring these types of actions don't reoccur. We, as teachers, would do the same in our classes, so I hope this is well-received.

Relations

I also started my union duties having attended my first official executive board meeting. Wow! I have quite a bit to learn! I think I doubled my knowledge in that first meeting alone.

Yesterday I approached one of the new hires to inquire why he did not join the local union. Turns out he harbors some hard feelings against the union, but I think they are misplaced. We chatted and he decided to join the union, and he attributes his membership to our rapport. That feels good to know, but I'm learning that hard feelings between some of the teachers and the union are somewhat prevalent.

Now I have a lot of work to do to help smooth out some of these feelings. I don't feel that I need to become a recruitment officer, but I do want to maintain a level of respect and to foster more positivity between the high school staff and the union. After all, I want to represent the staff's interests while supporting and defending the contract.

Checklist

Here is my to-do list for Friday:

- Get to school by 7:30
- Finish putting up my wall hangings (the "happy wall" is finished - yea!)
- Send out union notices (need to set up a meeting with the building reps to coordinate who will represent which faculty members)
- Avoid the Boss Lady
- Meet with another teacher about my first time as an adjunct professor in the high school (my new class - woo-hoo!)
- Lunch! (and avoid the Boss Lady)
- Finish my online history course (I'm almost finished with the final project)
- Dinner with a retired teaching couple I love
- Prepare for my parents' visit

I'm on the local union's executive board as the high school's main representative. The previous one is now in another union position, but he was (unjustly) attacked by the Boss Lady because he would not allow violations of our contract to go unnoticed. He would ensure that proper procedures were followed, which did not allow Boss Lady to cut corners or slight staff members and programs. This, of course, means I am now in the crosshairs of the Boss Lady, and I'm curious when she will let me know I'm in her sights.

Regardless, I'm looking forward to this year. I've got kids already (we start Sept. 4) e-mailing me, teachers coming in early to ask questions and collaborate, and the union president showing me the history of the current issues. I'm learning lots and getting giddy to begin.

Today I read all of my notes and cards from kids, which really gets me motivated. I keep everything and fill my wall behind my desk, reading each card and note as it's posted. I love seeing all those smiling faces on the wall. What a way to get me inspired. At least I know I had a few successes. :)

Let's do it!

Training with the Admin. Teams

I went to my first training as a member of my union's executive team, and I learned more about the administrators than I did about the evaluation process to be used this year.

It was a singular experience. I realized the following:

- my school's administrative team is way behind everyone else's. I believe there is a paranoia behind every decision they make and question posed to them. I sensed a CYA mentality first and foremost.

- my district's administrators don't like to follow through and don't meet deadlines. There was an emphasis on going through every step when "trying to dismiss or discipline an employee."

- all of the administrators who wanted to be noticed were also the ones who sounded the least competent. I got a feeling of desperation and inadequacy from four who just wanted to voice all of their good ideas. I felt bad for them.

- more will be asked of the teachers in my building, and they won't get the credit. During informal conversations sprinkling the room, I heard administrators share their new ideas, all of which will give them gold stars without having to do the dirty work.

- our bond will probably fail. I did not know that the building administrative teams held such a responsibility for getting people out to vote for the bond, and the number of people voting may not be enough to qualify the passage of a bond despite a favorable vote. They are desperate.

- I get a new evaluator! He's actually a friend of mine, even if he does now work for the Dark Side, and we will truly be able to share ideas about teaching. He was a great teacher and could help me improve.

- our overall evaluation process is a good one.

I still don't see a future growth of trust to occur in my building this year. I hope I'm wrong, but what I've seen--granted, a limited view--does not seem to indicate a real change in attitude or approach. What I've also heard from others in meetings with our administrative team is that more deadlines and duties are about to be announced at our first building meeting a week from tomorrow.

I am also curious to see how the union and the district administration works together. Traditionally, we have had a strong and positive relationship. I don't anticipate this will change.

My goal with my new union position is to be positive, to remain quiet as much as possible, to learn lots by listening (I love alliteration), and to understand my role.