Saturday, July 12, 2014

Greece Teachers Top Local Pay Chart


MEDIAN TEACHER SALARY  2013-14
Greece Central Schools Ranks #1:
  • 973 Teachers
  • 13% Turnover Rate
  • 42 Median Age 
  • 12 Years Experience
  • 13% Advanced Degrees
  • $67,000 Median Salary

Supt. Pay (ranked by total compensation) 2013-14
Greece Central Schools Ranks #8

Barbara Deane-Williams
  • $204,000 Salary
  • $67,442 Benefits
  • $0 Other Compensation
  • $271,442 Total Compensation

Greece Central Ranks #13

  • 11,372 Enrollment (this is even lower now)
  • $4,676 Taxes on $200K house 
  • $205,511,990 Total Expenditures 2013-14
  • $17,520 Per Pupil Cost
Links provided by WHEC-TV

24 comments:

Anonymous said...

With enrollments continuing to drop, it is time to close some more schools and consolidate. Also we should look at K-5 or K-6 as a feature of consolidation if "neighborhood schools" is the goals.

I am surprised that only 13% have advanced degrees. Don;t teachers need Masters Degrees?

SCATS said...

To 7:06PM ~~ As I recall, they have a certain period of time in which to obtain the degree once hired. They are reimbursed for the cost once courses are successfully completed.

Anonymous said...

I don't think they need Masters degrees, thought they get a bump in pay for that.

A Bachelors with alot of teaching-specific coursework and a certificate is what they have to have within whatever many months of being hired.

The coursework requirements are somewhat backwards, in that higher-level courses don't count because they're no longer in the topics to be taught. For instance, a typical engineer with an engineering Bachelors and Masters degree isn't qualified to teach math in HS because he placed out of all of the lower-level math classes in college, and has nothing to show for it on his transcript.

Anonymous said...

Since we wouldn't grant tenure to anyone on a "provisional" teaching certificate, can we deduce that only 13% of Greece teachers have tenure?

Anonymous said...

Something to consider.

If we paid our teachers as much as they do in Fairport, our district would save $7,000,000 in salaries alone!

Imagine what we could do with that.

Anonymous said...

Teachers need to have a Masters degree within 5 years of completing their undergrad teaching work. Since the average length of employment is 12 years I am guessing that "advanced degrees" means beyond a Masters degree.

SCATS said...

I just scanned through the Teacher's Contract, but found nothing cut & dry related to requiring a Master's degree, to my surprise.

Anonymous said...

The master's degree is required by the state to get permanent certification. It is a state requirement so is the same for all teachers in NY. Teachers must also complete a certain amount of professional dev. hours each year to maintain that certification. Contract doesn't mention it because the unions don't control it.

Anonymous said...

You must have a valid teaching certificate from NY state before being hired to teach in public schools. The certificate is provisional until you earn a masters degree. The 13 % is referring to teachers with doctorate degrees. The teachers contract with GCSD is only for teachers holding a NYS teaching certificate. If you do not earn your masters degree within five years then your certificate becomes invalid. You are allowed an extension under certain circumstances but you must apply with the NYS.

SCATS said...

To 11:02AM ~~ TY! That sounds like what I recall.

Anonymous said...

The main reason that greece has the highest teacher salaries is because of their contract. They continue to receive a 4 percent increase Every year due to the language in their previous contract. They have not negotiated a new contract in probably almost 7 years so they keep getting the same bump every year instead of like most other unions around that receive nothing until a new contract is settled upon. They don't want a new contract considering nobody else is receiving that percent of a increase every regardless of whether they have a expired contract or not. So,all those teachers that complain have been getting 4percent increase on their salaries every year as well as no change in their benefits for nearly 7 years. So that is a 28 percent increase that has compounded over the years. While most others have had to contribute more to their health care they continue to stay as they were when their contract expired. The only way you are going to get this budget under control is to force the superintendent to do what she has to to make them settle a new contract that isn't costing the taxpayers a arm and a leg. She has been here 3 years and still hasn't been able to make any progress with this. I am curious if there is any other district around that has teachers receiving this sort of outrageous increase every year with no change? There has to be some sort of action that she can take to put a end to this. Until she does the average salary will continue to climb as well as the budget. Keep in mind these are 10 month employees too.





SCATS said...

To 2:06PM ~~ Actually, the current GTA contract expired EIGHT YEARS AGO! You are correct that the terms are ALL still in effect. Greece taxpayers are getting hosed ~ annual increases with NO accountability!

BTW, don't expect Babs to do much. She's negotiated new contracts for other unions & they continue to get raises for fogging a mirror.

Anonymous said...

Just a couple of reminders. There are a number of reasons why the Greece teachers have the highest median salary.
1. From begining salary to max salary it use to take 35 years. It was reduced to 32 yrs and then for years it stayed at 30yrs. The idea being, graduate from college at age 22, 23 teach for 30-32 years and then retire at 55 yrs. Simple, easy it generally work for the majority of teachers.
Then we get Steve Waltz as Supt. He negotiates a GTA contract so a teacher reaches max. salary in 25 years. This is unheard of in any Monroe County school district.
2. At the same time the NYS legislature/pension system has introduced 5 new tiers. Most of these new penson plans require the teachers to teacher to age 62 in order to get a full pension.
3. Now Greece has teachers at max. salary at 25 yrs and at least 5 yrs earlier than other districts. Combine this with teachrs staying longer from age 55to 62. Greece teachers can easily be at max. salary for 10-15 yrs.
This has to raise the median average over other districts.
4. We also have to stop using the words that the Greece teacher contract has "expired" or Greece teachers have been "without" a contract for eight years. Years ago the NYS court has ruled that a contract "stays in force" until a new contract is negotiated. Greece teachers have a legal contract and are working under a legal contract.
5. As far as I know, all teacher contracts have a form of salary indexing. Whether it is Greece or anyother school district, if a new contract, is not negotiated, teachers, in other districts, would get salary increases of the "in force" contract.
6. Greece teachers got burned by the Greece School Board, at the time, when the last Supt. who left Greece to go to Hamburg. He had negotiated a new Greece teachers contract with the teachers paying a higher percentage of their health care. After the signing the GTA Exc. Board passed the new contract. The total teacher membership narrowly passed a contract for them to pay a higher health care percentage. When the Greece BOE voted on the contract THEY voted it DOWN. In their opinion they wanted the teachers to pay a much higher percentage of their health care cost. A bird in the hand is worth two in the bush. They burned the teachers. The teachers were burned once and there are still too many of them still teaching in Greece.
7. This Supt or any Supt can not negotiate by themselves. It takes two sides to negotiate. Where is the motivation to negotiate from the teachers point of view? The only teachers not getting a raise are those in the district more than 24 years. There is nothing a Supt can do to "Force" a new contract.

The mess we have today is the result of years of poor BOE decisons and the results of Supt. Waltz. I know of no way to get a new teacher contract.

Sincerely,

Doug Skeet






















Anonymous said...

Doug,
what is the point if her meeting with GTA several times a month for "negotiations" if she can't get them to agree to a new contract? Seems like a big fat waste of everyone's time and money. No other district has their teachers getting a never ending 4 percent raise every year with no increase in their health care contribution, not one. I don't believe that the teachers got hosed as you referenced. They should be paying more in to their health care contribution, all the other unions have negotiated to paying more and most the other unions are receiving 2 percent and have agreed to a zero increase in some years compared to the GTA 4 percent. The only teachers that agree to negotiations are the ones that are nearing their top stepping point because then the current contract will no longer benefit them. It will be hard to find many that feel sorry for the teachers. I also believe that the Super could do more in settling this, however she won't do anything that would cause controversy. After all anytime crisis or controversy show their face she makes sure she doesn't show hers. Some poor sacrificial staff members mug will be associated with anything except VIP worthy, then you will see her face plastered all over social media , web sites and several other of the districts boring BDW montage publications.

Anonymous said...

I agree with much of what you are saying. The only point I make to make is that the teachers, 8 yrs ago did agree to pay more for their health insurance. They agreed and the Supt., at the time, agree but it was the BOE that voted NO.

What would you have the current Supt. do to make the teachers negotiate? What would you have the Supt. do to make the teachers pay more for their health insurance and then make them reduce their step increases from 4% to 2%?

Please tell me how any Supt. can force the teachers to the above demands.

Doug Skeet
89

Charlie Hubbard said...

2:06 you neglected to include 'step increases' making the 28% minute.
I must question why the salary figures supplied by school districts or any taxing authority for that matter do NOT include benefits. I have said it for years 'each part' of a contract has a cost and they have a responsibility to know the cost of every part of a contract - believe me when I tell you THEY DON'T and they have a responsibility to inform the taxpayers of those costs BEFORE they approve a contract.
I'll say it again these contracts are worthless, do/nothing, give/aways.
Don't blame the unions - put the blame squarely on the board's.

Charlie Hubbard said...

You can't FIX a problem until you ADMIT there IS a problem.

Is 'continuation of contract' a problem?
Has anyone heard the board(s) identify it as a problem?
What is the cost to taxpayers each year?
Anyone heard administration or the board identify this item as the reason for budget increases?
A few postings speak to why we can't fix the problem (someone else's fault) (sounds like the Whitehouse) when we have NOT admitted there IS a problem.

SCATS said...

Charlie ~~ Hell NO! How can they admit there's a problem when there is NEXT TO NO PUBLIC DISCUSSION OF ANYTHING??

Just like the phony "public hearing" for a charter school at a location other than what they are talking about, we're being kept in the dark. To be honest, I believe the driving force is to keep what they say OFF THIS BLOG.

Obviously, the teachers are happy. Their union doesn't bother talking at BOE meetings.

Anonymous said...

Two words describe the predicament faced not only by our BOE but others across the area and State are theTRIBOURGH AMENDMENT to the NYS Taylor Law.
Until this amendment is dealt with and amended on the State level, local municipalities will continue to be powerless to effectively deal with the economic realities of today's world .
Of course our board and administration understand there is a problem. But until Albany bites the bullet, stands up to the overly powerful down state unions and deals with this amendment, they are powerless at the negotiating table in being able to attempt to recoup the generous give aways by previous administrations and BOE.
Therefore, it is unfair to lay the blame at the feet of the board and the Superintendant, whose contract it is, not the boards. The board directs, approves or rejects proposed agreements. It is the duty of the administration, with guidance from the board, to reach an accord with the unions.

SCATS said...

To 7:01AM ~~ While I agree with what you are saying, I've NOT seen recent BOEs in Greece "directing" anything other than a circus in the boardroom. They are too busy having fun with the Supt. to get down to business.

Anonymous said...

Discussions on progress of ongoing negotiations are a proper subject for executive sessions. Therefore, it is impossible to know what directions board members have given the Superintendent relative to negotiations.
I know from a personal conversation with BDW, elimination or modification of the automatic step increases is a high priority item along with health care relief. Thus the stalemate in the process as the teachers have no incentive to bargain away concessions in those areas.This is obviously due to the afore mentioned Amendment
Even lay offs failed to budge them in this regard as they have shown a willingness to sacrifice their young
Therein embodies the dilemma the district finds itself.

Charlie Hubbard said...

Until the board 'speaks up' and puts a $$ figure to what the Tribourgh is costing taxpayers thereby putting pressure on state elected officials nothing will happen.
Other school boards along with MCSBA and NYSSBA sit with one thumb out of site and do nothing.

Question; what is Tribourgh costing us??

Anonymous said...

The year to year cost of just teacher salaries is a factor easily computed by those who prepare the school budget. Each budget year, there is a pool of monies that represent the year to year cost of this line item. It obviously changes each year due to the number of teachers in each of the steps outlined in the contract as they move thru the progression. These raises range from zero to $1500 to $3000 increases depending in years ofservice. Those teachers exceeding 21 yrs of service are frozen at that step until a new contract contains an across the board raise. Of course, the other factor is the number of teachers employed each year.Given this, one could argue that the budget costs for salaries are fixed subject to the above mentioned variables.
The one thing that is not a fixed contractual cost are health and pension costs .these two items have the potential to be budget busters due to year to year unknown increases that can not be predicted or controlled.
My personal fix to the Taylor Law would involve two changes to Tribourgh. First, Existing contracts would carry over for a maximum of two years following the expiration date. If by the end if the 3rd yr, no agreement is reached, both parties would be required to enter into Binding Arbitration ending the stalemate this would level the playing field and give the employer some leverage at the table and forcing the union to get serious or have a 3rd party decide their fate
As simple as it sounds, these changes would be vigorously oppossed by NYSUT who like things as they are for obvious reasons. Down State politics would doom any changes due to the influence of NYSUT statewide.
Mr Hubbard is right. Until the public brings political pressure on our state reps, nothing will change.

Anonymous said...

Based in what I have read here, I have concluded that it is waste of time as well as assets to negotiate a new contract until Albany changes the equation.
Since districts are limited by a 2% tax cap! some creative budgeting is in order keeping cuts as far away from the classrooms as possible For example , much needed changes to the obscene busing policy of this district.
When this proves to be not enough, cut marginal programs, Lay off as many teachers as necessary to stay under the cap.
Maybe if enough are let go,the union will sober up and get serious

Regarding negotiations, until local leaders take the lead at the table and kick out the hired gun from NYSUT, there is no hope of resolution what so ever.
NYSUT will never allow concessions.
In some very distinct ways, I liken NYSUT to the NRA.
Both operate under the philosophy of NEVER GIVE AN INCH as it may open the flood gates to further demands. It's truly a sad world we live in today!