Join the GOOGLE +Rubber Room Community

Saturday, October 27, 2012

Reality Check From Betsy Combier On: "A Rubber Room By Any Other Name..." by Tom Segal

Parentadvocates.org
LINK

From Betsy Combier: Mr. Thomas Segal, whoever he is, is so off track in his article re-posted below that I had to step in with my 10 years' of experience in researching the how, why, when, and where of the Rubber Rooms....when you read about the "rubber rooms" think about people sitting there, some guilty but getting paid for doing nothing, and others, innocent and getting paid while they await the foreclosure on their homes, the end of their careers, being on the sex registry for no factual reason and solely as the result of some whim of an administrator who wants to save money in the school budget.


Mr. Thomas Segal, whoever he is, is so off track in his article re-posted below that I had to step in with my 10 years' of experience in researching the how, why, when, and where of the Rubber Rooms.

It is true that the re-assignment centers for teachers were nicknamed "rubber rooms" many years ago, no one is exactly sure whether it was 10 or 30 years ago. The large warehouses ended in 2010 because the New York City Board/Department of Education suddenly woke up to the fact that when 100 people share a room or space, the people there develop alliances, become a community, and try to organize. The DOE wants to get rid of every tenured teacher making a high salary. The DOE also wants to get rid of expensive staff in a way that all the false claims about the person will hold up at the 3020-a hearing, which all tenured teachers are given before they are "punished" for their misconduct or incompetency. 100 people talking together is dangerous to this effort because people talk about Rights, Laws, and who is good or bad at getting the right information to the right people at the right time.

The United Federation of Teachers (UFT) and the New York State United Teachers (NYSUT) do nothing as these imprisoned people are accused and found guilty of charges that are, in most cases, ridiculous and false. (Im not talking about the true miscreants who are actually guilty of what they are charged with). The national outrage against people sitting around getting paid to do nothing is valid IF and ONLY IF the person is actually a bad teacher and guilty of whatever he/she has been charged with. An excellent teacher who truly loves his or her job and has been removed from his or her classroom so that the DOE can permanently stop him or her from teaching is another matter.

In his article Mr. Segal mentions Christine Rubino, the teacher who, in a moment of frustration, said to her closed circle of friends on facebook, that she hated her students and would like to take them to the beach. This was a stupid thing to say, but it happened. Christine saw, a few days later, that it was stupid, took it down, and forgot about it. Unfortunately, one of her Facebook friends was a teacher at the school, David Senatore, who wanted Christine to be removed from the school because she was very popular and a favorite of the Principal, and also, she knew that he was taking boys home with him after the after school program, and allowing them to use his swimming pool, buying them new underwear, etc.. Her removal, he thought, would make his afterschool fun easier. He was removed after Christine's 3020-a (I was there, helping Christine's lawyer Brian Glass, and heard David Senatore testify against Christine) in March 2012, and sits in a "rubber room" today, getting his full salary to do nothing. I have a problem with this.

Meanwhile, the principal testified at the 3020-a that Christine was one of the best teachers in the school, and she did not want Christine to be terminated but was forced to charge Christine because "legal" told her to. Christine appealed, and New York State Supreme Court Judge Barbara Jaffe ruled that she had to be given a lesser penalty. 

NYS Supreme Court Judge Barbara Jaffe

Tom Segal of RethinkEducation
The NYC Law Department appealed this to the Appellate Division, First Department. Christine remains terminated and at home, without even unemployment to sustain her and her two children. ..while David Senatore sits in the 335 Adams St., Brooklyn, offices and does nothing while getting paid his full salary. By the way, David called me up to ask me to help him find one of the boys who was at his school. I heard all about his swimming pool adventures, and how he "really" loved these boys.

So, when you read about the "rubber rooms" think about people sitting there, some guilty but getting paid for doing nothing, and others, innocent and getting paid while they await the foreclosure on their homes, the end of their careers, being on the sex registry for no factual reason, etc., or have been given "U" ratings simply to get them disciplined out. The UFT and DOE no longer permit fair "U" rating appeals.

How random, arbitrary, and capricious is this?

A Rubber Room By Any Other Name...
By Tom Segal on October 17, 2012 8:58 AM
Education Week
LINK

Do people know about rubber rooms?

Obviously some of the folks reading this particular blog know about them, but my audience tends to skew on the side of educationally-aware. But are regular, everyday folk aware of their existence?

In case you are not, rubber rooms (or "reassignment centers") are what Wikipedia describes as "holding facilities" for the New York City Department of Education. They are essentially jail cells for teachers accused of misconduct awaiting resolution of their case while being paid in full to do nothing. As a resident of Manhattan (and a rational human being), this concerns me.

Yesterday, I came across a link to the Daily News that sparked my recollection of the rubber room phenomenon. Reading it, I thought to myself, "gee, that's funny. I thought Mayor Bloomberg had done away with rubber rooms a couple years ago."

As it turns out, the rubber-rooming process has just been streamlined (slightly), and while the rubber rooms themselves have been disbanded, they have simply fractured into unused offices/closets/lockerrooms that serve as the equivalent of solitary confinement to the old rubber rooms' communal holding cell.

These rubber-roomers get paid a fine salary to perform such tasks as counting the amount of chairs in a school building (a month-long assignment) and practicing pitching a softball (unclear how successful this endeavor can be in a supposedly cramped space). While the $22 million being paid to these rubber-roomers (not counting the paychecks of substitutes taking their place) is certainly a step up from the $30-40 million before the Bloomberg crackdown, it's still TWENTY TWO MILLION DOLLARS being paid to "teachers" to accomplish NOTHING.

Now, I understand that many of these rubber-roomers may have perfectly valid excuses for how they wound up rubber-roomed, and indeed the arbitration process they are waiting on may very well clear their names. However, there is no excuse at all for the lack of production and wasted manpower, from either end of the aisle. Administrators and the DoE can't find more legitimate uses for the rubber-roomers than counting chairs? I understand they cannot have face-to-face interaction with students during their arbitration process, but I find it extremely hard to believe (especially given my familiarity with Learning Management Systems through my work at Rethink Education) that there are no data input projects or things of that nature worth tasking the rubber-roomers with. Perhaps these rubber-roomers can be spearheading fundraising efforts for the very schools whose funds they are currently draining? Services like Schoola make this rather easy to accomplish these days.

On the other side, do these rubber-roomers feel comfortable accepting a paycheck from the state for twiddling their thumbs (or practicing their slow-pitch softball form, apparently) for five days a week when that money could be going to far more legitimate causes in the education of our kids? Just seems inherently wrong to me. I readily admit that I do not have all the information on this subject, but given the information that is public, it appears everyone carries some blame here, and nobody seems to want to make much of an effort to change. The victims, as usual: students.

One of the examples given in the Daily News article of a teacher stuck in the new rubber room system is a teacher that wrote "After today, I am thinking the beach sounds like a wonderful idea for my 5th graders! I HATE THEIR GUTS!" on her Facebook page the day 

Christine Rubino
after a 12-year old girl drowned during a school trip. This "teacher" (or whatever term you may use to describe her, as teacher appears to be a stretch) somehow successfully sued to get her job back and now spends her days like the others toiling away on the taxpayer dime as the arbitration process continues.

Not helping matters is the fact that 25 of the city's 39 arbitrators from a year ago have quit as of June 2012. Turns out they were not getting paid and are suing the DoE for $9 million (we shall see how long that process takes to unfold).

This is all truly wild stuff to an outsider like myself. New York City is currently forced to pay teachers that are not teaching while they wait for arbitrators to arbitrate on the validity of the firings, except they are not paying the arbitrators charged with potentially stripping the pay of teachers that don't teach?

My head hurts. 



Troubled city teachers still bouncing around the supposedly shutdown 'rubber rooms' as city wastes $22 million a year
One $78G-a-year teacher practiced softball pitches while in ‘solitary’ at unusued locker room and another instructor tallied chairs as disciplinary cases dragged
BY BEN CHAPMAN, NEW YORK DAILY NEWS, OCTOBER 16, 2012, 3:00 AM
LINK

Ex-teacher Michael Portnoy says he was forced to spend 13 months in an unused locker room after a dispute with his principal and worked on softball skills to ward off boredom.

Educators accused of breaking rules, abusing kids — or simply failing to provide students with a decent education — will be paid a stunning $22 million by the city this year for doing absolutely nothing.

More than two years have passed since city officials and the teachers union announced with great fanfare that they’d found a way to shut down the infamous “rubber rooms” where as many as 800 teachers languished — sometimes for years — awaiting disciplinary hearings.

Since then, the number of teachers collecting a salary to twiddle their thumbs while their disciplinary cases plod through the system has dropped dramatically to just over 200 teachers, but a new kind of rubber room has emerged in its place.

It lives now in broom closets, unused offices — even stinky locker rooms — in school buildings all over the city.

“You start to go a little crazy,” said former Bronx middle school teacher Michael Portnoy, 43, who earned more than $78,000 for sitting in a dark, unused girls’ locker room for 13 months until being fired last spring over what he said was an argument with his principal.

Portnoy, who is appealing his firing from Middle School 142, began each day by getting a few hours’ sleep in a beach chair while mice scurried past him on the concrete floor, he said.

He battled boredom by sticking a miniature batting cage to a peeling wall and taught himself how to pitch a softball.

“You ever see anyone in solitary confinement? It was awful,” said Portnoy, who taught in city schools for 14 years. “I wouldn’t go back there for anything.”

Officially called “reassignment centers,” rubber rooms have been around for years, populated by teachers who face disciplinary charges but are allowed to remain on the payroll by a union contract that gives them the right to a hearing before they can be fired.

Before the major rubber room reform in 2010, teachers routinely waited two years for a hearing as massive administrative holding pens overflowed with increasingly disgruntled teachers who read books, taught themselves to knit and led yoga classes at taxpayer expense.

Dating back about a decade since the city overhauled its disciplinary process for firing teachers, they came to be called “rubber rooms” because inmates said they went crazy bouncing off the walls.

“This was an absurd and expensive abuse of tenure,” Mayor Bloomberg said when he announced the new reforms in April 2010. “We’ve been able to solve what was one of the most divisive issues in our school system.”

At the time, teachers union boss Michael Mulgrew crowed that the new agreement would shepherd in a “faster and fairer process.”

And the process has improved.

A flood of new arbitrators slashed the waiting time for a hearing from two years to three to six months, and the number of teachers in purgatory dropped significantly.

The total population fluctuates from one day to the next, but on an average day, there are roughly 200 teachers in limbo, officials say — a tiny portion of more than 75,000 teachers on the payroll.

Last week, the tally of rubber-roomed teachers reached 218.

Their salaries and benefits alone will cost taxpayers $22 million this year, but that’s only some of the cost. The city is shelling out thousands more to pay substitute teachers to cover their classrooms.

But while the big reforms announced in 2010 were supposed to put an end to idle teachers doing nothing, today’s rubber room residents say they’re as unproductive as ever.

Bloomberg said they would be given work to do such as answering phones or planning curriculum — anything that didn’t involve working with children — but several teachers say they’ve mostly just stewed.

“It’s boredom — a cruel and unusual punishment,” said Francesco Portelos, who made headlines this month for broadcasting a live Web video of himself surfing the Internet from a rubber room.

Teacher Francesco Portelos blogged and produced live Web video of himself surfing the Net while spending five months in limbo in 'rubber rooms' in Queens.

A science instructor from Staten Island’s Intermediate School 49, Portelos has been kept in rubber rooms for more than five months for allegedly hacking into his school’s website, conducting a real estate business during class time, and tampering with the investigations into his allegedly improper activities.

For the first two months, Portelos was stuck in the bleak basement copy room of an Ozone Park, Queens, office building, where he whiled away the hours by boning up on labor law and blogging about his case.

Education officials then moved him to an empty conference room in the same building, where he broadcast hours of video showing him pecking away at his laptop.

After the city learned of his webcam, Portelos was told to shut it down and work on lesson plans for his classes.

He continues to draw his yearly salary of $75,000.

Former Brooklyn teacher Christine Rubino said she was assigned to an empty cubicle in an administration building for five months and once was told to count all the chairs in the six-story building.

“There were 800 of them,” Rubino said. “They told me they needed to know how many, in case there was a meeting . . . . It was the only job they gave me that month.”

After Rubino tallied all the chairs in the dingy downtown Brooklyn building, she returned to her desk, where she collected her $75,000 salary and surfed the Internet while awaiting the outcome of her case.

The elementary school teacher at Brooklyn’s Public School 203 was fired after making a joke about drowning her students on Facebook.

In June 2010, a day after a 12-year-old Harlem girl drowned on a school trip to a Long Island beach, Rubino ranted online: “After today, I am thinking the beach sounds like a wonderful idea for my 5th graders! I HATE THEIR GUTS!”

She was fired a year later but successfully sued to get her job back. The city has appealed the verdict that went her way in February, so she remains unemployed while her case makes its way through the courts.

Education officials claim that since no more than about a dozen mothballed instructors are holed up at any one address, the rubber rooms no longer exist.

“For some teachers, while that clock is ticking, they shouldn’t be in the classroom,” said city Schools Chancellor Dennis Walcott. “That’s nothing to be fixed, that’s part of an agreement.”

Mulgrew wouldn’t comment on individual teachers who said they weren’t given work to do in rubber rooms, but said the current system is better than the one it replaced.

“The system has been working much better than anything we have had before,” Mulgrew said. “We did not want a system where people were sitting there. We wanted a fast and fair system.”

The union has not yet formally objected to conditions in the new “solitary confinement” rubber rooms.

“We signed this agreement in good faith with the city and we expect them to follow it. Fast and fair is all we ask,” he said.

With Corinne Lestch





Michael Portnoy specifications
Michael Portnoy opinion and award
Michael Portnoy Petition
Michael Portnoy transcripts


bchapman@nydailynews.com

Steve Ostrin outside the Brooklyn Rubber Room at 25 Chapel Street, Brooklyn, NY

Teachers Set Deal With City on Discipline Process
By JENNIFER MEDINA, NY TIMES, Published: April 15, 2010
LINK

Thursday, October 25, 2012

ATR Meetings



Remaining ATR official UFT ATR meetings:

Thu., Oct. 25 Official Brooklyn ATR meeting**, 4-6; alternative mini-meeting, Au Bon Pain, 70 Myrtle Ave, 1/2 block east of Starbucks at Jay St. (a direct trajectory from Brooklyn UFT HQ), facing Metrotech Commons (park), 6-7 or 730.

Mon., Oct. 29 Official Brooklyn ACR meeting**, 4-6; alternative mini-meeting, Au Bon Pain, 70 Myrtle Ave,, 6-7 or 730.

**Brooklyn HQ is 335 Adams St., between Johnson St. and Willoughby St., near 2,3,4,5,R Boro Hall and A,C,F,R Jay St. Boro Hall

Thu., Nov. 1 Official Manhattan ACR/ATR meeting***, 4-6; alternative mini-meeting, Cafe Exchange, 49 Broadway,  6-7 or 730.

***Manhattan HQ is 52 Broadway, near 4,5 Wall St., Rector St. R
Mon., Nov. 5 Official Queens ACR/ATR meeting****, 4-6

****Queens HQ is 97-77 Queens Blvd., alternative mini-meeting: Ben's Best Gourmet Deli, 96-40 Queens Blvd. 63Rd Dr. Sta. M, R, 6-7 or 730

General citiwide meeting:
Unsatisfied with the evasive answers you get to these questions in this well-managed top-down meeting?  Join the meeting of ATRs in
the ATR Chapter Committee, organized by ACRs and ATRs 
place: Meet at the Skylight Diner (in the back) at 402 W 34th St. (SW corner of 9th Ave.), Manhattan,
date: Thurs., November 8, 2012, 5:00 pm.  Please RSVP to
saferatr@gmail.com

Tuesday, October 23, 2012

The Gotcha Squad Strikes Again: Now Its Special Education That Will Get You Discharged or Terminated

Think about it. As you can read below,  "Every principal must implement procedures to ensure that each gen ed. teacher, special ed. teacher and related service provider who is responsible for implementing the student's IEP is provided a paper or electronic copy of the IEP prior to implementation of the IEP "

But what if Mr. or Ms. Principal does not ensure the procedures are in place (this is, by the way, Chapter 408) but says they did everything and it is YOUR fault the IEP was not followed, cannot be found, was not in a locked drawer, etc?? Then what??

Betsy Combier

Copies of IEPs

LINK

The IEP describes the school’s obligation to provide specially designed instruction as well as related and other support services to students with disabilities. In order for students to achieve the full benefit of the IEP planning process, school personnel with responsibility for implementing the IEPs of students with disabilities must understand their responsibilities and have students’ IEPs readily available to them. Chapter 408 of the Laws of 2002 and state regulations prescribe the process for ensuring that this occurs.

Providing Copies of IEPs to Teachers and Related Service Providers

Every principal must implement procedures to ensure that each general education teacher, special education teacher and related service provider who is responsible for implementing the student’s IEP is provided apaper or electronic copy of the IEP prior to implementation of the IEP. This includes every teacher responsible for implementing a service, accommodation and/or program modification on a student’s IEP. Additionally, a process must be in place to ensure that copies of a student’s IEP are immediately disseminated to all appropriate staff when the IEP has been revised during the school year.
Schools that use SESIS to provide an electronic copy of the IEP must ensure that teachers and related service providers are able to readily reference their students IEPs on an ongoing basis. Teachers and related service providers who cannot readily refer to electronic copies of their students’ IEPs in their school building during the school day because they do not have access to a computer (the computer does not need to be in the classroom or therapy room) must be provided paper copies.
A school does not meet the requirements of the law by disseminating lists of students requiring test accommodations or summaries of IEPs such as “IEP at a Glance.”
The determination of which teachers and related service providers must be provided a copy of the IEP should be made at the student’s IEP meeting.
Teachers of students who have been declassified and who continue to receive accommodations, modifications and/or other support services must receive a copy of the student’s last IEP.

Providing Paraprofessionals Opportunity to Review and Ongoing Access to IEPs

Every principal must implement procedures to ensure that each paraprofessional responsible for assisting the implementation of a student’s IEP is provided the opportunity to review a copy of the student’s IEP prior to implementation of the IEP.
Additionally, the procedures must ensure that each paraprofessional responsible for assisting in the implementation of a student’s IEP has ongoing access to a copy of the IEP.  The copy may be the copy provided to the student’s special education teacher or another teacher or related service provider under whose direction the paraprofessional works. It may also be a copy maintained in another location in the school building if that location is readily accessible to the paraprofessional.
Access to IEPs may also be provided electronically, through SESIS. Schools that use SESIS to provide electronic access must ensure that paraprofessionals receive training on how to use SESIS to access students’ IEPs. They must also ensure that computers are available in the school building during the school day for paraprofessionals to use.
While schools are not required to provide a copy of the IEP to the paraprofessional, they may legally do so if they choose.

Informing School Personnel of IEP Implementation Responsibilities

 In addition to providing copies of IEPs to teachers and related service providers and access to paraprofessionals, every principal must have a process for ensuring that each general education teacher, special education teacher, related service provider and other support staff has been informed, prior to implementation of the IEP, of his or her responsibility to implement the recommendations on the student’s IEP, including the responsibility to provide specific IEP-mandated accommodations, program modifications, supports and/or services.
To accomplish these, the principal must designate one or more professional staff members who are familiar with the contents of the student’s IEP, such as an administrator, school psychologist and/or teacher, to directly inform appropriate staff of their specific responsibilities. Teachers and related service providers who were present at the meeting where the IEP was finalized are assumed to be familiar with the contents of the IEP and their specific duties in implementing the IEP.

Confidentiality

The Federal Educational Rights and Privacy Act (FERPA) allows schools to disclose personally identifiable information in a student’s education records, including the student’s IEP, to school personnel with “legitimate educational interests.” While an IEP contains important instructional information that teachers, related service providers, paraprofessionals and others need to know to implement the IEP, it may also contain sensitive personal information about the student. Teachers and related service providers who receive a copy of a student’s IEP and paraprofessionals who have access to IEPs must ensure that student IEPs remain confidential and are not disclosed to any other people.
Schools districts that provide electronic copies of the IEP, such as through SESIS, are required to implement security systems to prevent unauthorized internal and external access to students’ IEPs. Due to systems integration issues, SESIS does not currently have controls in place to prevent members of the school staff who do not have IEP implementation responsibilities from accessing students’ IEPs. SESIS does, however, maintain a record of every time the IEP is accessed. School staff who are not connected with a student should never use SESIS to access the student’s IEP.
The school is responsible for instructing all people who receive copies of IEPs or have access to IEPs regarding their legal obligation to maintain the confidentiality of student records. Personally identifiable student information from the IEP may not be disclosed to others without parent consent.

Providing a Copy of the IEP to Parent

 Schools must ensure that a copy of the IEP is provided to the student’s parents. If the IEP is amended with or without an IEP team meeting, the parent must be provided with a copy of the amended IEP immediately.

Storage of IEPs

IEPs are confidential documents and must be kept in locations not accessible by students or staff members who are not responsible for implementing the IEP. While the storage location must not be accessible, this does not necessarily mean that it must be in a locked location.

Resources

Sunday, October 21, 2012

You Have No Rights At Work

This election season has done an excellent job of showcasing an important, and little understood, truth about political freedom in the American workplace. In short: There isn’t any, unless you happen to be the boss.

Last Sunday, In These Times’ Mike Elk revealed that the Koch brothers have been sending their employees a helpful reminder to vote for Mitt Romney. (Other candidates are endorsed as well, all Republicans.) If Obama won, they warned, “Many of our more than 50,000 U.S. employees and contractors may suffer the consequences. . . including higher gasoline prices, runaway inflation, and other ills.”

The Koch mailers were subtle compared to the email CEO David Siegel sent to his 7,000 employees. In his missive, the billionaire described the harrowing consequences of an Obama victory, chiefly that he might have to pay higher taxes. “If that happens, you can find me in the Caribbean sitting on the beach, under a palm tree, retired, and with no employees to worry about,” he concluded. (Gawker broke this story, another in a series of excellent posts this year on inequality, labor rights, and economic justice: They aren’t just good for snark and gossip anymore.) These aren’t isolated incidents of political intimidation in the workplace.

Republicans are gleefully encouraging their allies to keep the pressure up. “”If you run, manage or own a company tell your employees. . . if Obama is reelected, I may have to let all of you go next year. . . I may not be able to cover your health insurance next year,” Congressman Joe Walsh (R-IL) told a gathering of business representatives recently. On Wednesday Mike Elk broke the news that Romney himself, on a conference call with the intensely conservative National Federation of Independent Business (NFIB) is on the same page: “Nothing illegal about you talking to your employees about what you believe is best for the business, because I think that will figure into their election decision, their voting decision and of course doing that with your family and your kids as well.”

And Romney is right, as Josh Eidelson explains in Salon.
Why is that? First, thank Citizens United. The Supreme Court’s 2010 decision overturned a key section of federal election law, which had previously restricted how and when employers could make political appeals to rank-and-file employees. That little-noticed aspect of the lightning-rod decision meant open season for any employers itching to tell their employees what to do with their votes or their dollars. It’s not restricted to postal mail – employers are also free to hold mandatory, on-the-clock meetings devoted entirely to lecturing their workers about politics
But while your bosses can say what they want to you about politics, the same does not apply to you or your co-workers. The Constitution only protects against public sector political persecution. In the private sector “employment-at-will” rules. That means you can be fired at any time, for any reason (or no reason at all), including your political actions outside the workplace. (As Eidelson notes, in 2004 a worker was sacked because she would not remove a John Kerry sticker from her car.)  This total power is not limited to politics either. Employers have almost complete freedom of action in the workplace, unless they clearly fire or harass you based on your race, gender, religion, or a few other protected categories. (Theoretically, you are also protected if you are organizing a union or otherwise working to advance your rights at work, but the law is so weak that it’s practically worthless.)
In the United States, you have almost no rights at work unless you are a member of a union or, weirdly, live in Montana (and very few people can claim either of those protections).

From a Crooked Timber that explores this issue in great detail:
On pain of being fired, workers in most parts of the United States can be commanded to pee or forbidden to pee. They can be watched on camera by their boss while they pee. They can be forbidden to wear what they wantsay what they want (and at what decibel), and associate with whom they want. They can be punished for doing or not doing any of these things—punished legally or illegally (as many as 1 in 17 workers who try to join a union is illegally fired or suspended). But what’s remarkable is just how many of these punishments are legal, and even when they’re illegal, how toothless the law can be. Outside the usual protections (against race and gender discrimination, for example), employees can be fired for good reasons, bad reasons, or no reason at all. They can be fired for donating a kidney to their boss (fired by the same boss, that is), refusing to have their person and effects searchedcalling the boss a “cheapskate” in a personal letter, and more. They have few rights on the job—certainly none of the First, Fourth, Fifth, Sixth, and Seventh Amendment liberties that constitute the bare minimum of a free society; thus, no free speech or assembly, no due process, no right to a fair hearing before a panel of their peers—and what rights they do have employers will fight tooth and nail to make sure aren’t made known to them or will simply require them to waive as a condition of employment. Outside the prison or the military—which actually provide, at least on paper, some guarantee of due process—it’s difficult to conceive of a less free institution for adults than the average workplace.
In addition to abridging freedoms on the job, employers abridge their employees’ freedoms off the job. Employers invade employees’ privacy, demanding that they hand over passwords to their Facebook accounts, and fire them for resisting such invasions. Employers secretly film their employees at home. Workers are fired for supporting the wrong political candidates (“work for John Kerry or work for me”), failing to donate to employer-approved candidateschallenging government officialswriting critiques of religion on their personal blogs (IBM instructs employees to “show proper consideration…for topics that may be considered objectionable or inflammatory—such as politics and religion”), carrying on extramarital affairs, participating in group sex at home, cross-dressing, and more. Workers are punished for smoking or drinking in the privacy of their own homes. (How many nanny states have tried that?) They can be fired for merely thinking about having an abortion, forreporting information that might have averted the Challenger disaster, for being raped by an estranged husband. Again, this is all legal in many states, and in the states where it is illegal, the laws are often weak.
Follow Jake on Twitter.

The DOE Will Certify Aspiring Teachers

 

EXCESS'D - A Teacher Without a Room 



Posted: 20 Oct 2012 02:13 PM PDT
Interesting yet bewildering; this idea of letting the DOE take over the certification of aspiring teachers.  Especially bewildering is the notion that placing a new college graduate with an experienced teacher in a "thriving" school would somehow provide the framework and support for that newbie to take over a class in one of our famous hard-to-staff schools.  Let's get this straight from the git-go.  I do believe that the best preparation for a teacher contemplating a career teaching in NYC is not only a degree in education but also the essential fieldwork that introduces the novice to the daily reality of the teaching profession.  When I returned to school and enrolled in a graduate program in education, part of our assignment was to do the required fieldwork in a school of their selection.  The fieldwork is the first step into a classroom - where you, as teacher, are finally facing the class and not the other way around. I was sent to a number of  schools but I want to focus on two experiences that relate to the subject of this post.
The first school I was assigned  to was a 5th grade class in an elementary school on the Upper West Side which is, by all accounts, a great school.  Great staff, facilities, parental involvement, money, and a student body that valued education.  I can recall being asked to do a read-aloud of a Mark Twain story. Having some experience on stage, I gave it my all with animated gestures, character voices and audience engagement.  The kids loved it, even applauding the performance - my mentor congratulated me on my efforts and gave me suggestions for the lesson follow-up. What I was expected to gain from this experience was to know how and when I was "on my game" as a teacher.  What did student engagement actually look like?  What did it sound like?  All of this out of the learning room of the graduate school into the teaching room of the public school.  Wow, I thought, this is going to be great; here are the budding minds, eager to learn, eager to show off what they already know, respectful, knowledgeable and wanting to know more.  So, this is what teaching is like and this is a teacher's classroom.
The other school I wanted to mention is located in East Harlem.  Not a difficult school by any means; nice modern building, helpful staff and just elementary school kids being kids. I was assigned to a lower grade - maybe 2nd or 3rd with a teacher who used "Shhhhhhhush" after every other word.  This was the first indicator that perhaps I have chosen the wrong second career.  My engagement with children so young was ineffectual and frustrating (thus my stint as a Middle School teacher).  However, I did learn an important lesson from one child and it is a lesson I always keep in the back of my mind.  Due to some malfeasance on part of the student, I was instructed to deprive said student of a privilege held dear.  As I was trying to explain my action to said student I was met with an impenetrable and defying stare that accompanied the words " I don't care.  I can eat dirt".  Clearly, the deprivation tactic to change behavior was not going to work here.  Wow, I thought, this is NOT going to be great; this is not as easy a being an animated reader to a group of inquiring minds.  Where is the desire to learn?  How can I get to make these children care?  Two starkly contrasting experiences of the daily reality of teaching in an urban public school.
So how does this fit in with the topic of the post?  Needless to say, I am basically against the DOE taking over certification but I am aiming at what I see as a misguided strategy for preparing any teacher to take over a classroom.  You cannot teach unless you can manage and you cannot learn classroom management out of a book; it helps and give you some tools to work with but you will only get it in the classroom itself.  Design for a teacher preparation program for an urban public school must place primary importance on classroom management and, in most cases, lack of management is not a big issue in a "thriving school".  The idea that you would mentor a teacher in a thriving school as preparation for that teacher to take the helm in a struggling school is to miss the mark, big time. We know that there is more learning than teaching in a teacher's first years on the job and the steepest learning curve to navigate is classroom management.  This is why it would make so much more sense to place a last year graduate student into a "managed classroom" in a hard to staff school in order to hone their skills in this critical area. To succeed in the trenches you need to learn in the trenches.  All this would seem quite self-evident to any teacher already in the system, so I am not offering any revolutionary ideas and, in fact, this "mentoring issue" is subsumed in the larger picture of the DOE efforts to drive experienced tenured teachers out of the building.  As I consider the bigger picture and how this "bogus route to certification" is being contemplated, I am tempted to suggest that their "mentoring' idea is valid with the idea that if implemented it is doomed to failure - another disaster policy brought to you by the DOE.  The only drawback is that another class of students will fall by the wayside as the DOE clumsily grasps for more power with their oversized hands. 









ATRs: Be prepared! Don't count on principals to provide you with lesson plans

 From Dedicated To All ATRs in NYC
LINK

This post is dedicated to supporting and preserving all ATRs in the DOE.  Face it, we are an oppressed group.  They want to do away with us.  Klein had it in for us as soon as his policy for closing schools caused him to be embarrassed for not having anticipated the fall-out.

Although principals depend upon us, (especially us since we represent the veterans in education) to maintain class order and preserve the tone of the school, they aren't very reliable when it comes to providing us with lessons that assure pedagogical continuity when the regular teacher is absent.  This may be because they don't really know where each class should be on the curriculum map, and it may be because one thing they don't teach teachers in the Fellowship program (or elsewhere) is how to create activities that can be used to hold students accountable while they are not running the class.

In a previous post I announced the call for a "Uniform Absent Teacher Assignment Plan" and wrote the deputy chancellor a short pitch for taking some of us out of rotation to work on this, full-time.  We, the ATRs on rotation, have visited so many schools and met more principals in a year than most teachers do in a life-time of service!  This places us in a unique spot, for we are able to reach out to principals and teachers who will supply us with best practices.  Once in place, the Absent Teacher Assignment Plans will be available through a data base and downloadable for each class- perhaps even wired right into the classroom via a smart board...

However, in the meanwhile, we, as ATRs are at risk of losing our wonderful positions as rotating teachers if we get stuck in a class with no back up plan.

I would like to ask all of you to send some of your cleverest assignments.  The idea is this:  When kids are distracted by interesting assignments, they don't act out quite as much and quite as awfully as they do when do have something to do.

For example, I will post some links for WordSearch Puzzles- kids love them, and they can be found in every subject and at any level. 
Here is a website that has tons of great WordSearch Puzzles:http://www.armoredpenguin.com/wordsearch/Data/best/

Another nifty thing was suggested to me by our own Mr. Macri- perhaps the city's most popular ATR
Tracing paper.  We had an art class at a Brooklyn High School and Mr. Macri had a great way of keeping kids engaged and behaved: Let them trace.  I found some geometric and stained-glass workbooks (Dover Publishers) and kids traced the patterns and then, colored them.  The whole room and the bulletin boards were filled with light catchers. 
If you have a class for a whole week, never mind if it's science or math- give them tracings with a theme: Last week I did one on "Winners" - pictures of the olympic gold metallists and famous people that students value as role models.  A roll of tracing paper (12" x 50 yards) is less than $10 at Pearl.  I don't think we should pay for our students' supplies, but, desperate times mean taking desperate measures.

I have a bunch more but I really want you to make a page of sanity-saving suggestions for the well-being of us all.... Please!

Posted By Blogger to Dedicated to all ATRs in NYC at 10/21/2012 09:37:00 AM