Future of Work

Beyond dinosaurs and rocket ships: New Children’s Museum program aims to help neighborhood families

PHOTO: Dylan Peers McCoy
The Children's Museum of Indianapolis held a school fair this fall.

The Children’s Museum of Indianapolis is largest children’s museum in the world, attracting visitors from across the country who shell out as much as $82 for a family of four.

But this gem sits in the midst of one of the city’s poorest neighborhoods, where just one in four adults has a college degree and nearly half of families with children live in poverty.

That’s why museum leaders decided that they needed to do more to help kids close to home, said Anthony Bridgeman, who runs community programs for the museum. Kids in the surrounding neighborhoods already get free admission but now the museum has launched a program called Mid-North Promise that aims to help neighborhood families further their education and achieve their goals.

Among the 33 families currently participating are a man who needed help finding a new school for his grandchildren, a mother who needed a job that would reimburse her college tuition and a woman who needed childcare so she could complete her pharmacy technician training. But the museum is particularly focused on one group: Teens who were part of the state’s 21st Century Scholars program, which provides qualified high school graduates with free tuition to Indiana colleges and universities.

“We have a very transitory neighborhood in general,” Bridgeman said. “I would like to see … more young people from our neighborhood engaged in seeing a future … a big, bright future that those folks say, ‘Hey, you know what, there’s something really good happening here, and I’m going to plant roots and stay in the neighborhood.’ “

The neighborhoods served by Mid-North Promise.

Thousands of Indiana students have benefited from the lucrative 21st Century Scholars program but some eligible students don’t know about it. Others have struggled to meet application requirements.

The state reported last spring that the vast majority of students in the program were in danger of missing out on scholarships because they were not meeting new requirements, but Mid-North Promise staff are determined to make sure that eligible students in the neighborhoods around the museum are able to get the scholarships they deserve.

Caseworker Tremayne Horne is now working with 26 high schoolers who are eligible for the scholarships, including Stacia and Simone Clemons.

When the Clemons sisters signed up to become 21st Century Scholars in middle school, their mother Dennicka Kendall assumed they were set — stay out of trouble and keep a high GPA, and they would get the scholarship.

But when Horne met with the girls — Stacia is a senior and Simone is a junior at Crispus Attucks High School — he discovered that they were behind on meeting requirements such as personality tests that need to be completed and community service projects that must to be fulfilled.

“A lot of the requirements were kind of sent to me … later,” Kendall said. “I didn’t even know that they had so many requirements.”

Now that they’ve joined Mid-North Promise, Horne has helped both sisters get back on track toward earning the scholarship. He also is working with Stacia Clemons, a senior, on her plans for college and the future, helping her make sense of applications and financial aid deadlines as well helping her think through her decisions about where to apply.

When she and her mother got into an argument because Clemons was unsure what she wants to do for college or a career, it was Horne who she called.

“I was kind of freaking out,” Clemons said. “He made me feel a lot better.”

In addition to helping teens get 21st Century Scholarships, the Mid-North Promise program will also offer $2,500 scholarships for families, Bridgeman said.

The Mid-North Promise is currently funded by grants from the Lumina Foundation and Nina Mason Pulliam Charitable Trust and sponsored by Old National Bank. The museum is looking to raise nearly $4.6 million to support the program longterm. That includes $3 million for a scholarship fund and nearly $735,000 to pay for family education and caseworkers like Horne.

The program is modeled on efforts like the Kalamazoo Promise, which offer free college tuition to graduates of Kalamazoo public school. That program has spawned copy cats across the country in cities like Syracuse, New Haven and Detroit.

But while most Promise programs are focused on money for college, the museum is also working with parents to help achieve their goals.

Horne is helping Kendall, the Clemons’ mother, finish her college degree and prepare to buy a house, for example.

“A lot of people come to the program solely focused on their kids and how to basically make a better life for their kids,” Horne said. “For them to be able to sit down and go over their goals and how they want to better themselves, I think has really been a big impact for them.”

biding time

Strike vote by Denver teachers no longer imminent due to contract extension

PHOTO: Eric Gorski
The bargaining teams from Denver Public Schools and the Denver teachers union at a contract negotiation session in 2017.

Although the Denver school district and its teachers union failed to reach a deal on an overhaul of the district’s pay-for-performance system, the prospect of a strike is less imminent.

Earlier this week, the union’s board of directors authorized a strike vote if a new agreement couldn’t be reached by the time the current one expired at midnight Wednesday.

The two sides couldn’t come to terms on how to change the system, but did reach a different kind of deal: District officials agreed to the union’s request to extend the current pay-for-performance agreement until January 2019 in the hopes that Colorado voters will approve a tax increase in November benefiting schools, making teacher pay raises more likely. However, the union did not take the threat of a strike completely off the table.

A statement from the union, the Denver Classroom Teachers Association, said the union “will begin preparing to take work actions to ensure progress on the new compensation system. If no agreement is reached by the Jan. 18 deadline, DCTA will immediately ask for a strike vote from union members the following day.”

In other districts that have experienced labor conflicts, teachers have picketed, refused to work extra hours, and even waged “sickouts.” The Denver teachers union did not specify the types of work actions they were considering.

Denver Public Schools Superintendent Tom Boasberg said the district was reluctant to sign a ten-month extension, “but in the end, we are prepared to honor their request for more time.”

“We all have a very clear, common goal and common interest around supporting our kids and giving our kids the very best chances to learn and grow,” Boasberg said. “I’m confident that common goal and common aspirations will help us move toward an agreement.”

Denver’s pay-for-performance system, called ProComp, was first piloted in 1999. Under the current agreement, teachers earn a base salary based partly on their level of education and years of experience, and partly on how much training they completed the year before and on the outcome of a yearly evaluation that takes student test scores into account.

Teachers can also earn bonuses and incentives on top of their base salary. This year, for example, teachers who work in a hard-to-serve school with a high percentage of students living in poverty can earn an extra $2,578 per year.

The union wants to make teachers’ paychecks more predictable by moving back to a traditional “steps and lanes” salary schedule in which raises are based on education and experience. Union leaders also want higher base salaries. The union proposed a salary schedule that would pay teachers with a doctorate degree and 20 or more years of experience a base salary of $100,000 with the opportunity to earn a more limited number of incentives on top of that.

The district, meanwhile, proposed a salary schedule that would continue to take teacher evaluations into account when calculating raises but would allow teachers to more significantly build their base salaries for more years. While the union’s proposal shrinks some incentives, the district’s proposal grows the incentive for teaching in a hard-to-serve school.

District officials said the union’s proposal is too expensive. ProComp is funded by a voter-approved tax increase that is expected to raise about $35 million this year. The union’s proposal would cost more than twice as much, district officials said.

Union leaders asked to extend the current agreement until January 2019 in the hopes that Colorado voters approve a proposed ballot measure that would raise $1.6 billion for schools. Backers of the measure, which would increase income taxes for people who earn more than $150,000 per year, are collecting signatures to get it on the November ballot.

Colorado’s Taxpayer’s Bill of Rights requires that voters approve any tax increase. In 2013, voters rejected a school funding tax increase that would have raised $950 million its first year.

Boasberg supports this year’s effort. He’s among the Colorado superintendents pushing for a new, “student centered” school funding formula if the measure passes.

“The entire purpose of that funding measure is to strengthen teacher compensation, decrease class sizes, and improve supports for kids,” Boasberg said. “So if that passes, of course we will eagerly sit down with DCTA to discuss how we strengthen our compensation for teachers.”

On the brink

Denver teachers union leaders vote to call for a strike vote if pay negotiations fail

PHOTO: Marissa Page
Teachers watch a master contract bargaining session between Denver Public Schools and the Denver teachers union on June 22.

The Denver teachers union’s board of directors voted Tuesday to ask its members to strike if the union and the school district fail to reach an agreement Wednesday on teacher pay.

It’s the first time Denver Classroom Teachers Association leaders have taken such a vote since the 1990s, said Corey Kern, the union’s deputy executive director. He said Denver teachers are fed up with the district and inspired by the recent actions of teachers in West Virginia and Oklahoma.

“Teachers don’t think the district is taking them seriously,” Kern said.

Since November, the union and the district have been negotiating an overhaul of Denver Public Schools’ pioneering pay-for-performance system, called ProComp. The current agreement expires at midnight Wednesday. Kern said the union’s preference is “to get a deal done,” but its directors were clear that “if that doesn’t ultimately happen, they will ask for a strike vote.”

Kern said he didn’t know when a strike vote would be held, but it probably wouldn’t happen immediately.

Denver Public Schools officials said in a statement Tuesday they “are committed to reaching an agreement.” If the sides can’t agree Wednesday, the district pledged to continue with the current pay-for-performance system to ensure teachers get their expected pay.

The union has offered a proposal that would pay teachers with a doctorate and 20 years or more of experience a base salary of $100,000.

The current salary schedule goes up to $74,130 for teachers with a doctorate and at least 11 years of experience. Under ProComp, teachers can earn bonuses and incentives on top of that. In 2015-16, the average second-year teacher earned an extra $5,599, according to the district.

In August the district and the union signed a new five-year master contract that included increases in base pay – which the district said were the largest raises in the metro area – and an additional $1,500 for teachers who work in high-poverty schools.

This round of negotiations is for the ProComp agreement, which is separate from the master contract. The district first piloted pay-for-performance in 1999. Voters in 2005 approved a tax increase to fund it. Those taxes will generate about $35 million this year, according to district officials. The last significant redesign of the ProComp system happened in 2008.

The union’s proposal calls for higher base salaries and reduces the size of the incentives teachers can earn for working in hard-to-serve schools or hard-to-fill positions. Union leaders have said teachers want a more predictable pay structure that relies less on bonuses, which can vary year to year.

The district, meanwhile, has suggested increasing some incentives as a way to attract and retain teachers. The district has also suggested providing teachers who earn four years of “distinguished” evaluations with base salary increases equivalent to what they would get for earning a master’s degree.

The union’s proposal to raise the maximum base salary to $100,000 would require more than twice as much money as taxpayers pay into ProComp each year, a district spokeswoman said.

The two sides are set to return to the negotiating table Wednesday morning.