Dear JCPS,

In a previous episode of “How JCPS Turns,” Superintendent Hargens mentioned that three JCPS seniors were awarded scholarships in excess of one million dollars. One of those students defies widely accepted paradigms because he comes from a priority school.

Not only did this student earn unprecedented scholarship dollars but this valedictorian was accepted into several prestigious universities as well as the Naval Academy and the Air Force Academy. This Governors scholar scored a 32 on his ACT he took six AP classes to dual credit classes at Morehead State he wants to fly F 35’s off the back of the landing ships, become a career Marine officer and eventually apply for the astronaut candidate program.

My son, Peyton Adelmann, is proof that a school’s priority status means nothing about the opportunities that exist nor the quality of instruction or rigor available. He demonstrated that you can go to the lowest performing school in the state and still get the best education possible. Low test scores are not because of the building. They’re not because of the teachers. You can be successful in any school in the district as long as you have someone to advocate for you, access to necessary wrap around services, and you’re not trying to overcome the effects of trauma and poverty without necessary resources.

So, on tonight’s episode of “As JCPS Turns,” we will focus on disparities that  prevent some students from achieving Excellence with Equity.
IMG_0349

Please take a look at the high school boundary map I handed you. There is a noticeable difference between the colors of this map. I understand why we have this map the way that we do. It’s in order to achieve integration. However, if it was truly about excellence with equity, we would be sending as many students from East to West as we do from West to East. I realize that’s not always easy to do, but we could be doing a better job getting the word out about the wonderful opportunities that exist at schools like Shawnee. We could be using more carrot and less stick to achieve this goal. Help us get the word out that it’s worth the bus ride or car ride to come down to a magnet school in the West End.

Instead, we take the most disenfranchised part of our population and further disenfranchise them by sending their kids across town. We separate them from their community. We criticize them for not being involved parents. Sometimes, these kids can’t stay for after school activities or can’t get the assistance they need because they might not have a way home. They may be on a bus an  hour each way to a school that’s potentially no better than one in their own neighborhood.

Then because we’ve bused all of the Shawnee kids out of their neighborhood. And by the way, these other schools have the luxury of attending schools in their neighborhood, but we have no sense of community for these West End students. Their neighbor goes to a different school than they do. Then we have to backfill. Shawnee buses in from the Portland area.  We need to find a way to revisit this map and unwind it.

We have students in our neighborhood who want to come here. This is evidenced by the First day of school when approximately 100 high school students show up thinking or hoping we are their school. Instead, we send them away! If they want to be in our school, and they qualify for our program, we need to find a way to accommodate them so that our school can reach an efficient economy of scale, and raise our scores at the same time.

Three minutes is not enough time. I will follow up with an email to finish my story.

No Child Left Behind created an accountability system that highlighted standardized testing. The Every Student Succeeds Act (passed by government in 2015) gives states the opportunity to redefine what accountability looks like for each state. However, the draft regulations provided by the US Dept. of Ed don’t remove NCLB’s emphasis on testing, and seem to be working against the intent of the new legislation. For example, the new draft regulations state that “robust action” – read: punitive action – must be taken against schools that don’t test 95 percent of students.

Education Commissioner Stephen Pruitt recently provided testimony to the US Senate Committee on Health, Education, Labor and Pensions (29 minute mark) and expressed many of the same concerns many educators and stakeholders have been echoing in JCPS and in school districts across the country.

They are seeking public feedback on these ESSA regulations to maintain flexibility/autonomy for states and local districts, and to get free of onerous federal testing requirements before they are finalized.

To give feedback: https://www.federalregister.gov/articles/2016/05/31/2016-12451/elementary-and-secondary-education-act-of-1965-as-amended-by-the-every-student-succeeds

Feedback is open to all educational shareholders. He’s looking for 1,000 comments by August 1.

Thank you!

Additional resources:

You can find guidance and information here: http://www.getESSAright.org

For more information on the specifics of this new federal law and decision making points on the local level please see:
www.nea.org/ESSAbegins

Attached is Sarah Markey’s ESSA presentation.

Dear JCPS,

It is evident that our school system, like every school system, has its flaws. Some of these issues, such as employee’s salaries and the code of conduct, have rightfully been brought to the public’s attention over the past 6 months. There are no “easy fixes” for issues like these, as we have all witnessed via board meetings that deservingly last for hours. That said, as a teacher with JCPS, there is one “easy fix” that will solve a multitude of problems.

Ban cell phones. It’s simple. As a teacher at a school that encourages the use of cell phones for research in the classroom, it is evident that they cause more harm than good. It is flat-out impossible for one teacher to monitor 25+ students’ actions on a cell phone. I understand that one cannot simply make a “blanket statement” like the one above, but that arguments must surely be justified with solid evidence.

I have experienced the pros and cons of a BYOD (Bring Your Own Device) school first-hand, but my argument is not simply for our local community. Rather, it is an international issue. On June 15, 2015, The Boston Globe’s Linda Matchan wrote “a study released in May by the Centre for Economic Performance at the London School of Economics looked at 91 schools in four cities in England, where more than 90 percent of teenagers own a mobile phone. The study found that test scores were 6.41 percent higher at schools where cellphone use is prohibited.” In a district that unfortunately places so much emphasis on standardized testing, this should be a no-brainer. Get rid of the cell phones and see an increase in test scores. Furthermore, “the researchers concluded that mobile phones ‘can have a negative impact on productivity through distraction,’ particularly among low-achieving students, who benefitted most from the ban, with achievement gains of 14.23 percent.” If we, as JCPS, are truly trying to raise students’ test scores who are novice and apprentice to the proficient and distinguished level, then we are making it more difficult on ourselves. Ban cell phones and see a decrease in the novice and apprentice range and an increase in the proficient and distinguished categories. The numbers are there, and numbers don’t lie.

Personally, I must admit that there are pros to students having cell phones in the classroom. These include instant access to research, an easier ability for parent/student contact, the ability for students to listen to music as they work, and the ever-so-misguiding label of being a “technology friendly” school.

That said, the cons far outweigh the pros. As stated above, the main issue is monitoring. I may be able to ensure a student is researching a topic by using proximity control as I pass by their desk, but after I pass, I cannot control if that student then logs onto SnapChat, Instagram, Facebook, or any other social media platform.

My second concern is maintaining students’ attention while teaching. I adopted a new policy in my classroom this past year that was somewhat successful. Upon entering the classroom, students put their phones in a box on my desk. Yes, I put my phone in as well. Then, when it came time for students to work on their assignment, I would allow them to retrieve their phones for research and music. However, the majority of students would continuously use them for the wrong purpose. Sure, I could write a referral, but we’re supposed to be cutting down on those, right? We’re fighting a losing battle, and it’s frustrating.

My third issue revolves around cell phones being used to plan fights. This has been an increasingly dangerous problem that has continued to escalate in JCPS schools over the past few years. Students will trash talk one another via texting or social media, then plan to fight during lunch, in a stairwell, or in another teacher’s class. Then, when they do fight, it is more difficult for administration or security to get to the altercation because, you guessed it, dozens of other students are recording the fight on their phone.

And whatever you do, do not try to take a student’s phone. That is simply dangerous. Here are a few examples if you need further evidence:

Nationally:
http://www.northjersey.com/towns/paterson/paterson-freshman-charged-with-assault-after-classroom-attack-on-teacher-1.1239201

http://www.wcvb.com/news/weymouth-hs-teacher-allegedly-attacked-for-taking-students-cellphone/32371212

Locally:
http://www.wlky.com/news/Eastern-HS-student-arrested-accused-of-attacking-staff/38282504

http://www.wdrb.com/story/30667651/prp-hs-student-accused-of-assaulting-teacher-over-
cell-phone

My last concern involves not all students being able to afford cell phones. If you have an activity that requires a cell phone and a student cannot afford it, the student almost feels as though they are being called out. I’ve seen the look in their eyes. It’s the “please don’t call me out for not having a phone” look. It’s a stigma that is out of their control, and that is not their fault.

We are the people on the front lines, the people who face these obstacles every day, and the people raising our future. The teaching world is already full of infinite obstacles. I have to teach a student who slept on broken glass last night. I have to teach Algebra 2 to a student who is on a second grade reading level. I have to teach a student who lost their brother to gang violence over the weekend. Many of these obstacles are unfortunately out of our control.

That said, our teaching world is also full of obstacles that we can control. Obstacles such as proposals for pay freezes and a relaxed code of conduct. Obstacles like JCPS putting off the vote on the code of conduct until the summer, when teachers are more likely to be vacationing with their families than protesting for their livelihood. Obstacles like JCPS’ own Chief Business Officer Tom Hudson (who makes $176,000 a year) publicly stating “what I don’t understand is why the community hasn’t been outraged that we’ve paid these people (teachers) this much money over the years.” Obstacles like cell phones.

I could go on and on, but I won’t. What I will do is encourage other JCPS teachers, administrators, and parents to share their stories about the pros and cons of cell phones in school. That said, the evidence is clear. If JCPS wants increased test scores and decreased disciplinary issues, it’s time to ban cell phones.

According to the 6/14 #JCPS BOE Meeting Agenda, the Superintendent’s Year in Review (reprinted below) will be used to inform the evaluation of the Superintendent by the Board and is in addition to evidence that responds to the seven leadership standards established in the Superintendent Professional Growth and Effectiveness System (SPGES).

Also according to the meeting agenda, the Board adopted SPGES for use in the evaluation of the Superintendent for the 2014–15 school year and thereafter at their October 27, 2014, meeting. The Board will act upon the Superintendent’s annual performance evaluation at the June 28, 2016, meeting.

To streamline the review process, we have reprinted the contents from the Year in Review below, and broken it up according to the standards with which each section aligns:

YEAR IN REVIEW
2015-16

The 2015-16 school year began on August 12, 2015 and concluded on May 26, 2016. The school year gave us the opportunity to continue making a positive difference for all students as we started the process of implementing our Strategic Plan Vision 2020 Excellence with Equity. As stated in our vision, we are working so that “all JCPS students graduate prepared, empowered, and inspired to reach their full potential and contribute as thoughtful, responsible citizens of our diverse, shared world.”

Standards 1 & 2 – Strategic and Instructional Leadership

Standard 3 – Cultural Leadership

Standard 4 – Human Resource Leadership

Standard 5 – Managerial Leadership

Concluding Thoughts

The complete, original Superintendent’s Year In Review can be found here.


Because our board members can’t possibly be aware of or participate in every example of these events, we want to hear from you. Help us provide feedback that will help inform a thorough and balanced evaluation for the Superintendent for the 2015-2016 school year. Comments can be added via Disqus below, emailed to moderator@dearjcps.com or posted on the related thread on Facebook.

Alternatively, you can complete our Superintendent’s Evaluation Survey that collects a set of evidence-based responses for each of the standards.

Historically, the month of June is when the Superintendent receives her annual evaluation from the board. In order to ensure that this year’s evaluation is authentic and comprehensive, guided by “real-world examples” of JCPS “evidence,” Dear JCPS would like to request the community provide feedback from their perspective, and we will share that feedback, in aggregate, with our elected board officials during future board meetings.

To bring you up to speed:

Here is a link to the superintendent’s evaluation from last year:
http://ftpcontent4.worldnow.com/wave/pdf/completereport.pdf

Here is a link to the “evidence” she has collected and is providing to the board to assist them with this year’s evaluation (click on the Evidence button under each standard). Ignore the button that links to the standards and comments, as they are left over in this form from last year:
https://webapps.jefferson.kyschools.us/SuperintendentLeade…/

And…

Here is a link to a questionnaire for YOU to provide genuine STAKEHOLDER input that you would like for the board to consider when preparing this year’s evaluation:
https://dearjcps.com/advocate/superintendents-evaluation/

You may complete the survey as many times as you need in order to provide more than one rating and/or set of evidence per standard.

This letter was submitted via our open letter form. It does not necessarily reflect the views of Dear JCPS.

Dear JCPS,

JCPS is reflective of the racism instituted by our society. Employees and students alike are continually discriminated against on every scale. Black students make up over 50% of all discipline issues but make up way less than 50% of the population. Teachers routinely punish black students for offenses that white students get away with far more often. I have taught for over 15 years and I’m sick of it. I see it daily and at every school I’ve been it’s the same. Cultural competency is not a priority at JCPS where most often teachers are white. This is the same problem Judge Olu faces because our kids are being judged and punished by those who are not their peers and don’t understand.

Employees are also routinely disrespected. Every Black male hired is seen as muscle instead of a competing intellectual. Black men with good reputations and solid teaching and/or academic coaching experience are often overlooked for promotions. The district has less than 2% African American administrators. Blacks usually have to wait twice as long as white applicants to be moved into a promoted position.

I’m tired of not being considered for promotion but someone who has half of my experience is continually being promoted. I was told directly by my supervisor that I did not get promoted to an assistant principal position because the other administrators felt there were too many black administrators at my school. I’ve heard this before. No one ever complains about too many white administrators but they get uncomfortable with black admin.

I have stellar records for raising test scores for students and teachers who serve them. I’ve been in education for over 15 years and like so many other Blacks in the district I get by passed by less qualified individuals who are in tune with the”good Ole boy” network.

STOP THE RACISM JCPS. YOU’RE FAILING THE ENTIRE AFRICAN AMERICAN COMMUNITY.

Signed,
Angry Black Man

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.

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.

Dear JCPS,

I am a JCPS staff member who is considered a central office administrator. I have been reading letters and articles bashing central office and administrators for their salary, but I felt the need to speak up because some of us are being blamed for things that are not our doing. Even though I am considered a central office administrator, my office is in a school. I provide mental health services and assessment services to ECE (special education) students. If I understand the study correctly, my role group is underpaid compared to the market. I am not complaining about my salary, although I would like to point out that my step has been frozen multiple times, so I do not appreciate the implication that I have been getting 3-4% raise every year, Mr. Tom Hudson. Shame on you for trying to shift the outrage the community feels towards your close to $200k salary onto the teachers and staff.

I do want to bring attention that in most counties in Kentucky, our role group serves 2 or 3 schools. I serve five. We are woefully under the recommended ratio for our role group by almost 100 staff members. And due to continued elimination of positions, more and more is added to our plate each year. Louisville is my home and the only place I ever wanted to work was JCPS. However, under Dr. Hargens’ “leadership”, I have begun to question whether or not this is where I want to continue working. It is disheartening to see how little she respects and cares for the teachers and staff that are truly the heart of the school system.

I just wanted to let the public know that some of the administrators that they are blaming for the issues at hand support the students, staff, and community. We provide much needed mental health services to some of our most vulnerable children. I love my job. I love working with the students and I wish I had more time to do more therapeutic services with them, but there is just not enough hours in the day. Please do not lump all of us into one pile as being an issue. We are as frustrated and unappreciated as you are.

Sincerely,
Central Office Staff Member

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.

This letter was submitted via our open letter form. It does not necessarily reflect the views of Dear JCPS.

Dear JCPS,

Listening to the top administrators at JCPS has made one thing perfectly clear to me…they are completely out of touch with what is actually going on in Jefferson County Public Schools.

Anyone who spends time in our schools would know that we need improved methods in dealing with student behavior. The answer to this problem is not less consequences. Anyone who spends time in the schools would know that the staff who work with students on a daily basis deserves a raise, not a salary freeze.

Then I saw the news about JCPS cutting central office jobs and it hit me…close down all of the offices at Van Hoose and Gheens. Any employees or administrators who are still needed could set up an office at a school. There was a time, before current technology, when administrators needed to physically be in the same building, but that time has passed. I’m sure most communication is now handled through email, Google docs or Skype. All of that can be done from offices at the schools. This would allow administrators to make decisions that are best for the students, teachers and schools by allowing them to see first-hand what is actually going on in the schools.

I have a small room connected to my classroom. I would be more than happy for Tom Hudson, Chief Business Officer, to set up his office there. This way he can show me what he does all day to justify his $176,000 salary and I can show him why I deserve to not have my salary frozen. He would also get to experience challenging student behavior first-hand, and be more informed when making decisions about the code of conduct for JCPS students.

I hope JCPS listens to my suggestions. Not only will it help decision-makers be more in touch with what is happening at our schools, it could also save JCPS and taxpayers a lot of money.

Sincerely,
A teacher that unfortunately must remain anonymous

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.