January 30, 2002
Gary Hart, Minority Report
Dear Chairperson Hart,
Thank you for your efforts as the Chair of the Working
Group on Professional Personnel Development. Thank you for your recognition
that despite our best efforts, not all areas of this report have consensus.
As a member of this work group, and a representative
of the California Teachers Association, I wish to make the following comments.
These comments have been kept at a minimum and are within the context that
other changes from our last meeting included. Other issues, which I have
not commented upon may still be a subject of discussion within the California
Teachers Association, and may be commented upon at a later date.
1) Recommendation
1.0: Place responsibility for coordination of K-12 professional personnel
development activities in the Governor’s Office through the Office of the
Secretary for Education.
I do not concur with this recommendation. This
appears to be a short-term political dispute, which in the long run may
undermine the Constitutional Office of the State Superintendent of Public
Instruction.
2) Recommendation
2.0: Create an independent entity that is responsible for collecting data
related to teaching and evaluating programs and initiatives.
I do not concur with this recommendation. At
this time, the State of California cannot afford to create this new bureaucracy.
Existing agencies could be made more independent.
3) Recommendation
3.0. Forge voluntary regional partnerships to provide program coordination,
evaluation, monitoring and intervention at the local level.
I do not concur with this recommendation. It is
not needed. This is another excuse to create more new bureaucracy.
4) Option 8.1.2:
The CCTC could create an advanced teaching credential that recognizes exceptional
teaching and authorizes advanced services in instructional leadership within
schools with exceptional teachers, or a combination of factors.
I do not concur with this. We do not believe
there needs to be a proliferation of credentials. Such a proposal will
present barriers to building infrastructure. It must be noted that this
proposal has been brought up numerous times before at the California Commission
on Teacher Credentialing. Each time it has been soundly rejected.
5) Recommendation
9.5: Raise principal salaries. Adequate compensation is needed to
support administrative positions in low performing, hard to staff schools
....
Recommendation 10.0. Increase the capability of
California colleges and universities to attract and hire qualified faculty
members by:…..
3) Increasing the competitiveness of the California's
higher education systems to attract and retain faculty, including providing
competitive salaries and comprehensive incentive packages.
Recommendation 13.4. Ensure improved terms and
conditions of employment in community colleges, including competitive salaries
for its leadership positions and authorization to offer tenured faculty
treat rights to qualified administrators.
The three recommendations suggest raising compensation.
I
am not opposed to what is recommended, but rather what is not recommended.
These
recommended increases are selective, and as a matter of equity, are unfair
and divisive. CTA believes every school district and community college
must have salary schedules and employee benefit programs, which will attract
and retain scholarly, intelligent, creative and dedicated personnel.
SB 2042, as implemented, makes it more rigorous
to become and stay a K-12 teacher. We advocate and support the State’s
effort to insure a fully credentialed teacher in every California Classroom.
However
to make this a reality compensation must continue to increase dramatically.
Respectfully Submitted,
Leslie Littman, Social Studies Teacher
Hart High School
On Behalf of the California Teachers Association