Seniority should guide teacher layoffs

Given the current highly subjective nature of teacher evaluations in New York State, the thought of adding salaries to the mix boggles my mind. Philip Cicero in "Cut Here" [Opinion, Jan. 16] advocates doing away with longevity and seniority when determining "who gets shown the door." Does he really believe that boards of education would not immediately look to excess those at the top of the salary schedules in times of financial crisis?

I wonder if Mr. Cicero believes that superintendents of schools should follow suit and voluntary retire when they become financial burdens? Perhaps Mr. Cicero should reflect back to the time when he was a teacher and remember that he would never have had the opportunity to become a superintendent if he had been "shown the door" when he reached the top of the teachers' salary schedule.

Steve Freeman

Long Beach

Editor's note: The writer is the president of the Long Beach Classroom Teachers Association.

This article is capricious and misdirected. Mr. Cicero, like much of our society these days, is proposing a 180-degree paradigm shift regarding the evaluation of teachers and education fiscal reform. Unfortunately we're living in an age where any time something goes amiss, the need to find a scapegoat surfaces. Currently, nationwide, the scapegoat has become our educational system, particularly teachers and administrators.

Is there a need for teacher evaluation reform? Absolutely. Is there a need for school districts to become more fiscally responsible? Absolutely. Is there a need to change educational funding? Absolutely.

However, we need to proceed responsibly and rationally. Mr. Cicero does not mention or allude to all the unfunded state mandates that are imposed on school districts which in turn saddle the districts and taxpayers with unreasonable cost. He does not mention that, if we completely abolish the usual layoff practice of last in, first out, that there is a danger of veteran teachers being subjected to the arbitrary whims of school board members and parent influence, determining whether or not a teacher remains employed. He does not mention or propose a method or process to provide teachers professional development opportunities.

I recommend a more reasonable 90-degree paradigm shift to solving the educational fiscal crisis and teacher seniority and tenure issue. I propose that a review panel be established for teacher retention of tenure. Every three to five years, the panel, consisting of an administrator, teachers' union representative and a third party representative, would observe and evaluate a teacher's performance. Two of the three would have to recommend continuation of tenure, intervention or termination.

To rein in cost, I propose that our politicians impose a cap on unfunded state mandates to school districts.

I propose that the state teachers' retirement system require all members to pay 3 percent to 5 percent into the pension fund for the length of their entire career.

Additionally, the retirement system must adjust its retirement criteria to allow teachers to retire beginning at 20 years of service, of course at a reduce rate, similar to police and firefighters. This would allow the infusion of new teachers and allow the veteran teachers to leave if they so chose.

Claude Kasman

Nesconset

Editor's note: The writer is the athletic director for the Bay Shore school district.