Dave Umhoefer, 2015-16 O’Brien Fellow Milwaukee Journal Sentinel Act 10 at Five Dave Umhoefer, 2015-16 O’Brien Fellow Milwaukee Journal Sentinel

Views of superintendents in rural districts Overall view of Act 10 impact 66% POSITIVE about end of most bargaining Only 36% would GO BACK IN TIME before Act 10 if they could But 55% saw “lasting negative effect” on their own morale

Behind the morale issue In survey comments, superintendents cited: Severely damaged teacher morale, view of profession High teacher turnover The drop in teacher take-home pay Financial challenges and other factors Surprise, speed of Act 10

Collaboration and Innovation DEEP SPLITS in opinion On whether Act 10 hurt teacher-admin collaboration On whether less bargaining helped admins try new educational ideas.

Views on teacher turnover Retirements, free agency, departures from profession Retires - nearly 50% NEGATIVE on retirement effect on educational quality But 25% POSITIVE All -- 41% NEGATIVE vs. 26% POSITIVE on effect of all types of turnover since 2011 Effect on teacher PERFORMANCE – 22% said it was HURT

COMPENSATION FINDINGS BASE PAY : 61% reported growth slow, stopped, reversed for teachers – but 23% said increased. Salary grids: Fading fast, but not nearly gone OPEB benefits change since 2011: 40% greatly reduced or eliminated, 23% somewhat reduced, 31% no real change, 5% enhanced. HEALTH PREMIUM COSTS: 25% report lower total premium cost per teacher - 20% no change….54% higher.

New approaches to pay Nearly 50% more often customizing teacher raises 35% figuring base pay at least in part on performance or merit-based system 50% report seniority has less influence, but 45% reported no change (similar story with graduate credits). 10% said student achievement level has more influence on pay now

Extent of teacher turnover post Act 10 Percent of teaching staff new since 2011: 50% or more – 1 in 8 rural districts 33% to 49% -- 1 in 3 districts 20% to 32% - 1 in 3 districts 10%-19% -- 1 in 5 districts Less than 10% - 1 in 20

Retention in the era of free agency Since Act 10, 78% of rural districts are losing more teachers when another districts offers more 62% of districts report more use of wage premiums to retain 66% are losing teachers more often just before school or during the year

Recruiting, competing 52% more often hiring teachers from other districts by paying above scale or giving raise Size of those wage premiums: $15,000 - $20,000: 9% of districts paid at least one $8,000 - $10,000: 7% $5,000 - $8,000: 14% $3,000 - $5,000: 42% $1,000 - $3,000: about 50% Under $1,000: 21%

Subject matter taught in “bonus” cases 40% hired in career and tech ed 20% speech and language 36% other special ed 22% math 20% science 19% other core subjects 7% bilingual

More on recruiting Using “bonuses” to hire new-to-the-profession teachers 44% of districts doing it more often – 54% no change Losing out on applicants of any experience level 67% seeing it more often

“Haves” and “Have Nots” Geography Matters 71% of mostly rural school districts reported losing out on teaching applicants more often after Act 10 when other districts paid more. Comparison: 50% among urban/suburban schools.

Money matters Money Matters: 85% of districts with lower teacher pay than nearby peer districts reported losing teachers more often after Act 10. 57% of districts with higher pay reported the same. Turnover and View of Quality: Amid turnover, districts tend to feel better about teacher quality if they are able to boost or maintain growth in base salaries.

Growth matters Enrollment trend and pay: 67% of declining-enrollment districts reported base-salary growth had stopped, slowed or reversed. Among increasing-enrollment districts, 34% reported that.

Accountability – Job security Non renewal: Before Act 10, 45% likely when ongoing subpar performance. Now, 86%. 50% say NR more likely now to NR when poor fit. Performance trumps seniority in layoffs in 90% of districts sampled Advance notice of observations is rare

Just cause standard and IHOs From random sample of 100 districts (rural and otherwise): 16 of 100 districts retained “just cause” in cases of non-renew, discipline, both CBAs, in 66% of districts, unions helped appoint arbitrator. In handbooks: 10% retained right of teachers to help appoint IHO.

Scheduling teachers Classroom instruction time: 24% of districts say teachers have more. 72% no significant change. 4% LESS. Prep and planning time: 22% say less, 11% more, 66% same.

Wrap up Free Agency effects showed disparities Caution on changing working conditions too fast Competition – tension, but collaboration too among districts Merit pay models – deep resistance Next stories