Schools Chancellor Joel Klein warned of “unacceptable financial consequences” today if principals do not accelerate their hiring.
In an e-mail today, Klein encouraged principals to list and fill their open positions as soon as possible to help reduce the number of teachers without jobs. If a principal can’t pay for a teacher, the teacher goes into a pool of “excessed” teachers whose salaries are paid by the department. If the size of the pool swells, the department could end up shouldering thousands of teachers’ salaries — all while the teachers aren’t officially on a school’s staff.
Klein emphasized that principals should plan to fill their vacancies with teachers who already work in the system, especially the more than 2,300 who currently lack a permanent position. “You should be aware that excessing conditions make it unlikely that we will lift hiring restrictions across the board,” he wrote. Restrictions have been lifted in a handful of specific license areas, most recently in special education, where the hiring freeze was lifted yesterday.
“That’s maybe what some of them were trying to do and that’s why we had Joel send out the e-mail today,” said Photo Anagnastopoulos, the department’s chief operating officer.
There are currently about 2,400 teaching positions open in the city schools and about 2,340 teachers who don’t have positions, according to data released by the Department of Education today.
Nearly 2,000 teaching positions were cut at the end of the school year, the “overwhelming majority” because of budget cuts that totaled as much as 8 percent of schools’ budgets over the course of the last school year, department officials said today. The numbers released today marked the first time since principals submitted their budgets June 18 that the department disclosed how many positions had been cut.
Since the end of June, fewer than 400 of the teachers whose positions were cut at the end of the school year have been hired by other schools, according to the department.
The city’s excess pool currently has 1,570 teachers whose jobs were cut this year and 770 teachers whose jobs were eliminated in the past. The latter number is down from about 1,100 teachers in the pool at the end of April. About 300 of those teachers were offered permanent positions at schools since then.
In addition to the 2,340 teachers currently without positions, there are also 300 school psychologists and social workers who do not have jobs at schools but whose salaries are being paid by the department.
Teachers are protected from layoffs, even if they do not land a position in a school. No such protection exists for the 900 excessed school aides, paraprofessionals, and other people who do not belong to the city teachers union. There are only about 100 openings for those kind of positions.
Here’s Klein’s complete letter to principals:
I wanted to give you an update on the hiring restrictions and how they impact our overall budget situation for the upcoming school year.
When we implemented the hiring restrictions in May, we did so to ensure that the size and cost of the excessed staff pool did not grow to the point where even more cuts would be required. I am aware that these restrictions limit your choices, but this policy is the only way to preserve your ability to select your own staff, a hard fought change in school hiring that we sought and achieved based on your feedback.
We continue to monitor the excess situation on a daily basis. A number of you have already selected internal candidates, including excessed staff, to fill your vacancies. But even with these hires, we still have many teachers in excess. As a result, we need to work together before the start of the school year to avoid any year-to-year increase in the number of teachers in excess and avoid unacceptable financial consequences. I am sure some of you are waiting to either declare or fill vacancies with the hope that hiring restrictions will be lifted soon. While I understand your desire to staff your schools with the candidates you feel will be the best fit, you should be aware that excessing conditions make it unlikely that we will lift hiring restrictions across the board in any other subject areas. To date, we lifted the hiring restrictions for almost all districts in special education and for all schools in other shortage areas, such as bilingual special education, speech, and most sciences. Prospectively, there may be some targeted lifting of restrictions – in specific districts and subjects – but I anticipate even those targeted exceptions will be very limited. As we continue to monitor the situation, we may even need to re-impose some hiring restrictions in areas where we have lifted them.
Given these circumstances, you should not hold back on creating and filling vacancies. The best internal candidates – both teachers in excess and other teachers seeking transfers – are available now and the widest possible pool exists during the Open Market Transfer period, which by contract closes on August 7. It is crucial that you are staffed appropriately for the opening of school and therefore should create and fill vacancies as quickly as possible from the current pool of available internal candidates. Your HR Partner and the Office of Teacher Recruitment & Quality can assist you in identifying internal candidates. Many of the teachers in excess are relatively new teachers who you and your colleagues hired one, two or three years ago; many others are also dedicated teachers who could be a good fit for your school. Some excessed teachers can be hired with a subsidy, whereby central will bear a significant part of the cost even after you hire them.
I am aware that some schools will have staffing needs for short and long term absences. Please remember that you cannot use per diems and F-status staff to cover vacancies; this is something we will be monitoring. Per our agreement with the UFT, if you need to fill a vacancy caused by a leave or a sabbatical, you can hire excessed staff on a provisional basis. A provisional hire means that you are hiring the individual for only this coming year. At the end of the school year, that teacher will return to the excess pool unless you both agree he or she should remain on your staff. Questions about this process, subsidies or other matters pertaining to excesses should be directed to your HR liaison in the ISC or CFN.
Only by working together can we successfully navigate this challenging situation. I realize that you have already had to make difficult and painful decisions as a result of current budget conditions. In the case of staffing, however, critical steps remain. To the extent that vacancies are not scheduled or that the process of filling them is being delayed, the actions of individual schools have the potential to negatively impact all of our schools. I am deeply grateful for all that you are already doing to make the best choices for your school under difficult circumstances, but I ask that you please move expeditiously to schedule and fill your vacancies.
Joel I. Klein