Redistricting is always a concern for some parents. Through Accountability of the central school administration, all our schools should have the same Mustang Pride, synergy, and curriculum framework as defined by the Department of Education. This is directed, managed, and reflective of the central administration's leadership and encompassed and embraced by the principals who pass that effective message to the parents (taxpayers) and community who participate in defining what their community schools are all about. Policies should be available for public view and accessible. If a policy is not already written that discusses the re-authorization of the re-districting decision, it should be documented and reviewed for approval in collaboration with the School Committee, the City of Medford, and this community through PTO's and other forums. Demographics and student population shift consistently over time and resources as well as fiscal responsibilities will need to shift to accommodate those needs. A review of the School Committee policy defining redistricting must to be spelled out for public input periodically. As a school committee member, I will communicate and facilitate this topic for discussion. Logistically, busing school children through the community has already been made as a long term commitment. We must be successful with the appropriate attention and standards consistently being reviewed to ensure safety, cost efficiencies, and parity.
1b. Teacher hiring is important. Posting all job openings via public forum such as medfordmass and PTO yahoo groups, the City of Medford, and school web page and perhaps an ongoing article locally that is written by the school committee or administration would be ideal tools for communication. Recently, the school committee authorized and approved a request of the Superintendent for money pertaining to advertising which many taxpayers in the community believed was a cost savings initiative. The Superintendent's pitch to the committee was this would reduce our advertising print costs with the Globe and Herald and maximize the flow of qualified teacher applicants through a web site Massachusetts Superintendent of Schools. The effectiveness vs, cost is difficult to gauge but metrics that identify how the job applicant came to apply to Medford Public Schools should be captured and measured for data collection as seventy-one (71) teachers were recently hired and are currently in our community schools. Accountability, Communications, and Teamwork with the community and PTO's will continue to build trust around this process which must open and fair. The long term benefits of public input will allow prospective parents and those considering moving to this community the best applicant with the appropriate credentials were selected. Forecasts for new and qualified teachers, aides, paraprofessionals and school administration positions have dramatically increased each year and competition for applicants is getting more difficult. Myself, having a strong Human Resources background in both recruitment and retention coupled with my educational and legal background allows me objectively look at this particular topic and make appropriate policy decisions. Having worked in a union environment as a shop steward, I recognize and will work in collaboration within the Teacher Unions Collective Bargaining Agreement. As a strong voice on the school committee, I will make appropriate recommendations that would be beneficial for the next flow of teacher recruits which will shape our school and reputation for the future. With this new wave of hiring, an appropriate review and information for long term career planning for both incoming and outgoing teachers needs to be provided also. As 403 (b) regulations have recently changed pertaining to Teacher Retirement Funds, we, as community leaders, must ensure that through collective bargaining that the school committee, administration, and city is positioning ourselves accordingly to ensure we are making the grade for School District Employees for their long term career planning options. The future is now.
