"Wisdom is knowing what to do next;
virtue is doing it."
By Dick Gale, SDEA Executive Director

Wisdom? Virtue? These behavioral standards, expressed by
David Starr Jordan, former President of Stanford University, are
unassailable. But, can they realistically be applied to, say, the
federal government where mere competency is the goal? Or, to the
state government where "making the deal" is the driving force? What
about our own local governing body, the San Diego Unified Board of
Education? Are they, individually and collectively, expected to be
both wise and virtuous?

I believe the latter is a fair question to pose since the School
Board has taken action in the past few weeks to present an initial
bargaining proposal to SDEA and to approve the District's $1.3
billion operating budget for 2007-08. During debate on the budget,
which initially was rejected on a 3-2 vote, none of the Board members
even mentioned teachers' compensation (except in a negative way, as
in, "I would rather spend the money on teacher salaries than to spend
it on K-8 conversions and magnet schools.")

I believe that this is unwise. Especially since hundreds of SDEA
members had packed the very same Board room just two weeks earlier
and spoken eloquently and in unison about the importance of making
teachers a budget priority. To those SDEA members who attended the
June 12th School Board meeting or sent their personal stories, I
commend you for this demonstration of support. Your actions reinforce
our bargaining proposals and strengthen our resolve.

The District's decision to adopt a 2007-08 budget without a salary
increase built in is also unwise, but it is not uncommon. These July
budget numbers are basically estimates and, as I write this, the
California legislature has not even passed the overdue state budget
yet. Although the adoption of a local school district budget based on
a non-existent state spending plan seems ludicrous, it is the way
business is done more often than not.

SDUSD's reopener proposal to SDEA calls for "reality-based
negotiations" but it is difficult to discern the fiscal reality of
this year's budget process. What is particularly troubling is the
failure of the district to budget for any cost-of-living adjustments
for teachers' salaries for 2007-08 when they signed an agreement, as
part of last year's negotiations, to begin to bring teachers' 20-year
earnings to the median in San Diego County. This commitment will
require annual salary increases greater than the county average for
the next several years.

This cannot be accomplished with smoke and mirrors. At a minimum, it
will require a significant reallocation of district revenues and a
real discipline regarding expenditures. It is clear that the only way
SDUSD can make up the 7.3% gap between our 20-year earnings and the
county median is to prioritize, not ignore, teachers' salaries.

To their credit, the District did budget for increased step and
column costs and health & welfare benefit increases, and these are
part of the total compensation picture. But, other school districts
cope with similar financial demands and manage to provide
cost-of-living increases to their certificated staff, as well. Early
countywide salary settlements for 2007-08 look to be in the 3% range.

SDEA would like to see salary increases front-loaded instead of being
an after-thought. That way, the Board is making an affirmative
statement and supporting its priorities rather than being forced to
"cut programs so that teachers can have a raise."

SDEA has already demonstrated a willingness to work with the District
to promote cost efficiencies. Over the past six months, SDEA
representatives have met regularly with district decision-makers as
part of the Teacher Compensation Comparability Task Force to examine
district financial practices and to make recommendations to bring our
20-year career earnings closer to the county average.

These recommendations will be jointly presented to the Board of
Education at a budget workshop on July 23rd. They touch on a wide
variety of topics, including: Salary schedule restructuring;
Over-formula positions; Certificated ADA/FTE ratios; Small site
administration; Atypical program costs; Small school structures;
Special Education; Facilities consolidation;
Administrative/Supervisory spending; Supplemental early retirement
program; Title I thresholds; Common district calendar; Health/Welfare
benefits and Innovative educational programs.

Take the example of a salary schedule restructure. As a supplement to
a general salary increase, tweaks could be made to our salary
schedule that would enable us to make progress towards the median of
20-year earnings. This modification might take fewer dollars than a
general salary increase and it might benefit some unit members more
than others. Ultimately, the goal is get members to the top of the
schedule faster and thereby improve recruitment and/or retention of
teachers.

I will be writing more about many of these issues in the months to
come and SDEA leaders will be listening to ideas from our Board of
Directors and Rep. Council so that our Association can speak with a
unified voice on these very complex and difficult issues.