Many members contact the MP I leadership every year with concerns regarding their evaluations. Administration may think that we only hear from "the disgruntled"; however, that could not be further from the truth. A great number of teachers continue to ask for clarification on what it takes to receive the elusive "Exceptional." And when some immediate supervisors are asked, a most disturbing response is given: upper administration has directed limited use of the "Exceptional" and even "Distinguished" ratings. So, as I sit through many board meetings at which our members are given accolades for the educational experiences our students are given, I wonder-where are these exceptional educators? As our performance on State Assessments continues to excel and as our seniors continue to receive impressive scholarships, I am amazed that so few of our teachers are viewed as "Exceptional." Unfortunately, from the many evaluations that have been shared, it appears that the process has become more of an instrument of intimidation than true reflection on overall performance. The contents in the evaluator's recommendations section of our evaluation do not supersede our contract. At this time, individuals are being "urged" to go above and beyond the language that has been collectively bargained (i.e. mutually agreed upon between the district and MFT). In theory, the evaluation should be a tool to truly reflect on an individual's contributions to the education of our students. Recommendations for taking more staff development are seen on many evaluations even though our contract clearly states that we can be assigned to attend "up to" 15 hours. In addition, teachers cannot sign up for staff development to which they have not been assigned. There has even been at least one case where a teacher has been denied attendance to a workshop that she wanted to attend due to not being in the department for which it was intended. Other evaluations refer to sending mid-quarter appraisals to all students rather than the agreed upon criteria of students at risk of failing. We also have the evaluations that reflect on one negative situation that occurred during the school year rather than the many positive contributions made by the educator.

In order to truly evaluate our work, we must rely on our own personal reflection. Ask yourself: did I have a positive impact on my students this year? Am I proud of the outcome of my efforts? Was my collaboration with my colleagues effective? What can I do to improve my skills for September? And, as for our district evaluation, please respond if you feel that it is damaging or does not accurately reflect your work. Share a copy with your building representative. If you can answer the above questions comfortably, keep in mind the actions of a long time retired colleague-one who I know I have discussed before. This individual, who was an outstanding educator, would meet with his building principal every spring regarding his evaluation. He would sign as requested, and then, without reading it, proceed to throw out his copy as he walked out the door. Being a young teacher at the time, I had to ask him how he could go without reading his evaluation. He replied, "You know what kind of educator you are, your students tell you, one way or another."

The Unforeseeable

One of the most difficult tasks that this position requires is telling a member that there is nothing more that we can do to help. I am referring to our members who have had the very tragic experience of having to go off payroll due to an unforeseen illness or disability. Please take a very careful look at your personal situation. Keep in mind that our contract (see pages 7 through 11 for more details) offers the following:

Use of your accrued sick days

Long Term Illness Protection after 20 consecutive days of absence with limits

Sick Leave Bank with limits

Sick Leave-an emergency leave, without pay, of one year

If you become totally disabled and have the required number of years of service in the system, disability retirement benefits may be an option only if you are ready to retire and sure that your disability will prevent you from returning to work in the future. (Please contact the New York State Teachers' Retirement System for further information).

Social Security is an option only if you are severely disabled and are unable to do any work and the disability is expected to last at least 12 months or result in death.

Your personal savings

Family and Friends

Disability Insurance-This is insurance for your income and something to be considered. NYSUT offers a plan with premiums being deducted through payroll; however, there are many other plans you can consider. The MFT has attempted to get the district to allow another option through payroll but without success. That's another story.

Summer is around the corner and with it an opportunity to further our education, to expand our experiences through travel, or to enjoy the hammock or beach as we reflect. Whatever your plans, enjoy and get ready to take on September!

In Unity,
Tomia Smith
President
Massapequa Federation of Teachers
(A Union of Teachers and Secretaries)

The Board of Education and Administration Extend TheirAppreciation:

Christine Perrino attended our June 4th Executive Board meeting to thank us for our support in the Board Elections. She was especially moved by the number of members who gave of their time to hand out flyers and man the phone banks.

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