Very interesting. Can someone explain how we can get 47 teachers earning a base salary of more than $100,000, but the "step and lane" chart appears to top out at $97,461 ?

And this doesn't really bring to light how much they will receive after retirement. My neighbor, a retired teacher, earns over $100,000 A YEAR for the rest of his life. He lives 25 years after retirement, that's an additional $2.5 million additional on just this one teacher. And remember, this is primarily a 9 month job with addition time if they desire. My family has 2 teachers and they enjoy a wonderful 3 months off every year to take a vacation and relax. Biggest ripoff ever to tax payers when one begins to understand the HUGE cost to we taxpayers... The unions play the "poor underpaid teachers...all for the kids" card, when in reality, compared to other college degree earining power, they are the often times overpaid with the most powerful union in our country that politicians cave into because we've all been lead to think they need more money for their sacrifices...and we vote that way. Senator Christy in New Jersey is the ONLY and FIRST politician to say, "enough already." So glad somone is bringing the truth to light. Teachers a wonderful profession and necessary for the future of our kids...but so are a lot of other occupations that have 12 month work schedules and make a heck of a lot less than a teacher does.

It is good to see that the driving school instructor makes 25-30% as much as the person in charge of keeping the constitution protected for the small organization called the United States of America and preserving the free world. I can see the similarities in responsibilities.

Please consider that these pay rates are for 8.5 months of work. In addition, most teachers are provided with 10 sick days. Please note that the $3,000 - $6,000 in the 'Retirement' column is more accurately labeled "Retirement Enhancement" which is a sum of money given to the employee just prior to retirement.... This boosts final years pay averages and therefore, boosts the retirees take home pay when the do retire. Most teachers don't talk about this nice spiff, but in one recent year alone, over $150,000.00 was paid out of pocket to retiring teachers to boost their pay averages, thereby increasing the long term retirement benefit and long term taxpayer liability.

It must be noted that "other benefits" are mostly health insurance coverage, paid for by the Geneva taxpayer. This figure is part of a teacher's total compensation and should be added to the base pay to get 'total compensation' or total cost of employment. Some school districts require teachers to pay a significant percentage of their health insurance costs and this in fact is a bargaining point with the teacher union.

This is one reason that public health insurance rates soar....most of the increases get passed along to the unsuspecting taxpayer in the form on increases in the tax levy, There is no incentive, in the aggregate to put reduce this expenditure since the payee is the third party - the taxpayer.

Dear Mr. Nagel:

I think it is perfectly legitimate to add all of the expenditure columns for each job description and have a FINAL column to the right, called "Total Cost of Employment."

Some States represent public sector pay in this manner, because it accurately represents the the TOTAL cost to the taxpayer for funding each employee.

So for example....the Driver's Ed person at the top of this sheet would benefit to the tune of 139,742.00 in total compensation for the District 304 fiscal year 2011 when you add 'base pay' + 'retirement benefit' + 'health insurance.'

I do not find these compensation levels to be outrageous. One of the most important civic responsibilities we have as a community is the responsibility to provide the best educational experience possible to our children.

We do that by rewarding teachers who continue their own educational experience and secure master degrees. Eighty percent of our teaching staff have secured a masters degree or better. That's an amazing number and speaks directly to the high quality of our teaching staff.

I feel like when we talk about compensation we should stick to the salary brought home. This idea of including health care benefits, etc doesn't really seem fair. If I were to reveal my own compensation I would never include my benefits as part of that number.

A school district really is all about the children. We have six elementary schools, two middle schools and a jammed packed high school. The primary responsibility of our schools is to educate and prepare our children for the future. Some scuff at this idea but it is what it is. If we lose sight of this fact then we are in danger of failing the ones who count on us the most the children. It may seem a bit sappy but again it's our job and responsibility as adults to carry out this responsibility. The financial cost pails in comparison to failure.

Thankfully we are not on a year round schedule. If we were then these compensation levels would need to be much higher to fairly compensate our fine teachers.

Rice

I think that benefits should be included only because each teacher/administrator in Geneva gets his/her health and dental benefits @ 100% (they pay nothing per month like many of us do) and they get two choices, an HMO or a PPO. That is a huge savings right there. I'm not aware of many other occupations that receive this. Also, I think there is a new law coming into effect in a month or so where the district must post each employees name and salary on the website.

John, the 80% who got their Masters would be an impressive number if the teachers had paid out of their pocket for it. Remember, most of their advanced degrees were financed by taxpayers and resulted in additional annual increases for the rest of their teaching lives under a ridiculous union agreement called "step and lane" that should be abolished. Who wouldn't take a few extra courses for that? So, it's not fair to incude a health benefit package as part of your salary? Who do you think pays for that benefit then? Employers (taxpayers for teachers) of course! I think if you ever had the responsibility of owning a business (and I have), you would definitely think it fair to say that is part of what an employee is paid. I know of no employer now that pays the entire health cost package for the individual (about $6,000 yr for a teacher) AND 60% of the spouse/dependent's premium (in Geneva can amount to an additional $12,000/yr.) That is fair. As a test of "fairness", I suggest you mention to your employer that the health benefit portion that he/she pays for you and your family is not what you consider part of your compension. And the portion that he/she contributes to your retirement (Social Security) is not what you consider part of your compensation. Might as well be honest, right?

Just why do these teachers need parity with other districts. It appears they are paid very well now. If they are unhappy with current salary let them leave. There are plenty of teachers out of work who would be happy to have a job.

We need to remove the law that requires everyone in this State to join a union.

If you want to see individual teacher salaries go to http://www.championnews.net click on teacher salary data base. You can then search by name or district. We have a gym teacher making $110,971 a year. You’ll be surprised when you see what some of these teachers make. And I’m sure you have encountered some that shouldn’t be teaching at all. And we pay their salaries!!!!!!

All I can say is Wow! How can a Driver's Ed teacher get paid so much more than a Physics teacher? What kind of advanced degree do you need to get to teach teens to drive? And why isn't this a required class in high school since we're paying so much for the expertise? I wish I had known that before I paid for an outside Driving School. Seems like I got charged twice for this service and didn't get the benefit of this expert instructor that I already paid for.

You drive a better car than I do, you have a bigger house, you go on better vacations, I wish I could afford a fur coat…it goes on an on an on…ENVOY!

I would love to know how many people put in more than a 9 to 10 hour day, because that is less than most of the teachers put in, theirs run about 11 to 12. Most teachers are at their class 30 minutes early and stay 2 hours late and then there are the nights that they bring work home and spend family time doing school work because the state has mandated so many other requirements that it becomes difficult to teach basics. And there are the parents who always know better and call the teacher at home and want something special or have a complaint. For most being a teacher is a calling, not just a job and I would say if you have complaints go back to school and become a teacher, that's if you think you can handle it.

I would just like to say that unless you have been a teacher or shadowed a teacher in their classroom for an extended period of time you do not have a right to complain

Any one else feel like throwing up?

My question to those who are complaining - what is your alternative proposal? I'm not saying there isn't room for improvement here, but teaching is not a cushy job. Should they get paid less? Should they get merit pay instead? How do you cut costs and still attract good teachers to our district - and I continue to maintain that generally speaking, D304's teachers do a good job. I couldn't do it, by a long shot. You have to walk the tightrope between students, parents and the public every day, and it isn't an easy balancing act, for real. The amount of vitriol that gets unleased every time we discuss school costs baffles me, to be honest. I do question some of these numbers - example, the driver's ed teacher makes upwards of 123k, while we have special ed at 56k? I know lots of factors play a part in salary, but...

So anyway, as you see it, what's the problem and how do we fix it? Do we need to fix it?

Ahh the last great vestige of cluelessness. The teachers union clearly doesn't get it and they're soon going to learn that their fantasy career and benefits are coming to a close. I have no problem paying teachers what their worth and clearly the data provided tells us that's happening in spades. I have a problem contributing to a system that makes it impossible to pay on merit rather than political muscle. Especially one (most public schools) that continues year after year to put out a lousy product which falls farther and farther behind on the world stage. We live in a time when global competition forces companies to run as lean as possible. In response they've reduced their workforces keeping only the most productive employees who are left to do the jobs or 2 or 3 of their now unemployed colleagues without pay raises and benefits. This is called the private sector! In todays business invironment there's no more room for the mediocre. They're now the unemployed! The irony is that because of the lousy product our teachers continue produce MOST of our students will fall into the mediocre category and I'm supposed to reward that? I get that district 304 is highly rated. From the pay I see they are being compensated fairly.

Do not be led astray by these arguments about individual income and family expenditures -- they are childish. You don't know how much I make nor what I've done for it. I don't really care about your income, or what teachers do to earn theirs, except as it relates to the market for their services and the ability of the community to fund their compensation.

D-304 teachers have been and remain, under a contract still in force, well enough compensated that for every current position there are multiple applicants waiting to take on the job. There is not a reason in the world to increase either pay or benefits for any teaching positions in D-304 at this time. In fact, given the current state of the economy and local property values, the School Board should instead by demanding an across-the-board cut of at least 15% in total compensation.

If we had a Board with any backbone, that's exactly what they'd be doing, instead of entertaining teacher union complaints. I see no reason for the board to continue to attempt good-faith bargaining with a union so selfishly out of touch with reality.

Morning,

A total benefit package has been listed as my compensation in the private jobs that I have held. It is the norm, and it is the total the company is paying you. I have even had one add in the social security compensation they pay for me. So I want to look at the total amount for comparison purposes.

I think we have a good school district. Not great, but good. I think the environment is part of any job, and this is a good environment, bordering on great to work in. Parents are involved in parenting in Geneva.

BTW, my daughter had Mr. Burns as a teacher, and still speaks of the things he taught her. We parents know who the effective teachers are. I still remember who the effective teachers were when I was in school. My daughter has gone on to get her master's degree and has published a novel. Education and good teachers are valuable to me.

I have friends who teach in private schools. They are compensated at a lower rate, without the same insurance benefits, and without the top equipment to work with. Why would they do such a thing? Because unless they can get a job in an area similar to Geneva, they don't want to deal with the environment. Poorly disciplined children who won't behave or do their work and parents who do not expect things from their children. Working in Geneva is the gravy job.

You teachers are coming to me asking for a raise. On what grounds? As your boss, I will say that "fairness" will not be part of my decision.

I hope all the whiners are getting in line for those vacant teaching positions they are suggesting there be. After all, it's an easy job, 7-8 months a year, 6 hrs. a day, and a fantastic salary with great benefits. Why not get a teaching job in Geneva and join the gravy train you are suggesting.
BTW Julie - Why did you quit teaching after only 8 years?

Are you kidding me, Sue? The line is very, very long already. Do you know how many great people are turned away after interviewing? Thousands! Not that I need to answer your question, but I left because I was having my first child. After having the rest of my kids, the door was always open for me to return. The simple truth was I needed to make more money so I went a different route. I didn't cry to AID about the need for more money because I knew they didn't have it AND it was morally wrong to do so. I still don't make more than 60% of 304, but I really like my job and that matters to me, so I'll keep it. Teaching is not an easy job, I never said that.

As you can read in the news, http://tinyurl.com/8jkag97 there is increasing tension across the country between union demands and the willingness of school boards and the ability for taxpayers to meet those demands. The “best and final” positions in Illinois school districts may give some insight into what the positions are with respect to the CUSD 304 negotiations. http://tinyurl.com/4yyuwm5
For those Teachers who did not appear at the school board meeting, are they disenchanted with the ROI on their union dues, or do they lack solidarity with their teaching brethren, or do they simply think lime green tshirts are a fashion faux pas?
Just think of how many teachers could be added across the state if the $42 million dollars in union dues paid to the Illinois Education Association was reinvested in classrooms and teaching. http://tinyurl.com/8f3ubf7

James Cullen

If James Carville were to characterize the teachers’ total compensation package, he would say, “It’s the pensions, stupid!” That’s the hidden cancer that is afflicting Illinois’ children, families and all citizens. All except the Privileged Class of government union members, including the largest group, the union teachers. The cancer continues to grow every day, and will be economically lethal for the future citizens of Illinois, particularly today’s students. The public pensions are slowly but surely turning Illinois into Greece.

It’s all about the children.

Read my post “Geneva’s Union Teachers Show it’s East to Retire Early on a Pension of $ 75,000+ Per Year” on this website, for some facts and insights that a certain group hopes the citizens don’t learn.

The state Labor Relations Act approves of strike action by organized teachers to resolve labor disputes that cannot be achieved by adult negotiations. Ground rules: an agreement need not be in effect in order to conduct school operations; neither side is required to agree to a proposal; the board may replace a striker temporarily and possibily permanently. Strikers need not be paid salaries or insurance benefits . Partial strikes by slow down, sit-in or sick-in, mass picketing and blocking of ingress/egress are illegal and may justify termination of employment; the union must publicize its position on the issues before legal strike action may take place. So, in line with state policy, lets not fool around any longer with costuming and posturing, endless closed-door discussions and lame comparisons with private sector employments, appeals for 'justice' or status arguments. Let the dissatisfied, disaffected and disgruntled teachers hit the bricks, let the board try to recruit replacements willing to cross a picket line, and let the issues be resolved by the means endorsed by Illinois state law since 1983. A strike would be a teriffic teaching moment not only for the community, but for the students, as well.

Teachers are called to their profession. They want to help make a better world. For a workplace we build them wonderful environmentally perfect buildings with open and light classrooms, provide teachers aids and pretty lounges to relax in. We supply them with the latest and best technology so their work will be easer. And we surround them with the maximum in support, many levels of oversight, deans, counselors, phycologist, researchers, administrators, on and on. Starting to see a trend?

We have so many overlapping layers of administration and teachers, yet our kids remember perhaps one good teacher who inspired them. What about all those other people, didn't they inspire?

We have to think about streamlining things, reducing the layers as well as cutting salaries. The Geneva School says they have build this monstrosity for the kids. It sure seems they built if for themselves.

It's high time to thin-out and lean-out the Geneva School System. Our students will do better for it.

It is worth noting that most of the staff is getting paid about half of what that guy on the top of the list is getting paid.

Fozzie, at times, I do wonder how long the line would be for the position of Superintendent in a Camelot school district such as Genva.

A $244,000.00 total employment package should draw quite a few applicants, possibly even applicants with fiscal management skills.

The only person, directly responsible to the board is the Superintendent.

If Dr. Mutchler was more responsible with taxpayer dollars, groups like TaxFacts would not exist and teachers would have fiscal and educational leadership and not the narrow focus of their unions. This is what a highly paid CEO is supposed to do, manage the key processes of the enterprise.

Instead, it's business (tax-to-the-max & spend) as usual under Dr. Mutchler.

Interviewed and hired personally by one of our most longstanding, current, tax-and-spend board members, who was (and still is) involved with the school district vender subsidized PAC. The same PAC which pushed huge Bond expenditures upon the taxpayers.

One of the most significant skills demonstrated by our Superintendent Dr. Mutchler is his ability to stay under the radar.

The LEADER AND HIGHEST PAID PERSON AT OUR SCHOOL DISTRICT has not even been mentioned in these threads? This is partly because at the expensive retreats that he attends, he learns how to "manage" disgruntled taxpayers (at taxpayer expense) how to avoid situations which would put him in the line of fire.

For 244k, he needs to show his face, and present his position to the public.

EXCELLENT point! I would like to see him at most of the meetings. Any cuts should start here. Not freezes, CUTS for Admin! Both of my kids have come home and asked about the green shirts, also. Mr. Mutchler, if our kids have to abide by certain dress rules, then so should your employees. If not, then waste more instruction time by holding an assembly, with the Union Rep present, explaining to all of "our children" what the shirts stand for.

The district administration is top heavy and bloated. Let's make sure to view this as a separate issue, however. The message to the school board is firstly, in their contract negotiations, no raises for the teachers for the next three years. THEN, they need to address cutting the administration costs, starting with the guy at the top. Fiscal responsibility is the school board's priority right now.

When Mr. Grosso ran for school board years ago, he made an observation that he thought the administration was on the top heavy side. Now that Mr. Grosso has been on the school board for a few terms, we have yet to find out if he was correct, wrong, or swayed differently about his observation. Or are we to assume that "it is what it is."

My question is ..... do all teachers complete individualized weekly lesson plans? Or do they use the same ones year after year? While I was an aide in my child's classroom I recall making copies of the same material to be taught for THE FOLLOWING YEAR. I don't think a whole lot of planning went into this on a weekly basis.

Sorry I don't have time to respond to all of you.

Let me just say that when you all include benefits and then proclaim that the starting salary for a first year geneva teacher is $70,000 I think that's misleading. Bob does a good job in saying that those higher numbers include benefits but not all of you are as clear.

I think using the higher number, without clarification, is meant to sensatinalize teacher pay. And I don't think that's fair.

Sandra, if you get elected to the school board then you can go after the "step and lane" model which we currently use for compensating our educators. Until then it's the model in place so that's the basis of negotiations. Thier not going to throw it out the window at this point in the negotiations. So your just gonna have to get your head around it for now.

Rice