Elaine Cappucci announced at last night's school board meeting, that Superintendent Timmy will be receiving a four percent raise retroactive to July 1, 2013. I am speechless.
8 comments:
Anonymous
said...
Did anyone actually think the percentage would be less than that of the rank and file employees in the district? Bottom line is few people care about ANY of the board's decisions. If they did, the monthly board meetings would be standing room only in the largest available auditorium in the township. There would be more candidates running than there are open positions. Letters to the editors of local papers would be numerous and eye opening. Let's face it, it is what it is: if the teachers are happy, life goes on . . .
why don't they limit the raise, and any bonuses, to a cap not to exceed the raise (decrease) given to the best-ranked superintendent in the state--an objective standard that assumes our guy is worth as much as the best (a proposition itself that is problematic as he is - objectively - not the best.....
Dr.Steinhauer's raise of 4% is still less than the 4.54% raise the teachers are getting, so we still have a salary compression issue. Add in the $1,100,000 grievance and the salary compression is even worse.
Perhaps 8:54 was not referring to teachers under the heading of "rank and file". We all know teachers are professionals and are treated differently than other union and non-union employees when it comes to salary discussions. For example, administrative assistants receive less than 3 percent increase each year. The value of both salary and benefits must be viewed together. The ability to sell back one week of vacation each year is a significant benefit if an individual receives more than 10 days of vacation.
We are paying near $100,000 per year for senior teachers and paying them to sell us back vacation days. Now we know why education is expensive; it is not the quality of the teachers, it is the benefits they receive.
Here are the ratios of State and Local Union Compensation to Private Sector Compensation by budget item:
Defined-benefit pension 7.67 times as good Health insurance 2.19 times as good Paid leave 1.54 times as good Wages and salaries 1.33 times as good Other benefits 1.08 times as good Defined-contribution pension 0.54 tines as good Supplemental pay 0.41 times as good Total compensation 1.45 times as good
8 comments:
Did anyone actually think the percentage would be less than that of the rank and file employees in the district? Bottom line is few people care about ANY of the board's decisions. If they did, the monthly board meetings would be standing room only in the largest available auditorium in the township. There would be more candidates running than there are open positions. Letters to the editors of local papers would be numerous and eye opening. Let's face it, it is what it is: if the teachers are happy, life goes on . . .
why don't they limit the raise, and any bonuses, to a cap not to exceed the raise (decrease) given to the best-ranked superintendent in the state--an objective standard that assumes our guy is worth as much as the best (a proposition itself that is problematic as he is - objectively - not the best.....
8:54, the teachers must not have been happy about the Sable departure, because that was the last time taxpayers got really upset.
Speechless! Since when?
Dr.Steinhauer's raise of 4% is still less than the 4.54% raise the teachers are getting, so we still have a salary compression issue. Add in the $1,100,000 grievance and the salary compression is even worse.
Perhaps 8:54 was not referring to teachers under the heading of "rank and file". We all know teachers are professionals and are treated differently than other union and non-union employees when it comes to salary discussions. For example, administrative assistants receive less than 3 percent increase each year. The value of both salary and benefits must be viewed together. The ability to sell back one week of vacation each year is a significant benefit if an individual receives more than 10 days of vacation.
We are paying near $100,000 per year for senior teachers and paying them to sell us back vacation days.
Now we know why education is expensive; it is not the quality of the teachers, it is the benefits they receive.
Posted previously.
Here are the ratios of State and Local Union Compensation to Private Sector Compensation by budget item:
Defined-benefit pension 7.67 times as good
Health insurance 2.19 times as good
Paid leave 1.54 times as good
Wages and salaries 1.33 times as good
Other benefits 1.08 times as good
Defined-contribution pension 0.54 tines as good
Supplemental pay 0.41 times as good
Total compensation 1.45 times as good
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