Candidates: Rift with teachers must be healed

Five seeking two school board seats offer perspectives

Healing the rift that has developed between the Jefferson City Public School Board of Education and many of the district's teachers is something all five board candidates say they view as a priority.

With an election scheduled for April 7, four challengers and an incumbent are vying for two open seats on the Jefferson City Board of Education. In order of their ballot appearance, the candidates are: Pam Murray, Joy Sweeney, Michael Couty, Dan Renfrow and Adrian Hendricks.

Last November, the district released a survey that revealed more than half of the district's certified teachers and administrators feel either their opinion and input is not valued or they wanted to remain neutral on that question. A separate survey conducted by the Missouri National Education Association (MNEA) last April found nearly half of all faculty - 49 percent - reported they feel district administrators bully teachers. Also, more than 60 percent reported they felt afraid to send students to the office for fear of doing so could jeopardize their teacher contracts.

Earlier this month, the candidates were asked to respond to the implications of those survey results. They were also asked to weigh in with their thoughts on how the district can attract and retain quality teachers.

The following paragraphs compare and contrast their thoughts:

Speaking to the fact 49 percent of the staff apparently feel bullied, school board incumbent Joy Sweeney said it's "a fact that's not acceptable."

"That's why it is imperative for us to restore positive climate and culture in our school buildings. That is of utmost concern for student success right now," she said.

Murray said she believes the "climate starts at the very top."

"I am deeply disturbed by reports of bullying of parents by school board members. I have personally witnessed one incident," she said. "What we need is a change in climate from the top. We need to show respect for community members, for teachers, for parents, for students and for each other."

Couty said he is disappointed and frustrated there is a perception that teachers feel they are being bullied.

"Unfortunately, bullying of teachers is pervasive, and on the rise, in many schools. This is a serious problem," he said. "A bully steals the dignity, self-esteem, confidence, joy, happiness and quality of life from a victim, and when the target is an educator, it is a great injustice because the bully deprives students of a caring adult who is crucial to their education."

He continued: "If an administrator is found to be in violation, he or she needs to be counseled and warned. If the behavior is found to be true and continues to exist, he or she should be terminated."

Speaking to the MNEA survey that illuminated the bullying problem, Renfrow said, "It's certainly high enough to tell you there's a perception (the board) needs to address."

"Everyone admits there is a communication issue," Renfrow said. "Teachers feel proposals are implemented and they didn't have a say. They feel their opinions don't matter. I think it would be remiss not to take it seriously."

Like Renfrow, Hendricks said the poll reflects a concern the district should take very seriously.

"If the number had approached 25 percent, it should have prompted a reaction from the board," Hendricks said. "At nearly 50 percent? We're behind the eight ball. In my mind, it calls for a real effort at mediation."

Retaining experience, hiring the best

When asked what the district can do to hire and retain experienced teachers, Murray replied: "I think the biggest thing we can do is include them in discussions regarding facilities and curriculum. We must show them we value their input, and we must make sure they are free to do their jobs."

Sweeney said teachers need to feel like they have a voice and are a part of the decision-making process. She said: "If the climate, culture and relationships among the teachers and administrators are positive, it will be reflected in the behavior of the students."

Couty suggested the district needs to provide opportunities for leadership that are paid, enriching and challenging. And he feels the district should promote excellent, experienced teachers within the district, rather than continuously hiring young, new teachers from outside.

"We need to create some humanity in the schools for teachers and students," Couty said. "Many teachers have trouble finding time to use the bathroom or eat lunch. We also need to solicit teacher feedback and use it in decision making. Many teachers feel powerless and that their voice ... doesn't matter."

Couty also favors developing an atmosphere of cooperation, so experienced teachers are able to communicate openly without fear of retaliation of their job.

"There is no one magic way for retaining experienced teachers, but we must work to make schools comfortable, creative, refreshing and exciting learning environments," he said.

Renfrow said he's concerned the district lacks "a strong policy" for disciplinary issues.

"If teachers have a child who is hostile or disruptive, they do not have a clear view of how it will be handled each time," Renfrow said. "It can't be all black and white - there must be flexibility - but we need to have a policy of how it's going to be handled. We have some policies, but I don't think they are being fully implemented."

Renfrow added: "I think there are things happening that can't be tolerated. We need to make sure our teachers are safe and that there aren't so many disruptions in the school day. We need reasonable standards that allow our teachers to be able to teach and our children to be able to learn."

Hendricks said he feels the problem could be improved by first making a stronger attempt to search for experienced teachers.

"That's an obvious answer. We need to look for experienced teachers. Then, what it means to be experienced needs to be defined, so we value the same experience that helps us to be a strong district," Hendricks said. "Of course having compensation that is appropriate is going to help us. Of course, offering the advantages that come with our community ... is going to help."

He added: "But also looking (for new hires) in some places that we have not looked at this point. Having that different perspective will allow us to go outside the routine."