Teenage (mis)use of technology

This is a really interesting issue to look into. The use of blogs, myspace, Youtube, etc. is a significant generation gap. People my age are right on the edge; those slighly older than I am did not have Internet access and widespread computer usage until they were in middle or high school. Those slightly younger than I am learned about computers from the moment they entered school.

This was in today's issue of The Star Ledger:

Dr. Jekyll in life, Mr. Hyde online
Young folks split real, virtual selves

Step 1: Hit a bong. Step 2: Take a shot. Step 3: Shotgun a beer. Step 4: Exhale. Step 5: Repeat as necessary.

The above regimen leaves out the newly obligatory Step 6: Record the process and post video of it to the Internet so that your stoner fortitude can be seen around the world, in perpetuity.

Why? It's a teen thing you grown-ups wouldn't understand.

Well, not all grown-ups. Dianne Lynch, dean of the School of Communications at Ithaca College who has spent three years researching a book on the generation that has grown up with the Internet, said today's young people have developed a clear disconnect between their real lives and the online versions of themselves.

Other experts agree: Today's teens and young adults have little trouble compartmentalizing their lives online and off. And that's why you see so many youngsters doing stupid, outrageous, dangerous and sometimes illegal things in online videos. Beat someone up at school, pose for pictures in your underwear, vandalize your school, snort some cocaine.

Let's go to the video.

"Kids who grow up in virtual space really accept the notion that I can have several different identities," Lynch said. "My research suggests that kids have this belief that it's not who I am all the time, it is who I am in a given space. The consequences are not very real to a 17- or 16-year-old.

"So I'm online and I've a got movie of me doing something inappropriate. I still get up in the morning and go through life and I don't see that it has an impact on my everyday experience. That's the mind-set these kids have," she said.

"Wash your car, you filthy skank!" screams Johnny from the passenger window of a car as he and his buddies cruise the streets around Union, digitally recording the whole time. The woman, who is indeed washing her car, appears more startled than offended, but her reaction causes uproarious laughter as the group sallies forth seeking its next victim.

Many of the insults hurled by the New Jersey "drive-by video" group cannot be printed here, but you can find them easily enough on YouTube. Some are profane, many cruel: "There's no such thing as Santa Claus," to a group of little kids; "Go back to Sea World, Shamu," to an overweight woman; "Nice hair, Tarzan," to a fellow with dark flowing locks, are a few of the tamer examples.

Why do they do it? Because they can. Because it has earned them a fan base of thousands. And, as Johnny says in his MySpace blog: "We will continue to make these videos until we grow bored with them, which most likely won't be for a while. We have been doing this for kicks for the past few years and have not grown bored of it yet."

The real-life Johnny is a 22-year-old from Union, who says he's a student and not some miscreant tough guy. It's just that the videos, which initially were meant only for friends, made a YouTube celebrity of him. "Tons of people said they thought it was funny, and tons said it was horrible and just made fun of us for it," he wrote in his blog.

Greg Hall, a psychologist who teaches a course in cyber-psychology at Bentley College in Massachusetts, said it is not at all unusual for individuals to disassociate themselves from their online behavior.

"There is a sense of anonymity that people, especially young people, still have in the online world. The normal social inhibitions that exist in face-to-face communications don't exist in the virtual world," he said.

Frank Farley, a psychologist at Temple University who studies risk-taking behavior by young people, said the immediate payoff of having a hot video on YouTube often outweighs or even negates the potential consequences the recorded bad behavior can have for young people later on.

"Teenagers sometimes weigh the benefits more than the costs," Farley said. "Older, more experienced persons will bring those more into balance. They (younger people) may not see the costs to them of this, or not weight it very heavily. The idea that whatever they put there is going to be there forever is hard for them to imagine."

Coming at this issue from a different perspective is John Toomey, the Long Beach, Calif.,-based producer of the fledgling Crystal Awards, which recognize the best in short-format Internet video. Unfortunately, he said, for every piece of video art that is submitted he gets about four "Jackass"-type videos that involve things like "throwing their brother off the roof or simulated drowning."

"It's not that human nature has changed, it's that technology lets all of our impulses be made immediately available in living color and put on the Internet for everyone to see," he said.
Last month, the online and offline worlds collided when a video of three girls beating up another girl in Suffolk County, N.Y., was broadcast on mainstream media. Fight videos have been popular on the Internet for years, but this was the first to capture the offline public's attention.
These girls, unlike many others, paid immediate consequences: They were arrested for assault.
John Suler, a psychologist at Rider University, said that since the current generation of teens is the first to grow up with the Internet as an integral part of their everyday lives and the first to present so much of themselves publicly, there has been little research on what impact these online video pioneers will feel later in life.

"It's still relatively new. Years from now, when they're in college or an employer Googles their name, they're going to find these things they posted in middle school," he said.

On the other hand, Suler said, inappropriate postings might be a temporary problem, confined to this generation. "When they become adults, unlike their own parents, they'll be a lot more
Internet savvy and they'll be able to supervise their kids in a more effective way."

Bernards BOE Elections

There are three Board of Education members (Michael J. Byrne, Louis Carlucci (President) and William Koch) up for re-election this spring. Their e-mail addresses and the rest of the Board's names and e-mail addresses are available at www.bernardsboe.com. The letter to the editor I included in my previous blog include a reminder from the president of the board that the community elects the board members to handle things like the selection of a superintendent to make personnel decisions.

For anyone interested in running for the Bernards Township Board of Education, the following information is from www.bernardsboe.com: "The 2007 School Board Election Candidate’s Kits are now available at the Board of Education Office, 101 Peachtree Road, Basking Ridge. Anyone interested in becoming a candidate for the Board of Education may pick up a kit between the hours of 8:00 a.m. and 4:00 p.m. Nominating Petitions must be filed with the Board Secretary on or before 4:00 p.m. on February 26, 2007."

If (and this is still a very big if) I return to Ridge, I think I'm going to work towards running for president of the Bernards Township Education Association so I can publically represent my colleagues and use my experiences dealing with the system to the beneft of the entire professional community in the school system. At some point, I''ll also run for the board of education in my community (I haven't resided here long enough yet) as well. By the time I'm 40, I'll have worked as a teacher, union leader and board member, and then I'll be able to put my Educational Administration degree to good use with a well-rounded background to consider issues from all perspectives. By that point I'll have 18-20 years teaching experience and time to devote another 15-20 to school leadership.

The moral of the story for the students reading this - the system itself works when those utilizing the system educate themselves and stay informed and involved. Continue to use your voices however you feel comfortable and, even in the face of adversity, keep pushing forward to improve yourself. If you get knocked down, it's okay to take some time to lick your wounds, but then you need to get back up and into the ring.

Letter from the President of the BOE

This letter was published in The Bernardsville News. My comments are in () at the end of the paragraphs.

From recent statements at public Board of Education meetings, letters to your newspaper and calls and correspondence received by board members, it is clear that there are serious misconceptions with some residents of our community concerning the employment practices of the Bernards Township School District. (This sounds to me like an attempt to discount the reasonable discourse offered by parents and students regarding the field hockey coach. They never suggested that they themselves should control hiring and firing; they simply wanted their opinions considered.)

The process for hiring, training, evaluating and retaining all staff in the district is strictly regulated by law, board policy, our collective bargaining agreements, and, not of least importance, common sense and ethical considerations. Those who feel that these decisions are civics lessons, popularity contests, or motivated by anything other than the best interests of our children, are simply and unfortunately mistaken. ("The best interest of our children." 60% of the freshmen honors world history students have had a minimum of 3 teachers this year as a result of my suspension including two long-term subs and rotating uncertified substitutes one day a week currently. The law, the president of the BOE refers to, includes the right to due process as guaranteed by the current collective bargaining agreement and the 14th amendment...)

Anyone who is familiar with the quality of the staff in our district and the results they produce for our children will agree that this process works. (The results are amazing, I agree. Staff and students continue to do more with less and under increasing administrative mandate and pressure. The entire house of cards is precipitously poised at the edge of a cliff.)

Every employee in our district is entitled to the same basic rights, including that of privacy, enjoyed by those in the private sector. While the terms of all contracts for public employees are public knowledge, these individuals are owed the same protection of their privacy in matters regarding the details of their employment as any of us would demand from our employers. (We all know that teachers don't get the same privacy as those in the private sector. Board policy even includes a code of ethics that specifically refers to the need for teachers to act above common moral and ethical ground because of their public stature. This is an excuse to keep things in the back room instead of out in the open.)

To think that the board, or any employer for that matter, would discuss issues concerning an individual at a public meeting is naive at best. (Another attempt to patronize the community.)

As a community we elect board members to hire a superintendent who is the one person given the authority, by law and policy, to recommend or not to recommend individuals for continued employment. These decisions are based on the structured evaluations and recommendations of supervisory staff, and after the most careful consideration, those recommendations for continuation are presented to the board for review and approval. (This is true to an extent. I have copies of every structured evaluation that took place during my first three years at Ridge. There are a total of 9 principal/supervisor evaluations, 3 annual performance evaluations and 1 provisional evaluation required during a teacher's first year. Every single one, without exception, is glowing. Were those included in the discussions of my suspension?)

Those that would try to turn this procedure into a public opinion poll based on their personal experiences only invite a situation that would ultimately harm our children and degrade the quality of both our instructional and extracurricular programs. Criticism of the superintendent for discharging her responsibilities, respecting the privacy rights of our employees and acting in the best interests of the almost 5,500 students in our district, even when the decisions may be unpopular to some, is sadly misguided. (I can see both sides here. Sometimes decisions must be made that are unpopular. The most popular teachers are not always the best teachers and the most unpopular teachers are not always the worst. That is true. Ignoring public opinion or discounting it altogether, as the superintendent and board have publically done regarding the field hockey coach, is not how the system is supposed to work though. The board is an elected body meant to represent the public.)

The Board of Education welcomes, encourages and needs public input on matters such as school finance, curriculum, facilities, policy, safety and any number of other topics that involve the operation of our district. (But, notably, not personnel.)

Every meeting includes a time for public comment where the only restrictions are that remarks are directed to the board and within the boundaries of civil and constructive discourse. (Who defines civil and constructive?)

President
Bernards Township Board of Education

Another Letter to the Editor

Another one from The Bernardsville News:

We are appalled about the treatment of Mollie Reichard, an extraordinary field hockey coach and educator at Ridge High School.

In addition to re-igniting the field hockey program, Reichard cares for her team off the field as well. She has been intensely loyal to her players. She has always taken the time to ensure that their academics are up to speed.

She always has time to discuss any issue with “her girls.” Our daughter is a graduating senior. She has spent much time with Reichard discussing her college future and received valuable feedback.

What we believe to be most unfortunate, if not cowardly, is the fact that “the powers that be” apparently listened to the vocal group who, for a variety of reasons, may have had an ax to grind. These issues should have been aired publicly, so that those of us who value and have high regard for Reichard could have had our opportunity to express our opinion.

Unfortunately, a small minority of parents are teaching their children not to be their own advocates because Mom and Dad will take care of and fix things for them. In this instance, we believe the Board of Education has reinforced this minority’s approach to child rearing by firing excellent educators and coaches like Reichard.

At home, we stress that openness and honesty are the only way to form valuable adult relationships. This is another element of Reichard’s value system – she is always straight with “her girls.” Those in positions of authority and/or with public responsibility should practice this as well. We are, after all, always teaching the next generation how to behave.

We hope this unfortunate error in judgment can be rescinded. It is an outrage that an outstanding member of our education system was treated unfairly.

Lessons in Employee Appreciation

This was in the February 8 edition of The Star-Ledger:

Lessons in Employee Appreciation
Bosses should try to keep valuable staffers happy before they hit the door

Celebrate your workers
By Janet H. Cho
Newhouse News Service

You have three key jobs you can't seem to fill, a fourth employee on the verge of leaving, and a bunch of applicants who have marched through your office but haven't fit the bill.

So what's a boss to do?

The U.S. Bureau of Labor Statistics says voluntary employee turnover was more than 20 percent in 2004 - meaning one of every five workers quit during the year.

What's worse, the Department of Labor estimates new companies spend one-third of a position's salary looking for the right employee.

All of which underscores why employers need to invest more energy in keeping their most valuable workers loyal, satisfied and engaged.

Here are some ways to hang on to workers worth keeping:

Appreciate your employees: Acknowledge their contributions. Say "thank you" regulary; don't wait for an annual performance review. Most people crave praise more than a raise.

Beverly Kaye, co-author with Sharon Jordan-Evans of the book "Love 'Em or Lose "Em: Getting Good People to Stay," says companies of all sizes need to be more deliberate about nurturing and appreciating their most valuable employees.

When she asked more than 20,000 people why they stayed at their current jobs, the answers that cropped up most often wwere that their jobs challenged them and taught them new things, their careers were progressing, their colleagues were great or their boss was great.

"Pay is never No. 1," Kaye said. Rather, most employees want to hear someone say, "Good job," "Well done" and "Thank you."

Respect your employees as fellow professionals: Give them the freedom and the means to do their jobs.

Lauren Rich Fine, an equity analyst for Merrill Lynch, lets the people who work for her do so from their homes, during whatever hours they prefer.

"I give my staff incredible flesibility," she said. "I am results-oriented, so essentially if they can get their work done on deadline, I am not concerned about where they are doing it or when."

Once, when she discovered her employees' year-end bonuses were less than what she thought they deserved, she tried to persuade her boss to give them shares of her own bonus. When he refused, she split her bonus anyway, writing them checks out of her personal account.

"I keep peple longer than usual, as they know I am willing to fight for them," she added.

Reward employees: It's not just more money, but also nonmonetary perks, such as prizes, vacation days, gift certificates and other benefits.

Google, which this year topped Fortune magazine's ranking of the "100 Best Companies to Work For," spoils its workers with free gourmet meals in the company cafeterias; on-site gyms, doctors and child care; free car washes and oil changes; foreign-language classes; and laundry rooms, according to the magazine. Employees who refer their friends to the company can get a $2,000 bonus.

Little wonder Google gets 1,300 resumes a day.

Recognize that satisfied employees promote good business: No, it's not the other way around.

Heine's Fine Foods, a supremarket chain in Ohio, teaches its 2,350 employees that hey work for a company that puts people first - and also happens to sell food.

Not an easy task in an industry where half of hourly employees quit within the first three months on the job, according to a University of Dallas retention study.

"One of the things we try to help our associates understand is that they are what makes us different from our competitors," said Chris Foltz, director of operatiosn. new hires spend their first two days on the job learning about the company's vision, history, traditions, values and emphasis on customer service.

What we're trying to do is to get them really excited about us before they even step on the floor," Foltz said. "We try to make them understand you're not just a clerk or a bagger or a produce associate."

Ask your employees what they adore and can't stand about their jobs: And more importantly, listen to their answers. Don't wait until the exit interview to talk about morale and motivation.

Instead of an exit interview, consider having a "stay interview" to find out what they think about their job, Kaye said. During the stay interview, ask questions such as, "What about your job makes you jump out of bed in the morning, and what makes you push the snooze alarm? If you won the lottery and resigned, what about your job would you miss this most?"

The objective is to find out, "What can I do to keep you and what would entice you to stay?" she said. However, "you shouldn't do a stay interview unless you're willing to listen hard, take on some of the things people want and deliver on them."

Tailor your management approach to each person's goals and priorities: While one person may want more flexibility in his work hours, his cubicle mate might crave a window office or a fancier title.

Erika Anderson, an organizational development consultant and author of "Growing Great Employees: Turning Ordinary People into Extraordinary performers" (Portfolio, $24.95), says a reward is a reward only if it meets someone's needs.

"The degree to which you wlil find the right recognition immediately is equal to the degree to which you know the employee, you know their watns and needs," she said. "Little things mean a lot to people, and this is all very individual...I know of no better way to build trust than to actually listen to people."

Celebrate individual and company milestones and successes: Recognize birthdays, anniversaries with the company, reaching sales goals, major client victories, etc.

Brown Flynn, a community-relationship firm, lavishes its all-female staff with jewelry, holiday shopping sprees and profit sharing. When principal and co-owner Margie Flynn asked her employees to describe the company's culture, they told her it was one of mutual respect and freedom to take leadership roles and be challenged, rewarded and recognized for their hard work.

Acknowledge that employees have lives outside work: Know something about your employees' interests and hobbies, the names of their children and significant others, what they do on weekends.

Pat Mullin, managing director of the Cleveland office of Deloitte & Touche, a professional services firm with about 530 employees, regularly encourages high-performing employees to take time off for "personal pursuits," whether welcoming a new baby or hiking across Australia. Employees are guaranteed a job when they come back, and the company provides job training while they're gone.

"We have found that there's nothing more important than taking care of your people," he said.

Excellent Letter to Editor in Bernardsville News

From the current Bernardsville News:

Leader has lost connection with community

This is In reference to The Bernardsville News article on the Ridge field hockey controversy, “Coach faces ax despite public pleas,’’ written by W. Jacob Perry on Jan. 25.

Our community is facing some very important issues regarding the leadership of the school district. Let me preface my points by saying that the parents of the students who spoke before the Board of Education should be extremely proud of the way their children presented themselves and their concerns. Those of us in the audience that evening were impressed with the students’ professional demeanor and sincerity.

In contrast, however, we were shocked and appalled by the blatant disregard of the superintendent toward students who are learning to work through the system and honor the process of community involvement. Superintendent of Schools Valerie Goger dismissed their voiced concerns with a show of ego and misplaced power. She arrogantly sent a message to students that, in essence, she answers to no one and does not need to collaborate with either the board or the community for input.

She was very clear in her position that she would not be taking any one else’s opinion into consideration nor would she bother to respect their concerns by rethinking her recommendations.

Though we fully understand her message that the board cannot enter into micro management of personnel issues, they are responsible for Goger’s ability to make those judgments and her ability as a professional role model. Hopefully, the trustees were as offended by her behavior as was the community.

Goger has evidently lost sight of the fact that she is paid to be the instructional and administrative leader of the district. Education of our children does not stop at the classroom doorway and she had a moral and ethical responsibility to affirm the risk-taking of those children and their parents who believed in something passionately enough to stand before a nine-member board.

It could have been a prime teachable moment about civic duty and protocol, not a painful example of how their attempts at working within the system were devalued. Instead, she chose to insult their efforts.

In addition, it is more apparent than ever that there will not be a working relationship with the leadership and the community regarding the monitoring of equity in female sports programs. If the superintendent won’t even respect children to give them the semblance of courtesy and consideration that she will weigh their heartfelt opinions about a coach, how can we be assured that she will investigate other major issues of concerns to the adults such as the significant disparity in women’s sports?

Our administration allowed an open varsity position in girls’ lacrosse to remain unfilled with a quality coach for over 10 months with open disdain for the spirit and intent of Title IX to provide for equal opportunity for our young women. Given Goger’s attitude at the board meeting, what other lapses in leadership might there be? The major problems in school districts begin when instructional and financial problems are ruled by ego rather than concern for programs or collaborative decision-making.

Fortunately, the trustees of the Board of Education are elected officials and Goger cannot make light of our day at the polls as pompously as she did our attempts at collaboration at the board meeting. There have been other parents who have addressed the board recently regarding questionable judgment in instructional decisions being made at the expense of our children. The board has allowed this to go on for too long.

In the future, before Goger lectures the audience on the scope of the community’s influence and the board authority, the board may want to review sections 2.1, 5.1, 5.2, and definitely 7.1 of the district policies which clearly define her job description. All in all, our meeting Monday evening was an abysmal display of a leader who has lost the connection to the community and the students.

Moreover, it was a shame that the experience wasn’t all it could be for those involved.

Quote from my Teaching Contract

The following is taken from the contract agreement between the Bernards Township Board of Education and Bernards Township Education Association, effective July 1, 2004 through June 30, 2007.

It comes from Article IX - Teacher Evaluation and Personnel Records, Section E, Number 2:

"Complaints from the public involving the performance of a curricular or extracurricular staff member should be discussed informally by the citizen with the responsible Principal. Prior to any action being taken on the complaint, the teacher concerned shall be apprised of the nature of the complaint by his/her immediate superivsor, and offered an opportunity to respond. Copies of any written communication from the public will be given to the staff member by the appropriate Principal/Supervisor. Any complaint which is not satisfactorily resolved will then be submitted in writing to the Superintendent by the complainant. The Superintendent will make a recommendation for the resolution of the complaint and will forward the recommendation to the Board of Education and the teacher."

Remind me to thank the bargaining committee for including that clause in our contract...I wonder what happens when action is taken on a complaint without following the guidelines of this clause?

Hopewell Valley Central High School

I met with the band director and music supervisor this morning for about two hours. We all got along well, the supervisor is extremely supportive of the creation of this marching band and seems willing to bend over backwards in attempts to get financial support for the project.

Keeping in mind that this will be the first year ever for the band, the budget needs are huge. Four positions need to be negotiated into the union's contract for a band director, assistant director, guard instructor and percussion instructor. Two stipends need to be approved for a drill designer and music arranger. They've already purchased a beautiful set of Yamaha percussion, pit equipment and Yamaha marching brass instruments. There are requests for portable lights for the parking lot field they expect to use in the fall, uniforms for the guard and band proper, guard equipment, etc.

We stepped gingerly around my explanation for why I did not teach Ridge's band program this past season, but I spoke about the RMB extensively. Over the three years I was assistant director at Ridge, I changed or modified the approach to marching band a great deal and those experiences will be very helpful at Hopewell Valley.

The community and school atmosphere are very similar to Ridge and Bernards Township. Racial/ethnic make-up, socioeconomic class, values, etc. all seem to line up. If things are approved by the Board as requested, my assistant director stipend would be significantly higher than it was at Ridge and I'd be paid a large amount of money on top of that to write the drill. Money has never driven me in these types of decisions before, but losing my stipends as assistant band director, pep band director, newspaper advisor, SAT proctor and Saturday detention supervisor has caused some fiscal concerns as I look ahead to July and August.

I stayed and watched the first 20 minutes of a wind ensemble rehearsal. They sounded pretty good, although somewhat smaller than I'd expect in a school of 1200 students. The band director is a little younger than I am and has very similar performing background having marched at West Chester University and with The Cadets. Our ideas for style and instructional approach seem right in line.

Now it's a waiting game. The position is mine if I want it. We'd be building a marching band from scratch. The students have no idea what they are signing up for, having only seen a weak band march down the street for Memorial Day. But they are good kids who will work hard at any challenge thrown their way and leadership meetings are already taking place. As I learned with the RMB and The Devil's Advocate, a small group of dedicated students are absolutely essential to making changes and growing a program. Without the section leaders and editors, the band and newspaper would never have developed into what they are now. That's going to be the key to having a successful first year at HVCHS too.

The waiting is out of my control. I want to finalize what I'm doing professionally as a social studies teacher before I sign a contract and commit myself to something else. Besides, the Board there hasn't even officially approved the formation of the band so it's somewhat hypothetical as it is.

To the Ridge Marching Band students/parents that may be reading this: If I go to Hopewell Valley, I would really like and want a handful of you to join us there for a meeting one evening in March. I think it would be very helpful for the students and parents there to hear from people who are experienced in the process. They are probably nervous and uncertain. They don't know what to expect, what kind of commitment marching band is and, most importantly, why all the time and hard work is worth it in the end.

Marching Band 2007 Update

I've already written about the offers to serve as the Assistant Director of the marching bands at Park Ridge, New Providence and Hopewell Valley Central High Schools. All 3 are still on the table though I did inform the NP band director that I didn't think I was going to be able to commit to that program and I don't think I'm going to be able to commit to PR either except as drill writer.

Well, another offer came in today.

Somerville High School

My responsibilities with Somerville (Group IV Open) would center around the visual program. I would become the Visual Caption Head and would be responsible for designing and implementing the technique program, overseeing visual techs/instructors, running drill rehearsals and co-directing ensemble rehearsals with the band director. There would be a future possibility of becoming the drill writer in the long-term.

Somerville is a pretty successful program. The director is a former Crossmen brass arranger and composer. The school is located closer to my home than any of the other three offers and rehearsals are at night, not immediately after school, making it convenient no matter where I teach.

I am meeting with the band director and music supervisor at Hopewell Valley tomorrow morning. I am going to wait to get back to the Somerville director until after that meeting. The rehearsal schedules actually do not overlap so it is possible to do both. I'm not sure if I want to make that kind of commitment though so we'll see.

Closure is Coming

I cannot get into specific details yet due to negotiations, but it appears that closure is coming in the near future regarding my suspension from Ridge.

Here's what I can say:

The outcome is going to be positive for my colleague and for me. There are two very different possibilities about what is going to happen with me, but either way life will go on, I will get back on track with my professional and personal goals and my record will be cleared of any wrongdoing whatsoever. Why it's taken more than 5 months is anybody's guess. The significant time passing and unusual approach by the district will not be dropped or ignored.

Thank you to all the students and parents who have supported me throughout this ordeal. You made a difference. The word from the Board's attorney, through my attorney, was that parents are "screaming for you to be back" and the Board attorney referenced me as a "star" among the teaching staff. For some reason district administrators and Board members chose to ignore three years of exemplary personnel records, observation reports, evaluations and my track record for taking on a wide variety of responsibilities within the school district. It seems all of my hard work during those three years has finally caught up with this suspension and things are falling into place.

More updates to follow in the near future once I get some indication of which way things are going to go.

P2P Presentations

If anyone is interested in viewing the two Power Points I put together for my Japan presentation, go here for the links.

My Research on Literacy and Diversity in Bernards Township

I am 5 weeks into an 8-week course called Literacy and Diversity for my grad school program. Our current assignment asks us to analyze and evaluate this topic in our own school system. I researched the Language Arts curricula K-12 in the district and came up with some interesting (in my view) results. You can see the entire Power Point presentation here.

Good Quote - Relating to School Stuff Again

Lots of good stuff on the editorial page of The Bernardsville News.

"There are two sides to every story and the Ridge High School parents as well as taxpayers deserve the right to voice their opinions to the Board of Education at their next meeting."

This was in reference to the lacrosse/field hockey coach.

Teacher Health Care Editorial

My comments will be after the letter to the editor. From the current The Bernardsville News:

In regard to the potential budget cuts for Bernards Township schools, since when are teachers exempt from contributing to their health care plans?

The majority of working people across the nation contribute substantially to their own plans. In addition, these contributions are all made pre-tax, along with 401K and other savings plan deductions, which lowers their overall taxable income.

Physical education, music programs, enrichment and full day kindergarten are all on the chopping block - let’s add free health insurance to the mix. Why should our students bear the sole burden of this budget problem?

Chris Lind

First, his recommendations are most likely being considered. The Bernards Township Education Association is currently in negotiations for a contract renewal with the Board of Education and I'm sure the Board is looking to get teachers contributing to their health coverage.

Currently teachers do not pay anything into their health care (excluding dental, vision and prescription drugs). Until tenured, teachers have no choice what level of health insurance they receive, but regardless, there is some degree of insurance for all teachers.

According to the December 2006 issue of NJEA Review, the starting salary in Bernards Township is lower than all but two Somerset County school districts (Franklin Township and Manville) and it takes longer for teachers to reach the top of the pay scale (21 years) than all but two districts (Somerset Hills and Warren Township). The "free" health coverage closes those gaps a bit and makes the overall compensation package a bit more attractive in Bernards Township for new teachers.

By the way, students aren't bearing the "sole burden" as the letter suggests. Supply budgets have been slashed over the past few years. Teachers still need supplies; they just need to spend more of their own money on them. Bulletin boards, art supplies, computer paper, EVEN LINED PAPER, at times, has to be paid for out of pocket. That stuff adds up and comes off the take home pay at the end of the day.

The turnover rate for teachers in Bernards Township is more than double the state average. Why do so many teachers choose to leave such a strong school system? If you've been following this blog for the past few months, I think the mist is clearing a bit. I know of 1 excellent teacher leaving before the school year even ends and another 4-5 who are considering departing at the end of the year. These aren't teachers with 20 years experience ready to retire...these are teachers in their 20s and 30s who, while they tend to love the students and their colleagues, cannot put up with the administrative edicts and surprisingly low pay any longer...

Update on Ridge HS Field Hockey/Lacrosse Situation

I encourage all the students and parents to keep asking questions about anything handed down from the administration of the Bernards Township school system. As the girls on the lacrosse team were told the teacher/coach in this case had reached a "mutual decision" to leave the school, I'm sure the "facts" being shared about the band director and me are also skewed. All indications I've received from parents and students about the meetings in the fall with the admin. and the band and subsequent attempts by parents to contact the Board support this assumption...

From the current issue of The Bernardsville News:

We were outraged to learn that Mollie Reichard will not be part of the teaching and coaching staff at Ridge High School next year.

Our daughter, Madison, was asked to attend a field hockey meeting that was run by Athletic Director Richard Shello, and she was told that it was a “mutual decision” between Reichard and the administration that she would not be returning next year. Ha!

When Reichard came to this district in the fall of 2004, she knew she was coming to a school district that set high academic standards for its students. Her high standards as a coach and as a teacher were, therefore, a natural fit.

Yes, she worked the girls harder than they were used to. However, when it came to game time, the girls were well-conditioned and could out-run, and by her second year, out-play any competitor. The week before Memorial Day in 2005 and 2006 she gathered the teams, freshmen, JV and varsity, and gave them a summer workout book. In 2005 the theme was “Sweat,” and in 2006 the theme was “Ants.”

Each theme carried its own inspirational and motivational message - the underlying message both years that nothing worthwhile is ever gained except through hard work and training. Think like a winner. Preparation is everything.

She told them up front that if they were prepared for pre-season, they would have no problem with her training. The girls on Coach Reichard’s field hockey team knew this as second nature. She set high standards for the girls as student/athletes. She asked them to establish goals as a student and as an athlete, and she helped them achieve those goals wherever and whenever possible. Let us give you our personal example.

After the 2005 season Reichard pulled Madison aside to ask what her goals for the future were. Up until that point Madison had not given the future much thought; after all she was only a sophomore. Reichard, true to form, helped Madison prepare for the future by first discussing Madison’s interests and learned that Madison wanted to play field hockey in college. She then prepared a list of Division 1, 2 and 3 schools and asked Madison to go through the list and pick schools based upon her interests and where she might want to live for four years. Madison followed her assignment and returned her “wish list.” Reichard called her back to her office a few days later and handed Madison a stack of folders for each college that Madison picked plus some picks of her own. These folders were color coded: Red for Cornell, Orange for Syracuse, Green for Dartmouth - with the coach’s picture and contact information. She helped Madison formulate a letter to these coaches and prepared a profile of Madison’s athletic and academic accomplishments.

She gave Madison a timeline to send out letters and when to expect a response. This past weekend Madison was invited to Northwestern University for an unofficial visit. Reichard wrote a letter of recommendation. College coaches not only rely on the integrity of the high school academic program but they also rely on the integrity of the program established by the high school coach.

Reichard fit in well with the integrity of Bernards Township’s academic and athletic program. But Madison is not the only athlete that Reichard has helped: Cassie Barry, Class of 2005, half scholarship to Syracuse; Diana Bartley, Class of 2006, Bucknell; Jenna Knoll, Class of 2006, Colgate; Julia Druce, Class of 2007, Stanford; Clara Hunt, Class of 2007, Colby College; and finally, Maggie McVeigh, Class of 2007, Harvard.

That is some accomplishment for Reichard in such a short time. Reichard’s standards and style as a coach are a better fit than any for the township school district. Right now this district is seriously lacking in the girls’ sports department. There is no lacrosse coach for the girls and as of now, there is no field hockey coach for the girls. Currently, there are no coaches for two key girls sports yet all the boys sports, to my knowledge, are up and running and fully staffed.

The field hockey team was scheduled to go to Old Dominion University, one of the most challenging field hockey programs in the country. They would have practice as a team under the direction of Beth Anders whose teams have won 13 conference championships as well as nine national championships.

The team would have traveled safely on a chartered bus, trained as a team, bonded as a team and would have returned primed and ready for pre-season. They were able to get into this camp on Coach Reichard’s reputation and integrity. Alas, this is another opportunity for sports, especially girls, to succeed at Ridge that is now being squandered.

To my knowledge Reichard has received excellent personnel reviews. I am, therefore, extremely puzzled that a person who exemplifies high standards and integrity no longer fits in with the Bernards Township Board of Education personnel model.

As parents of a student/athlete as well as active supporters of our school system, we believe we deserve a solution to this egregious situation, which would be to rehire Reichard to her teaching and coaching position.

CATHERINE and ROBERT INGAL

Meeting Postponed

My meeting at Hopewell Valley Central HS has been postponed until later this week due to a scheduling conflict with the supervisor of the music department there.

In Atlantic City: Ring-a-ding ding!

Ali and I are going to see this Tuesday night.

From today's Star Ledger:

While Atlantic City's famed Sands Hotel and Casino closed last year, its La Vegas counterpart lives on in the Harrah's new tribute show "The Rat Pack Is Back," playing tonight through Feb. 21. The landmark Sin City shows, featuring Frank Sinatra, Dean Martin, Sammy Davis, Jr., Joey Bishop and Peter Lawford, defined early '60s pop culture, and the signature swagger of the packers is lovingly recreated here. Brian Duprey steps into the role of Frank Sinatra, Kenny Jones recreates Sammy Davis, Jr., and Vegas vet Johnny Edwards is the aloof Dean Martin. Sandy Hackett, son of comedian Buddy Hackett, scripted the shows - and plays Joey Bishop. You can count on hearing like (sic) "Fly Me to the Moon," "That's Amore" and "Luck Be a Lady" at this show. Performances are 8 p.m. Tuesdays-Thursdays; 9 p.m. Fridays-Saturdays; 8 p.m. Sundays. Tickets are $25 at www.ticketmaster.com or (800) 736-1420.

Meeting at Hopewell Valley Central

I'm meeting with the band director and music supervisor on Monday morning at 8:30am to discuss my involvement with the program.

2007 Marching Band Options

It seems that like the only school that isn't excited about me working with their band is the one that is currently paying my salary...returning to Ridge (and the RMB) is pretty much out of my control. So it is in my best interest to consider other opportunities. A few have come up this week. I'll include my leanings at the end.

I wrote about Park Ridge Marching Band a few weeks ago. You can read that entry here.

New Providence High School Marching Band
This band is seeking an assistant director.

Pros

• 2006 Group VA, NJ State Champions
• Band director was drum major of Crossmen in 1993
• Well-established, successful program
• Located within 30 miles, 40 minutes and near Ridge HS were I to return there

Cons

• Most likely would not include drill writing responsibilities
• Commute includes 206/287/78 interchanges = lots of traffic
• Not a lot of room to grow program

Hopewell Valley Central Marching Band
This band is seeking an assistant director and, likely, a drill designer.

Pros

• This is a brand new marching band. 2007 will be the band's first season in existence and will compete in a limited number of shows.
• Most likely this would include drill writing duties.
• I would have the opportunity to be in from the beginning. If the band succeeds, I would be partially responsible. If the band fails, the same.
• The band director marched 2003 (I think) with The Cadets -- our philosophies and styles will be very similar.
• I'd be the oldest person on the staff as far as I know.
• The school is located within 20 miles, 40 minutes and the commute would be 206 and less traveled backroads.
• The sky's the limit in terms of growth potential.
• Weekday rehearsals are in the evening so no matter where I'm teaching, there'd be time to get there without going crazy at the end of the school day.
• The band director really wants me. When informed that I had another school interested, he said he'd make arrangements for me to come in for an interview ASAP b/c he didn't "want to lose me to another band."

Cons

• Everything must be built from scratch - parent support, equipment supplies, administrative support, expectations, rehearsal etiquette, technique, scheduling, every little detail
• Opposite direction from my condo as Ridge; if I return there, commuting between Ridge and Central would be a big time commitment
  

I'm pretty sure that Hopewell Valley Central is my top choice right now. He's cool with me missing some weekends for judging (in 2006, I judged 6 of 9 weekends including 2 all-states championships), I like the idea of being a integral part of a young, enthusiastic staff building a program from scratch. The band director used the phrase "setting a standard of excellence" when discussing his goals for 2007. I understand that we wouldn't see the true signs of success for 3-4 years (just like things really came together completely during band camp of 2006 at Ridge, my fourth season there) and I'm okay with that.

There are conflicts to work out; Park Ridge and Central have band camp during the same week for one, but I think they can be worked out. I'm meeting with the director and music department supervisor next week to talk details and to show them examples of my previous drill writing experience. Watch for updates next week.

Ridge(?) students in the news

The students described here may not actually be Ridge students as they may attend a private school. For the students reading this, please do not comment with names or identifying details if you know about this incident. Those comments will not be approved for posting if they come in.

From today's Star Ledger:

Behavior on train gets teens in trouble

A group of teenagers from Somerset and Morris counties may be wishing they had listened to the train conductor now that they face possible criminal charges for disruptive behavior, police said yesterday.

The Jan. 23 incident is under review by the department's juvenile division, Sgt. Frank Fortunato said.

Fortunate said the six teens, who were likely heading home, were being disorderly and were "asked to quiet down." But they failed to heed the conductor's requests, Fortunato said. With Berkely Heights the next stop, police were contacted and met the train at the station.

Two 16-year-olds from Basking Ridge, one 16-year-old from Bernardsville, one 17-year-old from Gladstone, and a 16-year-old and a 17-year-old from Mendham were processed at police headquarters and released to their parents' custody, Fortunato said.