| 1. | 3/19/2008 7:20:00 PM | A laudable goal. I see Janesville teachers just received a 3.1% per cell salary increase for this year with a 3.5% increase per cell for next year. My salary has lagged behind inflation significantly over the past dozen years. Is it right for experienced master educators in their mid-thirites to mid-forties to earn less each year for the rest of their careers in Fort Atkinson? How can we justify this and still include number 8 above as a goal in our strategic plan? |
| 2. | 4/7/2008 9:56:00 PM | Hire good people for the right reasons...minorities when they are the best, or an in-house person when they are the best. |
| 3. | 4/7/2008 9:44:00 PM | Same as #8. |
| 4. | 4/7/2008 9:22:00 PM | The same comments from question 7 would also apply for hiring educators. |
| 5. | 4/7/2008 9:21:00 PM | We should also be very concerned to maintain the good employees we have. We should not be cutting staff by attrition and we need to make staffing a priority in the budget if we are to do what is best for the students. In addition, high class sizes will not attract students to our district. |
| 6. | 4/7/2008 10:46:00 PM | We need teachers that want to be a part of this school district and community outside of their 7:30 am-3:30 pm contract. |
| 7. | 4/8/2008 1:15:00 PM | Better adjust the salary schedule if you want to attract the best.... |
| 8. | 4/9/2008 4:10:00 PM | Same concern with the recruiting concept. |
| 9. | 4/8/2008 1:36:00 PM | This should be a given and not necessarily a goal. |
| 10. | 4/8/2008 1:03:00 PM | If the obvious needs to be stated then of course do so :) |
| 11. | 4/8/2008 12:10:00 PM | I believe this is something that should be implied and therefore should not be considered a district objective. |
| 12. | 4/8/2008 3:02:00 PM | low priority only because I believe the district is committed to this without it having to be stated. great ideas, of course! I have confidence this will happen. However, wouldn't an increased salary ensure holding the best personnel? |
| 13. | 4/8/2008 2:44:00 PM | Difficult to do with current pay scale. |
| 14. | 4/8/2008 5:08:00 PM | this should always be a high priority! |
| 15. | 4/8/2008 5:41:00 PM | These are givens |
| 16. | 4/8/2008 5:18:00 PM | Please see comments for number 7. |
| 17. | 4/8/2008 4:59:00 PM | Implied |
| 18. | 4/8/2008 8:52:00 PM | I think we need to have more immediacy in preparing for hiring or filling vacancies. Often, we are behind other districts in their postings and therefore lose worthy candidates. |
| 19. | 4/8/2008 7:58:00 PM | You're going to have to look at financial incentives and non-financial incentives...like more job flexibility and more individual acknowledgements for jobs well done. |
| 20. | 4/8/2008 10:03:00 PM | You can not continue to "squeeze" more out of the staff (higher class sizes and requiring 6 classes)and expect to attract quality staff. You can not continue to reduce the material and technology resources that are available to staff and expect that you can attract and retain outstanding educators. They can stay in Palmyra, Delavan, Beloit or Jefferson if they want that type of working environment. |
| 21. | 4/8/2008 10:05:00 PM | Add diverse after outstanding--then we can immediately move past the "Well, we'll only take a "good one." Which, by the way, diverse means diverse; not just black or hispanic.
Drop the word recruit. Apparently we're just selecting and inducting from the applicants. If we aren't going to spend the time and $ to "recruit" then drop the word. |
| 22. | 4/9/2008 5:14:00 PM | A top goal. There are many factors invovled in getting the best teachers to work here. Working environment, comunity support, school quality, and most importantly $$. Are we going to back this up with the dollars necessary to make it happen? Is the board willing to go well beyond the QEO in salary and benefits, which is what it is going to take to get us where we should be to make this goal a reality. |
| 23. | 4/10/2008 1:16:00 PM | I don't know that this ever needs to be stated by a district as a goal. Just food for thought: if you need to clarify that we are working to recruit and retain quality teachers and administrators, doesn't that suggest the previously you did not hire and retain quality teachers and administrators. I think these two goals should be unwritten methods of conducting business always in any school district. If they are not already, then maybe they have a place on this list, but there has got to be some negative PR in putting these two objectives on the list. |
| 24. | 4/9/2008 8:10:00 PM | I think that evaluation of newly hired staff and older staff is not done well enough. Teachers need to be assessed more (informally and formally). It doesn't seem that teachers are monitored as closely as they could be. Once they're hired, they're here until THEY choose to leave. |
| 25. | 4/10/2008 6:13:00 PM | Again, a given, not a goal. |
| 26. | 4/10/2008 7:09:00 PM | That would include allowing them some professionalism when it come to personal days and reimbursable days |