After reading this morning’s article in the Anchorage Dispatch about 67 teacher cuts to the Anchorage School District budget, I have two big questions. My first reaction is to ask, “Why have so many teachers been dismissed yet only 6 administrators?”
Well, to be fair, the ASD administration’s staff has already been reduced at least 22% from 2012-13 year levels.
Unfortunately, these 67 teacher cuts were inevitable.
The cost of teachers has risen considerably in the ten years between 2004 to 2014, as school employee benefits doubled, not including inflation. That’s a huge increase that doesn’t allow as many teachers to walk through the doors.
Which means larger student-teacher ratios. Which means that you parents, you students… you get the picture, you’re getting less for your money.
For anyone balancing a school budget shortfall, you must make tough, unhappy choices, but it did not have to be.
IF the overall salaries had not increased by approximately $100 million over the last 12 years (check out Alaska Policy Forum) …
IF also an additional $100 million increase in benefits over that time period had not occurred (by the way, that’s an 115% inflation adjusted increase) …
IF the superintendent’s office had not doubled its expenses over that same time period (leading by example, as all good teachers seek to do) …
IF the price of oil were booming again (damn OPEC) …
THEN, the teachers could feel good again about ALL of them keeping their jobs at the Anchorage School District. Instead, some will say good-bye before they wanted to. And others will not get hired to replace the ones leaving by attrition.
I have a second big question that comes to mind after reading this morning’s ADN article.
It reports that the School Board has decided to increase the salary of the superintendent position by 30% and also spend $31K to search for a replacement. I agree to the need to be competitive at that level, yet my question, “Why have we not been training those within the current ranks of supervisors to replace our superintendents?”
Former superintendent Carol Cuomo is a perfect example of this.
Three valuable things this would do. First, it would incentivize everyone below superintendent who aspires to that position to do their best now to prepare for this time, when it could be “their” time. Second, it eliminates the need for unnecessary search costs and the packing of an exorbitant salary incentive, besides.
And third, it provides continuity, familiarity, and a community involved relationship in the district’s approach to educating our wonderful students. The most important reason.
If someone could answer these two questions, we’d be happy to hear from you.
Eugene Harnett, Editor APEonline.org
