Smoky Mountain Smokescreen: A Tennessee Story
Posted on August 22, 2013
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My last post was about the Commonwealth of Pennsylvania’s role in starving the Philadelphia school district into submission. The failure by deprivation of the city district has now been used as a basis for blaming the district and its employees – primarily teachers, for that failure.
Of course, once the district has been quietly squeezed into submission over time, the obvious reformy answer for fixing Philly schools (along with expanding the policies that have not worked so well for the past 10 years, including charter expansion and private management), is to subvert existing employee contracts and district/city policies to break the union stronghold that protects the interests of teachers over those of children. Two steps toward this end game include eliminating “last in, first out” layoff preferences and adopting “mutual consent” teacher placement (save discussion of slashing contractually obligated pensions for those who put in years of service at modest wages for another day).
These are classic smokescreen reforms which a) have little to do with the district’s current mess and b) do little to improve conditions. First of all, a simple back of the napkin cost-benefit analysisshows that the supposed gains from replacing seniority based layoffs are very small [nickles & dimes won’t close this gap]. Second, yet another study has (first study summary, second study) shown that seniority provisions in district contracts aren’t associated with or a drive within-district, between-school disparities. Besides, it’s not like “within district” disparities across schools were/are the primary problem facing Philly!?!
The bottom line is that none of this stuff has anything to do with actually improving the conditions of public schooling in Philadelphia. If proponents of these resource-free (yeah… $50 million in the Philly context is still relatively resource-free) policy changes really think it does, then they are
