On February 26, 2013, I sent a letter to the U.S. Department of Education’s Office for Civil Rights expressing my concern of the revolving door of teachers occurring in Title I schools within the district:

“In the Salt Lake City School District, the highest concentration of the least experienced teachers are employed in the schools with the highest number of students of color, which is on the city’s westside.

Westside schools also face the highest rate of teacher turnover in comparison to that of eastside schools.

Current data also suggest that the combination of inexperienced teachers and high teacher turnover in the city’s westside schools has existed for many years.”

In a follow up article, Tribune reporter Ray Parker noted the following:

After talking to more than 20 educators, Clara said he wants to discuss four solutions:

• Include the community and teachers in interviews with future principals, who have the biggest impact on staffing. This is done at some schools, but not consistently, Clara said.

• Extend the one-year provisional contracts for new teachers to three years, with a provision to dismiss after two years.

• Hire earlier in the spring, to be in sync rather than behind other districts.

• To help support teachers, provide low-income schools with additional counselors and family-involvement specialists.

Salt Lake City board member blasted for calling teachers ineffective (Tribune)

During negations this past spring, the Salt Lake Teacher’s Association (SLTA) was able to negotiate better criteria for provisional teachers. This change in the Written Agreement will allow a provisional teacher to stay in the school upon recommendation from the Principal.

Past practice called for a provisional teacher to go through the hiring process each year of their first three years. Many would not avail themselves of that rehiring process and end up in another district.

Kudos to the SLTA & the District negotiating teams, as this will go a long way in bringing stability to westside schools!

2012-2013 Written Agreement:

14.1.2 Priority to Present Staff. All teachers currently in a school, who hold the necessary qualifications, including part-time teachers and those on leave of absence, shall have priority to any internal vacancies in the school before any external vacancy is declared by the SIC. If more than one (1) teacher in the school has applied for the same position, the teacher best qualified for that position shall be appointed, and qualifications being substantially equal, seniority in the school system shall control. Assignment of new teachers in the school shall be made in accordance with Sections14.4.1 through 14.4.5.

2013-2014 Written Agreement:

14.1.2 Priority to Present Staff. All teachers currently in a school, who hold the necessary qualifications, including part-time teachers, teachers on year to year contracts who have been recommended for rehire, and those on leave of absence, shall have priority to any internal vacancies in the school before any external vacancy is declared by the SIC. If more than one (1) teacher in the school has applied for the same position, the teacher best qualified for that position shall be appointed, and qualifications being substantially equal, seniority in the school system shall control. Assignment of new teachers in the school shall be made in accordance with Sections14.4.1 through 14.4.5.

For background on this issue see blog entry:
Ineffective Teachers > Presentation Part I (PP Video)