Dear JCPS,

Why are we here? I mean, what business are we in?

Education, right? That’s the main thing.

If we think of the student as our customer, and teaching is the main thing, Who, then, is the most important person in the district?

Teachers!

And this should be doubly true for our persistently low achieving schools serving our most at risk students? Right?

Yet, our priority school lost another science teacher this week. A school that already has the highest teacher turnover in the district. A school that also has some of the lowest test scores.

Is the correlation of high turnover and low test scores a coincidence? No. Relationships matter. Momentum and institutional knowledge matter. Promises and goals matter. Like Christy Rogers said, “I’ve been with you for the past 3 years. I know you, I know your momma.” Teachers who stay know where students struggle. And they can help students achieve their futures.

Why did we lose this teacher? Did she quit? Was she fired? Did she move to teach in another school or district? NO. She was one of the good ones, in a key content area in a struggling school, you know, the main thing. You still with me?

To show her how much we appreciate her as a teacher WE PROMOTED HER out of the classroom.

Why are we rewarding the best teachers with “promotions” to leave their teaching positions? Seems counter intuitive. Paying them more to do less of something they are actually good at. Teaching. What we need the most of. Teachers.  We are a school system. Our primary function is TEACHING. Those should be our highest paid jobs in the district, not the admin jobs.

And while I’m on the subject. The state audit revealed that our district is top heavy in high level district level admin jobs and so far, our district leaders have attempted to freeze teacher and staff salaries, eliminated numerous essential mid-level district staff, but as far as I know they have not touched the top heavy positions that the audit identified. In fact, by my calculations, they have added to those numbers. WHEN can we expect to see high level positions identified in the audit addressed?

Let’s remember to make the main thing the main thing. Let’s treat teachers like the mvps they are. Let’s reward them by paying them well to stay IN THAT ROLE. Let’s provide them the tools they need to be successful IN THAT ROLE, such as smaller class sizes and supports and interventions when their students struggle. Let’s create an environment that fosters collaboration over competition. Let’s give teachers voice and autonomy. Especially in priority schools. Let’s recognize them for the hurdles they’ve overcome, not demoralize them for the test score that didn’t move because of factors beyond their control.

If we make the main thing the main thing by putting teachers at the heart of what we do, then as a district we can get back to building relationships and reducing teacher turnover (which also generates costs savings, despite what was factored into the budget).

When talking about actual salaries vs cost to onboard new teachers. Does not take into account cost to relationships. Cost to momentum of programs. Cost to student learning successes. Cost to achieving vision 2020.

Shortsighted to only look at spreadsheets and not classroom dynamics. Without asking why these increased incidents are occurring. Without seeking teacher input, you are missing some very important nuances. If we preemptively and proactively spend money on tools and supports teachers and students need to be successful up front, we won’t have to spend even more money on things like metal detectors and other punitive measures.

Thank you.

Dear JCPS,

I was 17 when I started teaching summer school. It was minimum wage so my paycheck was tiny. We were expected to wear dresses (with stockings) every day and we were called by our last names. Students respected me and I walked taller just knowing that I was changing lives.

I loved it. Loved the kids, loved the lessons, loved planning the lessons, loved learning how to keep kids on task and how to help them be their best selves. . . I had found my home.

I was hooked.

Degrees followed, along with experience navigating the horrors of No Child Left Behind (I paid for so many tests), a master’s, a Rank I, more training and a few more endorsements onto my awesome teaching certificate (had it framed in my classroom I was so proud). I am good and I love what I do.

After 11 years, I was ready to move to a district that would afford me opportunities for advancement in my specific area. As mentioned above, I am qualified above and beyond the average. I’m also a fireball teacher.

As I looked around the state, I considered a few different districts. JCPS offered me a competitive salary in an area with relatively low housing costs while providing the opportunities for advancement that I wanted. I made the move and began teaching in my new home.

I’ve been bit, hit, kicked, slapped, called a motherf#$king b!$ch (and lots more things out my name), tripped, been used for target practice (white boards leave bruises, FYI), spat upon, had death threats (credible ones), and generally been abused to the point that I’m wondering if the bullying policy might apply to teachers being bullied. I’ve had shots for hepatitis B and tetanus and I’ve had to pee in a cup to ensure that my kidneys weren’t bleeding after I was punched so hard that I went down. I’ve compared bruises with other teachers that have been obtained from the same student. I’ve been screamed at by parents and I’ve had administrators blame me for not “holding him” when I was being beat up.

I’ve been called to the carpet for being at fault for being bitten (not the most recent bite for those who know me) and I’ve pretty much decided that I need to be more vigilant when it comes to kids’ ability to inflict pain upon me.

My friends in private school say we get “hazard pay” and that they’d never go over to the “dark side” and teach in the public school system. I can tell you this, I’m really good at what I do and I can work anywhere in the world. Without that hazard pay, I’d be hard pressed to stay here. I mean, the allergies alone. . .

Furthermore, in response to the teacher candidate who has expressed her desire to never work for JCPS, we’re bad, but if you can handle it, if you can stick with it for a bit (or a bite), you can work yourself into a 100K job in the board office and tell everyone to duck faster.

I’m checking the jobs board now.

Sincerely,
Ophelia Payne

NOTE: While the author’s identity is protected here, they are not anonymous to Dear JCPS. Any board member wishing to address the concerns shared here can contact our administrators to make a connection.