Math Problem

Hamilton County has a problem. It’s a problem that plagues school districts across Tennessee. It’s simple: Teacher compensation isn’t what it should be. NewsChannel9 has the story of a group of teachers collecting data to demonstrate the dollar value of uncompensated time and expenses:

Dozens of Hamilton County teachers say they’ve done the math, and what they’re making versus what they’re spending on school doesn’t add up.


“If those averages apply to the entire county, we’ve got about $2.5 million in uncompensated time and expenses that we’ve given,” said Brock.

This shortfall is occuring in a state where teachers earn about 30% less than similarly-trained professionals:

This year’s results indicate a national average teacher pay gap of 23.8%. Tennessee’s gap is 27.3%. That’s an improvement of two points for Tennessee, which had a gap of 29.3% two years ago.


Of 12 Southeastern states, Tennessee ranks 8th in teacher pay gap — that’s up one place from 9th two years ago.

The teacher compensation crisis in Hamilton County is similar to what’s playing out all across a state that has historically not invested in teachers. In fact, this year, Governor Lee made a big investment in charter schools and a relatively small boost to teacher compensation through the BEP. Additionally, Lee is fast-tracking his expensive voucher scheme, using funds that could be used to invest in public schools and teacher pay.

Will the Hamilton County legislative delegation continue to support a Governor whose policies are leaving teachers and public schools behind?

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Necessary

It looks like Nashville is finally getting serious about addressing their woefully inadequate teacher pay. Or, at least they are talking about it. The Tennessean reports that the Metro Nashville school board is taking up the issue of pay for teachers and all system staff.

Boosting the salaries of Nashville teachers to match the city’s median income would cost more than $100 million a year. 

Although just an example detailed in a pay study released by Metro Nashville Public Schools on Friday, it represents the high figure the district would need to fix a pay system educators say is flawed and causing teachers to leave.


For example, Majors presented a possible scenario in which the district would pay mid-career teachers about $64,000 a year — comparable to Nashville’s median income. The increase in salary for all teachers of all experience levels would mean an annual infusion of $100 million to fix the district’s pay schedule.

The discussion on teacher pay in MNPS is long overdue. Also long overdue: Actual action by the School Board and Metro Council to increase pay.

It’s been clear for some time now that teacher pay in Nashville is a crisis:

Attracting and retaining teachers will become increasingly more difficult if MNPS doesn’t do more to address the inadequacy of it’s salaries. The system was not paying competitively relative to its peers two years ago, and Nashville’s rapid growth has come with a rising cost of living. Does Nashville value it’s teachers enough to pay them a comfortable salary? Or, will Nashville let cities like Louisville continue to best them in teacher compensation?

That was written in 2017. The story notes a 2015 analysis of teacher pay in Nashville. That analysis found Nashville significantly behind similar urban districts in pay. The MNPS board and Metro Council did basically nothing with that information. We’ve seen Mayors Dean, Barry, and Briley barely touch the issue. We’ve yet to see Mayor Cooper talk about a plan to boost pay in a meaningful way.

IF the issue gets addressed in the upcoming budget cycle, it will be August of 2020 before Nashville teachers see a meaningful boost in their paychecks. That’s five years after teacher pay in Nashville was reported to be at near crisis levels. It’s after allowing things like this to happen:

Hundreds of parents with children in Metro Nashville Public Schools had letters sent home this week telling them that their kids were having to take online courses in the classroom due to a teacher shortage.

It’s after school districts like Williamson County have made consistent improvements to salary and districts like Sumner County have approved a big pay bump.

It’s great to see the district finally take a look at a problem they’ve known about for years. It’s absolutely necessary that instead of just talking about it, the School Board, Council, and Mayor actually do something.

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Still Waiting


In March of 2013, I wrote about a possible education agenda for Tennessee. It was a plan based on issues I felt were not receiving adequate attention at the time. Each was chosen for the potential to have a measurable impact on outcomes.

Now, with a new governor and General Assembly, it seems a good time to check-in on these proposals and see where Tennessee stands.

The items I included were: Pre-K, new teacher mentoring, BEP funding improvements, and a significant increase in teacher pay.

Specifically:

We should expand the Pre-K program to serve all at-risk four-year-olds by 2017. 

Ok, it’s 2019 and we’re still not there. This despite clear evidence (especially in Nashville) that quality early education works. Instead, the previous Lt. Governor worked hard to keep the Pre-K program from expanding.

 

Tennessee policy-makers should build and launch a new BEP formula in time for the 2015-16 academic year.

This hasn’t happened. In fact, Governor Haslam froze BEP 2.0 and created a system where per pupil spending was essentially flat during his time in office. You can’t move forward by standing in place. We need an investment of between $500 million and $1 billion to adequately fund our state’s schools.

 

Tennessee policy-makers should build a new teacher mentoring program and ensure every new teacher has a trained mentor by the 2016-17 academic year.

No, this hasn’t been done. Hasn’t been seriously talked about. Not on the horizon. Investing in early career support and development for teachers is not yet a priority of our state’s policymakers.

 

Tennessee policy-makers should raise the starting pay for all teachers to $40,000 and adjust the pay scale to improve overall compensation by the 2015-16 academic year.

It is 2019 and we are still not there. Many teachers in our state start teaching at salaries below $40,000 and many will teach a full career and never see a salary above $60,000. This is an unsustainable model and is already having an impact in districts across the state.

 

So, I still think these four items make up a solid education policy agenda for our state. What do you think? Teachers, what are your policy goals?

 

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A Failed Business Plan


Nashville teacher JH Rogen offers a Twitter thread on the entirely predictable teacher pay crisis facing Nashville (and, frankly, the rest of Tennessee). It starts like this:

I’m starting a business and looking for workers. The work is intense, so the workers should be highly skilled. Experience preferred. Starting salary is 40k with the opportunity to get all the way to 65k after 25 years of staying in the same position. See how dumb that sounds?

 

He adds:

You say: talking about salary shows an ignorance towards the economic situation many of our kids come from. I say: offering salaries so low that kids have classrooms run by computers instead of functional adults shows an ignorance towards what it takes to create great schools.

 

Read it all. Think about it.

Nashville offers relatively low salaries to teachers in a state that trails the region and the nation in teacher pay. The value proposition for teachers in our state is low. We offer bargain basement salaries to educators and then demand more and more from them.

Is that a recipe for success? Does it demonstrate that we put our children first?

Think about it.

We hear all the time that “kids matter” and we should worry about the concerns of the students in the room rather than the adults. But the adults are sending a clear message: Schools don’t matter. The teachers don’t matter. It’s not important to pay those who are entrusted with the care and education of our children a reasonable salary.

Do you think the kids haven’t noticed?

They have and they do.

Will anything change?

Maybe if there’s a strike. At least for a little while. But how long would a strike go on until teachers were told to get back to class “for the kids?” Meanwhile, the policymakers sit back in comfort and refuse to make so-called “tough decisions” that should be easy.

It should be easy to pay teachers a living wage and to invest in and support schools. But instead, our policy leaders play games and hope we don’t notice.

It WOULD be easy to pay teachers a living wage if our leaders — our policymakers really wanted to do that. But they don’t. Because the adults who elect them haven’t insisted on it. Because it doesn’t matter.

Yes, the kids in the schools are watching. They see what’s happening.

The message is clear.

 

For more on education politics and policy in Tennessee, follow @TNEdReport


 

 

 

On Teacher Morale


JC Bowman, executive director of Professional Educators of Tennessee, offers his thoughts on boosting teacher morale

We know psychologically that there is a connection between feeling of self-worth and actions. When teachers lose hope in their career, eventually they change the direction of their own future and in turn it impacts the future of our children. If you are an educator or have friends who are educators, you have undoubtedly discussed teacher morale in public education and thoughts on the future of education. Sadly, those thoughts were most likely negative. Educators who enter the field are often bright-eyed, confident, and enthusiastic. Teacher turnover is continuing to climb higher, yet those entering the field is going lower. What happened? That is the problem we must solve.

Teacher turnover holds back our schools and our students. How do you improve morale? It will take multiple strategies, which differ from community to community, district to district, school to school. Let’s look at four of the most prominent issues: educator compensation, lack of respect for educators, testing and out of control students.

Educator Compensation. Compensation is everything that is provided to the educator for their services. Compensation alone will not impact teacher morale. Governor Bill Haslam made teacher salaries a priority, and should be recognized for his efforts. It is debatable if dollars allocated for salary increases reached all classroom teachers. This may be attributed to district implemented pay plans. Educators should be involved in the development of those plans. Governor-elect Bill Lee indicated he intends to develop a pipeline of well-trained, highly compensated educators who can flourish in the teaching profession. This will likely include incentive compensation programs, together with stipends, and associated benefits that are based on professional employee performance that exceeds expectations. Compensation can also be used to aid in hiring, and/or retaining highly qualified teachers for hard-to-staff schools and subject areas.

Lack of Respect for Educators. Teaching, a profession once held in high esteem, is being de-valued both by stakeholders and policymakers for a variety of reasons. Teachers, who are on the frontlines of parental dissatisfaction with the system, are often made scapegoats by people who have lost trust in the system. This lack of respect is reflected by lack of parental support and engagement. In fairness, some parents are supportive and work with educators to help ensure their children get the best possible education. Yet more often than not, parents simply blame the teacher for the problems at school. But even more than that, teachers often lack the support of their administrators, district, and even the state. Bureaucrats keep piling on more requirements of educators with barely a nod of appreciation. Teachers, above all other professions, deserve the recognition and gratitude of a job well-done. Doing so on a regular basis will be a small step toward improving the teacher turnover rate.

Testing. The testing culture has killed the enthusiasm of many educators. Nobody would object to testing that benefits the teaching and learning process of students. As it stands currently, the data is not received in a timely manner and the results yield little or no benefit to the students. Educators would welcome a robust, practical solution to current assessment issues. A portfolio-based assessment model is also problematic. However, it may be a preferred model of student evaluation if it is not too time-consuming. It is based on a wide range of student work done over a long period of time, rather than on a single, paper-and-pencil test taken over a few hours. We must work to ensure that our assessments and the subsequent results are empowering and informing without being a time drain. Assessments should not inhibit quality instruction but provide accurate feedback for educators, parents, and students. Most importantly, assessments should be not used a punitive measure against teachers.

Out of Control Students. Effective educators consider the root causes of misbehavior and develop appropriate solutions on a consistent, ongoing basis. However, some students need attention and intervention beyond the scope of what a classroom teacher can provide. It is imperative that a school and district adopt policies that support effective classroom management, as well as student instruction for all students. One possible policy has to be a better tracking of the time an educator has to spend on discipline issues. Do parents have the right to know, for example, if one student disrupts their own child’s education so frequently, they lose instruction time? School districts must balance their responsibilities toward the community with the responsibility to nurture students. Without discipline, students cannot learn. Students themselves must respect rules and authority regardless of underlying disabilities/issues. Districts must have policies in place that protect all students’ right to learn.

There is no one size fits all strategy that will work in every school or district. This is a recurring theme among those who believe in local control in public education. Together, we can work to address teacher morale issues. Once a plan is in place, it is very important to examine, evaluate, and adjust as necessary.

For more on education politics and policy in Tennessee, follow @TNEdReport


 

Bargain Prices on Teachers in Tennessee


Two years ago, I wrote about the teacher wage gap in Tennessee — the fact that teachers in Tennessee earned nearly 30% less than similarly prepared professionals. Now, the Economic Policy Institute has updated their study of teacher pay relative to other professions.

Guess what?

Tennessee teachers still come at bargain basement prices!

While there is some (slightly) encouraging news, the bottom line: Teacher pay in Tennessee is still not really improving relative to other professions.

This year’s results indicate a national average teacher pay gap of 23.8%. Tennessee’s gap is 27.3%. That’s an improvement of two points for Tennessee, which had a gap of 29.3% two years ago.

That said, Tennessee’s gap is still worse than the national average and among the worst in the Southeast.

Of 12 Southeastern states, Tennessee ranks 8th in teacher pay gap — that’s up one place from 9th two years ago.

Here are the numbers:

Mississippi                   18.9%

South Carolina            20.5%

West Virginia              21.2%

Louisiana                     23.5%

Arkansas                      24.3%

Kentucky                     24.6%

Florida                         25.7%

Tennessee              27.3%

Georgia                       29%

Alabama                     29.4%

Virginia                      33.6%

North Carolina         35.5%

 

Yes, the authors acknowledge that teacher benefit packages tend to be more generous than those offered other professionals. By their analysis, teachers have a benefits package that is a bit more than 7% more generous than similar professionals. The most expensive of these benefits is healthcare, followed by defined-benefit pensions.

Tennessee teacher healthcare benefits vary by district, but for the purpose of this discussion, we’ll assume that Tennessee teachers receive the national average benefits advantage.

Doing so means Tennessee teachers are still paid 20% less than similarly-trained professionals.

While some progress on this front is better than none at all, continuing down this road is not sustainable. Investing in teachers by providing compensation on par with other professions requiring similar education and training is essential to recruitment and retention.

Tennessee’s next Governor and the General Assembly sworn-in in January of 2019 should move past studying the issue and get to work finding long-term solutions to close this gap and pay our teachers the salaries they deserve.

 

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Personally


It’s that time of year again. The time when the Tennessee Department of Education asks teachers for feedback so they can compile it and put into pretty graphs and ignore absolutely all of the responses.

Well, one teacher from Sumner County received an email about having not yet responded. Here it is:

My name is Isaiah Bailey, and I am part of a team working to amplify educators’ voices through various means, including the annual Tennessee Educator Survey. I consider it an honor to be so deeply engaged with advancing the interests of Tennessee educators, and look forward to continuing this work.

I have included your personalized Tennessee Educator Survey link here. I understand that you may have been asked to complete various other surveys around this time of year, and I apologize for any confusion this may have caused. Please note that this is the same survey for which you received an invitation from the Tennessee Education Research Alliance.

More than 31,000 educators around the state have already shared their thoughts on various issues including school climate, testing, professional learning, and more via this year’s survey. But given that the current teacher participation rate for Sumner County is 38 percent, it feels especially important that this survey incorporate more of the perspectives that only you and your colleagues in Sumner County can speak to.

At the same time, the current teacher participation rate for your school is 34%. If your school reaches at least 67 percent by the end of the day tomorrow, your staff will become eligible for a drawing that will award several grants of $500 to be used toward staff appreciation.

Please let me know if you have any questions.

Since Mr. Bailey asked, this teacher responded:

Isaiah,
Thank you for personally reaching out. I have some thoughts I’d like to share.
First, as a veteran educator, I’m familiar with the adage that “students don’t care how much you know until they know how much you care.”
You are correct, I have not responded to the state’s survey. Your email indicates that a majority of my colleagues at my school and in my district have not responded, either.
Here’s why: The Tennessee Department of Education has demonstrated time and again that you don’t care.
Teachers speak out on testing, portfolios, RTI, adequate resources, and pay – and year after year we are ignored.
Teachers inquire about the validity of measures such as TVAAS and we are ignored.
Teachers clamor for schools staffed with guidance counselors and nurses to care for the children we teach, and we are ignored.
I’ve filled out this survey in the past, and nothing has changed.
Tennessee keeps building the plane while it is flying — this is unacceptable.
You asked for my personal perspective. Now, you have it.
I’d suggest you share it with your bosses, but I know that even if you did, nothing would change.
Now, I’ll go back to showing my students I care — about them, their interests, their futures.
It seems Mr. Bailey and the TDOE broke a key rule — don’t ask a question if you don’t actually want the answer.
For more on education politics and policy in Tennessee, follow @TNEdReport


 

Teacher Turnover in MNPS


It is a problem. A big one. The Tennessean reports:

Over 50 percent of the teachers leaving Metro Nashville Public Schools are within their first three years of teaching, according to district officials.

The article notes the district is taking some steps to address this:

Due to the high turnover, district leaders said they hope to expand retention initiatives in the coming year by making mandatory a new teacher introductory program, as well as ensuring all new teachers have a seasoned mentors to guide them.

Those are both important. Mentoring can be a great way to help new teachers navigate their first years in a very challenging profession.

School Board member Amy Frogge also raised the issue of teacher pay. It’s certainly worth examining.

As I noted earlier this week, teachers in Nashville aren’t paid as well as their counterparts in similar urban districts, like Louisville. They also face a city with a rising cost of living.

This fact should be of concern:

The salary to live comfortably in Louisville is $49,000. Teachers in Louisville hit that pay rate by year 5. A teacher in Nashville isn’t making $49,000 even after 10 years of experience. The pay scale in Nashville simply isn’t moving up quickly enough.

Teach your heart out in MNPS for 10 years and you still don’t make $50,000 a year. Is it any wonder teachers leave early on to pursue other, more financially rewarding careers?

No, it’s not all about money. But when teachers in Nashville can’t even earn enough to live comfortably in the city, we have a problem. When teachers in Nashville earn $15,000 less than teachers in Louisville after 20 years of experience, we have a problem.

Leaving behind the comparison to Louisville, one big problem is teacher pay relative to cost of living:

Imagine working for 25 years in the same profession, earning an advanced degree in your field, and making $7000 less than the “comfortable living” salary for your city? That’s what’s happening in MNPS.

Another part of the problem with teacher pay in Nashville can be attributed to a state government that has historically kept teacher pay relatively low. In fact, teachers in Tennessee earn roughly 30% less than similarly educated professionals.

Certainly, a number of factors contribute to high teacher turnover among early career teachers. Teaching is a difficult job and doing it well requires resources and support. Teacher pay is certainly a part of the equation. Adding mentors and mandating an introductory program may help, but addressing pay is also essential. As the Tennessean article notes:

Last year, the district faced more than 100 vacancies by the end of July and with about a week until school started. That was higher than in previous years, given the district has averaged about 40 teacher vacancies at the beginning of the school year.

It’s difficult to sign people up for a challenging job that pays 30% less than other professions requiring similar preparation. It’s clearly challenging to keep people in those jobs once they’ve taken them.

How long will MNPS’s relatively low pay for teachers be sustainable?

For more on education politics and policy in Tennessee, follow @TNEdReport


 

The Fortunate 46


I reported earlier this week that the State Board of Education increased both the minimum base salary and the salary matrix at each step by four percent. I noted then that this would require salary increases for teachers in 46 districts across the state.

Here’s the list of the districts where the salary schedule increase will mean a mandatory raise for teachers:

Cannon                         Hollow Rock

West Carroll                 Carter

Claiborne                      Clay

Cocke                            Crockett

Alamo                           Cumberland

Decatur                        Dekalb

Dickson                        Fayette

Fentress                       Humboldt

Milan                            Bradford

Grainger                       Grundy

Hancock                       Hardin

Hawkins                       Haywood

Hickman                      Humphreys

Jackson                        Johnson County

Lake                              McNairy

Monroe                        Morgan

Overton                       Perry

Pickett                         Rhea

Scott                            Oneida

Sequatchie                 Smith

Sullivan                      Unicoi

Union                         Van Buren

Wayne                        Weakley

Here’s a link to the new minimum salary schedule.

The new minimum base pay for a teacher with a bachelor’s degree and no experience is $33,745 and the new minimum for a teacher with a bachelor’s degree and more than 10 years experience is $40,595.

Yes, these numbers are pretty low. So, it’s unfortunate that 46 districts are being forced to raise pay based on the schedule adjustment. But, these are largely rural districts that are heavily dependent on state funding to run their systems.

The action of the SBE this week is a welcome change from the past few years when they increased the salary schedule by only a fraction of the new money allocated for teacher compensation through the BEP. If this trend continues, Tennessee may well become the fastest-improving state in teacher compensation.

For more on education politics and policy in Tennessee, follow @TNEdReport


 

 

Mike Stein on the Teachers’ Bill of Rights


Coffee County teacher Mike Stein offers his thoughts on the Teachers’ Bill of Rights (SB14/HB1074) being sponsored at the General Assembly by Mark Green of Clarksville and Jay Reedy of Erin.

Here’s some of what he has to say:

In my view, the most impactful elements of the Teachers’ Bill of Rights are the last four items. Teachers have been saying for decades that we shouldn’t be expected to purchase our own school supplies. No other profession does that. Additionally, it makes much-needed changes to the evaluation system. It is difficult, if not impossible, to argue against the notion that we should be evaluated by other educators with the same expertise. While good teaching is good teaching, there are content-specific strategies that only experts in that subject would truly be able to appreciate fully. Both the Coffee County Education Association and the Tennessee Education Association support this bill.

And here are those four items he references:

This bill further provides that an educator is not: (1) Required to spend the educator’s personal money to appropriately equip a classroom; (2) Evaluated by professionals, under the teacher evaluation advisory committee, without the same subject matter expertise as the educator; (3) Evaluated based on the performance of students whom the educator has never taught; or (4) Relocated to a different school based solely on test scores from state mandated assessments.

The legislation would change the teacher evaluation system by effectively eliminating TVAAS scores from the evaluations of teachers in non-tested subjects — those scores may be replaced by portfolios, an idea the state has rolled out but not funded. Additionally, identifying subject matter specific evaluators could prove difficult, but would likely provide stronger, more relevant evaluations.

Currently, teachers aren’t required to spend their own money on classrooms, but many teachers do because schools too often lack the resources to meet the needs of students. It’s good to see Senator Green and Rep. Reedy drawing attention to the important issue of classroom resources.

For more on education politics and policy in Tennessee, follow @TNEdReport