Why Not Join The Suburban Health Consortium and Save Money?

·         What is the Suburban Health Consortium?

o        The Suburban Health Consortium (SHC) is a shared-risk pool for insurance that currently consists of 14 member school districts.  It allows these districts to receive significant savings on insurance premiums.

·         What school districts participate in SHC?

o        Bay Village, Brecksville-Broadview Heights, Brunswick, Cuyahoga Heights, Cuyahoga Valley Career Center, Garfield Heights, Independence, Lakewood, North Royalton, Orange, Polaris, South Euclid-Lyndhurst, Warrensville Heights, Westlake

·         Has Strongsville City School District applied for membership?

o        No

·         Is there an application fee?

o        Yes.  There is a one-time, $2,500 to $3,000 application fee.

·         Is there a guarantee that Strongsville City School District would be granted membership if they apply?

o        No

·         What would Strongsville gain from membership in SHC?

o        It is estimated that membership in SHC could save as much as $6,000 per year per insured employee.  With over 400 teachers, savings could be over $2 million per year.

·         Are there any other costs associated with membership?

o        Yes.  There is a one-time fee of $3,000 per teacher if Strongsville is accepted as a member.  Given the likely savings, this fee could be paid by savings from the first year alone, with Strongsville then saving millions per year thereafter.

·         What does Strongsville stand to lose if it applies and is not accepted for membership?

o        Only its $2,500 to $3,000 application fee.

With the potential of saving millions per year every year, and the only risk being losing no more than 3 thousand dollars, we do not understand why our leadership is so resistant to the idea of application to SHC. The Treasurer claims his analysis of shows him that we would be rejected by SHC if we applied for membership.  We know all too well, though, that our Treasurer often has his numbers wrong.  It seems inconceivable that, due to the risk of losing 3 thousand dollars, he would choose to flush our chance at saving millions per year down the toilet.

Perhaps the Board could have directed some of the $215,721.00 spent since the start of 2009 on lawyer fees for negotiations during months when zero negotiations sessions with SEA were held.  We could have applied for membership 71 times with that wasted money.

If you are looking for answers, please contact the Superintendent's office at 572-7000, email the Superintendent at lampert@strongnet.org, or get involved in your school district decision making process by attending the next Board Meeting, Thursday, Nov. 4th, at 7pm, at the Administration Building, Room 104.

EVERY Employee Has Retirement Picked Up by District

One thing the Board and administration keep referring to is that teachers have a large part of their retirement plan picked up by the district. This is true.  Nothing on the subject is ever mentioned after that, however.

Why do teachers have this benefit?  Are we the only district that has such a benefit? 

The first thing the public needs to know is that EVERY employee of Strongsville City Schools gets their retirement picked up. This includes bus drivers, hall monitors, custodians, and ALL administrators, even the highly paid treasurer who reports teacher salaries by adding in that benefit while failing to report his own salary the same way (Teachers approx. 10+%, OAPSE approx. 9+%, and Administration at approx. 11%).

Why do we have this benefit?

In the past, the district negotiating team agreed to provide teachers with the retirement pick-up instead of giving pay raises for three years in a row.  Teachers accepted this substitution.  

Community members should be asking, “Why was the Board trying to hide pay increases to teachers?  Why not just give them regular raises and be done with it?” Only our administrative teams can answer that. 

It is worth noting that non-certified employees were the first to receive the retirement pick-up -- even before administrators, who also received this benefit before teachers did. Someone must have considered it successful.  Why else would that the benefit be offered to ALL employees? 

For the Board and Treasurer to act as if this is an unfair burden on the district is, at best, deception.

Are we the only district that has this benefit?

No, it is fairly common. For example, Berea/Middleburg Heights/Brookpark Schools have the same benefit, as do many schools throughout the state.  

The Board’s talk about the retirement plan is a smokescreen. Strongsville teachers negotiated this benefit in place of pay raises with the trust that our Board would uphold their end of the bargain.  Now, this same benefit the Board voted on and approved and gave to everyone in the district is called into question by the Board in a deliberately deceptive attempt to mischaracterize teachers.

All we are asking for is a fair and equitable contract that we can trust will be upheld.


If you are looking for answers, please contact the Superintendent's office at 572-7000, email the Superintendent at lampert@strongnet.org, or get involved in your school district decision making process by attending the next Board Meeting, Thursday, Nov. 4th, at 7pm, at the Administration Building, Room 104.

A Dedicated Education Community is Rewarded with Excellence!

The following is a short list of awards presented to Strongsville teachers for their devotion and dedication to their craft.  These awards are not presented lightly and represent the teachers’ desire to help their charges, your children, succeed in their endeavors.  So, on to the list …

·         Martha Holden Jennings Scholar Award

·         Ohio Lottery Teacher of the Month

·         Who’s Who Among America’s Teachers

·         National Board Certification

·         NABT Outstanding Biology Teacher of Ohio for 2008

·         Presidential Award for Excellence in Teaching of Science and Mathematics

·         Tandy Award for Excellence in Teaching

·         American Star of Teaching (awarded by the U.S. Department of Education)

·         Ohio Council of Teachers of Mathematics Buck Martin Award as Outstanding Mathematics Educator in Ohio

·         Ohio Council of Teachers of Mathematics Northeast District Outstanding HS Mathematics Teacher

·         Greater Cleveland Council of Teachers of Mathematics South District Outstanding HS Math Teacher

·         Rotary Club Service Award

·         Special Education Teacher of the Year

·         Presidential Award for Math and Science Teaching

·         Master Teacher

·         Eisenhower Exemplary Teacher

·         Wal-Mart Teacher of the Year

·         Ohio Teacher of the Year Runner-up

·         Founder’s Day Award

·         Mayor’s Special Award

·         Ohio Middle School Association Exemplary Team

·         Greater Cleveland Council of Teachers of Mathematics Elementary Math Teacher of the Year

·         Special Education Advisory Committee Outstanding Educator Award

·         International Education Grant from ODE

·         Crystal Apple Award

·         Achievement in Education Award

·         Phi Beta Kappa Teacher of the Year

·         American Association for the Advancement of Science Teacher Award

·         Toyota Tapestry Grant Award for grants totaling $18,500

·         Best Buy Grant Award for $2,500 grant

·         Science Teacher of the Year Honorable Mention

A big “THANK YOU” shout-out is given to our fellow teachers for receiving the recognition that is deserved.  Another BIG “Thank you” shout-out to our members who work outside the shine of the spotlight and awards to help our community’s children succeed.  Together, our children, our parents, and our education community have united to promote academic excellence in our children.  Congratulations and best wishes to ALL in the future!

Is There any Incentive for Our District Lawyer to Encourage Settling with SEA?

The following table lists the amounts billed to the Strongsville City School District by its law firm Pepple and Waggoner for negotiations only since the start of 2009.

Month	Negotiations Lawyer Fees	Negotiations Sessions with SEA
Jan-09	$12,898.50	0
Feb-09	$11,717.50	0
Mar-09	$17,770.00	0
Apr-09	$23,671.50	0
May-09	$21,708.00	0
Jun-09	$39,307.00	7
Jul-09	$9,971.50	2
Aug-09	$13,617.50	0
Sep-09	$7,198.00	0
Oct-09	$17,341.00	0
Nov-09	$12,789.00	0
Dec-09	$5,512.50	0
Jan-10	$5,900.00	0
Feb-10	$15,425.00	0
Mar-10	$16,625.00	0
Apr-10	$19,165.50	0
May-10	$19,700.00	7
Jun-10	$13,789.00	1
Jul-10	$14,382.00	0
Total	$298,488.50	17

Of the almost $300,000 between January 2009 and July 2010, note that $215,721 are from months when there were a total of ZERO negotiations sessions between the Board’s team and the SEA.  At a time when the Board makes cut after cut that negatively impact your children, the Board’s fiscal prudence seems to end when it comes to the fees paid to its lawyers.  This begs the questions: is there any incentive to the attorney to encourage a settlement when the Board continues to freely throw money his way?

Is Our Superintendent REALLY Trying To Control Health Care Costs?

During negotiations last March, the Strongsville Education Association (SEA) asked Superintendent Jeff  Lampert to look into the possibility of joining the Suburban Health Consortium.  This organization is a health insurance group that most of the schools on the west side of Cleveland belong to. 

Based on the latest figures, joining this consortium could save the district $6,000 per teacher - and could save the district even more if administrators and non-certified staff also enrolled.  Lampert said he would “look into it.”

In August (or 5 months later), SEA asked Lampert if he had any information about joining the consortium.  He said he had not gotten around to it. He said he was worried about the application fee, which comes to about $6.25 per teacher. This sounds ludicrous when in light of the fact that this fee is less than the $3,000 bonus given to the Kinsner principal because of “large enrollment” at his school.

We can pay a bonus to someone for doing his regular job, but we can’t put a lesser amount into potentially saving millions?


If you are looking for answers, please contact the Superintendent's office at 572-7000 or get involved in your school district decision making process by attending the next Board Meeting, Thursday, Oct. 21st, at 7pm, at the Strongsville High School Media Center.

Facts about Strongsville Teachers

FACTS ABOUT STRONGSVILLE’S TEACHERS

Your Strongsville Board of Education continues to choose to negotiate 1-year contracts with its unions and incur all the accompanying lawyer fees that go with it. These fees are expensive, drain the district’s limited funds, and are not going to your children. But, since they are negotiating this way, let’s review some of the events that have occurred over the last year:

A year ago, Strongsville teachers agreed to a base pay freeze and major health care concessions. One year later, we want to continue to honor those concessions.

Compared with one year ago, the district’s expenditures for teachers’ retirement, insurance, and other benefits are down $2,538,500, a decrease of over 16.5%

Compared with one year ago, the district’s expenditures for teachers’ salary and wages are down $2,380,700, a decrease of over 8%. (Much of this is due to attrition with the remaining teachers picking up the extra students and increased work load) 

According to the Treasurer’s Permanent Appropriations for Fiscal Year 2011, the sum of all Strongsville City School District employees’ salaries, wages, and benefits for the FY 2011 will be 82.3% of the district’s total expenditures. According to the most recent Cupp report, the average for “similar districts” in 2009-10 was 86.1% (Why is the District reporting different numbers to the community?) 

Strongsville’s teachers are proud of our students for earning the Strongsville City School District its 9th consecutive Excellent Rating on the State Report Card, and proud of our contribution in helping students achieve this honor for the district. 

Strongsville teachers care about our students’ growth and achievement. A survey of over 200 Strongsville teachers found that the average teacher spends about 400 unpaid hours each year outside of the school day on activities that benefit your child’s growth and achievement. These activities include writing recommendations, tutoring, running over 100 clubs and activities, and showing support by attending extracurricular activities. 

Strongsville’s dedicated teachers have received numerous local, state, and national awards for their classroom activities, preparedness, and professional activities. 

Strongsville teachers have taken it upon themselves to augment classroom materials by successfully writing grant proposals for classroom materials and technology. One teacher alone has obtained over $22,000 in grants for the direct benefit of her students and your children. 

Our survey of Strongsville teachers found that the average teacher spends about $450 per year on materials to use in their classrooms. With over 400 teachers in the district, this amounts to over $150,000 donated to your children by Strongsville teachers out-of-pocket each year.

It is no secret that negotiations between Strongsville’s teachers and its Board will soon resume. Some rumors you hear may not be true and we want to provide you with some facts. We are passionate and love our jobs of teaching your children. We know that the district is having financial difficulties. We have helped and are helping to be part of the solution.

If you have questions about the District’s financial situation or how your money is being spent, please call the Strongsville City School District Offices 572-7000 or ask questions at the Board Meeting on Thursday, Oct. 21st, at 7pm in the Strongsville High School Media Center.

Things that make you go hmmm ...

     Did you know that the non-certified workers (clerks, custodians, bus drivers, aides, and monitors) in Strongsville City Schools pay NOTHING for their health care plan?  Is this part of the huge savings the Board brags about getting from their latest negotiations with that union, OAPSE? (Why publically bash the teachers, who have made substantial concessions, for working to help the district make it through these tough financial times?)

     Did you know Board member Ruth Brickley’s husband is a member of OAPSE?

Is the Strongsville Board Spending YOUR Money Wisely?

One fact about our Board’s spending:

We have a retire/rehire superintendent.  The original premise of retire/rehire was that a superintendent was hired at a lower cost because the superintendent already receives a full pension.

Board member Scott Maloney said,

“My understanding is that Jim Gray was originally hired into the Strongsville school district on a one-year contract to serve in an interim capacity for the 2003-04 school year following the abrupt resignation of the prior Superintendent in May of 2003. I agree with this action because an appropriate Superintendent search for a school year beginning in August should start no later than the preceding January. However, once the interim Superintendent was hired, the board failed to follow through on its promise to the community to conduct a Superintendent search for the 2004-05 school year. The board instead gave Mr. Gray two additional three-year contracts. His current contract does not expire until the end of the 2008-09 school year. Rather than grant contract extensions to a formerly retired Superintendent, the board should have conducted the search and hired a new leader for the 2004-05 school year, someone who would make a 7-10 year commitment. I also feel strongly that the Superintendent should live in Strongsville, as the position is too important and has too many ties to the community. Mr. Gray does not live in Strongsville.”  

http://mystrongnet.org/maloney.html


Instead, Maloney was a member of the Board who hired Jeff Lampert, a retire/rehire superintendent who does not live in Strongsville, at a salary over $35,000 more for his first year in the district than Mr. Gray earned in his final year a few months earlier.

You decide - Has the Board been truthful about its spending and policies?

(Better yet, call the Board Office or go to the Board meeting and ask the Board to explain itself.)