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jmchearly
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Posted: Thu May 15th, 2008 04:27 am |
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| It keeps getting worse. Right now, there are 8 elementary schools with no assistant principals and 2 elementary schools with no principals for next year. The administration hasn't even begun to interview while other districts have already gobbled up the best candidates. Most districts try to hire principals and assistant principals in the January-March time frame. And to make matters even worse, some key district administrators have turned in their resignations. Contracts haven't been distributed. Hourly support staff received "letters of assurance" for next year. And here's the clincher -- rumor has it that district administration believes the high schools are "over staffed" with assistant principals (what do you expect when the three highest administrators in the district have NO HIGH SCHOOL EXPERIENCE). So - in their wisdom, they are talking about moving some of the "excess" high school assistant principals to some of the vacancies in the elementary schools without giving any of the principals of those schools the opportunity to decide who they get to work with next year. Keep up the good work - who said staff morale couldn't get any worse?????
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Surprise_teacher
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Posted: Tue May 6th, 2008 04:35 am |
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Sqeakster, is there truly a school losing 8 teachers but only losing 30 students? I know there are a few schools losing 5+ teachers, but as far as I know they are also losing 100+ students. I don't claim to know the numbers of every school, though - who's losing 8 with 30 kids out?
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Be happy
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Posted: Tue May 6th, 2008 01:14 am |
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The new Dysart rule is higher as many employees as possible in the support sections and then raise all their salaries to outrageous amounts. Then you go to the board and community and tell them that there is no money in the budget for teachers and raises. Of course they will support this with recent articles. So now they can justifiy having large class sizes!!! When will the priorities change and district people will relize that the only reason any of them have a job is because of the students and the teachers that teach them!!!!! District can come up with as many rules and strateiges that they want but no one gets paid with the students and the teachers to teach them!!!!!
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Sqeakster
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Posted: Mon May 5th, 2008 05:21 pm |
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Has this position change been approved by the board? If so, was it a 3-2 vote as always? If not, when are they voting?
I find it just unbelievable they would be over 100k to someone with 3 years experience. That is a low standard! Guess you are all correct, they just want to get the person already selected.
It is amazing they can afford this within their budget. OH WAIT - At one school, they got rid of 8 teachers with that huge reduction in students (30). There is how they save money, make the classroom population much larger. Like that will help the students.
November is coming, don't forget to vote!
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LTNS
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Posted: Mon May 5th, 2008 02:14 am |
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"...enhance the morale of school district personnel".
The morale cannot get much worse. I wholeheartedly agree with clarz007 - the HR department, with the exception of a couple of people, are very rude. I hope that changes when they hire the new "Assistant Superintendent" *cough, cough* of Human Resources. I won't be holding my breath on that.
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SaveOurDysart
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Posted: Mon May 5th, 2008 12:52 am |
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I've heard that existing Assistant Superintendent Cindi Miller wants/wanted the position so it *is* possible that they rewrote the job description so they could move her laterally and then back-fill her position. I do not know if this is what is going to happen, but only time will tell.
If you look at the job goal of the previous position (Executive Director of Human Resources/Legal Counsel), it says:
To plan, coordinate and supervise the operation of the Human Resource Office in such a way as to enhance the moreale of school district personnel and to promote the overall efficiency of the school system...
Based on the latest survey results, it looks like positions might be filled more on who you know than what you know.
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Magnum P.I.
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Posted: Sun May 4th, 2008 04:16 pm |
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clarz007 wrote: Dr. Pletnick LOVES those with the alphabet soup after their names. It makes her look good. Number 1 priority!
Right. Hire people with all kids of degrees and experience to make up for everything she doesn't have. I like that the new position states that the person must have PRIOR EXPERIENCE TEACHING IN A SCHOOL DISTRICT yet for our superintendent it was only preferred. How is it that everyone who gets hired under Pletnick has more experience than she does? Pathetic.
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clarz007
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Posted: Sun May 4th, 2008 02:05 pm |
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| Does anyone know where Dr. Lynn is going from here?? I just hope they find a replacement who will curtail the rude, disorganized group they have over there in HR. The position calls for someone with some common sense and organizational skills---not someone with a doctorate--but Dr. Pletnick LOVES those with the alphabet soup after their names. It makes her look good. Number 1 priority!
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OldEagleEye
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Posted: Sat May 3rd, 2008 04:14 pm |
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SOD -- You called it, as usual. Here's the posting (edited only to eliminate boilerplate).
POSTING DATE: 04/29/2008
POSITION: ASSISTANT SUPERINTENDENT FOR HUMAN RESOURCES
JOB QUALIFICATIONS: MASTER'S DEGREE OR DOCTORATE DEGREE IN EDUCATIONAL ADMINISTRATION, BUSINESS ADMINISTRATION, OR PUBLIC ADMINISTRATION
JOB DESCRIPTION:
DUTIES AND RESPONSIBILITIES: ASSIST THE SUPERINTENDENT IN THE MANAGEMENT OF THE DISTRICT'S RESOURCES, INCLUDING THE RECRUITING, EVALUATION, AND HUMAN RESOURCES FUNCTIONS OF PAYROLL, PERSONNEL RECORDS, EMPLOYEE RETENTION AND PROMOTION AND EMPLOYEE DISCIPLINARY ACTION. COORDINATE A COLLABORATIVE PROCESS BETWEEN MANAGEMENT AND EMPLOYEES WHICH DEVELOPS WORKING CONDITIONS AND COMPENSATION THAT MAINTAINS AN EFFICIENT AND EFFECTIVE WORKFORCE, INTERPRET AND SUPPORT THE ADMINISTRATION OF EMPLOYEE CONTRACTS AND MAINTAIN AND SUPPORT EMPLOYEE NEEDS OF THE SCHOOL DISTRICT. REQUIRED EXPERIENCE: THREE (3) OR MORE YEARS OF EXPERIENCE IN EDUCATIONAL ADMINISTRATION WITH EXPERIENCE IN HUMAN RESOURCES/PERSONNEL ADMINISTRATION/LABOR RELATIONS. PRIOR EXPERIENCE TEACHING IN A SCHOOL DISTRICT.
OTHER INFORMATION: TO ASSURE CONSIDERATION FOR THE POSITOIN APPLICANTS SHOULD SUBMIT THEIR ON-LINE APPLICATION AND BACKUP PAPERWOR AS SOON AS POSSIBLE.
APPLY TO: VIA ON-LINE APPLICATION class
SALARY: COMMENSURATE WITH EDUCATION AND EXPERIENCE
Only three year's experience (in educational administration), but no amount or type of experience is specified for HR or personnel administration. That'll assure an experienced HR heavyweight gets the job.....NOT! Note that teaching experience is a requirement, rather than just being preferred. I'm not aware of many MBAs or MPAs with prior teaching experience, so some "educator" is going to get the job. Wonder how strict they'll be in enforcing the prior experience in personnel administration/labor relations requirement....both quantitatively and qualitatively, with respect to the "educator" they've identified they want. Maybe the ability to spell the terms and use them in a sentance will be enough?
And what's payroll doing in HR? Everywhere else on the planet payroll is a (key)
accounting function. And wage and salary administration's apparently under payroll? Yikes! I guess that's the special way "educators" see their world organizationally. Where's the oversight from our "citizen" board in all of this?
Note there's no mention of benefits administration. An oversight? Or maybe an indicator of how (un)important such a critical area is to the powers that be.
But I do find reason for encouragement too. Note that the phrase "collaborative process between management and employees to assure......" appears in the posting. That'll be a first for DUSD; where does one sign up to get in the first focus group so that they can do some "collaborating" with management? (Please, don't hold your breaths in anticipation that such a change is really on the wind.)
IMHO, no one should get warm, fuzzy feelings about anything changing for the better at DUSD from this, at all! This sloppily drafted posting and job description doesn't speak well of DUSD professionally, and wouldn't attract a serious, competent outsider to apply. But, as SOD said, it isn't meant to do that, is it.
Last edited on Sat May 3rd, 2008 04:58 pm by OldEagleEye
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SaveOurDysart
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Posted: Sun Apr 27th, 2008 01:00 am |
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ex-KWfamily wrote: I called Kingswood today and they told me she does not work there she is now at the district office
Correct. I misspoke earlier. I was told a few weeks ago that she was basically a "file clerk" for the remainder of this year at district office. I had forgotten about it. I stand corrected.
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ex-KWfamily
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Posted: Sat Apr 26th, 2008 07:28 pm |
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| I called Kingswood today and they told me she does not work there she is now at the district office
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techteacher
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Posted: Sat Apr 26th, 2008 06:16 pm |
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| This treatment has forced many AP's to leave the district in search of promtion and growth...it's happening at my school
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SaveOurDysart
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Posted: Fri Apr 25th, 2008 05:58 am |
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Surprise_teacher wrote: Absolutely nothing against her, but I certainly wouldn't want to stick around when it was clear my superiors had zero confidence in me.
This is definitely not an isolated incident. This has been going on for several years and is well documented. Teachers applying for TOSA or Assistant Principal positions. AP's applying for Principals. Principals applying for district positions. Try and try and they just continously get denied even when they have superior qualifications over the person who eventually was hired.
There are two brand new schools opening next year. You would think that they might use the opportunity to move a couple of experienced AP's up and let them open the school. Nope. they instead brought in two people from outside the district.
As for the AP at Kingswood, she will finish out her contract this year as AP. Next school year, she has been "reassigned" to P.E. Teacher at another school and her salary adjusted (down) to reflect the new position. This is what happens to employees of Dysart on a consistant and regular basis.
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poparent
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Posted: Fri Apr 25th, 2008 05:22 am |
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| Surprise teacher I do not know where you got that information but from what I am getting she is not anymore. Also remember this district hire outside the district if you are not one of the buddies of the district administration
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Surprise_teacher
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Posted: Fri Apr 25th, 2008 04:57 am |
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Be happy wrote: What happened with the asst. prinicpal at Kingswood?
She has applied and interviewed for at least the last five or six elementary principal openings, and is still the AP at Kingswood. I personally can't understand why she is still in the district when the evidence shows that the district administration is unwilling to give her a promotion, whatever their reasons may be. Absolutely nothing against her, but I certainly wouldn't want to stick around when it was clear my superiors had zero confidence in me.
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OldEagleEye
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Posted: Fri Apr 25th, 2008 01:59 am |
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SOD -- OK, so "they" want to give somebody a phony title and pay them $110-120K. Unless the new recruit is a seasoned HR professional, with enough "line" experience to conduct a major HR reorganization and turnaround, whoever they "put" in the job is doomed to continuing failure -- at the ongoing expense of every DUSD employee/student/parent and taxpayer. What's the payroll in the "non-performing" DUSD HR department? I have no idea, but will bet it's north of $500K! What a lousy ROI.
Anywhere else, this situation would call for everyone to be told to turn in their resignations and reapply for their jobs. Ms. Montoya just saved them the trouble in her case.
Sad, sad, sad.
Last edited on Fri Apr 25th, 2008 02:02 am by OldEagleEye
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Be happy
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Posted: Fri Apr 25th, 2008 12:44 am |
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What happened with the asst. prinicpal at Kingswood?
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SaveOurDysart
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Posted: Thu Apr 24th, 2008 05:52 pm |
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Repeating what the first poster said, I can see that by making it an Assistant Superintendent position, they can offer a higher salary. Here's how the numbers stack up:
When the position of Executive Director of Human Resources was posted several years ago, the salary range listed was about $65,000 - $80,000. This year, Lynn Munier (Montanya) is making a base salary of $106,000. Therefore, it appears as though the position has seen at least a $25,000 pay increase (about 33%) in just 4-5 years.
At the meeting last night, Dr. Pletnick indicated that the salary for the new position would be in line with the existing two Assistant Superintendent positions. While I don't have those numbers with me at the moment, I believe their salaries are in the $110,000 - $120,000 range. For reference, Dr. Pletnick's base pay is $155,000.
Mr. Lipscomb asked how many other districts comparable in size to Dysart have such a position. The question couldn't be answered.
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OldEagleEye
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Posted: Thu Apr 24th, 2008 04:09 pm |
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What the heck could having a (educational) "Superintendent's Certificate" have to do in any conceivable way with demonstrable competency to manage and direct the (currently disfunctional and totally mistrusted) HR department of the largest employer in Surprise?
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SaveOurDysart
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Posted: Thu Apr 24th, 2008 03:58 pm |
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Tina Grey seemed to be the obvious choice.
However, since the position is now going to be an Assistant Superintenent, the candidate must have a Superitendent Certificate. Tina Grey does not have one and thus, is not qualifed for the job. Perhaps the job description and requirements are being rewritten to keep her from getting the position.
Dysart is notorious for blacklisting employees that are not liked or disagree with the top administrators. Case in point: the Assistant Principal at Kingswood. It's unbelievable what they are doing to her.
In fact, the results from the Dysart survey are in and a report was given to the Governing Board at last nights meeting. Almost every aspect of Dysart scored low. Teacher morale came in low, even among teachers. The HR Department has the worst score out of any department in the disitrict with something like a 16% favorable rating. The results showed that the community does not trust the Governing Board or Dysart Administrators. It was extremely eye-opening to see the conclusions that were made from the survey.
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OldEagleEye
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Posted: Thu Apr 24th, 2008 11:27 am |
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Who's she? What's her professional background and real world experience in HR?
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ex-KWfamily
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Posted: Thu Apr 24th, 2008 05:20 am |
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| I bet anyone Tina Grey will get this job
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DysfunctialDUSDBoard
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Posted: Wed Apr 23rd, 2008 06:23 pm |
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Looks like the wicked witch of the human resources department is adios at the end of the school year. That's right, the human resources director lynn montanya is buckling and heading out of dodge. Of course like every other top level position in the district, the top brass are rewriting the job description so they can stick the person they want into the position. Here's the scary part. Instead of being a director of human resources, they are going to call it the assistant superintendent of human resources. Nice isn't is? What better way to jack up the salary then to make them an assistant super. Probably because the person they want to put into the position isn't qualified to pick up dog crap so they have to make the position a higher one so they can justify paying a higher salary. Way to go dysart. Us down here at the bottom really understand how screwed up you are. I'll understand if you can't give us pay increases next year because of the economy. I realize that people at the top need their money first so I'll keep working for scraps.
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