Contract Schools Bring Innovative New Choices to Denver Public Schools
In an effort to improve student achievement, Denver Public Schools is expanding its school options by contracting with non-public school providers — including Escuela de Tlatelolco, Connections Academy and the New America School.
Delta County School District Has VISION for School Choice
An innovative school district on Colorado’s Western Slope created a system of unique educational choices to satisfy the demands of families in its community. In fall 2000, Delta County 50 (J) School District unveiled the VISION Coalition. Built on the pillars of trust and autonomy, the program now serves nearly 15 percent of the district public school student population.
Failed Local School Reform Plan Sheds Light on Challenges
Removing ineffective and ill-mannered teachers from the classroom should be a priority, too, yet the burdensome and expensive procedures associated with accomplishing the task often tie officials’ hands, trapping students in undesirable situations. On the occasions when school leaders do seek to remove a poorly-performing teacher, taxpayers much too often bear its undue costs.
The Ignacio Market Driven Compensation Plan and Why It Fell Short
Colorado local school boards, unlike those in many states, determine their districts’ salary schedules. Most school districts pay teachers strictly according to the number of years served and the amount of postgraduate educational credit and degrees attained. Notable exceptions include Douglas County R-1, which has operated a performance pay system for teachers since 1994, and Denver Public Schools, which awaits a November 2005 vote on a mill-levy increase to approve funding for its “ProComp” plan. But the Ignacio School District 11JT in southwestern Colorado went a step further when it unveiled a unique and innovative teacher compensation proposal in February 2003.
Abusing Public Resources, Trampling Teachers' Rights
Colorado teachers’ union officials have funded the campaigns of their endorsed political candidates at the expense of some unsuspecting teachers and supported the campaigns using taxpayer-funded resources.
Adams 12 School District Increases Subsidy
While renegotiating its collective bargaining agreement in 2004, Northglenn-Thornton School District No. 12 (Adams 12) agreed to allow more paid leave days to teachers’ union representatives and more extended leave to union officers. Adams 12 thus increased the taxpayer subsidy to the union by nearly 17 percent in one year. Many other Colorado school districts that already subsidize union activities through paid release time are bargaining their open agreements in 2005. Both local district policy makers and state legislators should work to prevent any diversion of taxpayer funds to the union’s private purposes.
Public Service Message Irritates Teachers' Union
Colorado teachers’ unions diligently take money from every member and spend it on politics. However, the unions are less diligent about letting their members know how that money is spent and how to get it back.
It is Time to Respect Non-union Teachers
When it comes to making decisions affecting where their salaries go, many teachers in Colorado SpringsSchool District11 seem to be left out of the loop.
An Unhealthy Protest: Boulder Valley School District's 'Sick-Out'
Imagine this tactic: organize a large group of your co-workers to call in sick at once to make your already generous boss pay his employees more than he has to offer. Disrupt his business until he meets at least some of your demand
Opportunity for Conflict of Interest on Colorado School Boards
As of 2004, among Colorado’s 38 largest school districts, four district employees serve on the local board of education. Adams County 14, Harrison 2, Fort Morgan RE-3, and Montezuma-Cortez RE-1 each have one school board member who is also employed by the district.
School Districts Help Union Collect Political Contributions
Every Member Option (EMO) is a Colorado Education Association (CEA) political fundraising structure performed through school district payroll systems. As of 2004, the basic CEA active full-time membership includes a $24 annual EMO contribution. Several of CEAís local chapters have also instituted a separate EMO. Automatically taken out of a teacher’s paycheck as part of union fees or dues, the EMO political contribution may be refunded.
Public Funds Release Teachers to Perform Union Business
Colorado school districts reroute many thousands of taxpayer dollars to the teachers’ unions every year, by granting paid release time for representatives to attend union activities and by financing union presidents and other officers to take extended leave from regular duties. This funding is done primarily through collective bargaining agreements but also through school board policies and administrative practices. Release time for union activities may include attending local union meetings or workshops, negotiating bargaining agreements, or sending representatives to the Colorado Education Association Delegate Assembly. Many school districts agree to pay a certain number of days per school year for their teachers to participate in these activities. The union either repays the district for the much lower cost of a substitute teacher or pays nothing at all.
