survey says

How healthy are Colorado schools? New survey provides some answers.

PHOTO: Ann Schimke
Pam Sturgeon, an early childhood mental health consultant, works with a boy at TLC Learning Center in Longmont.

How many minutes do Colorado elementary students get for lunch? How many elementary schools take away recess when students misbehave? Are there nurses at every school?

The answers are 19 minutes, more than half and no. These and many other statistics are the latest results from a school health survey that’s been piloted across the state for the last two years.

The survey, called Colorado Healthy Schools Smart Source, is a collaboration between the Colorado Education Initiative, the state health and education departments, and Kaiser Permanente, which provided $3 million for the project in 2013.

It’s meant to help school leaders gauge how well they’re doing incorporating health and wellness into their buildings. Last school year, 451 schools filled out the voluntary online survey. Project leaders hope to eventually increase that number to more than 1,000 — about three-quarters of all Colorado schools.

Since it’s meant to be an every-other-year survey, the next big push for participation will take place in 2017-18, said Andrea Pulskamp, senior manager for health and wellness at Colorado Education Initiative. That said, the survey is still open to interested schools that want to fill it out this year.

The survey results for individual school aren’t public, but aggregate statewide results as well as those broken out by region and school district size are publicly available.

Project leaders initially talked about making the survey data available through the state education department’s website. But Pulskamp said they’ve since learned the state only includes data mandated for collection by state law.

Such a requirement would make the survey feel like a punitive accountability measure, something it’s not intended to be, she said.

Although there are no penalties for schools that don’t demonstrate strong health and wellness practices on the survey, there are potential rewards for those that do. The results, along with other pieces of evidence, can help schools win cash awards in the annual Healthy School Champions competition administered by the Colorado Education Initiative.

Here are some highlights and lowlights from the most recent results:

  • About 30 percent of elementary and secondary schools have school gardens.
  • On average, elementary school students get 82 minutes of physical education a week, well below the 150-minute recommendation.
  • Eighty-eight percent of secondary schools include Internet and social media literacy in their health courses.
  • Forty-four percent of elementary schools have a school nurse at the building for 10 or fewer hours per week.
  • Fifteen percent of secondary schools lack school psychologists and 36 percent lack school social workers.
  • Eighteen percent of elementary schools and nearly a quarter of secondary schools conduct universal mental health screenings.

Correction: An earlier version of this story cited several statistics without clarifying they were for K-8 schools and those that include kindergarten through 12th grade. The story has been changed to show statistics broken out by school level — either elementary or secondary.

shot down

Boys & Girls Clubs unlikely to open soon in Memphis schools as SCS funding plan collapses

PHOTO: Boys & Girls Club
The Boys & Girls Club provides after-school programs for children and teens.

If there’s a downside to the improved financial condition of Shelby County Schools, it’s the challenge of getting additional funding for a new initiative, even if everyone agrees it’s a good idea.

That scenario played out this week as some county commissioners balked at a request for an extra $1.6 million to open Boys & Girls Clubs inside of three Memphis schools.

The decision was close, just one vote shy of approval, demonstrating the tension among commissioners wrestling over how to invest in a community with big needs, limited resources and a desire to keep property taxes in check.

In many ways, the proposal to open school-based clubs felt like a slam-dunk. Boys & Girls Clubs have programming. The district has empty space. Neighborhoods near schools have young people in need of enriching afterschool activities.

“We talk everyday about crime, and this is a safe haven,” Chairman Melvin Burgess told his fellow commissioners on Monday in arguing for the investment. “What people don’t know is that an afterschool program is a place for kids to go instead of an empty home.”

But even as the district’s $985 million spending plan sailed through the board, several commissioners questioned the need for anything extra.

“I really support Shelby County Schools spending their own money to do it,” said Commissioner David Reaves. “They have $80 million sitting in a savings account, and we gave them a huge bump last year. Here’s the reality: I was on the school board and I know how it works. They need to spend their own money.”

The decision kicks the proposal back to district leaders, who have been in talks for months with Boys & Girls Club of Greater Memphis.

A district spokeswoman said Wednesday that Shelby County Schools has no plans to fund the initiative at this time.

Keith Blanchard, the president and CEO of the Boys & Girls Clubs, agreed that it’s now unlikely for new clubs to open inside of Dunbar Elementary, Riverview School and Craigmont High by 2018.

“This process has drug out so long, we don’t know what next steps will be yet,” he said. “If we can secure funding at this point, maybe we start in just one school in the fall. Maybe we try again next year. We’re not giving up.”

Shelby County Schools began its 2017-18 budget season without a shortfall for the first time in years, allowing the district next year to provide teacher raises, hire new guidance counselors and behavior specialists, and make new investments in struggling schools.

But Superintendent Dorsey Hopson says the school system still doesn’t have enough money to propel students to academic success in a community challenged by high poverty and mobility.

Such concerns are among the reasons that school-based investments in Boys & Girls Clubs made all the more sense, according to the idea’s backers.

“(The commission vote) was really disappointing,” said Blanchard. “We thought we had the votes going in. I think it was most disappointing for the students who were there, and for them to have to listen to the reasons why this didn’t pass.”

Detroit Journalism Cooperative

Restrictions on teacher pay in Detroit schools can scare away applicants — and make it hard to fill 260 classroom positions

PHOTO: Erin Einhorn
Kindergarten teacher Stefanie Kovaleski of Bethune Elementary-Middle School is one of many teachers who could take a major pay cut when her school returns next year to Detroit Public Schools Community District if she doesn't get credit for her years of experience.

This story is published in partnership with Bridge Magazine, part of the Detroit Journalism Cooperative.  

In Detroit, as many as 260 classroom teacher positions are unfilled in the state’s largest district, prompting a shortage so severe that substitutes last year were the full-time solution in more than 100 classrooms.

And with fewer new teachers are graduating from college every year, pressure is mounting to find qualified teachers. The situation has left teachers working harder in overcrowded classrooms for underwhelming pay –  they’ve seen their pay frozen and cut repeatedly in a district that’s beset with problems both financial and academic.

Yet in the face of a supply and demand problem, the Detroit teachers, like their peers in numerous Michigan school districts, have bargained for contracts that severely restrict the pay of the folks who could help alleviate the shortage.

In Detroit, Dearborn and Roseville, new teachers can only get credit for two years’ experience they accrued working in other school districts. In Grand Rapids it’s five years, in Lansing it’s eight.

It’s difficult to gauge whether the restrictions affect teacher recruitment because they may scare away potential applicants. But for those who are considering a move, the impact is huge.

Say you’re a teacher with 10 years’ experience at Utica schools, which had layoffs last year. To work in Detroit, you’d have to accept nearly $36,000 less, going from more than $78,500 to just under $43,000 because eight years’ of experience wouldn’t count.

Detroit already pays less, with teachers topping out at $65,265 after 10 years, compared with well over $78,000 in most districts. But the restriction put in place by the teachers –  and agreed upon by the administration –  makes that cut even more steep.

Union rules

In a number of Michigan school districts, teachers have negotiated to limit the pay of new hires, ensuring they cannot get full credit for prior teaching experience. In other districts, those decisions are left to the administration. In most cases “max pay” refers to salaries of teachers with master’s degree plus 30 additional hours of graduate education who have the maximum number of years of experience. Below are the 25 largest districts in the state. The restrictions were more common among the 21 districts that surround Detroit, with more than half calling for limits on credit for teaching experience.

District Maximum years of credit Years to top of scale Max pay
Detroit 2* 10 $65,965
Utica full 11 $89,563
Dearborn 2* 18 $82,006
Plymouth-Canton 5* 14 $81,049
Ann Arbor full 11 $80,769
Chippewa Valley full 12 $89,443
Grand Rapids 5* 12 $68,042
Rochester full 20 $86,420
Warren Consolidated full 12 $94,700
Walled Lake full 15 $90,362
Livonia 7 12 $84,595
Troy full 14 $92,400
Kalamazoo full 25 $76,881
Wayne-Westland 3* 14 $76,839
Lansing 8 22 $76,850
L’Anse Creuse full 16 $84,386
Farmington 4* 11 $86,830
Forest Hills full 28 $84,590
Traverse City full 20 $74,819
Waterford 8 15 $78,351
Huron Valley 5* 17 $75,915
Port Huron full 13 $69,831
Kentwood full 26 $80,403
Portage full 30 $88,808
Grand Blanc full 12 $73,588

*In some cases, the union contracts allow districts to acknowledge additional years of experience.

Source: Collective bargaining agreements

There’s little wiggle room because the collectively bargained contracts set salaries exclusively by experience and education. Critics say the restrictions put teachers’ interests ahead of students.

“School districts that want to attract the best teachers… for their students would not want these kinds of policies,” said Ben DeGrow, director of education policy at the Mackinac Center, a free-market think tank based in Midland. It has been frequent critics of teachers’ unions.

Ivy Bailey, president of the Detroit Federation of Teachers, said the language has been in the contract for years and acknowledges those teachers who’ve suffered through years of pay cuts and freezes.

“You have teachers who stayed here and endured it all,” she said. “They care about the children and they’ve stuck it out.”

Bailey said the contract allows the district more latitude when trying to hire teachers in critical areas such as special education. Those specialty areas can salary credit for up to eight years’ experience.

But if it’s not in a critical area, no dice. And that’s been a problem for principals wanting to fill vacancies such as Jeffrey Robinson, principal at Paul Robeson Malcolm X Academy on Detroit’s west side.

“On three separate occasions, we got people who got past the onboarding process, right to the point where they were ready to sign the contract. Then they took a better offer because the salaries are just not competitive,” Robinson told Detroit Journalism Cooperative reporting partner Chalkbeat Detroit recently.

Despite the obstacles in pay and a push by officials some to consider uncertified teachers, district spokeswoman Chrystal Wilson said the district “is committed to hiring certified teachers.”

Detroit is not the only district with restrictions. They are found in union contracts at districts large and small, wealthy and poor, urban and suburban and are the result of the anger stemming from pay cuts and freezes that have taken a huge chunk out of the earning power of teachers who have worked for years in troubled districts.

Not found everywhere

Bailey said it’s common for teachers who change districts to get less than full credit for their experience.

“We can’t do it when we go to another district, either,” she said. “Nobody’s going to give you all of your time.”

But a survey of teacher contracts from more than 40 districts around the state show that many allow district administrators to grant full credit.

In  Ann Arbor, Kalamazoo, Ferndale, Warren Fitzgerald, Warren Van Dyke, South Redford, Utica and others, a teacher could jump to the top of the scale without the teachers union contract prohibiting it.

In the Grosse Pointe schools, which pays among the best in the state, new teachers can be hired at the 13th of a 14-step salary schedule.

Yet in other places, teachers have put the brakes on salaries. Those that have are communities suburban and urban, wealthy and poor. In Oak Park, just north of Detroit, the teachers’ contract has a provision that says all new hires should be hired at beginners’ wages.

Hiring at higher levels “puts financial pressure on the district and creates an environment which disenfranchises staff currently restricted by contractual step freezes,” according to the contract.

The Walled Lake schools in Oakland County, the 10th largest district in the state, had restrictions in prior contracts. But the union agreed to take them out a few years ago even though they continue to encourage the district to hire teachers at as low a step as possible.

Still, the union recognized the need to give the district more flexibility.

“It makes it really hard to have one blanket policy for every opening,” said Daryl Szmanski, president of the teachers’ union in Walled Lake. “As a teacher shortage looms, it’s going to be harder and harder to get good candidates.”

To be sure, restrictions on teacher pay for outsiders is hardly the only factor in teacher shortages in parts of the state. It’s difficult to say if it’s even a major factor. Stagnant state funding for education, a steep drop in enrollment in teacher preparation programs, and sometimes harsh public and political rhetoric directed toward public education almost certainly also play a role in the shortage. So too, there are far fewer substitute teachers available to fill in when permanent teachers are absent.

But for unions, the teacher shortage presents two bad choices: Be unhappy about crowded classrooms or be unhappy that new teachers make more money.

For the Mackinac Center’s DeGrow, the decision should be easy: Door No. 2.

“This kind of policy is just an obstacle for getting the best talent in the classroom,” DeGrow said. “The kids (in Detroit) are already as a disadvantage. Why would we want to make it harder to bring qualified teachers in?”

Need ‘best teachers’

Brad Banasik, director of labor relations for the Michigan Association of School Boards, said he’s not heard complaints about the contracts, but noted that he thinks “administrators would like the ability to hire some on the higher step (pay level).”

Some unions agree. Doug Hill is a veteran teacher who’s now president of the Rochester teachers’ union in Oakland County and he said he’s aware of the painful cuts at other districts.

Hill’s union decided in a recent negotiation to remove a restriction on pay for counselors who held teaching certificates. The district had seen positions go unfilled but now can hire teachers in at whatever level experience they want.

“I can see both sides of this,” Hill said, but added “we’re trying to get the best teachers to put in front of students.”

Union officials say they asked for –  and got –  the restrictions because they say without it their veteran teachers would be demoralized by having new hires, who had not endured the same pay cuts and freezes, make more money doing the same work.

It would be hard to determine how often these provisions have hurt districts like Detroit and Dearborn. If  teachers know they’d have to take a $20,000 or $30,000 pay cut, would they even apply? And they’d likely know: All Michigan districts are required to post their teacher contracts online; Bridge did its survey using this easily-to-access information.

“I think they’re very aware of what’s out there,” Rochester’s Hill said.

For Detroit and other districts, that may be a problem.

This story originally ran in Bridge Magazine on June 15, 2017.

To focus on community life and the city’s future after bankruptcy, five nonprofit media outlets have formed the Detroit Journalism Cooperative (DJC).

The Center for Michigan’s Bridge Magazine is the convening partner for the group, which includes Detroit Public Television (DPTV), Michigan Radio, WDET, Chalkbeat, and New Michigan Media, a partnership of ethnic and minority newspapers.

Funded by the John S. and James L. Knight Foundation and the Ford Foundation, the DJC partners are reporting about and creating community engagement opportunities relevant to the city’s bankruptcy, recovery and restructuring.