Rhee Orders Imminent Layoffs of DC Teachers Starting Next Week !

According to an inside source, DCPS instructional superintendents met this Saturday at a breakfast meeting and got their marching orders from Chancellor Rhee. They were advised to meet with DC principals on Monday to inform them that the DCPS reduction in force will start next week for DC teachers. It has been reported that other DC staffers have already received their lay off notices. Principals will be advised to lay off teaching staff as early as next week. Most of the lay offs will impact DC teachers and other school based staff including instructional coaches, custodians and even some principals and vice principals, etc.

It is reported that Rhee will pay DCPS employees their salary for 1 month in lieu of the 30 day notice required when implementing a reduction in force. RIF'd staff will all be exited prior to September 30 and before the new fiscal year begins. So it seems Rhee is anxious to get teachers and other DC staffers out as quickly as possible.

*Some DC teachers have reported that they were advised as early as last week that they would be laid off. Stay tuned for more on this story.

Posted by The Washington Teacher

Reduction in Force Coming Soon To DC Teachers This October !

A DCPS insider advises me that a first round Reduction In Force (also known as RIF) will begin October 1. A second round Reduction In Force (RIF) is reportedly scheduled to begin October 15. Teachers who are working as co-teachers and not officially on their local school budget, teachers working as gifts to the school and teachers working outside of their area of certification are likely to be the first to be let go. Teachers beware ! My source reports that DC principals have been advised not to answer teachers questions or concerns on this subject.

As I have reported on my blog, Chancellor Rhee hired well over 900 new teachers this school year before many excessed teachers were placed. While other local school districts were hiring less new teachers, DCPS administrators under the Rhee administration hired new teachers even before their May and June college graduation dates. Inside sources state that DCPS principals were encouraged to hire many of the newbie teachers first in advance of teacher job fairs and before existing teachers were aware they had ever been excessed. Many believe that a reduction in force (RIF) could have been avoided if less teachers had been hired this year. It will be a travesty especially since teachers will be let go during these tough financial times and after the school year has already started.

As the upcoming date approaches for DCPS equalization (official student count for DCPS) , the day of DOOM for many teachers is fast approaching. Chancellor Michelle Rhee has made promises to reduce a significant share of her teaching workforce and so it seems she is making good on this promise at least. Stay tuned for more details on this subject. I will post information as it becomes available from my DC inside source. If you have information concerning the reduction in force, please feel free to email me c/o saveourcounselors@gmail.com

Posted by The Washington Teacher

DC Teachers: Are You Ready For A Buyout, Early Retirement Or 1 year To Get Another Job ?

All these options are subject to government approval and could be the new reality for DC teachers' futures, that is if we get to vote on a proposed WTU contract (excerpts listed below). Oh by the way, DC probationary teachers seems you've been left out in the cold again by Chancellor Rhee, WTU President George Parker and AFT President Randi Weingarten. I don't know about you but I think we should all throw out those 'STUPID buttons' that AFT mass-produced which state we want "a contract that is good for students and fair to teachers." Oh really ?

I am sure that you have been anxiously awaiting the inside details of the status of our DC Teacher contract proposal as I have. On this past Saturday at the WTU Building Representative training at the AFT office- WTU president George Parker stated he still does not have a contract proposal to deliver to DC teachers despite his letter to union members that we were awaiting a feasibility study by the Rhee administration. So it seems according to Parker that now there are sticking points which in his words could lead to an impasse. I think we have heard this before and it is unclear what games Parker and Rhee are really playing. I thought the issue was determining whether there was the money to fund the most recent contract proposal. Now Parker states that it's more than that.

My inside source has provided me with a look-see at various sections of the DC teacher contract proposal. Despite earlier claims from my informant that there would be a 20 year retirement offered to DC teachers, so it seems based on this written proposal that teachers would only be given this option at the government's discretion. The bad news is that teachers could be subjected to performance based excessing. Even if teachers perform well on their annual performance appraisal- this does not guarentee them a job. They could be terminated if they are unable to get hired by another school and may be subjected to being a long term sub at various schools or other designated jobs even within the central office.

It sounds exactly like what Rhee proposed in her five year educational plan to rid our school system of a significant share of her teacher and related school personnel work force. Read this section which appears in Article 2. I would be interested in hearing your thoughts on the impact of performance based-excessing.

Article 2 - Performance Based Excessing Policy. This section states:

2.1.1 An excess is an elimination of a Member's position at a particular school due to a decline in student enrollment, a reduction in the local school budget, a closing or consolidation, a restructuring, a change in the local school program, or a reduction in force.

2.1.1 A Member of a particular school shall not be excessed when a change in that school creates a position in that school for which the current staff Member is certified.

2.2.2 When the competitive area (determined in accordance with Title 5 of the DCMR) is the School, the Local School Restructuring Team (LSRT) shall make a recommendation as to the area(s) of certification to be affected and the Personnel Committee shall make a recommendation as to the individual(s) to be affected.

2.2.3 DCPS shall retain the right to make the final excessing decision according to the following rubric:

1) previous year's final evaluation (highest earns 70 points, second highest earns 60 points, third highest earns 50 points, fourth highest earns 0 points and lowest earns 0 points.

2). unique skills and qualifications (high earns 10 points, medium earns 5 points and low earns 0 points.

3). other contributions to the local education program (high earns 10 points, medium earns 5 points and low earns 0 points.

4. length of service (20 plus years earns 10 points, 10-19 years earns 5 points and 1-9 years earns 1 point. *Individuals with DC residency at the time of excessing shall receive a 5 year serice credit. Individuals with a veteran preference at the time of excessing shall also receive a 5 year service credit.

2.2.5 The Member in the competitive area with the lowest point value overall according to the rubric shall be the first Member to be excessed. The Member with the second lowest point value shall be the second Member to be excessed, and so on.

2.2.6 When the competitive area is the school, and when DCPS's final decision (based on the above rubric) departs from the recommendation of the LSRT or the Personnel Committee, the Supervisor shall prepare a written justification. A copy of the justification shall be provided to the President of the Washington Teachers' Union.

2.5.1 Any permanent status Member who received a rating of effective or higher on the DCPS educator evaluation system and was excessed shall be placed by DCPS in a new position for which they are certified before any new hires in that area of certification. If no position exists, the Member will have a year to secure a new position as outlined in Option3 in section 2.5.1.3.

2.6 Excessed permanent status Members shall have sixty (60) calendar days following the effective date of the excess to secure another placement in DCPS under performance based placement OR select one of the following options:

2.6.1.1. Option 1: BUYOUT

Excessed permanent status Members shall have the option to receive a $25,000 cash buyout resulting in separation from DCPS. This provision shall be the subject to necessary government approvals.

2.6.1.1.2 An excesed permanent status Member who opts for the buyout shall not be eligible for employment with DCPS for a period of three (3) years.

2.6.1.1.3 This option shall only be available to permanent status Members whose most recent evaluation was "Effective" or higher.

2.6.1.2 Option 2: Early Retirement

Excessed permanent status Members with twenty (20) or more years of creditable service shall have the option of retiring with full benefits. This provision shall be subject to necessary government approvals.

2.6.1.2.2 This option shall only be available to Members who have 20 or more years of creditable service.

2.6.1.3 Option 3: A year to Secure a New Position

2.6.1.3.1 Excessed permanent status Members who have been unable to secure a new placement during the sixty (60) days following the effective date of the excess, and who have not selected Option 1 or Option 2 above, shall have the right to select Option 3.

2.6.1.3.2 The year to secure a new position hall begin on the 61st day following the effective date of excess and shall conclude exactly one calendar year thereafter.

2.6.1.3.3 Excessed permanent status Members who opt for a year to secure a new positions shall during the year, be:

2.6.1.3.3.1 provided with full salary and benefits;
2.6.1.3.3.2 provided with multiple hiring opportunities
2.6.1.3.3.3 provided with the opportunity of twelve (12) hours of professional development that shall include instruction or interviewing skills and the creation of professional portfolios; and
2.6.1.3.3.4 assigned by DCPS to serve in one (1) or more instructional support capacities (e.g. one to one tutoring, small group instruction, class coverage, long-term teacher replacement or central office support) that are within the Member's discipline and located at a maximum of two (2) work locations per school year.

2.6.1.3.4 The assignment referenced above shall not be subject to performance based placement.

2.6.1.3.5 DCPS shall have the right, at the conclusion of the year to secure a new position, to terminate all excessed permanent status Members who are unable to secure a new placement within the school system under performance based placement during the year.

2.6.1.3.6 The year to secure a new position option shall only be open to permanent status Members whose most recent evaluation was "Effective" or higher.

Assuming this proposal gets worked out, are you ready to vote this proposal up or down ? You tell me.

Posted by The Washington Teacher

The Proposal To Sell Out DC Teachers

Did AFT Prez Randi Weingarten and WTU Prez George Parker Cut A Deal With Rhee ? Guess what an insider told me about teacher contract negotiations. If it is true then only some teachers will be celebrating. This proposal could wipe out a 'significant share of our teacher workforce' through buyouts. (Sound familiar to Rhee's five year education plan which promises to get rid of a significant share of DC's teacher work force. ) It seems that AFT President Randi Weingarten, WTU George Parker and the WTU (Washington Teachers' Union ) negotiation team have agreed to a teachers contract proposal with Chancellor Michell Rhee. A recent letter to WTU members indicates that Rhee is trying to determine whether this contract proposal is financially feasible during these cash strapped times.

According to my inside source, teachers with a minimum of 20 years of experience in DC public schools would be afforded an 'early out' to retire with full retirement benefits. This would be the deal breaker and would be unprecedented. I imagine if the money is approved then many highly qualified and experienced teachers not yet eligible for retirement would walk out the door and leave our school system. Can anyone blame them ? For those who remain, this news would come as just another sorry reminder of how our labor union has failed to protect all of its members. It also would confirm what New York teachers have been warning us for a long time that AFT President Randi Weingarten is promoting her sell-out tour nation wide. The implications of this type of teacher contract proposal if approved by the WTU membership would have devastating national implications.

Mutual consent would be a component of this teacher contract proposal. This was confirmed by AFT President Randi Weingarten during the spring of this year. Mutual consent or mutual agreement simply means that if a teacher is excessed from a school and could not get a principal to hire them- they would not have a job. Basically in a nutshell, you need mutual consent of the principal in order to work. According to Ed Notes On Line blogger "Excessed NY teachers stay in their schools and work as subs. They have to get paid full salary but are not placed. They have to find their own jobs.They are vilified if they don't find a job on the open market system which is where you are heading. There is a feeling they become targets to be sent to rubber rooms especially if they are senior and high salaried. "

Giving principals this type of absolute power involved with mutual consent will be devastating for any remaining teachers in DC. So I am told that our mutual consent WOULD NOT have the benefits of the NY public school system. Given that we have many teachers who are excessed yearly, they may be given a year to find a new teaching position. If unable to find a new position then technically they would be out of a job or be forced to retire if eligible. It would lead to a revolving door workforce of teachers and related school personnel. I can only imagine that Chancellor Rhee is thrilled at the prospect of such a contract proposal. If funded, it would not be in the best interests of our students. Certainly it would discourage career teachers from applying to our school system. Under this proposal, I believe that new teachers would never make twenty years in our school system as many will eventually leave or be excessed or eventually be fired under Rhee's new evaluation system with the assistance of willing principals and master teachers and our infamous 90 day termination plans.I find all of this disgusting and disheartening. Our union may be "working" for some but it isn't working for all its members. What a way to begin a new school year.

Posted by The Washington Teacher

The Diary Of A Terminated DC Teacher

I decided to share an email that I received from a terminated teacher from DC Public Schools. This 14 year teacher wonder did little to deserve her arbitrary fate under the Rhee administration. A review of her school's DC-CAS scores obtained unofficially on my blog from an insider reveal that her school made significant gains. Too bad she was fired before the NCLB scores will be released on August 14th. Had she been a probationary teacher she might have had the chance of an expedited appeals process. I'm not sure what's been tougher for me than watching great teacher colleagues get fired this year by the Rhee administration or watching great teachers give up on their love of teaching. I don't blame them. This email sucks.

Dear Diary:

"It is Saturday and I could not wait to get home and write this. As you know, I was fired from my job as a teacher in June 2009 after 14 years. I have been at peace throughout it all as I have an abiding faith and know that God has all the answers. I have forgiven all and any people who had anything to do with my dismissal.

As it stands, I don't plan to return to TEACHING again, unless I am reinstated. However, I doubt that is going to happen. I have had many good years but I need a change. As such, I have been preparing for my "survival sale" to get more of a cash reserve. In order for me to move forward, I had to let go completely of my past. I am not sad or bitter as I had a wonderful teaching career. Also, I was blessed to be mentored by two of the greatest principals during my teaching career.

In the last few weeks, I have thrown away almost everything related to my former teaching career. Yesterday, I poured through a lot NICE board games, and books, and other items and decided to give back to my neighborhood. I just put everything outside my yard and placed a sign that said "FREE, PLEASE TAKE". I am happy to report that most of the items are gone.

Today, I decided to do a dry run of my sale at my hair salon. I went into the salon with a box of items for sale not really expecting to make any money. All my items already had the prices on them. In less than 15 minutes, I walked out of the salon $72 DOLLARS RICHER. Customer 1 purchased my CD Boom box for $20, customer 2 brought my pair of new leather tennis shoes for $10, customer 3 brought my pair of new Ralph Lauren collection tennis shoes for $20, and customer 4 brought 2 new DVD's for $6 each. If you add this up, it is only $62.00. Now here is where the love comes in: customer 1 gave me a $10 love gesture. When I left that shop, I was so happy, joyful and appreciative.

Most people would be going crazy if they lost their high salaries and did not have a spouse or relative to back them. However, God is working through me and in me by giving me a calm nature. I believe that I will one day make a lot more than what was taken away. I am a survivor when my back is up against the wall. For instance, I have central air and normally my electric bill is over $300 in the summer time. Yet, the day after I was terminated I turned my central air off and went to Walmart and purchased 3 extra large fans. My electric bill was $50.00 this month.

If you take anything from this, please know that I wish you good health and good fortune. Yet, be very thankful for what you have as it can be taken away. Now, I live each day to the fullest and relish even the smallest moments. I appreciate all your love and support. I will stand strong and never give up. I am determined that I will not live in fear. It would be easy for me to get another teaching job. Yet, I am going to try to go into another career. And who knows, I may even get a job in sales. $72.00 in 15 minutes that must be a record for an amateur like me.

Posted by The Washington Teacher

Appeal To President Barack Obama

The letter (below) was written on behalf of Dr. Reginald Elliott and Ms. Gloria Tisdale by the Luke C. Moore Academy Board of Directors to reinstate Dr. Elliott and Ms. Tisdale. It is all too familiar story in Washington, DC in which education and other city services are being dismantled with Mayor Fenty at the helm. Not only have the DC police officers been offered a 7 year contract with no raises but their health care retirement benefits may soon be cut forcing many to retire earlier than planned . As many as 300 are predicted to flee DC. Other services have been cut such as mental health services, civil legal services and day care for poor families just to name a few. Due to changes made to the taxi cab system, drivers income has declined by 35 %. Not to mention many DC government employees including lawyers, child and family services workers and teachers have been terminated without due process . Some have been re-instated but many await administrative, EEOC and court hearings to determine their fate. Principals and vice principals have been let go in exchange for lesser qualified administrators without regard to their accomplishments.

Please feel free to amend this letter any way you like or draft your own letter. Whether you write about Luke C. Moore Academy or your own personal experiences - it is important that you write.You may duplicate this letter but should include your name and address. You do not have to be a District resident to make an appeal to this decision and others like it. You may fax letters to The White House correspondence staff c/o: 202 456 2461.

Sample Letter to President Obama (Composed by Moore Academy Board of Directors)

August 5, 2009

President Barack Obama
President, United States of America
1600 Pennsylvania Avenue, NW
Washington, DC

Dear Mr. President:

I join the community of supporters, patrons, friends, partners, parents, staff and students who stand up in honor of Dr. Reginald B. Elliott. He is a black District of Columbia native who has dedicated over 30 years of his life to educate the most challenging youth of the city. He is a leader who galvanized the metropolitan Washington community in renovating a 130-year old dilapidated schoolhouse into a modern state-of-the-art edifice worthy of competing with any secondary school institution in the nation.

I join the many numbers of people who can speak emphatically of the fervor, love and commitment the Dr. Elliott generates for the students for whom his life has impacted---not just toward their academic goals, but towards developing their social, economic, virtuous well-being. I join the citizens who applaud the school’s national accreditation spearheaded by this stalwart leader.

I join with the Washington community to petition the nation’s commander in chief and the Council of the District of Columbia to stand and act against the injustice perpetrated on this leader by Washington’s Chancellor Michelle Rhee. I join with them to reverse her edict of not reappointing Dr. Elliott as the principal of Luke C. Moore Academy.

It is unconscionable that the Council entrusted by the citizens of the nation’s capital would allow this injustice to be forced upon this dedicated school’s administrator and ultimately the precious youth of Luke C. Moore Academy Senior High School. In is incomprehensible that the Chancellor, appointed by the mayor and sanctioned by the council, is allowed to run slipshod with no semblance of oversight or objective evaluation over her administration.

The knowledgeable citizenry have called, sent e-mails while the Council idly sits, not addressing this issue. What a Shame after years of dedication, passion, giving, creating, developing, struggling and accomplishing. Now Dr. Elliott has been replaced in exchange for a neophyte educator/administrator. If Dr. Elliot had acted like a “lame duck” incumbent, his ouster would be understandable. If he were a principal/leader who’d simply retired on the job and was idly biding his time away, his departure would be welcomed. But Dr. Elliott led this alternative school this year to its 3rd national accreditation. He introduced robotics to students, staff and volunteers, inspiring their participation in the DC FIRST/NASA competition. He forged the Architectural Program sponsored for the math students. He brought local leaders to lunch and shared wisdom and knowledge with his Principal Round table students on Fridays. He developed an aggressive incentive program where students could earn everything from fare cards and Smart trip passes for transportation to saving boards to laptop computers and flat screen TVs. Dr. Elliott improved academics, attendance and citizenship. He also fostered internships, partnerships and mentorships for the Academy students.

The above list does not include his personally mentoring students----and sometimes parents---working and counseling with them hours at a time. How can anyone ignore the accomplishments of this man…accomplishments which do not include his gathering leaders, churches, businesses, fraternities, sororities, and other experts to join in serving our youth to forward the mission of the school.

The Chancellor presents her non-reappointment decision as a “personnel issue.” She tells Dr. Elliott (through her deputy) that his dismissal reflects on student attendance. Attendance is a cover story however, for Michelle Rhee has yet to resolve the attendance problems throughout the city! The chancellor is well aware that Luke Moore Academy is a second chance school for students who have had problems in their previous schools. One such problem includes attendance, a problem that is not easily resolved without true support. In regards to students’ attendance rates at Luke Moore, Ms. Rhee and the central administration are not exempt from culpability. The chancellor promised that the school’s daycare would receive added renovations to adjust to current building mandates. Those changes would allow some students to help resolve their childcare issues, thus improving attendance. The chancellor’s staff promised additional staffing aides to free counselors to address student personal issues and timely clerical work. The school system additionally sent the school a business manager to serve as an “attendance officer;” the challenges to this person proved overwhelming. In these and other matters, the chancellor along with her deputy have not been held accountable. At Luke Moore Academy, Michelle Rhee promised support, but reneged. Her cover story reveals her dishonesty.

Michelle Rhee not only dismissed Dr. Elliott, but the assistant principal Gloria Tisdale. Ms. Tisdale’s non-reappointment occurred days after Ms. Rhee’s deputy superintendent assured the Luke Moore staff that only the principal would be removed. The deputy superintendent continued Michelle Rhee’s pattern of dishonesty.

The non-reappointment of the principal and assistant principal is a judgment call by a person not qualified to even hold her post. She has overlooked Dr. Elliott’s and the school’s accomplishments this including receiving national accreditation when Chancellor Michelle Rhee herself has not stood the scrutiny of evaluation to maintain her position of Chancellor of the school system in the Nation’s capital. Principal Dr. Reginald Elliott and assistant Gloria Tisdale deserve to remain in their posts at Luke Moore Academy after faithfully and steadfastly serving the youth there.

Sincerely,

Concerned Citizens

cc: Mayor Adrian Fenty
D. C. Council members

Posted by The Washington Teacher

Rhee's Model School Shaw TKO'd By Non-Contender Sousa : Is It True ?

SOUSA BEATS SHAW

This deserves front page billing. Many of you asked in response to an anonymous post on The Washington Teacher whether Sousa middle school TKO'd Shaw middle school on the 2009 DC-CAS scores. ( I did a story on Sousa on June 23 titled: Chancellor Terminator Rhee Fires 8 DC Teachers At Sousa Middle School).

Well now, wouldn't it be funny if Sousa MS out ranked Shaw MS on their standardized tests ? Wasn't Shaw MS the 'pride and joy' model school of Chancellor Rhee ? Isn't Sousa MS the school where 8 DC teachers were terminated by the Rhee administration ? Wouldn't it be a travesty if we learned that Rhee acted too hastily and signed off on teacher terminations at Sousa MS before checking test results ?

I guess we all have to wait and see until the official school by school standardized test results are posted on OSSE's website. It is my understanding that principals already have this information. Suffice it to say for now, here's the low-down as reported by Anonymous:

"I came back to give ya'll the overall numbers for Shaw and Sousa so you can see I am being truthful. Shaw's reading scores for those who passed in 2008 was 38.52% this year those reading scores dropped to 29.65% The reading scores for Sousa in 2008 was 22.84% and in 2009 they went up to 39.42% The math scores for Shaw in 2008 was 33.33% in 2009, they went down to 29.46% The math scores for Sousa in 2008 was 16.75% and they went up in 2009 to 41.83%. Now none of these scores are worthy of bragging rights but this gives those on the outside of the system cold hard facts not propaganda. If you have any request for other schools let me know. The general public will be able to see these scores July 28th. " Signed Anonymous

Posted by The Washington Teacher

No Accountability Mayor Adrian Fenty: Fears Independent Evaluation of Chancellor Rhee

In the latest saga of DC schools- here comes Mayor Adrian Fenty's latest dastardly deed. Fenty has eliminated funding for an independent evaluator assigned to assess the progress of school reform under Chancellor Michelle A. Rhee. Are you surprised ? Well I'm not. Isn't this typical of life under Fenty ? So it seems that General Greenhorn (AKA Adrian Fenty) is afraid of a little accountability. Well afterall accounability is reserved only for us peons (i.e. teachers, principals, vice principals & central office workers). Right ?

General Greenhorn is the title bestowed upon Adrian Fenty by certain journalists early on in his mayoral career.

My email is all ablaze this morning about what should we do next in this latest 'mayhem madness' we call DCPS. You tell me ! Here's the story in its entirety as reported by Wash. Post Staff Writer, Bill Turque and might I add buried back on page B 4.

Latest Fenty Budget Cuts Funds for Schools Evaluation

"Mayor Adrian M. Fenty has eliminated funding for an independent evaluator assigned to assess the progress of public school reform under Chancellor Michelle A. Rhee, according to the revised 2010 budget he submitted to the D.C. Council late Friday.

Fenty (D) also reversed a series of other budget measures, approved by the council in May, that sought to divert some of the mayor's control of education to other agencies. They include the shift of staff and funds from Deputy Mayor for Education Victor Reinoso to the D.C. State Board of Education, which would be established as an independent agency. The board would house the office of the ombudsman for public education, which is responsible for investigating complaints and answering questions from parents.

The proposed moves reflect the council's discontent with what some members see as a lack of transparency and accountability in the mayor's efforts to transform the District's struggling public school system. The ombudsman's office, for example, is supposed to file monthly reports but has not done so since March. The ombudsman, Tonya Vidal Kinlow, resigned in December and has yet to be permanently replaced.

Chairman Vincent C. Gray (D) and the council are free to restore the funding cut when they vote on the revised budget July 31. But speaking to the council Monday at a hearing on Fenty's plan to close a two-year, $666 million revenue shortfall, city administrator Neil Albert urged that the governance structure established in 2007 remain intact.

"Our education reform efforts are demonstrating real results," Albert said, "and we strongly believe that, rather than changing course with the established structure, we should maintain momentum forward." Albert did not directly address the school evaluation, which Fenty is required to submit annually under the law that established mayoral control. He also has the option to skip the yearly reports and deliver a five-year independent assessment by September 2012.

In May 2008, Reinoso recommended two prominent education scholars for the project, Frederick Hess of the American Enterprise Institute and Kenneth Wong of Brown University. But the plan stalled when Gray raised questions about their independence. Hess wrote an op-ed piece for The Washington Post in 2007 praising Rhee. Wong testified in favor of the mayoral takeover.

When Reinoso didn't offer other candidates, Gray decided to move on his own. This past May, he included $325,000 to hire the National Research Council, one of four nonprofit organizations that operate under the National Academies umbrella, to conduct the evaluation. The money would cover about 20 percent of the total cost, with the NRC raising the rest from private sources. Fenty spokeswoman Mafara Hobson said Monday that the mayor was still committed to an independent evaluation but did not elaborate.

The council also has attempted to bolster the power of the state board, which does not run school operations but formulates standards for academic programs and teacher qualifications and oversees the school system's standardized tests. Although state board members are elected, the panel is under the control of the state superintendent, who reports to Reinoso.

"We don't believe a set of elected officials should report to a set of appointed officials," Gray said Monday. When Fenty's original budget cut the board's $1 million in funding in half this spring, the council restored the money and added money for two staff members who would answer directly to the panel. D.C. State Board President Lisa Raymond said the group is simply trying to do its job. "We understand this is a very tough time for the entire city, and if we have to reduce our budget to help the city, we are willing to do that," she said. "Cutting it in half is not acceptable. It wasn't acceptable three months ago, and it's not acceptable now."

Posted by The Washington Teacher, story courtesy of The WaPo

DCPS In Search Of 24 New Principals !

The Rhee administration will replace twenty-four principals this school year. Some principals RESIGNED, some RETIRED and some WERE FIRED by the Rhee administration. Some panel interviews for principal selections were held at the School Without Walls beginning last week.

*According to the DCPS website 24 of the principals listed below, with the exception of Luke C. Moore Academy are To Be Determined (TBD) . Ironically Dr. Reginald Elliot is still listed as of 7/15/09 even though he reports he was not re-instated by Rhee.

Here's the list of schools (below) awaiting new principals officially or have principals yet to be determined. *This to be determined (TBD) list was identified on the DCPS website on 7/15/09 and not by The Washington Teacher. Any concerns about certain principals not being listed officially should be directed to DCPS.

Anacostia SHS
Bancroft ES
Barnard EC
Browne EC
Garfield ES- principal resigned
Garrison ES
Hamilton EC
Hearst ES
Janney ES
Johnson MS
Kelly Miller MS
Leckie ES- principal retired
Luke C. Moore Academy
Mamie D. Lee School - principal retired
Mcfarland MS
Maury ES
Murch ES - principal resigned
Patterson ES- principal resigned
Powell ES
Proscpect Learning Center- principal retired
Roosevelt STAY
Smothers ES
Spingarn SHS
Stoddert ES

Posted by The Washington Teacher

Rhee Fires More DC Principals !

A very reliable source contacted me and confirmed that the principal of Kelly Miller middle school located at 301 49th Street, NE was terminated on Thursday. Other principals were alleged to have been terminated by the Rhee administration at a recent principals meeting as well.


You're Fired !



Got a tip about principal terminations, email saveourcounselors@gmail.com

Posted by The Washington Teacher

Where Have All The Teachers Gone ?

Answer: Rhee has fired everyone

I received the email below from a concerned insider about Sousa Middle School's high turnover rate of teachers and staff under the helm of Principal Dwan Jordan. Sousa is located at 3650 Ely Place, SE Washington, DC. Little has been reported by the mainstream media about the impact DC teacher/principal firings and high staff attrition rates will have on returning students come August. The Washington Post has limited coverage on teacher terminations and no reports to date on the recent principal terminations and staff attrition rates. Little wonder why given that The Washington Post has a proclivity for covering up the news rather than reporting the news.

Soon I imagine that we will be singing the song - Where have all the teachers gone ? (to the music of Pete Seeger's -Where have all the flowers gone ?)

Where have all the teachers gone ?
Long time passing
Where have all the teachers gone ?
long time ago
Rhee has fired everyone.
When will she ever learn ?
When will she ever learn ?

Dear Candi

"Sousa Middle School has experienced the highest teacher and staff turnover rate in its' history, under one year of leadership with Principal Dwan Jordon. Dwan Jordon terminated 8 teachers that he placed on the 90-Day Plan; however, more than 30 additional staff members have either transferred, resigned, or left in the past 10 months Principal Jordon has been on the job. To have more than 30 people (including janitors) voluntarily leave a brand-new, 20 million dollar plus, state-of-the-art- middle school should be very telling about Mr. Jordon's treatment of teachers and staff.

Students, parents and community leaders are outraged at this high turn-over rate as it will effect the human ecology of their neighborhood. As such, they have signed petitions, and have called for Principal Dwan Jordon's termination to Chancellor Rhee. On Wednesday, July 1, 2009 at 3:00 p.m., students, parents, and community members met at headquarters with CHANCELLOR RHEE and presented compelling evidence as to why Principal Dwan Jordon is not a good fit for Sousa. They presented CHANCELLOR RHEE with all the names of the teachers and staff members who were no longer at Sousa. Also, they provided personal testimony regarding their experiences at Sousa.

THIS WAS THE RESPONSE OF CHANCELLOR RHEE TO THE SOUSA MIDDLE SCHOOL STUDENTS, PARENTS, AND COMMUNITY LEADERS ABOUT PRINCIPAL DWAN JORDON:
"Well, I will investigate the various allegations that you have brought against Mr. Jordon. However, I feel that Mr. Jordon is an awesome, awesome, principal who sets very high standards for his teachers and staff. Therefore, I do not agree with terminating Mr. Jordon. At the very least, Mr. Jordon deserves another school year as Sousa Middle School's principal."

Can all the teachers and staff-members be wrong? Can all the teachers and staff-members who accuse Principal Jordon of being mean-spirited, uncaring and a tyrant be incorrect? What is going to happen to all the students who are returning to Sousa in August when they realize that only 5 teachers out of the original 24 will be back? Also, how will the students respond to 19 new teachers who don't know anything about the neighborhood or its' student body ?

Posted by The Washington Teacher

Rhee Gives More Pink Slips To DC Principals

It's Official - Chancellor Rhee Fires Stoddert Principal !

June 30th is typically the day when Chancellor Rhee sounds her trumpet of doom as she gives some DC principals their pink slips. Remember last year ? A little central office birdie told me that as many as 60 DC administrators including principals and other managers are likely to be terminated this summer by the Rhee administration.

I received a post on my blog inquiring if Stoddert's principal, Dr. Andriana Kalapothakos (known as Dr. K) had been terminated. Stoddert Elementary School is located at 4001 Calvert Street, NW. Prior to the end of this school year, some Stoddert parents had expressed concerns that Dr. K may possibly be terminated by Chancellor Rhee effective June 30. It was reported that Chancellor Rhee stated in a small meeting with some of Stoddert's parents that as soon as she finds a 'rock star' she had plans to replace Dr. K. Hmmmm very interesting. Well this morning I confirmed, it's official Dr. K is no longer the principal of Stoddert elementary school after a 3 year term. Interviews will begin sources state as early as next week possibly.

Stoddert elementary school met AYP in 2008 in both reading and math according to the OSSE website and students were 88.10 % proficient in reading and 78.57% proficient in math in the white and non-hispanic grouping. No available data was available for other minorities or special education students as they had less than 25 students tested in these categories.

These draconian tactics of firing even principals whose schools do well begs the question, why would termination even be a consideration. Of course in an at-will environment, anything and everything is possible. What we have seen is that this current administration throws the good out with the bad often in exchange for a not so great replacement. For what its worth, here's what a Stoddert ES parent said about Stoddert and the leadership under Dr. K on the great schools website. By the way Stoddert parents gave the school a 10 out of 10 rating.

"Stoddert is an excellent school and they are doing great work with the kids. It is a very small school (less than 250 kids I think) so everyone knows each other. The Principal Dr. K is wonderful and highly experienced. She has a great personal touch with the kids and so far, the teachers are great. There is a great librarian and computer lab teacher and solid services for non-native English speakers. Special ed services are uneven (as they are in all of DC). There is also a great before and after care program run by the PTA and staffed by current and former Stoddert parents as well as some of the teaching staff. They offer a homework club and extra activities like basketball, languages, knitting, etc. There is also a highly active PTA. The parents are in the school all the time and take an very active role." Submitted by a parent

Stay tuned for updates on this unfolding story.

visit OSSE website for latest AYP scores: http://www.nclb.osse.dc.gov/aypreports.asp

Posted by The Washington Teacher. Quote courtesy of Great Schools website.

A DC Teacher Speaks Out From East Of The River ...

A DC teacher from Anacostia senior high school wrote me several e-mails about the inequities in excessing of DC teachers and school counselors at Anacostia senior high school which is located @ 1601 16th Street SE where Rodney McBride was the principal . This teacher's email parallels other emails that I have received about similar occurrences at reconstituted schools in DC schools. Here's a copy of the email:

Dear Candi:

"More than 50% of the staff were excessed at Anacostia SHS including all the school counselors. Initially it appears that the restructuring/reconstitution process consisted of weeding out the senior teachers. Interesting many of our colleagues who are Teaching fellows or Teach for America were selected to remain without all of the proper credentials. The grief in this crime is that our students and our schools are further being left behind. These issues are not just NCLB mandates, rather our students and teachers are being harmed. Where is the justice in this?

I'd like to suggest tracking the number of teachers being "EXCESSED' and terminated in our school system. The Washington Teachers' Union (WTU) should be keeping the data on this. I believe that DC teachers that are being excessed are tentatively scheduled to be fired in the near future. Yesterday, I was jogging on a Montgomery Co. school track where I met a young man who was just hired to teach in DCPS from Chicago. What's the sense in this if this new teacher will be terminated next year ?

My recommendation is to gather front line teachers to get together to collaborate this summer in a round table work discussion with a facilitator that will allow us to collect the data to build a case. " Signed an Excessed Anacostia Teacher

What's happening in DC public schools poses some interesting "Questions About the Future of DCPS" as written by Roger Scott in his June 24, 2009 piece in 'themail' (1 word) , an online magazine publication by Gary Imhoff .

"In response to “Chancellor Michelle Rhee Is a Terminating Machine” by Candi Peterson [themail, June 21]. I have three questions for Ms. Peterson, other DCPS teachers, and those in the know on DC Watch.

1) With all these mass layoffs, terminations, and retirements, who is going to replace these teachers? Is Chancellor Rhee only pulling teachers from the teacher prep programs? No disrespect intended to any individuals who completed such programs, but I doubt that veteran teachers from the surrounding area would want to enter our system at this point.

2) Are there any other examples of this kind of “teacher crackdown” in the nation as a baseline for such a practice? This kind of thing seems unprecedented.

3) It feels that Chancellor Rhee is plowing ahead with her agenda full-stream, with no checks, stays, or reviews. Is there anything that can be done to validate that this “slash and burn” process is actually good for the future of DC youth and the school system? Logically, it does not seem to be an effective way to achieve the end result. That is, assuming the end result is to improve the quality of education and create better and stronger public schools."

Posted by The Washington Teacher

When Should DC Terminated Teachers File An EEOC Complaint ?

Many of DC's terminated teachers have asked whether they should file a complaint with EEOC. I think that if you are uncertain, you definitely should consult with an EEOC office near to you. Discrimination is defined broadly and also includes retaliation. If you believe that you have been the victim of retaliation , then certainly you should file with EEOC. Keep in mind that there are timelines that must be be followed. I have posted EEOC's guidelines for complaints as well as their toll free telephone number @ 1-800-669-4000.

The U.S. Equal Employment Opportunity Commission (EEOC) Headquarters and Washington Field Office (WFO) moved in November 2008 to 131 M Street, NE., Fourth Floor, Suite 4NWO2F, Washington, DC 20507-0100

The Wash. Field Office is responsible for processing charges of discrimination against private, state and local government employers in the District of Columbia and Northern Virginia, and for administering hearings regarding complaints against federal government employers in these geographic areas. Additional information about the WFO, including contact info, hours of operation and directions, can be found at http://www.eeoc.gov/washington/.

If you believe you have been discriminated against by an employer, labor union or employment agency when applying for a job or while on the job because of your race, color, sex, religion, national origin, age, or disability, or believe that you have been discriminated against because of opposing a prohibited practice or participating in an equal employment opportunity matter, you may file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC).

Charges may be filed in person, by mail or by telephone by contacting the nearest EEOC office. To avoid delay, call or write before hand if you need special assistance, such as an interpreter, to file a charge.

There are strict time frames in which charges of employment discrimination must be filed. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, adhere to the following guidelines when filing a charge.

Title VII of the Civil Rights Act (Title VII) charges must be filed with EEOC within 180 days of the alleged discriminatory act. However, in states or localities where there is an anti=discrimination law and an agency authorized to grant or seek relief, a charge must be presented to that state or local agency. Furthermore, in such jurisdictions, you may file charges with EEOC within 300 days of the discriminatory act, or 30 days after receiving notice that the state or local agency has terminated its processing of the charge, whichever is earlier. It is best to contact EEOC promptly when discrimination is suspected. When charges or complaints are filed beyond these time frames, you may not be able to obtain any remedy.


Americans with Disabilities Act (ADA) - The time requirements for filing a charge are the same as those for Title VII charges. (within 180 days)


Age Discrimination in Employment Act (ADEA) - The time requirements for filing a charge are the same as those for Title VII and the ADA. (within 180 days)

Equal Pay Act (EPA) - Individuals are not required to file an EPA charge with EEOC before filing a private lawsuit. However, charges may be filed with EEOC and some cases of wage discrimination also may be violations of Title VII. If an EPA charge is filed with EEOC, the procedure for filing is the same as for charges brought under Title VII. However, the time limits for filing in court are different under the EPA, thus, it is advisable to file a charge as soon as you become aware the EPA may have been violated.

Posted by The Washington Teacher

Chancellor 'Terminator' Rhee Fires 8 DC Teachers At Sousa Middle School

I received this email from a DC Teacher who was terminated from Sousa middle school where Dwan Jordan is a new principal. Sousa is located at 3650 Ely Place, SE in Washington, DC. I have removed the names of teachers who write me in order to protect their right to confidentiality.

Given that Chancellor Michelle A. Rhee signs off on all of these teacher terminations, it is concerning that there is no right of appeal. What if the principal was wrong in his/her assessment of the teacher and the teacher is not ineffective ? Who bears the responsibility for any errors that are being made ? What would you do if you were wrongly terminated ?

Here are some of the details regarding what happened to the teachers at Sousa. More details will be provided to you as they come in.

Hi Candi:

"I had been teaching at Sousa and never received a bad rating in all my ten years working in DC Public Schools. However, I was placed on the 90 day plan and have been terminated also. I was wondering if you could add this update of factual information to your blog.

The principal Dwan Jordon is a first-year principal, formerly an Assistant Principal from PG County, who placed 8 veteran teachers on the 90-day plan and terminated all of them. Interestingly enough, early reports are rumored that Sousa made some of the highest middle school gains with the DC-CAS, so how can all of our teachers be ineffective? Sousa has less than a total of 25 teachers so a third of them were terminated."

Posted by The Washington Teacher.

Michelle A. Rhee Terminates Dee Does DC

Dee Does the District responds: "Thank you, but this issue is bigger than just me. There are six other teachers that were terminated from Ludlow-Taylor Elementary School by Carolyn Cobbs (Principal). These individuals range from probationary teachers to veterans in the District. One teacher in particular was told her job was safe, only to receive a certified letter stating her termination yesterday. I want others to know that they are not alone in this! We need to band together and fight for ourselves and fight for the current and future teachers of the District. What happened to us is not right and it is not fair and although this will be a long, arduous task, we will win this."

250 DC Teachers Terminated As Reported by The WaPo
No official confirmation from Chancellor Rhee's office

I decided to post the story of Dee's termination, a fellow education blogger right here in DC. Dee features the story of her own termination on her blog @ Dee Does The District

This one's for you Dee ! It ain't over till its over. The Washington Teachers' Union (WTU) has pending litigation with respect to last year's probationary teachers who were terminated unfairly. One of the first cases involving a probationary teacher had over 30 contractual violations for starters. By the way, last years terminated probationary teachers had meets and exceeds expectations performance evaluations.

Here's what Union Prez Parker said in today's Post article by Bill Turque: "Parker said the union disagrees with the school system about the status of probationary teachers. The union contends that if a teacher on probation receives a satisfactory evaluation, he or she should be hired permanently. Last year's firings of probationary teachers are the subject of a court fight, and Parker said he intends to pursue a similar remedy this year. "

I Was Terminated by Dee Does The District

"I was terminated yesterday."

Just two quick thoughts before I go to bed for the evening:
1. Michelle Rhee has acknowledged how terrible she was as a first-year teacher; this is hardly different for the majority of of first- and second-year teachers (traditional or alt-cert) as we are all trying to navigate our classrooms and our schools. But according to her, she was able to come back for two more years and make significant gains -- why aren't all of the probationary teachers who were terminated allowed to make the same progress after a rough (or smooth...) first year in the classroom?

2. Rhee has also acknowledged that the PPEP form is a bad document that allows for administrators to arbitrarily put down negative scores based on whims, fancies, and personal vendettas. This acknowledgement has been translated into a new evaluation system for the upcoming school year that will bring in impartial, expert teachers to ensure fairness in the process -- we are in fact, dealing with people's careers and lives here. Alas, despite recognizing the inherent flaws in the process, a single administrator was still allowed to make the final ruling on a teacher's employment status. It seems that these two things are in direct conflict with one another.

No, I'm not mad or upset with Rhee -- I'm just disappointed that she failed to terminate the right person. " (Courtesy of Dee Does the District) quote courtesy of The Washington Post.