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Bluesman
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Posted: Tue Sep 30th, 2008 04:06 pm |
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double deuce wrote: She previously worked at Dover and Polytech. She came to LFSD in 2003.
Yes, she did teach at Dover and Polytech, but that was on a limited certificate in which she didn't aquire years for.
See where it says State portion only in your chart !!!!!!
Sorry, I meant to point that out. I KNOW it was the state portion only. I am not sure where you got the "whole" portion of $44,000 for 2006/07. That is still quite a bit less than the "$60,000+" you stated previously.
Whether it be $33,000 state plus whatever the local or $44,000+ (06/07); 5, 6, or 7 years experience....thats not a whole lot of moola when the government holds them accountable for how our students rate on the DSTP. Thats not a whole lot of anything for what teachers do for our children (although some teachers probably earn what they are worth  .
You do indeed aquire time on a "limited" or "emergency" certificate if you work more than 91 consecutive days and/or are on a contract in the district.
The $44,000.00 figure came right from LFSD 2006-2007 salary chart. I've already conceded I was incorrect about the years and I stated why I was incorrect.
The government doesn't hold teachers accountable for DSTP scores, they hold the school district responsible. Funding from the Federal Government for education is based on DSTP scores under The No Child Left Behind Act.
Teachers have a whole set of criteria completely separate of the DSTP, that they are held accountable for.
As far as what teachers do for all the children of the community in which they teach and live, (not just the tight knit lifetime residents children) is more the norm than the exception to the rule.
BTW, in last months NEA there was a chart of public school teacher salaries in comparison to private sector work with the same experience/degrees.
The national average was teachers made 15% less than what they would in the private sector. Delaware actually was ranked high in comparison to wealthier states the difference between public teachers and the private sector employment was only 17%.
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double deuce
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Posted: Tue Sep 30th, 2008 03:12 am |
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She previously worked at Dover and Polytech. She came to LFSD in 2003.
Yes, she did teach at Dover and Polytech, but that was on a limited certificate in which she didn't aquire years for.
See where it says State portion only in your chart !!!!!!
Sorry, I meant to point that out. I KNOW it was the state portion only. I am not sure where you got the "whole" portion of $44,000 for 2006/07. That is still quite a bit less than the "$60,000+" you stated previously.
Whether it be $33,000 state plus whatever the local or $44,000+ (06/07); 5, 6, or 7 years experience....thats not a whole lot of moola when the government holds them accountable for how our students rate on the DSTP. Thats not a whole lot of anything for what teachers do for our children (although some teachers probably earn what they are worth .
Last edited on Tue Sep 30th, 2008 03:14 am by double deuce
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Bluesman
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Posted: Mon Sep 29th, 2008 02:06 pm |
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oops double post 
Last edited on Mon Sep 29th, 2008 02:07 pm by Bluesman
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Bluesman
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Posted: Mon Sep 29th, 2008 02:06 pm |
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Harraington Parent wrote: Not to get off topic, but as I watch these postings go back and forth, the one thing that I see becoming more apparent is the payscales for people who have one of the biggest reponsibilities in society - teaching our children - is terrible. These wages almost insure that an unwed teacher (even with a doctorate) must live close to the poverty level. It seems very unjust, and it is no wonder teachers are leaving the profession - especially with the growing numbers of disrespectful students in the schools today.
You are correct, the salaries are bad for teachers, but Delaware teachers have one advantage they are paid by the state. When a teacher continues their education to a Masters, or Doctorate level, the cost for the degrees versus the net yield in the weekly pay is about $25.00 more.
The State portion of the salary 80% is pretty level across all the school districts. The salary differences from district to district are based on the different communities property tax rate which is the major part of the local funds used to support the school district.
All one has to do is go to your school district web site and locate the salary chart. It is inclusive of the 80% state + 3% federal + 17% to 20% paid local communities that make up the school district.
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Bluesman
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Posted: Mon Sep 29th, 2008 01:54 pm |
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double deuce wrote: She didn't apply for a teaching license in 1993. She applied for a limited cert. in 2001, and rec'd her standard in 2003, which is when her years started. She has 5 years teaching experience with a masters degree. $33,409
Taken from the DSEA Website:
Teacher and ten-month specialist Salary Schedule
2008-2009 State Portion Only
Same as 2007-2008
Years of exp. 5
No Degree 29,124
Bach. Degree 30,071
Bach. Degree plus 15 Grad. credits 31,044
Bach. Degree plus 30Grad. credits 31,991
Mast. Dgree 33,409
Mast. Degree plus 15 Grad. credits 34,383
Mast. Degree plus 30 Grad. credits 35,329
Mast. Degree plus 45 Grad. credits 36,303
Doctorate Degree 37,249
A limited Teaching Certificate counts towards years of service just as an Emergency Certificat does or a (student teacher certificate provided they teach 91 days). Don't try to tell me they don't because someone we know just went thorough this and the time on the certificate does indeed count.
She previously worked at Dover and Polytech. She came to LFSD in 2003.
See where it says State portion only in your chart !!!!!!
That does not include the local portion that equates the total that I posted. You can play with the figures all you want and just post the state salary portion.
LFSD Salary Chart 2006-2007
Lake Forest School District Teaching Salaries
Degree Level
Year 6 Teaching Salary
Master's Degree
$44,893
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Harraington Parent
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Posted: Mon Sep 29th, 2008 11:20 am |
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| Not to get off topic, but as I watch these postings go back and forth, the one thing that I see becoming more apparent is the payscales for people who have one of the biggest reponsibilities in society - teaching our children - is terrible. These wages almost insure that an unwed teacher (even with a doctorate) must live close to the poverty level. It seems very unjust, and it is no wonder teachers are leaving the profession - especially with the growing numbers of disrespectful students in the schools today.
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double deuce
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Posted: Mon Sep 29th, 2008 01:10 am |
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She didn't apply for a teaching license in 1993. She applied for a limited cert. in 2001, and rec'd her standard in 2003, which is when her years started. She has 5 years teaching experience with a masters degree. $33,409
Taken from the DSEA Website:
Teacher and ten-month specialist Salary Schedule
2008-2009 State Portion Only
Same as 2007-2008
Years of exp. 5
No Degree 29,124
Bach. Degree 30,071
Bach. Degree plus 15 Grad. credits 31,044
Bach. Degree plus 30Grad. credits 31,991
Mast. Dgree 33,409
Mast. Degree plus 15 Grad. credits 34,383
Mast. Degree plus 30 Grad. credits 35,329
Mast. Degree plus 45 Grad. credits 36,303
Doctorate Degree 37,249
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Bluesman
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Posted: Mon Sep 29th, 2008 12:46 am |
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Notice the first year she was a teacher:
Limited Standard Certificate - Teacher of Trade and Industrial Health Occupations
7/1/2001 12:00:00 AM"
That's when the years start towards step levels, starting with 0 years experience. "Limited Standard" is just like an "Emergency Certificate" the years the educator is teaching indeed does count toward the total number of years. The norm is when one submits their credentials to DEEDs they are applying for a teaching license, that is why I used 1993. Again you keep saying 17 years ( I never said 17, I said 15).
You posted only a portion of the salary there isn't any way a Masters with 7 years only makes $33,409.00.
A teacher with 0 years and no degree starts at $35,004.00
A teacher with 7 years and a Masters starts at $ 49,607.00
Both these salaries are 2007-2008 school year figures, as the new CHSD chart isn't posted yet. Last edited on Mon Sep 29th, 2008 01:02 am by Bluesman
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double deuce
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Posted: Sun Sep 28th, 2008 07:50 pm |
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"let me give you a little back ground on the trainer. When Lake hired her, she did teach sports medicine classes. the district soon realized her importance to their atheletes. She then became strictly a trainer."
This is exactly my question. What changed from a few years ago to have her teach one class. Its definitely not because she needs the hours to fill up her time. AND AGAIN, it is NOT my concern of how she is paid and how much. That might be your concern, fine; but it's not mine.
"Limited Standard Certificate - Teacher of Trade and Industrial Health Occupations
7/1/2001 12:00:00 AM"
This is a limited certificate, the years aren't counted until she rec'd her standard certificate in 2003. Either way, that is a big difference in years (17 to 5) when taking ones salary into consideration. If you had read through her credentials and licensure, you would have noticed this. Instead you put the oldest date you could find on her profile, without regard to what it actually states.
I believe you stated to me that she probably has to teach this year to keep her teacher license. Evidently thats not the case, didn't notice her current "continuing license" date. Last edited on Sun Sep 28th, 2008 09:41 pm by double deuce
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Bluesman
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Posted: Sun Sep 28th, 2008 07:09 pm |
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I was wondering when you would play the "You haven't lived here your whole life and are not a part of the tight knit communities who have." card.
You're right we haven't, the big difference we chose to move to Delaware. doubledeuce wrote:
"you obviously don't understand the pay scales the state posts or the local scales and how they are used to COMPUTE salaries of 10 month employees"
"Limited Standard Certificate - Teacher of Trade and Industrial Health Occupations
7/1/2001 12:00:00 AM"
2008 - 2001 = 7 years experience with a masters
Teacher's salary is based on total years teaching + degrees held + any additional credits (15 30 45), working towards ones next degree. Teachers are contract employees and their contracts are based on 10 months there is nothing to compute. Teachers pay is made up 80% state contribution, 3% federal and 17% from the district. BTW I had seen all that information and it's still my belief the trainer is being compensated as a teacher and was during the period you posted that she wasn't teaching but strictly an Athletic Trainer:
doubledeuce wrote: Aug28th
"let me give you a little back ground on the trainer. When Lake hired her, she did teach sports medicine classes. the district soon realized her importance to their atheletes. She then became strictly a trainer."
Last edited on Sun Sep 28th, 2008 07:41 pm by Bluesman
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double deuce
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Posted: Sun Sep 28th, 2008 04:25 pm |
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"Furthermore you aren't even close to the number of students a teacher sees in the course of a day or week."
Did I state "teachers"? no.....
"...most districts-I believe-contract to COTA's and PTA's. Most of their workloads are in the 40-70 student (PER WEEK) range for the entire district."
Last edited on Sun Sep 28th, 2008 04:32 pm by double deuce
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double deuce
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Posted: Sun Sep 28th, 2008 03:37 pm |
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It is 15 years she has been licensed to teach since 6/11/1993 and she has a Masters degree.
If you noticed, listed below under college credentials are the two colleges she attended. She rec’d her masters training 8/14/01.
Under the licensure portion it states she rec’d a limited standard certificate 7/1/01 in trade and industrial health occupations.
7/1/02 she rec’d a limited standard cert in health education 5-12.
9/1/03 she rec’d a standard cert in physical education K-12. Her years start with 2003.
You’ll also notice that she rec’d her 5 year renewal on 9/1/08 for a continuing license.
COLLEGE CREDENTIALS
Master West Virginia University Athletic Training 8/14/2001 12:00:00 AM Bachelor
WESLEY COLLEGE DE Physical Education 6/11/1993 12:00:00 AM
LICENSURES
Continuing License - 9/1/2008 12:00:00 AM to 8/31/2013 12:00:00 AMLimited Standard Certificate - Teacher of Trade and Industrial Health Occupations
7/1/2001 12:00:00 AM
Limited Standard Certificate - Teacher of Health Education Grades 5-12
7/1/2002 12:00:00 AM
Standard Certificate - Teacher of Physical Education Grades K-12
9/1/2003 12:00:00 AM
The pay scale listed in each respective district is inclusive of the State and local funding. It is what a teacher is paid.
Lake doesn’t even have their local pay scale listed
The state pay scale for teachers is based on 188 days. It is STATE PORTION ONLY. For 5 years experience with a masters degree the salary listed is $33,409. .
Reminder: The trainer’s pay is not my concern. You seem to be the only one who has a concern about it.
As far as Ms. Obermire, i have communicated to her; in which she never mentioned to me a "grassroots" group starting. You cannot declare that I haven't done anything, because you don't really know. I don't have to defend myself to you, and list things that i have done in support of numerous issues. You continue to post what you've done, but i don't bash you....who knows you may be the person you try to describe me as. Just because your wife is a teacher, and you have been some sort of committe person, doesn't mean that you "know everything" you claim to. You haven't lived here your whole life and are not a part of the tight knit communities who have. There are some people who have their own opinions and should be allowed to express them here without problematic people always intervening in issues they know nothing about. Example-this post is about the concerns regarding the athletic trainer at Lake - NOT her pay, qualifications, etc.......or what other districts do!
Last edited on Sun Sep 28th, 2008 03:44 pm by double deuce
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Bluesman
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Posted: Sun Sep 28th, 2008 01:20 pm |
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double deuce wrote: How do you figure the athletic trainer has 17 years experience as a teacher? It is 15 years she has been licensed to teach since 6/11/1993 and she has a Masters degree. its "your suspicion" of how she's paid, so you have no basis to your comment on her salary; you obviously don't understand the pay scales the state posts or the local scales and how they are used to COMPUTE salaries of 10 month employees. I don't understand? My wife is a teacher, you know 10 month employee. Same as every other state public education calendar year, including Massachusetts community where we moved from and I served on a school committee. Anyone can look up any educators name through the DEEDs site by clicking on "find an educator." https://deeds.doe.k12.de.us/public/deeds_pc_findeducator.aspx It lists their licenses and a profile which gives number of years the person has been licensed to teach, what the person is licensed to teach, and their degrees. Anyone can then look up her pay, if they know the district that educator is employed by. It's that plain and simple. It is a matter of public record, for anyone in the State of Delaware to look up. The local scales ?? The pay scale listed in each respective district is inclusive of the State and local funding. It is what a teacher is paid. and how do you know that I or any other parent has not made the administrators aware of our concerns? or the school board for that matter? Because there isn't one bit of acknowledgement of anyone from the community speaking at any board meetings for the last 6 months about any of this. Just like you espound your support for Ms. Obermire but still haven't done anything in that regard either, and I know that for a FACT, because a grassroots group has already been started. As I stated before, its my belief that these threads are here to share comments and encourage others with the same concerns to speak up, join forces, there is power in numbers. These are my concerns, and again, my concerns don't have anything to do with the trainers salary, how she is paid, WHAT she is paid, etc... there are many positions (in all districts) that people can argue their pay and what they do. For instance, most districts-I believe-contract to COTA's and PTA's. Most of their workloads are in the 40-70 student (PER WEEK) range for the entire district. A trainer is dual certified, their workload is 10x that, and they are paid quite significantly less. Your concerns are over nothing more than 1 hour class that this trainer has to teach, and nothing more. That is all you have been complaining about since the start of this thread. There are plenty of teachers in this state that are dual, triple, even quadruple certified and they don't compensated any additional salary for teaching 1 course, or 3 different courses. Furthermore you aren't even close to the number of students a teacher sees in the course of a day or week. My wife directly interacts with 130-150 students daily between the courses she teaches and the one study hall she supervises. That's a total of 650-750 students weekly. She has to keep meticulous records on all 150 students that she is responsible for attendence, grading, tutoring, daily grades, and all the other aspects of her job including calling parents, interperting at school meetings for non English speaking parents of students she has. Your trainer is no different than anyone else who entered the education field. Most Athletic Trainers in every other school district are teachers first trainers second, why should LFSD be any different especially with how poorly the students are doing academically. If this person wants to be strictly an Athletic Trainer than find a private sector secondary education school, or a college.
Last edited on Sun Sep 28th, 2008 01:33 pm by Bluesman
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double deuce
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Posted: Sun Sep 28th, 2008 03:28 am |
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How do you figure the athletic trainer has 17 years experience as a teacher? its "your suspicion" of how she's paid, so you have no basis to your comment on her salary; you obviously don't understand the pay scales the state posts or the local scales and how they are used to COMPUTE salaries of 10 month employees; and how do you know that I or any other parent has not made the administrators aware of our concerns? or the school board for that matter?
As I stated before, its my belief that these threads are here to share comments and encourage others with the same concerns to speak up, join forces, there is power in numbers. These are my concerns, and again, my concerns don't have anything to do with the trainers salary, how she is paid, WHAT she is paid, etc... there are many positions (in all districts) that people can argue their pay and what they do. For instance, most districts-I believe-contract to COTA's and PTA's. Most of their workloads are in the 40-70 student (PER WEEK) range for the entire district. A trainer is dual certified, their workload is 10x that, and they are paid quite significantly less.
Last edited on Sun Sep 28th, 2008 05:08 am by double deuce
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Bluesman
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Posted: Sat Sep 27th, 2008 08:19 pm |
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double deuce wrote:
"My personal view of you is that your support of an issue comes only if it will directly boost your self-image."
I have no need or desire to boost my "self image" , but you certainly are entitled to your opinion, which is based on an internet interaction with me on this topic. Had I agreed with you and not challenged your statements from the start, you would have no problem with me. I have no problem with you, why on earth would I ? We've never even met, nor is it ever likely that we will, which is fine.
double deuce wrote:
"Now how would you know what she’s paid and how much?"
If she is a licensed teacher with a Masters with 17 years experience just go to the LFSD professional salary chart. After all it is public information.
I do have a problem with some very fundamental issues, in regard to claims you have made.
1) What is the big deal if the Athletic Trainer has to teach one class at 12:30 if she is already in the school ?
2) My suspicion is that this "Athletic Trainer" has and is compensated at a professional level grade teachers salary. If she has not been teaching for the last "few years" (according to you ), and was compensated at a teachers salary during that period in my opinion that is wrong.
As pointed out by someone else by law this Athletic Trainer is only required to attend football games and practices. Games start at 7:30 PM (according to you). On game nights if she begins at 6:O0 PM and finishes at 10:30 PM that still leaves her 3 hours of time she owes the school during a 7 1/2 hour contract requirement day. She could teach one class of 1 hour and would have 2 hours left every day to attend to the other athletes that she is not required to attend to by law.
3) My understanding is the Athletic Trainer doesn't have a problem with teaching the one class why should you ?
You are upset over 1 hour a day for a total of 5 hours a week. The required work week:
7.5 hours daily x 5 days = 37.50 hours.
If you subtract the 5 hours teaching the one class that still leaves 32.50 hours a week to dedicate to Athletic Training.
In my personal opinion I think you any other parent making issue over this are being a bit unreasonable, and inflexible. I would have no problem standing up in my district and making the same statements in person, if the situation were occuring here.
Last edited on Sat Sep 27th, 2008 11:05 pm by Bluesman
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double deuce
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Posted: Sat Sep 27th, 2008 12:42 pm |
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She is well compensated for her support staff position. What she earns per day is equal to what some adults in the community earn in a week. Now how would you know what she’s paid and how much?
You support for her is motivated by your personal friendship with her.
You don’t know what motivates my support; thats just your assumption only.
My personal view of you is that your support of an issue comes only if it will directly boost your self-image.
Last edited on Sat Sep 27th, 2008 02:01 pm by double deuce
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Bluesman
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Posted: Sat Sep 27th, 2008 10:15 am |
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| She is well compensated for her support staff position. What she earns per day is equal to what some adults in the community earn in a week. You support for her is motivated by your personal friendship with her.
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double deuce
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Posted: Sat Sep 27th, 2008 05:18 am |
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| Kudos to the athletic trainer; she had her work cut out for her tonite. She is an excellent person who is totally into her job as an athletic trainer. There are lots of times she offers her services outside of school hours; and thats because she deeply cares for all our players at Lake, she doesn't get paid for anything over her regular work week and she doesn't get a stipend either. I just wish she got more support from her administration than she currently does.
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Bluesman
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Posted: Thu Sep 25th, 2008 11:56 am |
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double deuce wrote: is there anyone out there who has concerns about the athletic trainer at Lake Forest, and the limited hours she is able to spend with our athletes?
NO obviously no one shares your concerns. The main reason you are concerned is because you know the trainer personally.
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Playing the Game
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Posted: Thu Sep 25th, 2008 01:00 am |
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Do you read and understand the waiver you sign when your child plays sports? Apparently not. Schools do what is within their power to present a safe and healthy environment for sports.
They do not and are not required to provide free medical care to the students who participate in sports.
Vote for Obama and that might change.......... But remember the words "free medical care" means someone else is going to pay for it.
If your child is in sports you have costs associated with it. It is called being a responsible parent.
deuce wrote:
btw bluesman, lakes wellness center does not operate after school hours. and i am not so sure that it is a total walk-in clinic for all school days and hours. i believe they are on a limited set schedule...or at least certain staff are only available at certain times/days. so they obviously wouldn't be able to tend to athletes for after school issues before their practices. and if they were able to provide that kind of service, don't you think it would be less expensive for the district to utilize their services? so its my assumption that athletes cannot use the wellness center for sports related issues, so the district has to provide the services for the athletes elsewhere. Also, have you ever considered the liability involved with sports, athletes, and the schools responsibilities to provide safe and healthy environments. I believe that is where most of the issues lay in terms of trainers. It used to be that schools had to only provide a "school nurse" during all home games...
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Bluesman
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Posted: Thu Sep 25th, 2008 12:58 am |
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BTW you are right I don't know your family problems or issues and quite honestly I don't care to.
We all have family issues and problems, you don't have the corner market on that one. The difference between you and me, I don't expect society to pick up the tab and fix my problems. Deal with your family problems and issues yourself just like the rest of us do.
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double deuce
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Posted: Thu Sep 25th, 2008 12:51 am |
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| LOL
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Bluesman
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Posted: Thu Sep 25th, 2008 12:47 am |
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double deuce wrote: does anyone know why the atheletic trainer at Lake has not been as accessible this pre-season? why bother to ask the question you already know the answer, because everyone else is wrong but you. a trainer should be available to all players at all times to monitor players who have been injured and their return to play. An athletic trainer is only required by law to be present at football. a trainer needs to be available too, for injuries as they happen. No football events go on during the course of the regular school day from 7:30 -2:30 it seems that no one knows just exactly what is up w/lake You do you repeatedly chastise me stating you know for a fact everything that I bring up I am incorrect about the trainer not being easily accessible, is not a wise decision of admiinistraton. The trainer is accesible for football games and practices that is the only sporting event that the trainer is required by law to be at.
Last edited on Thu Sep 25th, 2008 12:52 am by Bluesman
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double deuce
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Posted: Thu Sep 25th, 2008 12:40 am |
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| OMG!!!
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Bluesman
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Posted: Thu Sep 25th, 2008 12:38 am |
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double deuce wrote: look bluesman, I know for a FACT that these people are working in the position they were hired for on the dates stated in the minutes. I am rather tired of going back and forth over this matter. Its simple, call the districts business office and ask. In the meantime, lets just put this to rest, because you do not know what you are talking about, believe me! I am done, zilch, over, no more...... with this issue! get it. thanks
Legal definition: "Offer of Employment"
An offer by an employer to a prospective employee that usually specifies the terms of an employment arrangement, including starting date, salary, benefits, working conditions. Also called a job offer.
Like you know that a 65% is a passing grade in Milford.
If you know and have all the answers about LFHS then why did you waste everyone's time starting this particular thread about the Athletic Trainer ?
Last edited on Thu Sep 25th, 2008 01:02 am by Bluesman
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double deuce
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Posted: Wed Sep 24th, 2008 10:46 pm |
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| look bluesman, I know for a FACT that these people are working in the position they were hired for on the dates stated in the minutes. I am rather tired of going back and forth over this matter. Its simple, call the districts business office and ask. In the meantime, lets just put this to rest, because you do not know what you are talking about, believe me! I am done, zilch, over, no more...... with this issue! get it. thanks
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Bluesman
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Posted: Wed Sep 24th, 2008 10:37 pm |
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double deuce wrote: really? humm......... i don't think you got that right. all that should be done before they interview wouldn't you think. you may want to check the closing date of those positions against the hire date in the 8/21 minutes, and yes there is a clause at the end 'This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and a 60 calendar day probationary period.' but these people are in those positions on the date stated in the minutes.
Why don't you stop for 2 seconds and read the meeting information instead of just choosing something that you think will support your arguement and belief.
Read every proposal offer of employment I listed below from the minutes you cited. They all have the same clause. that is the way it works in every state including Massachusetts where I served on a school committee for 10 years.
"This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and meeting the certification requirements of the Department of Education."
Until all the paperwork is in order they can not be hired, that is the law. A volunteer can't even volunteer until the school has all the required information back.
My wife went through the same thing at Cape Henlopen, in August. She was offered her current position based on her application, pending all the information to support what she listed as education and former employment, and a new criminal background check, even though she had one done 10 months prior.
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double deuce
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Posted: Wed Sep 24th, 2008 10:29 pm |
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| is there anyone out there who has concerns about the athletic trainer at Lake Forest, and the limited hours she is able to spend with our athletes?
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double deuce
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Posted: Wed Sep 24th, 2008 10:19 pm |
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really? humm......... i don't think you got that right. all that should be done before they interview wouldn't you think. you may want to check the closing date of those positions against the hire date in the 8/21 minutes, and yes there is a clause at the end 'This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and a 60 calendar day probationary period.' but these people are in those positions on the date stated in the minutes.
Last edited on Wed Sep 24th, 2008 10:27 pm by double deuce
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Bluesman
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Posted: Wed Sep 24th, 2008 10:15 pm |
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double deuce wrote: bluesman, by the time the minutes are published for the public to see, those "prospective employees" are already working................and thats a fact!
Oh really no teacher can be hired until all transcripts from their college and former places of employment as well as criminal background check are in place, and that's the law.
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Bluesman
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Posted: Wed Sep 24th, 2008 10:13 pm |
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JoJo wrote: Just to set the record straight here:
The following school districts in the state have some form of the twilight program in operation: Lake Forest, Cape Henlopen, Indian River, Seaford, Caesar Rodney, Capital, Appoquinimink, Colonial, Red Clay and probably others, just by different names. Woodbridge includes the development of the program in their 2007-2010 strategic plan, although I could not tell you what their progress is.
I would think that such any staunch supporter of education would be in favor of any program that keep kids in school and increases graduation rates. Programs like the twilight program and, to a different extent - athetics, drama, band, the arts, etc.
From an NEA article published last year:
What is the Twilight Program:
The Twilight program uses human instructors designed to help students who are disruptive during the regular school day, or students who want to take more advanced courses. Another program is called Blue Ridge, which is computer-based. Neither is designed to replace the required credits needed to meet the standard requirements for graduation. A poll of educators shows young students need people to instruct them, not computers. The overall consensus of educators is the human element is important to learning, but agree computer-based learning may be beneficial to some students who are not present in the regular school day.
Woodbridge as of last year had not implemented the program. Cape Henlopen just implemented the program this year and it is for enrichment studies, not to repalce required credit courses. They did not opt for the Blue Ridge program like LFSD is using.
The problem lies in the fact that the program is being abused as clearly demonstarated by the message I received about a LFHS student who failed all the standard required courses. The Blue Ridge program credits were used to allow the student to graduate. If you want to see this as a replacement for required courses with after school online studies and give credit for them then eliminate school altogether instead of wasting money on teachers.
What ever happened to making a student strive to a higher level instead of worrying about the numbers ?
Increase graduation rates at what price lowering the requirements so you have that warm and fuzzy feeling that a student is getting a quality education. The standard has already been basically lowered to a 10th grade education to graduate how much lower do you want to see it go. Remember the liberal attitude you have, when more of our technological advancements are overtaken by a third world country. We are creating a generation of dolts that are barely above the level of being functionally illiterate. Great philosphy, just so a bunch of liberals can pat themselves on the back and say good job.
Sorry I will never accept that philosophy, nor will any real educator who cares about their students.
Last edited on Fri Sep 26th, 2008 01:46 am by Bluesman
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double deuce
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Posted: Wed Sep 24th, 2008 09:54 pm |
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| bluesman, by the time the minutes are published for the public to see, those "prospective employees" are already working................and thats a fact!
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JoJo
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Posted: Wed Sep 24th, 2008 09:45 pm |
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Just to set the record straight here:
The following school districts in the state have some form of the twilight program in operation: Lake Forest, Cape Henlopen, Indian River, Seaford, Caesar Rodney, Capital, Appoquinimink, Colonial, Red Clay and probably others, just by different names. Woodbridge includes the development of the program in their 2007-2010 strategic plan, although I could not tell you what their progress is.
I would think that such any staunch supporter of education would be in favor of any program that keep kids in school and increases graduation rates. Programs like the twilight program and, to a different extent - athetics, drama, band, the arts, etc.
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Bluesman
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Posted: Wed Sep 24th, 2008 08:45 pm |
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double deuce wrote: bluesman...you really are the one who doesn't have a clue...
okay you hold on to that belief.
Just like you hold onto your belief that 65% (an F) is a passing grade in Milford, or any other school district in the state of Delaware.....70% (D) is the passing grade state wide for Delaware.
BTW how many years have you ever served on a school committee ?
PERSONNEL – Offer(s) of Employment
what part of that don't you understand ?
They are not hired they are prospective employees. They don't have any form of signed contract or any commitment of salary until all the documents are in place.
Last edited on Wed Sep 24th, 2008 09:52 pm by Bluesman
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double deuce
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Posted: Wed Sep 24th, 2008 07:51 pm |
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| bluesman...you really are the one who doesn't have a clue...
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Bluesman
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Posted: Wed Sep 24th, 2008 02:57 pm |
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double deuce wrote: really!!!
5/8 minutes - eliminated 5 positions, terminated 3.
5/22 minutes - recreated 2 of the eliminated positions from 5/8
8/21 minutes - Dr. Croce reported that 17 new staff participated in new orientation. In those same minutes there were at least 6 new teachers (and they are not of the 17 above mentioned) approved through out the district.
5/22 meeting 1 position was recreated Mr. Picketts.
8/21 meeting - It does not state "at least 6 teachers were approved" They were offers of employment, please learn the difference.
17 staff - staff doesn't mean teachers it can mean anyone employed by the school district including bus drivers. It does not mean full time either.
Now if you would like I can be a real bean counter and start back in April and if you add up all the offers of employment it would equate to damn near 90% employee turnover for the district.
Yet you still maintain there isn't a problem, you truly are clueless about the district.
Last edited on Wed Sep 24th, 2008 03:11 pm by Bluesman
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Bluesman
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Posted: Wed Sep 24th, 2008 02:41 pm |
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LAKEFOREST BOARD OF EDUCATION
REGULAR MEETING
CENTRAL BUSINESS OFFICE
September 11, 2008
7:00 p.m.
PERSONNEL – Rescind (to repeal or not hire the offer is no longer valid - 2)
Resolution 09-97
Be it resolved that the Lake Forest Board of Education rescind Resolution 08-531 hiring DENISE GAST, Child Development Specialist, part-time, hourly, Part C Program.
Resolution 09-98
Be it resolved that the Lake Forest Board of Education rescind Resolution 09-89 offer of employment to JUDY R. GODDARD, Educational Staff Interpreter/Paraprofessional (temporary based on student need and the availability of funding), Lake Forest High School, effective August 28, 2008.
PERSONNEL - Retirement(s) (2)
Resolution 09-99
Be it resolved that the Lake Forest Board of Education approve the request for retirement from MARY JEAN BLADES, Early Childhood Educator/Pre-Kindergarten, Lake Forest North Elementary School, effective at the close of business on August 15, 2008.
Resolution 09-100
Be it resolved that the Lake Forest Board of Education approve the request for retirement from STEPHANIE E. STEIN, Special Education Teacher, Lake Forest High School, effective at the close of business on June 30, 2009.
PERSONNEL – Resignation(s) (4)
Resolution 09-101
Be it resolved that the Lake Forest Board of Education accept the resignation of MELISSA M. CULLEN, Paraprofessional, 5.0 hours/day, Lake Forest North Elementary School, effective at the close of business on June 30, 2008.
Resolution 09-102
Be it resolved that the Lake Forest Board of Education accept the resignation of AMANDA A. WALKER, Band Front, Lake Forest High School, effective September 2, 2008.
Resolution 09-103
Be it resolved that the Lake Forest Board of Education accept the resignation of WILLIAM SCOTT STEEDMAN, English Language Arts Teacher, W. T. Chipman Middle School, effective at the close of business on August 27, 2008.
*Resolution 09-104
Be it resolved that the Lake Forest Board of Education accept the resignation of JOYCE A. LINAWEAVER, 4th Grade Level Chair, Lake Forest Central Elementary School, effective at the close of business on June 30, 2008.
PERSONNEL – Termination (1)
*Resolution 09-105
Be it resolved that the Lake Forest Board of Education termination employee #090308.
PERSONNEL – Leave(s) of Absence (1 short term LOA 1 long term LOA)
*Resolution 09-106
Be it resolved that the Lake Forest Board of Education approve the request for an unpaid personal leave of absence for SUE W. KILLEN, Paraprofessional, Lake Forest North Elementary School, effective February 3, 4 & 5, 2009 (3 days).
*Resolution 09-107
Be it resolved that the Lake Forest Board of Education approve the request for a maternity leave of absence for AUBREY MOEHLER JOHNSON, Grade 5 Teacher, Lake Forest Central Elementary School, effective September 4, 2008 through on or about November 30, 2008. Paid and unpaid leave, short-term disability and FMLA entitlement will run concurrently.
PERSONNEL – Offer(s) of Employment (19)
("Offer" doesn't mean the following people were hired, they are pending -
11 support staff, 4 permanent contract teachers, 4 temporary teachers)
Resolution 09-108
Be it resolved that the Lake Forest Board of Education approve the offer of employment for SONYA A. TAZWELOL, Paraprofessional/Clerk, full-time, 6.5 hours/day, W. T. Chipman Middle School, effective August 28, 20008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and a 60 calendar day probationary period. Funding: Local
Resolution 09-109
Be it resolved that the Lake Forest Board of Education approve the offer of employment for GWENDOLYN Y. SCOTT, Classified Librarian (Paraprofessional) full-time, 7.5 hours/day, Lake Forest North Elementary School, effective August 28, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and a 60 calendar day probationary period. Funding: Academic Excellence
Resolution 09-110
Be it resolved that the Lake Forest Board of Education approve the offer of employment for LATONYA T. LEE Van Driver, part-time, Kent County Early Choices Program, effective September 2, 2008 through June 30, 2009. This appointment is contingent upon the receipt of a satisfactory child protection registry check, criminal background check, and a satisfactory 60 day probationary period. Be it further resolved that this appointment is temporary beginning with the date designated for employee and continued employment through the date designated is contingent upon availability of funds. Funding: DECC
Resolution 09-111
Be it resolved that the Lake Forest Board of Education approve the offer of employment to DONNA J. LEWIS, Paraprofessional, 5.0 hour/day, Lake Forest North Elementary School, effective August 28, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and a 60 calendar day probationary period. Funding: IDEA
Resolution 09-112
Be it resolved that the Lake Forest Board of Education approve the offer of employment to SARA E. WHITEHEAD, Special Education Clerk/Paraprofessional, 5.5 hours/day, Lake Forest Central Elementary School, effective September 2, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and a 60 calendar day probationary period. Funding: IDEA B
Resolution 09-113
Be it resolved that the Lake Forest Board of Education approve the offer of employment to SHANNON N. FITZWATER, 1st Grade Teacher, Lake Forest South Elementary School, effective August 25, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks, and meeting the certification requirements of the Department of Education. Funding: Division I
Resolution 09-114
Be it resolved that the Lake Forest Board of Education approve the offer of employment to PAMELA S. NICHOLS, ECDC Teacher, Lake Forest North Elementary School, effective September 2, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks and meeting the certification requirements of the Department of Education. Funding: Division I
Resolution 09-115
Be it resolved that the Lake Forest Board of Education approve the offer of employment to WILLIAM T. EVERETT, Special Education Teacher, W. T. Chipman Middle School, effective September 8, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks and meeting the certification requirements of the Department of Education. Funding: Division I
Resolution 09-116
Be it resolved that the Lake Forest Board of Education approve the offer of employment to BRUCE A. LAYTON, Temporary Middle Level Band Teacher, W. T. Chipman Middle School, effective August 27, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks and meeting the certification requirements of the Department of Education. Funding: Division I
Resolution 09-117
Be it resolved that the Lake Forest Board of Education approve the offer of employment to RONDA P. MCBRYDE, Temporary English Language Arts Teacher, W. T. Chipman Middle School, effective September 5, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks and meeting the certification requirements of the Department of Education. Funding: Division I
Resolution 09-118
Be it resolved that the Lake Forest Board of Education approve the offer of employment to TAMARA L. COHEN, Temporary English Language Arts Teacher, W. T. Chipman Middle School, effective September 15, 2008. This offer is contingent upon the receipt of satisfactory criminal background/child protection registry checks and meeting the certification requirements of the Department of Education. Funding: Division I
*Resolution 09-119
Be it res | | |