California Labor Management Initiative Emeryville Regional Convening - - PowerPoint PPT Presentation

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California Labor Management Initiative Emeryville Regional Convening - - PowerPoint PPT Presentation

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California Labor Management Initiative Emeryville Regional Convening California Labor Management Initiative Emeryville Regional Convening December 14, 2015 Emeryville, CA http://cdefoundation.org/lmi/emeryville 12/14/15

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California Labor Management Initiative – Emeryville Regional Convening

California Labor Management Initiative Emeryville Regional Convening

December 14, 2015 Emeryville, CA

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http://cdefoundation.org/lmi/emeryville

http://cdefoundation.org/lmi/emeryville 12/14/15

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California Labor Management Initiative – Emeryville Regional Convening

Welcome!

Shelly Masur Chief Executive Officer Californians Dedicated to Education Foundation

2 http://cdefoundation.org/lmi/emeryville 12/14/15

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California Labor Management Initiative – Emeryville Regional Convening

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California Labor Management Initiative – Emeryville Regional Convening

Working Group:

  • Tom Alves, Coordinator, CalTURN
  • Shannan Brown, President, SJTA
  • Josh Daniels, Staff Attorney, CSBA
  • Amanda Dickey, Project

Coordinator, CCSESA

  • Ray Gaer, President, ABC FT
  • Chris Adams, ACSA
  • Leslie Littman, State Board, CTA
  • Mary Sieu, Superintendent, ABC

USD

  • Jason Spencer, CDE

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Steering Committee:

  • Peter Birdsall, Executive Director, CCSESA
  • Keith Bray, General Counsel, CSBA
  • Shannan Brown, President , San Juan TA
  • Chris Callopy, Executive Director, TA of Long Beach
  • John Collins, Superintendent, Poway USD
  • Ray Gaer, President , ABC FT
  • Eric Heins, Vice President, CTA
  • Josh Pechthalt, President, CFT
  • Mary Sieu, Superintendent, ABC USD
  • Candy Smiley, President, Poway Federation of Teachers
  • Wes Smith, Executive Director, ACSA
  • Jai Sookprasert, Assistant Director for Governmental

Relations, CSEA

  • Chris Steinhauser, Superintendent, Long Beach USD
  • Chris Swanson, Field Director, CSEA
  • Dean Vogel, President, CTA

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California Labor Management Initiative – Emeryville Regional Convening

http://cdefoundation.org/lmi/emeryville

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California Labor Management Initiative – Emeryville Regional Convening

Tom Torlakson State Superintendent of Public Instruction

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California Labor Management Initiative – Emeryville Regional Convening

Thank You!

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California Labor Management Initiative – Emeryville Regional Convening

Thank You CA LMI Steering Committee & Working Group

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California Labor Management Initiative – Emeryville Regional Convening

Thank You CalTURN & ABC Unified

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California Labor Management Initiative – Emeryville Regional Convening

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California Labor Management Initiative – Emeryville Regional Convening

May 2015 CA LMI Symposium

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California Labor Management Initiative – Emeryville Regional Convening

Thank You For Your Time!

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California Labor Management Initiative – Emeryville Regional Convening

Crossroads

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California Labor Management Initiative – Emeryville Regional Convening

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California Labor Management Initiative – Emeryville Regional Convening

Proposition 30

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California Labor Management Initiative – Emeryville Regional Convening

California Standards

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California Labor Management Initiative – Emeryville Regional Convening

Continuous Improvement

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California Labor Management Initiative – Emeryville Regional Convening

Professional Capital

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h"p://cdefounda.on.org/lmi/emeryville 19

When we work together as a TEAM, anything is possible

12/14/15

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h"p://cdefounda.on.org/lmi/emeryville 20

Thank you California’s Team!

12/14/15

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California Labor Management Initiative – Emeryville Regional Convening

Ice Breaker

Shannan Brown President, San Juan Teachers Association LMI Working Group and Steering Committee Member

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Why Collaborate?

California Labor Management Initiative Fall 2015 Convenings

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Why Collaborate? Question 1: What do you hope to accomplish through collaboration?

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Question 2: What are the potential risks of collaboration? Why Collaborate?

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Why Collaborate?

“I have learned that no single constituency in education can succeed by itself in making our public schools effective for all students. It’s tough enough even if we all work together— impossible if we do not.”

  • Adam Urbanski, founding director of Teachers Union Reform Network

(TURN)

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Why Collaborate?

What does authentic labor-management collaboration look like?

  • Authentic collaboration takes place at all levels of the system:
  • At school sites
  • The district office
  • Between and among managers, teachers and staff
  • It’s about cultivating a district-wide culture of collaboration
  • Authentic collaboration focuses on all matters that affect teaching

and learning, not just issues of collective bargaining.

  • Authentic collaboration does not end disagreements, nor does it

always lead to consensus.

  • Authentic collaboration does not lead to collusion.
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Why Collaborate?

The Purpose of Collaboration

“Labor-management collaboration is not about unions and districts being more cordial to one another for the sake of cordiality. The goal…is to change the substance of the conversation and, ultimately, the quality of decisions.”

  • Julia Koppich, co-author, United Mindworkers
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Why Collaborate?

The ultimate purpose of collaboration and better decision-making is to improve student learning.

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Improved Student Learning

Greater Trust Increased Civility Increased Innovation and Problem Solving Fewer Grievances, Better Retention

Intermediary Effects of Collaboration

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“School reform movements often are accompanied by external pressure to improve quickly and considerable external scrutiny as well. In short, the stakes suddenly are high and the demands for change great. The presence of relational trust, however, moderates the sense of uncertainty and vulnerability that individuals feel as they confront such demands. When trust is strong, individual engagement with reform does not feel like a call for heroic action. In this sense, relational trust is a catalyst for innovation.”

  • Bryk and Schneider, Trust in Schools

Why Collaborate?

Greater Trust

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Increased Civility

The effects of incivility in the workplace based on a poll of 800 managers and employees in 17 industries…

  • 47% intentionally decreased the time spent at work.
  • 80% lost work time worrying about the behavior.
  • 66% said that their performance declined.
  • 78% said that their commitment to the organization declined.
  • 12% said that they left their job because of uncivil treatment.
  • 25% admitted to taking their frustration out on customers.
  • Porath and Pearson, “The Price of Incivility,” 2013, Harvard Business Review

Why Collaborate?

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Better Problem Solving and Innovation

Montgomery County, Maryland

Why Collaborate?

  • 156,000 students
  • 17th largest district in U.S.
  • 31% White
  • 29% Latino
  • 21% African-American
  • 14 % Asian
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Better Problem Solving and Innovation

Products of Collaboration in Montgomery County

  • A peer assistance and review (PAR) program that provides intensive

support to all novice teachers and to tenured veterans who are struggling.

  • A National Board Certification Support Program, providing scholarships,

coaches, and professional development to participating teachers.

  • A career lattice program that enables teachers to serve as team leaders,

consulting teachers, instructional specialists, and staff development

  • facilitators. “Lead teachers” can receive annual salary supplements of up

to $3,000.

  • A nationally recognized Professional Growth System that ensures

continuous improvement in teaching and shared accountability for student

  • utcomes.

Why Collaborate?

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The Impact of Collaboration

Why Collaborate?

10 20 30 40 50 60 70 80 90 100

2003 2010 52 80 85 95

%

Montgomery County Public Schools

8th Graders Proficient+ in ELA

African American and Latino Students White and Asian Students

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Why Collaborate?

Montgomery County Public Schools

  • Reduced teacher attrition
  • 30% decline in grievances
  • 90% graduation rate in 2014
  • 92% of graduates attended 2 or 4 year college
  • Recipient of the 2010 Malcolm Baldridge National Quality

Award

The Impact of Collaboration

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Better Problem Solving and Innovation Cincinnati Public Schools

Why Collaborate?

  • 55 Schools
  • 34,000 Students
  • 64% African-American
  • 28% White
  • 3% Latino
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Better Problem Solving and Innovation Products of Collaboration in Cincinnati Public Schools

  • The nation’s second Peer Assistance and Review Program
  • Instructional Leadership Teams at all schools that address operational
  • problems. Members include the principal and lead teachers who make

most of the key educational decisions at their schools.

  • Community Learning Centers available to students and their families

during and after school and on weekends.

  • health services
  • counseling
  • after-school programs
  • nutrition classes
  • parent and family engagement programs
  • early childhood education
  • career and college access services
  • youth development activities, mentoring, and arts programming.

Why Collaborate?

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Why Collaborate?

Cincinnati Public Schools

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

2000 2010

51% 82%

High School Graduation Rate

The Impact of Collaboration

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Student Learning

Why Collaborate?

Cincinnati Public Schools

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ABC Unified School District

Why Collaborate?

  • 30 Schools
  • 21,000 Students
  • 56% Free/reduced lunch
  • 45% Latino
  • 25% Asian
  • 11% Filipino
  • 9% African-American
  • 7% White
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Why Collaborate?

ABC Unified School District Innovation Highlights

  • Strong collaboration at school sites
  • Ongoing training and support on collaboration for:
  • Union site reps
  • Principals
  • District office personnel
  • School board members
  • Annual West Coast Labor-Management Collaboration Institute
  • One day for guests and one day for district personnel
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Why Collaborate?

Key finding from study by Rubenstein and McCarthy:

  • Students in schools with the strongest labor-

management partnerships showed the greatest academic improvement. ABC Unified School District Impact on Student Achievement

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§ Statistically Significant: P< .01 § Controls for SES § Explains 54% of Variation in API Improvement

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Partnership and Performance

n Statistically Significant Association between Partnership,

API Performance in 2012 & Improvement

¨ Partnership Factor Can Account for 76 Points on

2012 API

  • Rubinstein and McCarthy

Partnership Quality Leads to Performance Improvement

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Questions and Comments Why Collaborate?

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Why Collaborate? A Final Thought…

If you want to go fast, go alone… If you want to go far, go together.

  • African Proverb
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Why Collaborate?

Team Time 1

Question #1: When do you collaborate well now and why does it work?

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Why Collaborate?

Team Time 1

Question #2: What obstacles do you face strengthening collaboration in your district or county office?

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California Labor Management Initiative – Emeryville Regional Convening

What Is Possible

  • Presentation by the San Juan Unified School District Team:

– Tom Alves, Executive Director, San Juan Teachers Association – Aaron Bond, President, CSEA Chapter 127 – Shannan Brown, President, San Juan Teachers Association – Pam Costa, President, San Juan USD Board of Education – Kent Kern, Superintendent, San Juan USD

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Collabora.on in San Juan

Tom Alves, SJTA Execu.ve Director Aaron Bond, CSEA President Shannan Brown, SJTA President Pam Costa, SJUSD Board President Kent Kern, SJUSD Superintendent

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San Juan Unified

  • Unified in 1960 with the merger of six school

districts

  • Covering six dis.nct communi.es

– Arden-Arcade – Carmichael – Citrus Heights – Fair Oaks – Gold River – Orangevale

  • 40,000 students

– Infant Toddler- Adult Programs @ 66 school sites

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How We Got Started

  • 1970-80s

– Labor Unrest

  • 1990s

– Interest Based

  • 2000s

– Peer Assistance and Review (PAR) / Induc.on – Budget Review Commi"ee (BRC)

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Labor’s Role

  • Be willing to look at ourselves
  • Iden.fy values/goals beyond tradi.onal

‘bread and bu"er’ issues

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School Board’s Role

  • Selec.on of Superintendent
  • Connect Directly with Labor Leaders
  • Support Collabora.on Publicly
  • Build a Collabora.ve Board Culture
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Superintendent’s Role

  • Meet with Labor Leaders Regularly
  • Hire Collabora.ve Administra.ve

Leaders

  • Open Communica.on
  • Build Trust
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Joint CSEA Ini.a.ves

  • Health Care Commi"ee
  • Selec.on Process for Management Posi.ons
  • Instruc.onal Assistant Training (ELD and Special

Educa.on)

  • ECE Integra.on (with SJTA)
  • LCAP
  • Rela.onship Building/Communica.on
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Joint SJTA Ini.a.ves

  • Peer Assistance and Review (PAR)/

Induc.on

  • Elementary Report Card
  • Learning Support Teams
  • ECE Integra.on (with CSEA)
  • System of Professional Growth

(a Redesign of our Evalua2on System)

  • Special Educa.on Commi"ee
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Ini.a.ve Process

  • Joint Commi"ee
  • Opportunity for Input (survey, focus group, etc.)
  • Crea.on of an ini.al drac for feedback
  • Pilot (or Prototype)
  • Opportuni.es for further feedback (surveys,

focus groups, etc.)

  • Implementa.on

* Develop process for on-going adjustments

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What We Are Learning

  • Communica.on is KEY
  • Building trust means taking risks AND ac.ng in

a trustworthy manner

  • Collabora.on s.ll varies throughout our system
  • We must understand each other’s poli.cal

reali.es

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The Journey Ahead

  • Include CSEA and SJPEC more regularly
  • Involve parents and students
  • Systema.ze collabora.on
  • Create sustainable feedback loops
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California Labor Management Initiative – Emeryville Regional Convening

Team Time

  • Meet in your district/county office teams to discuss the

focus questions (provided on tables).

  • Refer to the agenda packet to see where your team will be

meeting.

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California Labor Management Initiative – Emeryville Regional Convening

Lunch

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California Labor Management Initiative – Emeryville Regional Convening

Role-Alike Small Group Discussions

  • Meet in small groups with others that have similar roles in

their districts/county offices.

  • Refer to your name tag to see which table you will be

meeting at.

  • Do a brief round of introductions (name, position,
  • rganization).
  • Focus questions will be provided on tables.

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California Labor Management Initiative – Emeryville Regional Convening

Role-Alike Small Group Discussions

  • In your role in your district/county office, what strengths
  • r opportunities can you draw upon to promote and

support collaboration?

  • In your role in your district/county office, what challenges

have you encountered to working collaboratively, and how have you approached these challenges?

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California Labor Management Initiative – Emeryville Regional Convening

Building Collaboration

  • Presentation by the Fremont Unified School District

Team:

– Ann Crosbie, Vice President, Fremont USD Board of Education – Dr. James Morris, Superintendent, Fremont USD – Joyce Recar, President, CSEA Chapter 204 – Dr. Kim Wallace, Assistant Superintendent of Instruction Services, Fremont USD – Sherea Westra, President, Fremont Unified District Teachers Association – Dr. Raul Zamora, Assistant Superintendent of Human Resources, Fremont USD

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Fremont Unified School District Educate Challenge Inspire

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District Demographics

  • 42 Schools
  • 35,000 Students
  • 28 California Distinguished Schools
  • 9 National Blue Ribbon Schools
  • 3 Gold Ribbon Schools
  • 5 Member Elected Board of Education
  • 3,600 Employees (one of the largest

employers in Fremont)

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Theory of Action

  • 1. Standards-based instruction and high

expectations of all students

  • 2. Job-embedded professional development

through professional learning communities

  • 3. Periodic assessments; use of data
  • 4. Strong, knowledgeable, and collaborative

leadership

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Enrollment Trends

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Current Issues

  • Enrollment growth
  • Achievement gaps
  • Maintaining high levels of academic

scholarship AND citizenshipip

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Labor Management Relationships Prior to 2014-2015 School Year

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  • Budget Cuts
  • Parcel Tax
  • Prop 30
  • Measure E
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Instructional Services Collaboration

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  • Common Core Steering Committee
  • Report Card Open Forums
  • Collaboration MOU
  • Middle School Task Force
  • Professional Learning Communities
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Human Reality - HR

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  • Labor Relations
  • “Issues” to “Resolutions”
  • Being on the same page – Senior

Management, School Board, Bargaining Units, and Stakeholders

  • Interest Based Bargaining
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Building Stronger Labor Management Relationships May 2015-Now

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  • Team attended May 2015

Symposium in San Diego

  • July Meeting
  • November Meeting
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Reflections and Next Steps

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  • Build a solid foundation
  • Build organizational capacity
  • Share information
  • Trust is essential
  • Relationships take time
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Questions and Answers…

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California Labor Management Initiative – Emeryville Regional Convening

Team Time

  • What are our key next steps as a team? When will we

meet next as a team?

  • What will we take away from today’s meeting to carry

forward in our collaborative work (please share your team’s response at http://pollev.com/gpgpolls)

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California Labor Management Initiative – Emeryville Regional Convening

Contact Us

shelly@cdefoundation.org

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California Labor Management Initiative – Emeryville Regional Convening

Thank You California’s Team

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California Labor Management Initiative – Emeryville Regional Convening

Feedback Form

Please complete the feedback form online at the convening website (bottom right link). “Direct” link: http://tinyurl.com/lmi-dec14

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California Labor Management Initiative – Emeryville Regional Convening

Thank You!

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