Part I: Introduction to JPPSS: The first installment in a four-part series exploring the reform of the Jefferson Parish Public School System
Louisiana has garnered national recognition in recent years for “putting students first in its education policies,” and for its leadership in education reform. While much of this attention has focused on the transformation of New Orleans’ public schools, you might be surprised to hear what State Superintendent of Education John White said about neighboring Jefferson Parish: “I think this is one of the most exciting places for public education in Louisiana. This is the largest school system in the state, and in that way what Jefferson does is a message you send to the rest of the state.”
White has good reason to be excited about the example set by Jefferson Parish. In the space of just three years, the Jefferson Parish Public School System (JPPSS) has emerged as one of the most improved school districts in Louisiana. As recently as the 2010-11 school year, JPPSS ranked 51st out of 70 districts in the state based on academic performance. Nearly 40% of the district’s 8th graders were below basic in ELA and Math on Louisiana’s LEAP test and approximately 30% of high school seniors were failing to graduate on time. In addition, the district faced the potential takeover of several its schools, 59 of which were graded “D” or “F” by the Louisiana Department of Education.
However, in the course of the past two years, JPPSS has witnessed a startling turnaround thanks to a series of bold reform initiatives spearheaded by Superintendent James Meza. The district’s performance has increased in almost every grade and subject area, and in particular, among district’s long-underserved African-American and special education populations. And just this month, Jefferson Parish officials announced that the number failing schools in the district had fallen from a high of 18 in 2010 to only 4 this past school year.*
What makes these gains particularly noteworthy is the fact they have been achieved within the context of a traditional, school board-governed district. In this sense, the lessons from Jefferson Parish have broader application than those of the “New Orleans Miracle,” where officials had the singular opportunity to rebuild the school system after Katrina. In contrast, the reforms in Jefferson Parish were developed by district leaders and implemented with the support of the school board and community.
As those involved in public education know, JPPSS is an all-too-rare example of successful “reform-from-within,” which raises an important question: Why did Jefferson Parish succeed where innumerable other districts have failed? With the benefit of hindsight, it is possible to identify three key factors that made the reforms in JPPSS possible:
- Community Investment: There was a recognition in the community that the school system needed reform, as reflected in the election of a pro-reform slate of candidates to the school board.
- Determined Leadership: JPPSS Superintendent James Meza began implementing long-overdue changes almost immediately after his appointment, all-the-while carefully building support for a comprehensive reform plan.
- Strategic Planning: Jefferson Parish partnered with Mass Insight Education to develop a comprehensive reorganization plan that reoriented the district around the needs of schools and students.
In subsequent posts over the next week, we will look at each of these elements in greater detail to examine the critical roles that each factor played in Jefferson Parish’s transformation.
Check back on Thursday for Part II on the role of community investment in Jefferson Parish schools.
* Only one of these four schools is a traditional JPPSS school; the rest are temporary alternative schools that students attend while on expulsion.
A version of this post originally appeared on the blog, In The Zone.
After Janus, The Drought? LAE & LFT are downplaying the impact of the Janus v. AFSCME decision, but both are subsidized by their national unions
The United States Supreme Court handed public sector unions – including the teachers unions – a major defeat on Wednesday with their decision in Janus v. AFSCME, in which a majority of justices agreed that mandatory agency fee laws violate the First Amendment rights of non-union public employees.
In the 21 states with agency fee laws, public employees covered by collective bargaining agreements were required to pay fees to the union to cover bargaining costs, even if they refused to join. Because agency fees only offered a small discount when compared to union dues, many individuals felt compelled to become members.
Now that the Supreme Court has struck down those laws, many observers expect that public sector unions will lose anywhere from 10-30% of their members, and by extension, a big chunk of their revenues. In a conference call with reporters on Wednesday, National Education Association (NEA) president Lily Eskelsen García admitted her union expects to lose at least 200,000 members over the next 18 months, depriving them of around $28 million in funding.
What about Louisiana?
Louisiana, of course, is a right-to-work state, meaning that public sector unions here are unlikely to see a drop in their membership, but the Janus decision could have a significant financial impact on the state’s two teachers unions, the Louisiana Association of Educators (LAE) and the Louisiana Federation of Teachers (LFT).
In an article in The Advocate on Wednesday, officials from LAE and LFT sought to downplay the potential fallout from the ruling, insisting that any impact on their organizations would be minimal. They also wildly exaggerated the size of their respective unions, with both LAE and LFT claiming around 20,000 members.
Mike Antonucci, a researcher who has been writing about teachers unions for decades, released figures on Wednesday showing that LAE had 10,461 members in 2016-17, of which only 9,416 were full dues-paying members. While precise numbers are not available for LFT, data from tax filings and public records requests show that the union receives far less in dues payments than their counterparts at LAE, while charging their members more on an annual basis. Therefore, it’s safe to assume that LFT is even smaller than LAE’s 10,000 members.
Those tax filings, along with annual reports filed with the U.S. Department of Labor, also reveal that both LAE and LFT are heavily subsidized by their national unions. According to tax returns, LAE reported $3,291,199 in revenue in F.Y. 2016, although Department of Labor reports show that nearly 30% of that money came from the National Education Association.
Likewise, LFT reported $1,809,239 in revenue in F.Y. 2016, but nearly 27% of that total came from its parent union, the American Federation of Teachers (AFT). Moreover, as I’ve noted in previous posts, AFT also provides substantial funding to its local affiliates, like the United Teachers of New Orleans, Jefferson Federation of Teachers, and Red River United.
Will the money dry up?
Up to now, LAE and LFT could depend on their national unions to provide a substantial portion of their annual budgets, but the Supreme Court’s decision this week means that steady stream of funding could begin to dry up in the not-too-distant future. While It’s unlikely that AFT and NEA will completely cut-off subsidies to their affiliates in right-to-work states like Louisiana, there’s no escaping the fact that there will be less money to go around.
How that will ultimately impact the activities of Louisiana Association of Educators and Louisiana Federation of Teachers is yet to be seen.
The Red River Ripoff Shreveport's AFT Affiliate Uses Bureaucratic Obstacles To Keep Dues Coming in
Red River United (RRU), the American Federation of Teachers-affiliated union representing educators in Caddo, Bossier, and Red River Parishes, is using bureaucratic hurdles and subterfuge in an attempt to prevent members from leaving the organization.
A reader forwarded me a series of emails regarding three of the union’s current members who submitted a union drop request to Red River officials in October, indicating that they wished to end their affiliation with RRU and stop the monthly deduction of dues from their bank accounts.
The receipt of those forms was acknowledged by the union. Nevertheless, when the three teachers checked with their banks at the end of the month, Red River United had once again deducted dues payments from their accounts. On November 1st, an email was sent to RRU officials notifying them of their mistake and requesting that the union refund those dues to the three individuals.
An emailed response from RRU’s in-house counsel, Elizabeth Gibson, flatly refused to refund those payments, explaining that the three teachers “executed a confidential agreement with Red River United (Membership Form), wherein the individuals authorized Red River United, or its designee, to draft their bank account each month for the amount indicated in the agreement for each billing period.”
“Further, they acknowledged that they must give at least 30 days written notice to Red River United to cancel future automated debits. Red River United did not receive written notice at least 30 days in advance personally from the individuals indicating they had chosen to cancel their automated debits/membership. They must physically come to the offices of Red River United to cancel the bank draft due to the confidential nature of the information contained therein. These individuals have not done so. Accordingly, they are not entitled to a refund of the monies they authorized to be withdrawn from their bank accounts.”
Gibson added that the teachers needed to physically go to the union’s offices to provide a so-called “wet signature” in the presence of a Red River United employee in order to officially withdraw from the union and stop the monthly bank withdrawals.
A ridiculous (and dishonest?) response
Gibson’s response is not only ridiculous, but possibly dishonest. It’s also clearly an attempt by Red River United to make it as difficult as possible for current members to dropout of the union.
To start, the union’s “confidential agreement” – i.e., RRU’s membership form – isn’t all that confidential (in fact, I’ve included a copy of it at the bottom of this post). Nowhere on the membership form does it say anything about the requirement to provide a “wet signature” in the presence of an RRU employee to leave the union and stop monthly payments.
Moreover, Gibson’s contention that the three teachers needed to physically go to RRU’s offices to cancel the bank drafts “due to the confidential nature of the information contained therein” is laughable. Anyone who has ever had a subscription to a newspaper or magazine can tell you that you don’t need to go to their offices to cancel it. Plus, there’s nothing “confidential” about the process. All Red River United needs to do is notify their bank to stop the monthly automatic withdrawals for those three individuals. End of story.
So why is Red River United trying to make these three teachers jump through bureaucratic hoops when they clearly don’t want to be part of their organization anymore? I suspect the union is trying to force them to come to their offices so they can pressure them to remain members, which is the kind of behavior you might expect from a dodgy timeshare broker, not a teachers union.
Nevertheless, teachers unions in other states have increasingly employed similar tactics to stem the departure of their members. For example, after Michigan became a right-to-work state in 2012, the Michigan Education Association (MEA) changed their opt-out policy to mandate that teachers withdrawal in August and force them to send their resignation requests to an obscure P.O. box address hidden on their website. The union subsequently refused to honor opt-out requests that were sent directly to MEA headquarters or were received outside of the month of August.
I expect that we’ll see even more of these sort of schemes in the coming months. In September, the U.S. Supreme Court agreed to hear Janus v. AFSCME, a case which argues that requiring public employees to pay agency fees to unions (including teachers unions) is unconstitutional. It is widely expected that the Court will end up striking down the laws in the 22 states that currently mandate agency fees, meaning that teachers unions across the country will soon be scrambling to come up with ways to keep their members from dropping out.
Because Louisiana has long been a right-to-work state, the Janus case should have little direct impact here. At the same time, that’s exactly why Red River United’s efforts to make it as difficult as possible for members to leave their organization needs to be called out. Louisiana’s public school teachers have the right to join a union or not. Therefore, they should be able to leave a union just as easily as they signed up. If Red River United wants to salvage some of its integrity, it should immediately accept the resignation of the three educators in question and refund their dues as soon as possible.
Read Red River United’s membership form:
Subscribe to my RSS feed to get updates in your news reader.
- Leaders of Tennessee’s Largest and Most Diverse Districts Done With TNReady 10 August 2018
- Lebron James’ “I Promise School” Shows He’s as Good of a Human Being as he is a Basketball Player 1 August 2018
- Dear White Teachers Who Work in “the Hood” 1 August 2018
- Vote, But First Get The Tea 1 August 2018
- TNReady Ambassador Program Informed By The Wisdom From The Frontlines 31 July 2018