POSITIONS OPEN FOR NOMINATION
CEA may be eligible to elect up to 30 state delegates to the NEA RA in 2020. Here are descriptions of the open positions:
Category 1 At-Large/State Delegate: Fifteen Positions (Term: two years)
Category 1 At-Large/Ethnic Minority Concerns: Four Positions (Term: 2
years)
These categories must have Active classroom teachers (Membership Type AC-1) or NEA Life members (Membership Type AC-7) in local affiliates are eligible for these positions.
Aspiring Educators: one Position (Term: 1 Year)
Only Aspiring Educators with a SEA and NEA membership are eligible for this position.
Membership Units: nine positions from specific Membership Units (Term: one year)
Only active members (Membership Type AC-1) or NEA Life members (Membership Type AC-7) who teach in a local CEA affiliate in one of the seventeen Membership Units may be nominated for these positions. The nine open units include E, F, H, J, K, L, M, P & Q.
Unit E:
Bethel, Brookfield, CEA New Milford, Easton, NEA Danbury, New Fairfield, Sherman
Unit F:
Amity, Bethany, Branford, Derby, East Haven, Milford, Orange, Oxford, Seymour, Woodbridge
Unit H:
ACES, Cheshire, Hamden, North Haven, Wallingford, Wolcott
Unit J:
Berlin, Farmington, Newington, Plainville, Plymouth, Southington, Thomaston, Wethersfield
Unit K:
Cromwell, East Hartford, Glastonbury, Manchester, Rocky Hill
Unit L:
Bloomfield, CREC, East Windsor, Enfield, South Windsor, Suffield, Windsor
Unit M:
Avon, Canton, East Granby, Granby, Simsbury, West Hartford, Windsor Locks
Unit P:
East Lyme, Groton, Ledyard, Montville, New London, North Stonington, Preston, Project LEARN, Stonington, Voluntown, Waterford
Unit Q:
Clinton, East Haddam, East Hampton, Guilford, Haddam-Killingworth, Madison, Old Saybrook, Regional 4, Regional 13, Regional 18, Portland, Westbrook
Category 2 At-Large: One position (Term interim position open this year)
Nominees for the Category 2 At-Large position must be Active members (Membership Type AC-1) in supervisor/administrator positions or NEA Life members (Membership Type AC-7) who are no longer teaching—but only if they are not also NEA-Retired members. (NEA Life membership is a special category terminated in 1973.) Members with Active Life Memberships who are not retired from teaching are eligible for Category 2. NEA-Retired Members for Life (Membership Type RT-7) or annual Retired members (Membership Type RT-8) ARE NOT ELIGIBLE FOR CATEGORY 2
Merit pay is fine as long as they put enough moey aside for all teachers who deserve to receive it. That would be the vast majority of the current teaching staff. They will never do that, so merit pay will be and should be rejected. Towns simply looking for a way to pay less for teachers who work hard and deserve salaries that exceed 6 figures.
Merit pay? RIDICULOUS! We are only able to work with what we are given. Our students often come to school hungry, lacking social skills, bring little or no enriching experiences to the table, and we tap dancing as fast as we can. Please do not consider such an unbalanced and ludicrous idea. Stop the insanity!
Spending 1.3 million dollars of private funding was a good thing to prove what teachers already knew. Teachers deserve high salaries for what they do.Learning more and self improvement comes from financial support from the school district and should be from the federal govt too. Duncan Arne should be more concerned with providing education opportunities for teachers..pay for them to take full courses, provide several sabbatical leaves per year per school for faculty. He should be concerned that the school environment is conducive to everyone’s well being. He should be concerned that there are plenty of support services for the students who need more than any one classroom teacher can possibly provide. Schools are badly undefunded (not including salaries).Be certain that salaries are much better across the board than they are. Materials should be provided as needed without teachers having to go for pocket money for teaching materials. He should be concerned with increasing public respect for teaching as a profession. This Punitive mentality that prevails toward teachers is what causes more problems. The notion of merit is that teachers aren’t working and doing their job.Teaching is entirely interdependent on one another.Also, the issue of WHO one is teaching has o be considered. The mentality seems to be that everyone has a high IQ and can learn the same thing at the same pace. Not so. Also, the federal governments should be worrying about how well the parents support their children and the schools. They need help too. Teaching is an intensely personal profession. That must be understood. Merit incentives have no place in public education. As proven, it makes no difference.
THIS PROGRAM IS VERY MUCH LIKE ALL OF OBAMA’S PROGRAMS, UNLIMITED SPENDING FOR NO RESULTS.
As I begin my 35th year as a music educator, I can’t believe the changes that our profession is facing. Merit pay is not the answer. The answer lies in family reform, with the emphasis being placed on parents to make sure their children are in school with NO VACATIONS OR DOCTORS APPOINTMENTS! As teachers , we have NO control over that and to have our pay based on their learning is totally absurd! Musical performance requires PERFECTION every time it is done and how can that be accomplished if students are always missing.
Merit pay will only assure one thing: an end to cooperation between teachers. The best asset for new teachers has always been their older, more experienced colleagues. Once teachers are competing for merit pay, that’ll be the end of free advice for newbies! Merit pay is simply an attempt to encourage young teachers to abandon a secure future and the the prospect of tenure for a quicker payoff they’re all sure they deserve. In order for Washington D.C. teachers to receive merit pay, they had to sign away tenure and agree to less job security: 40 percent declined. I hope everyone given the option in the future will reject it as well.