How much does MCPS pay for school administrators to travel out of state?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

[Anonymous]

Release the data on how much the trip cost MCPS and what specifically was accomplished that couldn’t be achieved via Zoom.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

DP - I think the proof is the fact she cares more about travel to an old alma mater than she does fixing the programs that are broken?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

How many of those 50 do you think would apply?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

We get it You're threatened by an AA woman in charge of MCPS and will make sweeping generalizations and cast dispersions without a shred of evidence.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

We get it You're threatened by an AA woman in charge of MCPS and will make sweeping generalizations and cast dispersions without a shred of evidence.

Stop making up nonsense.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

We get it You're threatened by an AA woman in charge of MCPS and will make sweeping generalizations and cast dispersions without a shred of evidence.

I understand. Playing the race card is the only thing her supporters can do when she's shown to be incompetent. It still doesn't change the facts. Go ahead - why does being AA explain this:

"The suspect was located inside the school just before 3 p.m. A handgun was also found with that student." "Buses were seen lined up at the school at 4:30 p.m. two hours after their regular dismissal time." "Students were seen leaving the building just before 5:30 p.m."
https://wjla.com/news/local/student-injured-at-mag...ntgomery-county-public-schools

"At 4:16 p.m., Montgomery County Police tweeted that a press conference had been scheduled for 4:45 p.m. at Sequoyah Elementary School, about half a mile from Magruder's campus. The press conference, however, did not begin until around 5:40 p.m. Officials explained the delay was because MCPS Interim Superintendent Monifa McKnight had gotten stuck in traffic and needed a police escort."

Sequoyah HS was half a mile away and had already been dismissed. If Dr. McKnight is requiring teachers to be exposed to COVID by teaching in person, why isn’t she working in person at the Carver Center?

Is it true the reason why she needed the police escort is because she doesn't even live in or have her children attend MCPS schools? Does this mean she needs a police escort every time there's an issue? Does that mean children will be delayed just to wait for her press conferences?

Why did she lose two MCEA votes of confidence? 94% in an emergency vote and not much time to cast a ballot? That's a lot of teacher's and staff.
https://bethesdamagazine.com/bethesda-beat/schools/teachers-considering-no-confidence-resolution-on-mcps-covid-19-response/
https://www.fox5dc.com/news/montgomery-co-public-schools-teachers-union-votes-no-confidence-council-holding-emergency-session

Is it because 94% of the MCEA is racist against AA? Has nothing to do with being AA.

Although after what she did to Asians in the magnet program, I personally believe there is a racism issue here - and it's not with the parents.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

We get it You're threatened by an AA woman in charge of MCPS and will make sweeping generalizations and cast dispersions without a shred of evidence.

That's obvious. These posters are unhinged and obsessed with her. It doesn't really matter what she does they'll find something to complain about. Best thing you can do is ignore them.

[Anonymous]

It’s obvious that spending on herself and contracts for past MCPS employees are at the top of her agenda rather than actually improving education in MCPS. Dr. McKnight has shown her inability to do the job. She received two votes of no confidence.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

We get it You're threatened by an AA woman in charge of MCPS and will make sweeping generalizations and cast dispersions without a shred of evidence.

That's obvious. These posters are unhinged and obsessed with her. It doesn't really matter what she does they'll find something to complain about. Best thing you can do is ignore them.

Yep

[Anonymous]

Anonymous wrote:Dog Whistle calling out our African-American Superintendent for visiting her HBCU alma mater and proposing a collaboration with the HBCU ???

BS

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Sorry - tried posting the link because issue has already been discussed.

This is a news report about the proposed budget cuts:

https://wjla.com/amp/news/local/montgomery-county-public-schools-fy-23-proposed-budget-cuts-teacher-counselor-positions

There's attrition every year. What teachers are getting pink slips?

Teachers spoke up in the other thread.

I just see openings and still more openings.

For the teachers who lost their positions, they can either choose to leave the school system (for a school system that values their talents and experience) or to apply for another position that most likely is at another school. Very unsettling while you are working to close out the current school year.

I'm sure that is unsettling, but next year's allocated positions are based on enrollment projections. If their school's enrollment is decreasing, and another school is is need of more teachers, I can see why there would need to be some shifting of people, as uncomfortable as that may be.

Perhaps MCPS should looking at the delivery. It’s unsettling to be given notice that your job is cut with no direct offer of a similar position. It’s distressing to have a commute double with today’s gas prices and the increase expense comes out of your teaching salary.

It's just as likely that your commute would be cut which is a savings with today's gas prices. Why do you want to always assume the worst?

Not that PP, but in my case I can tell you that my commute DID double. That happened once, and I was out after that year. I don't want to work somewhere where it doesn't pay to put down roots and build relationships with colleagues and families, let alone initiate programming outside your classroom that you won't be able to continue. It's not just the commute. It's feeling like a cog in a wheel. It's feeling dispensable, dismissed, even if your own school doesn't want to lose you. There has to be a better way. The delivery certainly is part of it.

MCPS employees staff, not individual schools. MCPS can and does move staff around as needed. I'm an itinerant employee - I know!

Dr. McKnight needs to update the culture of MCPS staffing practices. Treating teachers - the most valuable resource to the school system - as a disposable employee affects her recruitment efforts as well as her efforts to retain experienced teachers. It’s arrogant for Central Office to think well we are going to cut this staff member at this school without reaching out to that employee to work out a reasonable alternative position. Sure, MCPS can cut a position and place the burden on the teacher to look elsewhere for another job, but how well is that approach working for the school system’s reputation and staff retention?

On boarding brand new employees with zero experience include signing bonuses. Experience teachers can be left feeling hurt and unappreciated when their jobs are cut while signing bonuses entice them to go elsewhere.

Dr. McKnight needs to fix what is broken in house before wasting tax dollars traveling out of state under the guise of recruitment.

I agree teachers are a valuable resource, BUT it was n ever established that her travel was a waste of anything. That's just some random conclusion the OP jumped to without a shred of evidence.

This school graduates 50 teachers a year. What was the purpose of the trip?

Seems pretty clear. Recruiting is a big deal.

Oh. Yes. It's not like someone else could do it. It has to be her, right? It's not like there's anything more pressing for her to work on at MCPS.

It's too bad she didn't think of getting bus drivers before calling the National Guard for help. Such well-spent money. Yup.

She and central office could have driven buses.