Teacher contract change makes tough job harder

In his State of the Commonwealth address, Gov. Bob McDonnell said, "Our teachers are well-educated and motivated professionals who deserve to be treated as such. Just like workers in most other jobs get reviewed every year, and are therefore able to be more accurately promoted and rewarded for their success, so too should our teachers."

As a result, the governor asked the General Assembly to eliminate continuing contract status from teachers and principals and provide an annual contract in its place. The governor argued that doing so "will provide more incentives and accountability to attract and retain the best and brightest teachers." However, doing so will do just the opposite.

Contrary to popular belief, teachers and administrators do not get tenure and are not guaranteed a job for life. After three consecutive years in the same school division, teachers and administrators may obtain continuing contract status. This protects experienced teachers from arbitrary termination between school years, or termination without notice, or it provides an opportunity to contest a recommendation to dismiss the teacher for good cause.

Teaching positions can be eliminated and continuing contracts terminated if student enrollment declines, subjects or classes are eliminated, or school funding is cut. Leaving full-time employment as a Virginia public school teacher for more than two years ends a continuing contract.

Teachers can be fired after notice, a hearing and a final decision by the school board for good cause: incompetency, immorality, noncompliance with school laws and regulations, disability as shown by competent medical evidence, conviction of a felony or crime of moral turpitude, or other good and just cause.

Some argue that teachers should be treated like private-sector employees who serve at will. However, teachers and school administrators serve a critical public interest. They are entrusted on a day-to-day basis with our children and preparing them to be productive citizens in society. They should be protected from nepotism, cronyism and arbitrary or political interference.

We don't want teachers' jobs to hinge on matters such as how they vote, where they attend church, what kind of personal favors they've done for people of influence, or how often they agree with school administrators.

Teachers can't please everyone all the time; they must challenge students to meet high standards and conform to strict school discipline. Continuing contract status gives teachers some buffer against every complaint or disagreement that comes up, and from angry parents or students who want them fired.

The administration has provided no justification for this dramatic change in teacher and administrator contracts. Current law allows "bad" teachers to be fired, and there are better ways to reward "good" teachers.

Teaching and school administration are already tough professions to be a part of today. Teachers are expected to teach to a high-stakes test, dealing with students who have external factors that impact their academic performance.

Budget cuts have forced many to pay out of pocket for everyday school supplies. They are called to be not only instructors but counselors, referees, disciplinarians and mentors. The current system has inserted new levels of tension between teachers, principals and administrators.

Changing from continuing to term contracts impacts teacher job security in a way that increases these tensions and hinders the stability teachers provide for our children.

For many teachers, their pay is low and their stress level is high. In light of other efforts under way to "reform" the Virginia Retirement System by forcing teachers to contribute to the system or to convert from a defined-benefit plan to a defined-contribution plan, we are constantly chipping away at the very tools used to attract and retain the best and the brightest teachers to the profession.

Is it any wonder so many young people say they don't want to enter the profession at all? And for those already in the profession, why would they choose to teach in Virginia when surrounding states offer greater job security and due process, a higher salary and better retirement benefits?