Monday, November 25, 2019

#DPride

If you recall last year the district added a "Communications Director" position.  The first thing I noticed was the hi-jack the USDD twitter account that was previously only used for school cancelation notification.  That inappropriately morphed into this chest beating #DPride shit.

So a large portion of this position is self promotion on social media. 


In my entire life I have never worn anything that had any type of advertisement on it.  I never understood the logic of paying sometimes top dollar for some name brand shirt or whatever so that you can be their human billboard.  Nope, not me.

And I certainly am not doing that with good old De Pere Schools.  So all that self promoting crap that we get this time of the year for education week promptly goes in the trash.  Back when I started we actually got more useful gifts.  Like a frozen turkey.  Or a gift card for one / or to be used at any De Pere business.

In all honesty working for De Pere is embarrassing.  More-so when someone asks what they pay.  So I usually tell everyone I am a greeting card salesman (Get Smart reference).

In case you are wondering, yes I will eventually inquire what this communication position pays.  Seems to me if you have money for that, and to give a replacement business manager a 5.7% increase a few years ago.... well you should be at least able to give a non selfish gift instead of this chest beating shit.

Monday, October 14, 2019

Recent newspapers snippets

Oct 8, 2019 Green Bay Press Gazette: "Why Can't Schools Find Substitute Teachers?  Hundreds needed as competition offers higher wages"

Fon du Lac - Just a month into the start of a new school year, school districts across the state are scrambling to address a shortage of substitute teachers & support staff.

--
Oct 11, 2019 Green Bay Press Gazette: "Four Things To Watch As Schools Start Grappling With Benefits"

Sheboygan Area School District - Mark Boehkle, assistant superintendent of business & operational services, said the district was using its increased general aid to perform a pay & benefits study for support staff.



Thursday, May 30, 2019

One of those social media things that should be in PTO newsletter

A young man went to seek an important position at a large printing company. He passed the initial interview and was going to meet the director for the final interview. The director saw his resume, it was excellent. And asked,'
"Have you received a scholarship for school?" The boy replied, "No".
'It was your father who paid for your studies? '' Yes.' He replied.
'Where does your father work? ' 'My father is a Blacksmith'
The Director asked the young man to show him his hands.
The young man showed a pair of hands soft and perfect.
'Have you ever helped your parents at their job? '
'Never, my parents always wanted me to study and read more books. Besides, he can do the job better than me.
The director said:
'I have got a request: When you go home today, go and wash the hands of your father and then come see me tomorrow morning.'
The young man felt his chance to get the job was high.
When he returned to his house he asked his father if he would allow him to wash his hands.
His father felt strange, happy, but with mixed feelings and showed his hands to his son. The young man washed his hands, little by little. It was the first time that he noticed his father's hands were wrinkled and they had so many scars. Some bruises were so painful that his skin shuddered when he touched them.
This was the first time that the young man recognized what it meant for this pair of hands to work every day to be able to pay for his studies. The bruises on the hands were the price that his father payed for his education, his school activities and his future.
After cleaning his father's hands the young man stood in silence and began to tidy and clean up the workshop. That night, father and son talked for a long time.
The next morning, the young man went to the office of the director.
The Director noticed the tears in the eyes of the young man when He asked him,
'Can you tell me what you did and what you learned yesterday at your house?'
The boy replied: 'I washed my father's hands and when I finished I stayed and cleaned his workshop.'
'Now I know what it is to appreciate and recognize that without my parents, I would not be who I am today. By helping my father I now realize how difficult and hard it is to do something on my own. I have come to appreciate the importance and the value in helping my family.
The director said, "This is what I look for in my people. I want to hire someone who can appreciate the help of others, a person who knows the hardship others go through to accomplish things, and a person who realizes that money is not his only goal in life".
'You are hired'.
A child that has been coddled, protected and given everything he or she wants, develops a mentality of "I have the right" and will always put himself or herself first, ignoring the efforts of parents, family and friends. If we are this type of protective parent are we really showing love or are we helping to destroy our children?
You can give your child their own room in a big house, good food, a computer, tablet, cell phone, and a big screen TV, but when you're washing the floor or painting a wall, children need to experience that too.
After eating, have them wash the dishes with their brothers and sisters, let them fold laundry or cook with you, pull weeds or mow the lawn. You are not doing this because you are poor and can't afford help. You are doing this because you love them and want them to understand certain things about life.
Children need to learn to appreciate the amount of effort it takes to do a job right. They need to experience the difficulties in life that people must overcome to be successful and they must learn about failure to be able to succeed.
Children must also learn how to work and play with others and that they will not always win, but they can always work harder to reach their goals. If they've done their best, then they can take pride in all the effort they put forth.
Life is about giving and serving and these qualities are taught in our homes.

----------------------------------------------


Perhaps you have seen the video Navy Seal Admiral William H. McRaven, where he shares the reasons to make your bed everyday.

The wisdom of this of this simple act, has been proven many times over.  Making your bed will reinforce the fact that the little things matter.  If you can't do the little things right, you'll never be able to do the big things.  If you want to change the world, start off by making your bed.

It has to be with integrity, responsibility, discipline, character and a sense of pride.  Sometimes this lower level simple logic gets overlooked.

So simple things like the expectation of being prepared for class; meaning bringing a pencil is an equally important "little thing."

The problem is for whatever reason they have switched to a community pencil bin.  And what is more, rather than being responsible for sharpening your own pencil, there is now often one member in charge of sharpening the pencils in community bin.

Another expectation used to be at the end of class, to put your stuff away on your desk.  Again for whatever reason, many times the class is leaving their binders and such on the desktops.  The equivalent of leaving for the day with a messy bed. 
These smaller expected behaviors, I really think are how you maintain order in the schools and society.  Without them you have chaos.  Be it shenanigans in the bathroom, disrespect to others, etc.  There is no real remedy other than instilling the right behaviors, and consequences to steer them back to the right behavior.  You might think you can remedy the situation some other way, perhaps automatic paper towel dispensers, but without the right instilled behaviors, they will just find some other way to be destructive.

Yes the argument is that this sort of thing is the parents responsibly.  The problem is the schools provide way to many "baby sitting" opportunities, rather than promoting some down time, for family time.  I mean if you have the opportunity to keep your kids in several after school sporting activities, then where is that family supper time, etc?

The other problem is schools are all about saving face than having a down to earth approach or even business approach.  If there was an ongoing bathroom behavior problem, in a school that sort of thing should make it back to the parents, via a PTO newsletter or whatever.  And if this behavior is destructive enough (vandalism), then prosecution should be pursued.  This sort of thing almost never happens, because it makes the school "look bad".  What looks really bad is when we are becoming a undisciplined society that is going to cost future generations a lot of money.  Not just in criminal justice, but in work productivity etc.

But this illogic is all to common in the schools.  The same folks who are "concerned" about the school shootings, etc.  But you never hear them address it at these lower levels, and if you do, its very one sided.  I mean we bribe kids to be good with gimmicks like bird/ voyager bucks.  But it doesn't work that way in the real world.  I mean have you ever heard of a cop pulling someone over to commend them on their excellent driving and maintaining the speed limit, and then offering them a sticker or cookie  No. I haven't either.

Wednesday, April 17, 2019

We remember

Back in 1998-99 Mike "Kaz" proposed that there be difference between the benefits from the district differ between the teachers the union and support staff union.  He as president of the De Pere teachers union at the time.

I also wrote Mike back in 2002, when I was concerned that the lack of support staff union meetings and the support from above, the UNE office that he was the president of at the time.

He wrote back explaining that while the what was written in the contact that was differing in practice wasn't as "simple issue," and that the "deviation was a critical issue to the district in maintaining its open door, community-based school system."

I of course am referring to a practice where on non-school days they (who ever they are) expected someone (not specified anywhere) to adjust their normally scheduled work hours to accommodate whatever was going on in the evening at the school (in lieu of offering it as overtime).

This of course was seen by others  (myself included, and later the new business manager, Sue Buchholz) as a conflict of the fair labor standards act, as a device to evade overtime.

From then till 2011, there were a number of other bad union experiences.

Many years netted less than 1 union meeting held.  And we never had that annual financial disclosure that our bylaws said was to be a yearly thing.

So when Scott Walker came along with Act 10 , in 2011 most members really saw no benefit to what they had been paying for. 

In the years preceding this there were a number efforts from the membership to get the union to shape up and fly right.  Petitions were circulated just so membership meetings were held.    I suggested we go through, revise and understand our own bylaws.  There was a membership movement to replace some of the long time officers, like Sue Smits (treasurer).  While she was replaced, only a short time later she was re-powered when another officer stepped down mid-term and then the president (Janice Counihan) appointed Sue to fill the vacancy for the remainder of the term.



Overall the thing on a local level was run like a good old boys club, and the lack of support from above spelled its ultimate demise.

Toward the end that good old boys club stuff was obvious to everyone.  Basically local officers were in it, for the paid trips (and drinks/lodging) to meetings in Madison, etc.. Yet there was never a general membership meeting following those trips to share what they learned at the meeting etc.  So members nothing productive was coming from those.  I proposed rather take any money that would have been spent on such foolishness and contribute that to the scholarship fund that the teachers union had.  I also encourage we work closer with the teachers union.  Something that I saw happen in the Denmark District towards the bitter end, and in the grand scheme of thing makes sense.  That or I suggested we find a regional union that better reflected us, like AFSCME.

$448 dollars a year in union dues to WEAC wasn't work that we were getting out of it.  And should something really stupid come from the new governor, I would fight tooth and nail against any type of forced rejoining without the ability for the local to set their own dues policy.  Ultimately I'd be totally against dealing with the old uniserv officer, Sue Britz ever again.  I am all for trying another union, but it has to be totally controlled by the membership.


Sunday, March 31, 2019

Compensation Schedules?

From the August 6, 2018  School Board Special Meeting Agenda:
Personnel Committee
1. Review of Employee Exit Surveys (Pages 16-20)

From the September 17, 2018 School Board Business Meeting Agenda:
7. Presentations of Compensations Schedules (pages 16-22)

From the March 4, 2018 School Board Committee Meeting Agenda:
B. Personnel Committee
1.  Presentations of Compensations Schedules (pages 20-26)

From the March 18, 2019 School Board Business Meeting Agenda:
III. Action and/or Discussion Items:
5. Motion to Approve New Compensation Schedules Beginning with the 2019-20 School Year and to Approve Adjustment Plan for Selected Staff (pages 7-8)

From the May 20, 2019 Board Business Meeting Agenda:
III. Action and/or Discussion Items:
7. Motion to Approve 2019-20 Tentative Agreement with the De Pere Education Association (pages 12-15)
8. Motion to Approve Salary Increases for District Support Personnel for the 2019-20 School Year (pages 16-17)
9. Motion to Approve Salary Increases for District Exempt and Administrative Staff for the 2019-20 School Year (page 18)

Since 2016 I have been asking someone at the district level to inform support staff of their raises.  The typical fashion has been that one can expect to not hear a word of any results till it appear or doesn't appear on ones pay check.  And creating a "Communications Director" position won't fix this.

Well after years of basically bitching about this, this is the first year they informed everyone.  I'd almost say hooray, except that there was that much bureaucratic red tape for such a simple request and that is essentially an issue of basic human decency.  So no hooray...  Next time/ next issue should be a proactive thing where they, the guys making the big bucks think of this and take care of it, without anyone having to nag them to do it.

"Openness, accountability, and honesty define government transparency. In a free society, transparency is government's obligation to share information with citizens. It is at the heart of how citizens hold their public officials accountable."

In light of some board/adminstative actions in years past, you'd think these dunderheads would try to work on that transparency/trust thing.... nah.. they are too good for that.

And that is really what I see as an underlying problem to all of De Pere. 

Report Card
Student: USDD
Communications: F-

-
This seems to be a once in every 20 or so years sort of thing where they look into wages deeper than the annual rate approval.  Sadly for support staff this yielded increases between 28 and 46 cents.  And that high end position is only held by one person, the payroll person, so more like between 28 and 36 cents.  Sadly most people learned this was happening from the newspaper, instead of from their own employer.



In my opinion this kind of raise is the level that should be regular, not the 20 year adjustment exception to the rule.  It's inline with Green Bay and Manitowoc's raises in the last year.





Thursday, February 14, 2019

Leon Tart

So I hear they are trying a temp service again at the high school.  Someone up an quit, along with whatever other vacancies still exist.

It would seem apparent what they pay and how they advertise positions should be reviewed and adjusted.  But whatever.

The problem is temp service people are fairly unreliable.  And you never know what you are getting since you didn't interview them yourself.  (Not that I really think the district knows what they are doing in terms of hiring)

Anyone remember this guy?  He worked at De Pere High School in 2004 thru a temp service when a normal employee was off on a long term medical leave.

"A De Pere man is charged with first-degree attempted homicide and sexual assault. Brown County deputies say Leon Tart, 44, raped a woman on a rural road near Greenleaf early Saturday morning..."

-

Speaking of the district not knowing what they are doing in terms of hiring....

Jack H...... started as temp and made it to become a district employee.  The problem was the poor guy was so unhealthy he died with less than 2 weeks into the job.

Jeff A....  This guy was decent if you could overlook him being legally blind.  Poor guy also died within a year after leaving the job.  This diabetes got the best of him.

Connie E........  There isn't much to say because this was more recent and this woman was certifiably nuts.  I wouldn't be surprised that De Pere recruited her from Bellin Psychiatric.  Either way it was so obvious this woman would be basket case of problems that you'd have to be a complete moron to hire her.

Bruce N..... Another even more recent hire for the High School.  Again this guy seemed alright, and I doubt he would have been a problem person.  The thing against him was his own feet.  There is no way he'd meet the physical demands of the job.  The guy was a genius.  The very first thing he did after his insurance kicked in was took a FLMA leave and had his feet fixed.  And here is where the genius part comes, after that he left good old retarded De Pere and took a better job.

You see De Pere doesn't concern it self with job knowledge, definitely not productivity.  Sadly after that very sternly written job recommendation letter I wrote for Dan L.., they didn't learn anything.  I am talking about that irritating part that upset them, where I suggested they focused on hiring better people, since they are horrible at fixing any personnel problems.



Monday, February 11, 2019

That 4.4 precent raise

Back during the 2011-2012 and 2012-2013 school year, due to Scott Walker's Act 10 support staff  members felt it was best to take a wage freeze for those two years.  This voluntary act of concessions was probably in hopes the guy would back off from messing with collective bargaining, compensation, retirement, health insurance, and sick leave of public sector employees, etc.

2011-12: Admin: 1.5%, Support Staff: 0%
2012-13: Admin and Support Staff 0%
2013-14: Admin 0%, Support Staff 2.06%
2014-15: Admin 4.4%, Support Staff 2%
2015 and after all approved at the same time


More recently (after this was questioned) all the raises are now approved at the same school board meeting.  Back then months might be in between the support staff, teachers, and administrators.

So "the story" is the financial projections from the state looked different when support staff got the 2% vs months later when they got that nice 4.4%.

Bottom line: That bullheaded move created a lot of distrust between admin and everyone else.



Tuesday, January 8, 2019

De Pere School District Review


Perhaps you are considering employment with the Unified School District of De Pere..


Pros:


For the most-part if you are self-starter, management stays out of your hair. They trust you will do what you need to.  There are exceptions to this at a building level. However if they think you are a problem they will basically single you out in an attempt to get you to leave.  If you can find a decent group of people to work with the place isn't horrible if you aren't focused on pay.


Cons:

I'd venture to say the entire community of De Pere conceited to some extent.  It's evident by the  continued separation of the two school districts.  A lot of it has to do with the people of De  Pere being upscale, and you (as support staff) are effectively viewed as subservient to them.  Management overall does a poor job at communications, transparency and follow through.