CHRISTINA DUKE | staff writer
While March 13 marked “Pink Friday” for teachers throughout California, the state’s projected $8 billion shortfall of its recently approved budget is causing further anxiety among teachers and administrators alike.
According to Superintendent of Azusa Unified School District Cynthia Cervantes McGuire, of all certificated employees, 116 teachers and 49 administrators were notified of possible termination.
The State of California provides 84 percent of AUSD’s budget. More than 23 percent of this funding is already allocated for specific purposes. School districts have no control over funding and declining enrollment has further reduced the amount the district receives.
This is especially challenging for many districts because they are required to submit their budgets by July 1, but often the state legislature does not meet the deadline for its own budget, which includes public education funding.
While the Federal Stimulus Package will provide some money, there is no guarantee how much, nor when the district will receive this funding. In addition, this supplemental money is a one-time occurrence that must be spent within two years.
Because of the many unknowns, the district’s Interim Budget Report does not reflect any “assumed” money to be granted in the future.
The district must cut $11.3 million in the next three years. It is therefore difficult to cut without reducing staff, because 80 percent of the school budget is allocated to salaries and benefits.
The certificated teachers and administrators given preliminary notices by March 15 will not be notified until May 15 how many layoffs will actually occur. These employees include teachers, principals and administrators.
Classified employees, such as clerical employees, instructional aides, bus drivers, custodians, maintenance workers, managers and others, are not required to be notified by March 15. Instead, many of these positions require a 45-day notice, which can take place anytime throughout the school year.
As of this year and last year, Azusa Unified agreed to forego raises to cut down on the budget. In addition, all conferences with the exception of those pertaining to the budget have been stopped.
Many district and individual school budgets have been frozen, a careful review of expenditures is taking place, and no vacated positions have been replaced unless the absence of a position seriously affects the work of other people.
Other cuts have been made in supplies, equipment, etc. in order to save jobs.
Fortunately, because each district in California is required to maintain at least a 3 percent reserve, not all districts are in trouble, for the time being.
“Azusa Unified has a history, a solid reputation, for being fiscally prudent and conservative,” McGuire said. “This has been a source of pride and many of you [employees] have commended us on this.”
In comparison with other districts, AUSD has taken a far more conservative approach and has planned for the worst cast scenario. This explains why many teachers may not actually lose their jobs come May 15.
However, some employees do not agree with the district’s decision.
“Most of us teachers feel it is unnecessary to take such a conservative approach,” Azusa High School world history teacher Victoria Ward said.
According to John Coke, principal of Azusa High School, 13 teachers were given a preliminary notice at Azusa High School alone, which is not including the numerous administrators.
In addition, the state has taken back grants for art, music, physical education and technology. This changes what the school can purchase.
Perhaps the most significant impact the budget crisis has had on public education is its emotional effects on employees and students.
“This is creating the worst uncertainty for all of us,” Coke said.
There are many factors involved with the decision process of who is given a preliminary notice. The layoff process considers employees’ credentialing, seniority and experience in various classifications.
“It is a very complex process,” McGuire said.
Coke experienced the emotional affects on multiple levels. He had the task of escorting all “pink-slipped” teachers to the room in which they were to be notified.
“It was the most physically sickening experience I’ve ever had,” Coke said.
In addition, Coke received a preliminary notice as well. While he is in his 21st year of experience in education, his seniority is based only on his experience in his current district, which is only one year.
For other administrators who have never taught in the district where they now work, the maximum seniority they can claim is three years.
After 90 employees signed a petition to protect Coke’s position and presented this at the board meeting, he is not worried.
“High school teachers are tough, very definite. To like a principal like this, that’s huge,” Ward said of the support for Coke.
Coke appreciates the way he was treated throughout this situation.
“It’s the first time in 21 years of service that I’ve received this kind of support,” Coke said.
This situation has also taken a toll on many of the students as well.
“They see it as unjust. They sympathize and are a little apprehensive about the programs they are involved in,” Ward said.
Ward said the students would rather have the ratio go from 20:1 to 36:1 so that they can still have their favorite programs such as athletics and music.
While Ward did not receive a preliminary notice, she experienced many of the downfalls. With cutting back on supplies, she made an effort to reduce paper use; her self-esteem has taken a toll.
“When explaining to the students why their quizzes were on an overhead, I got so insecure,” Ward said. “We [teachers] don’t even know what our supplies are going to be. Everyone is nervous and especially about how much will have to come out of our own pockets.”
McGuire hopes the whole issue will be resolved by the May 15 deadline.
While Friday, March 13, was intended to be one day of protest in pink shirts stating, “No Cuts,” every Friday has now become “Pink Friday,” where employees wear their pink shirts.
