Retaining Our Valued Teachers and Staff

By Mark D. Hudak

Our teachers are doing a fine job for our students and they deserve to be paid better, within the limits of District finances. Everyone would benefit by changing the way our union agreements are negotiated, so that we can avoid prolonged, adversarial bargaining.

Unfortunately, our District is traditionally among the lowest-funded in the County, and we are surrounded by many high-wealth districts. It is very hard to keep pace with the salaries these districts can offer. How can our District respond?

One way is to offer financial incentives to teachers who have the most experience, or who obtain advanced degrees and credentials. In its current offer to the teachers' union, the District has proposed to give nearly $2 million in extra compensation to these teachers over and above the base raise for all teachers. This will stretch the District's finances to their limit, but it is worth it to retain our veteran teachers.

Another way is to provide exciting professional opportunities for teachers and increase job satisfaction. The District now offers many choices for teachers and students alike, including the chance to learn and teach Mandarin, continue Montessori education into the middle school years, engage in international studies that reflect our position in the global community, or focus in on math, science, and technology at one of our magnet schools. A teacher who has an idea for a new program or wants to expand his/her professional horizons will get the chance in our District.

Unfortunately, negotiations for new contracts with the teachers' union are often prolonged and confrontational. That is because the union and the administration use the "adversarial" method of bargaining, where the sides exchange offers back and forth until someone concedes. This process leads to strong emotions and does not serve anyone - teachers, administrators, parents or students - well. The negativity generated by the bargaining process can linger for years.

It is time for a change, and there is a better way. Some districts use a more collaborative method known as "interest-based" bargaining. In this model, both parties must identify their own interests, recognize the validity of the goals and limitations of the other side, then work together to meet as many interests of both sides as possible. Often, a mediator is employed at the outset to facilitate discussion and help the parties reach a common understanding.

In the end, the District has only so much money available to devote to salary increases. As a Board member, my goal in negotiations is not to see how little we can pay our employees, but how much we can pay and still remain financially viable. I believe that everyone would do better under the "interest-based" bargaining system, and I call upon both sides to adopt it when negotiating the next contract.