new school

A new school in Bronzeville says a lot about what parents want

PHOTO: Cassie Walker Burke
Kindergarten at Bronzeville Classical

The first day of school, Nicole Spicer woke up at 4 a.m., put on a kelly-green blouse that matched her school colors, and was greeting new families at the door by 7:30 a.m.

By 9:30 a.m., the founding principal of the new Bronzeville Classical Elementary had run the school leadership gauntlet: encouraging her small cadre of teachers, welcoming jittery students and parents, and throwing an opening-day party complete with a balloon trellis and visits from such VIPs as Mayor Rahm Emanuel and Chicago schools CEO Janice Jackson.

Her venti Starbucks coffee had long grown cold. So she headed to the teachers’ lounge to zap it in the microwave before embarking on another tour of the building, a former elementary school that closed under former schools chief Arne Duncan, reopened as a charter, then closed again.

In the school-choice era in Chicago, school buildings can have many incarnations, and 8 West Root Street’s latest says a lot about what parents in and around Bronzeville want. The only new selective enrollment school opening this year, it comes amid amped-up debate about the degree to which test-in schools pick off accelerated learners and middle-class families at the expense of neighborhood programs.

The debate recently has been stoked by reports that paint a never-before-seen picture of supply and demand in individual schools as well as the startling number of open seats in neighborhood schools.

PHOTO: Cassie Walker Burke
Assistant principal Raven Talley and principal Nicole Spicer

A case study in what a school can look like with robust support, Bronzeville Classical’s deep bench consists of black religious and business leaders from the community around it. A multimillion gut rehab puts its facilities-wise on par with private schools — there are smart boards in classrooms, a new playground and turf area, even a donated pottery kiln. And the principal has ties with the historically black neighborhood, which still really matters in Chicago.

“Bronzeville has always been a part of who I am,” said Spicer, who grew up near 41st and Indiana streets and attended Catholic schools in the area, despite family who were alums of Phillips High School. “I couldn’t pass up this opportunity.”

The opportunity she’s describing is building a school from the ground up, from hiring the staff to prioritizing Spanish-language immersion and music theory to recruiting the students. Since the school was announced last December, Bronzeville Classical has enrolled 80 children in grades K through second, with plans to add a grade each year. It still has 100 students to go to reach its initial goal.

To recruit more families, Spicer is setting up her front office to help families navigate the selective-enrollment process, which includes completing a centralized online application and registering children for a testing appointment at a facility near IIT. There will also be orientations for prospective families, tours, a social media push, and workshops for families, said Assistant Principal Raven Talley. “When you walk into a school, you want to feel and see the community and the culture,” Talley said.

Not everyone who lives in the surrounding neighborhoods can attend the school, no matter the supports. That bothers public education organizers like Jitu Brown, the national director for the Journey for Justice Alliance. He has long encouraged CPS to stop segregating students by test scores and shower its neighborhood schools with the same resources and attention it gives new schools. “The rest of our babies are left to languish in neighborhood schools that are starved.”

In essence, other schools could use smart boards and Spanish immersion. A balloon trellis wouldn’t hurt.

The parent perspective

Brittany Smith, the parent of a first-grader at Bronzeville Classical, sympathizes with that argument. But, at 27, she’s part of a generation that came up in the choice era, traveling to a magnet school as an elementary student that was near the Indiana border and then attending Whitney Young, the city’s first public magnet high school.

In other words, “I’m used to the idea,” she said.

Smith lives in Bronzeville, just down the street from Ida B. Wells Preparatory, which reported an average kindergarten class size of 38 last year (the district average was 16.9, according to the 2017 Illinois School Report Card.) Put off by the class sizes, she tested her daughter and gained admission into a selective-enrollment school that was a 20-minute drive from her house. When she heard about Bronzeville Classical, which would be less than 5 minutes away, she applied. “I can tell there is a lot of support from the teachers and the principal, and it’s in the neighborhood.”

For many families, the decision to transfer to a new school with no record is not made lightly. There’s no word of mouth and no test score data to compare, though classical schools — which teach a grade level above, focus on language, and usually have strong art and music programs — are consistently among the district’s highest performing.

A gut rehab meant fresh new paint and lockers, but the marble staircase remains

A few days in, both Smith and another parent, Alicia Blais, who lives in McKinley Park, feel encouraged. Smith, who is black, appreciates the diversity of the school (numbers aren’t fully in, but an early measure shows the school at 50 percent black, 20 percent Asian, and 10 percent white, with a third of the students qualifying as low-income), the sparkling facility, and the fact that her daughter comes home happy.

Blais, who is white, says Spicer and her assistant principal are working with her to provide the right experience for her daughter, who is highly sensitive. Already, the first grader has really connected with the Spanish teacher. Calling it a “last stop” before moving to the suburbs, Blais said, “We are one of many parents who need this school to work.”

Design from the ground up

The siren call of a new school doesn’t just lure parents. Educators hear it, too. An award-winning reading specialist who formerly served as assistant principal at another classical school, Skinner North, Spicer participated in a highly competitive process for the principalship. It culminated with her speaking in a public forum last spring alongside another finalist.

After getting the job and taking what she describes as a “listening tour” of community organizations, she approached hiring her small staff with the same careful scrutiny: sorting through hundreds of applications to find a diverse roster of candidates. She opted for full-time music, PE, and Spanish in addition to her K-2 classroom teachers, special education teacher, and a counselor. In lieu of full-time art, a nonprofit group will come in and teach one day a week. (An alum of Golden Apple, the prestigious Illinois teacher training program, Spicer said three of her hires share those ties)

For Jessica Lyons, the Spanish teacher, who previously taught in a Catholic school, the chance to build curriculum from the ground up was persuasive. So was Spicer’s vision of earning a Seal of Biliteracy. For her, that means teaching classes completely in Spanish and cultivating a positive mindset around learning languages through books like “La Vaca Que Decía Oink,” about a cow that says oink. “I’ve designed Spanish programs at schools before, but this is an opportunity to really start something from the ground up and have ownership over it.”

Music teacher Reginald Spears has been working in Chicago schools for a decade, most recently at the nearby Doolittle Elementary. He brings with him a vision for a musical curriculum that prepares children for elementary band, or orchestra, complete with sight reading and songwriting. At some schools, music is viewed as a vehicle to teach reading or math, he explains — here, it’s a subject worthy of its own study and exploration.

He also brings training in calm classroom techniques, such as breathing and stretching, that he has shared with his fellow teachers. “I’m excited that this going to be part of the school.”

But despite the gleaming hallways and pottery kiln, Bronzeville Classical is still a public school in Chicago and can’t escape the realities of the district’s ongoing budget crunch. So Spears’ ambitions of a piano lab and a suite of shiny instruments might require some creativity. He plans to start the way teachers across the city do — a crowdsourcing page on the website Donors Choose.org.

Frequently asked

New Denver teacher contract: We answer the most common questions about the tentative pact

PHOTO: Joe Amon/The Denver Post
Students in class at Dora Moore ECE-8 during the second day of the Denver Public Schools teachers strike.

One reason many Denver educators didn’t like the district’s old ProComp pay system was that it was too complicated and unpredictable. Both sides agree that the deal reached early Thursday morning creates a much simpler pay system for teachers.

But educators — and the general public — still have a lot of questions about the tentative ProComp agreement, which still needs to be ratified by union members and the Denver school board. Here we’ve answered some of the most common questions we’ve heard since the end of the strike.

How do I place myself on the salary schedule?

The salary schedule is made up of “steps” and “lanes.” The “steps” represent years of service for which a teacher had a positive evaluation. The “lanes” represent levels of education. The new schedule has 20 steps and seven lanes.

Worked in Denver Public Schools for five years and have a master’s degree? Go to step five and then slide your finger over to the master’s degree lane. That’s your base salary.

Did you have a year when your evaluation wasn’t good? Go back one step. Have an additional 18 credits on top of your master’s degree? Go up one more lane.

Teachers can also go up a lane once they hit the 10-year mark because the district wanted to reward longevity. Other milestones that merit a lane change: earning national board certification or an advanced license, or completing six “professional development unit” training courses.

Still not sure? Denver Public Schools plans to put a salary calculator on its website soon.

What if I have more than 20 years of experience?

If you have 20 or more years of experience, you’re placed at the top of the salary schedule, on step 20. After step 20, you’ll get yearly cost-of-living raises. You’re still eligible to change lanes, but you won’t get any more step raises.

Does the district know everything it needs to know about individual educators to pay them the correct salary?

Denver Public Schools plans to send letters or emails this spring to every teacher and special service provider (nurses, counselors, and others) covered by the contract, laying out where the district believes that employee falls on the schedule based on information they have on file. Educators will have a certain amount of time to correct any wrong information and get on the correct step and lane for the 2019-20 school year.

Under the new salary schedule, it looks like I’ll earn less next year than I do now. Am I taking a pay cut?

No. The agreement includes a “hold harmless” clause that ensures everyone will get a raise next year. Those whose salaries are higher now than they would be under the new schedule will get a cost-of-living raise each year until the salary schedule catches up with them.

How are bonuses and incentives different under the new contract?

The bonuses and incentives are different in three ways: There are fewer of them, the dollar amounts are different, and the dollar amounts won’t change year to year.

This year, there are six bonuses and incentives offered by the district: one for educators who work in Title I schools where 60 percent or more of the student population qualifies for subsidized meals; one for educators who work in hard-to-fill positions; one for educators who work in “hard-to-serve” schools; one for educators who work in one of 30 “highest-priority” schools; one for educators who return year over year to those schools; and one for educators who work in schools deemed top-performing or high-growth, as based on school ratings.

Here’s what’s left in the new contract: Teachers in Title 1 schools and those in hard-to-fill positions, such as secondary math, will get $2,000 a year. Teachers who return year over year to 30 highest-priority schools will get $3,000 a year. Teachers in 10 schools deemed “distinguished” will get $750 a year, with the criteria to be determined by the district and the union.

Why aren’t the district and the union tying bonuses to test scores anymore?

Unions have traditionally been skeptical of paying teachers based on student test scores because the scores are so closely correlated with factors like race and household income. In Denver, these bonuses were also less predictable for teachers because the district often changed the criteria it used to rate schools and award “top-performing” bonuses.

The district also came to see these bonuses as canceling out the effects of bonuses for teachers at high-poverty schools. A teacher could get nearly the same kind of monetary reward by moving to a more affluent school or by staying in one where students face more challenges. The new bonus system provides clearer monetary benefits to working in a high-poverty school.

Why did the union agree to keep the incentive for highest-priority schools, when that had been such a sticking point?

In any negotiation, there’s give and take and a lot of moving pieces. 

Here’s what lead negotiator Rob Gould said to district officials during bargaining: “We are open to the incentive because we know it’s important to you. And we’re willing to entertain your ideas if we can get the base salary schedule that our teachers need. Because if we can get the base salaries we need, we can keep our teachers in Denver.”

This was also an issue that divided teachers, with some teachers at schools that received the highest-priority incentive pushing to keep them.

Did teachers get a better deal out of the strike than the district’s last offer before the strike?

Teachers were getting a raise no matter what. The district was offering an average 10 percent raise before the strike (this included a cost-of-living raise that was agreed to back in 2017). Now teachers will get an average 11.7 percent raise, though individual teachers will see a wide range.

The district is putting the same amount of new money — $23.5 million — into teacher compensation as it was offering before the strike. It can give a larger average raise with that same amount of money because the incentives are smaller than under the previous proposal and because of limits on how teachers can use training to get raises. That gives the district more predictability about how many teachers will get raises each year.

Union leaders call the deal a win. They secured more opportunities for teachers to earn raises and move into higher categories on the salary schedule, including through completing training partially during work hours at no additional cost. And teachers can get to $100,000 in 20 years, rather than the 30 years in the last district proposal.

However, individual teachers aren’t necessarily getting more base pay next year than they would have under the district’s last offer. Early-career teachers without advanced degrees would have earned more in base pay under the district’s last offer. The teachers who do better under the deal reached after the strike are veteran educators with more education.

To take two examples: A second-year educator with a bachelor’s degree and no extra credits or training would have earned $47,550 in base pay under the district’s last offer before the strike but will earn $46,869 under the deal reached this week.

But a 20-year educator who has a master’s degree and an advanced license who has been with the district for 10 years will earn $88,907 in base pay under the new agreement, compared with $87,550 under the district’s last proposal before the strike.

The union fought for this kind of salary schedule in part to address a longstanding complaint that teachers have little reason to stay in a district where base pay levels off.

You can see the salary schedule from the district’s last offer here and the schedule from the tentative agreement here.

Is this deal financially sustainable for the district?

Denver Public Schools Chief Financial Officer Mark Ferrandino says that is the “million-dollar question,” perhaps closer to the “half-billion-dollar question,” since that is roughly how much the district spends on educator compensation.

Ferrandino believes the answer is yes, with the standard caveat that all projections are just that.

What will be cut to pay for this?

The district plans to cut $20 million from administrative costs over the next two years. That includes cutting 150 jobs in the central office and ending all executive bonuses. The bulk of it — $13 million — will go to fund the ProComp agreement.

District officials have not yet said which central office jobs will be cut, though Superintendent Susana Cordova has said cuts will be to “discretionary” departments. Departments that will not be cut include special education, English language acquisition, and transportation, she said.

Teachers will get a raise. What about paraprofessionals, bus drivers, custodians, and cafeteria workers?

These other district employees, much lower paid than teachers, are not covered by the contract that was the subject of the strike. Cordova has said these workers also deserve raises and a portion of administrative cuts will go to pay for them.

But how much of a raise will they get? That will all be worked out over the next few months and include discussions with the unions that represent these employees.

Will striking teachers get back pay?

Not according to district officials. After this story was published Friday, we asked for further clarification on this. We received this statement Saturday morning:

Superintendent Cordova understands that when teachers make the choice to strike, they are doing so to make a statement and bring attention to the importance of the issue at hand. Foregoing pay during the time that a teacher is not working is a challenging decision that no one makes lightly, and consequently, brings with it an impact that is intended to push for change.

DPS did not feel that it would be fair or appropriate to provide back pay to striking teachers when many others — including more than 40 percent of classroom teachers — chose to remain at work this week. However, DPS is working with the DCTA to offer all teachers the opportunity to attend a Saturday session to replace the professional development day that was cancelled in the days leading up to the strike. Any teacher who attends will be paid a day’s salary.

When will the new agreement go into effect? How long will it last?

Assuming both sides ratify it, the new agreement technically (and retroactively) went into effect Jan. 19, the day after the old one expired. But educators won’t start receiving the new salaries, incentives, and bonuses negotiated under it until Aug. 1. The agreement expires Aug. 31, 2022.

Teens Talk Back

‘Mr. Mayor, we cannot afford to wait.’ Teen group says New York City diversity plan doesn’t move fast enough.

PHOTO: Courtesy/Teens Take Charge
Teens Take Charge members at a "virtual" press conference in New York City on Thursday

A teen group representing students from more than 30 New York City high schools sharply criticized a recent report from Mayor Bill de Blasio’s School Diversity Advisory Group as offering no real solutions for increasing integration in the city’s starkly segregated high schools.

At a virtual press conference on Thursday, broadcast live on Facebook by Teens Take Charge, students expressed support for the report’s broad policy aim of achieving greater integration but also disappointment that the findings offered few specifics for how to reach this goal. The mayor’s Diversity Advisory Group has said a follow-up report will provide more details later this year.

“We have been told to wait, to be patient, that change is coming soon,” said Tiffani Torres, a junior at Pace High School in Manhattan. “Mr. Mayor, we cannot afford to wait any longer.”

Teens Take Charge has long advocated for greater efforts to end segregated enrollment patterns in the city’s high schools. Sokhnadiarra Ndiaye, a junior at Brooklyn College Academy High School, said that students’ expectations of the mayor included his announcing “a comprehensive plan” — even if it took years to realize — “to racially, socioeconomically, and academically integrate high schools before the end of this school year,” she said.

Among Teens Take Charge’s specific recommendations are doing away with academic screens for admission to the city’s high schools, a more transparent process for applying to them, and more resources for low-income schools. Early last year, the group produced an Enrollment Equity Plan for increasing educational opportunities for low-income black and Hispanic students.

And because concrete plans for increasing integration would take time, Ndiaye said the teen organization supports several interim measures as well to address inequities in the school system. These include providing more college and career counseling for junior and seniors at low-income, under-resourced high schools. The teen group would also like to see the city provide vouchers to low-income families to access extra-curricular activities and programs offered by private companies or the ability to participate in such programs at other public schools if theirs don’t offer them. (Some city teens joined a class-action lawsuit against the education department and Public School Athletic League for allegedly denying black and Hispanic students equal opportunity to play on school sports teams, in violation of local human rights law.)

Torres described how Teens Take Charge has had “several meetings and phone conversations with Department of Education officials over the past year,” and schools chancellor Richard Carranza has stated that students have his ear. “We’re listening,” he tweeted in response to a Chalkbeat story with excerpts of the students’ views.

In December, the city’s education department posted a new job listing for a “Student Voice Manager” who would gather students’ thoughts on education policies. But while acknowledging this seat at the table, several students expressed frustration at the slow pace of change.

Bill de Blasio’s office declined to comment about Teens Take Charge’s concerns or their specific recommendations, beyond referencing remarks the mayor already made about the School Diversity Advisory Group report.

Doug Cohen, an education department spokesman, said in a statement, “We’ve taken real steps toward school integration,” pointing to initiatives such as a $2 million diversity grant program for school districts and communities citywide to develop their own local diversity plans, and a program that enables middle-schoolers to visit college campuses. “We know there is more work to do, and we thank Teens Take Charge for its continued advocacy on these issues,” he added.

Students at the group’s event urged swift change. “They know our plan; they have our information,” said Sophie Mode, a sophomore at Brooklyn Millennium. “They need to take action now.”