In a previous address I referenced a quote from Marvin Miller who organized the MLBPA “The Labour movement never stands still.” In the context of recent developments both politically and in the area of labour relations, it would appear that the aforementioned adage is still apropos.

At that time the prevailing sentiment emphasized the stability associated with a four-year and 12% contractual paradigm. Needless to say the economic, political and labour environments have shifted and require attention. Among them are the Obama Education strategy reinforced by the polemic film Waiting for Superman, the looming speculation on wage restraint, the specter of merit pay and the evocation of unpleasant memories of the right wing Harris years associated with the Rob Ford election and his association with Tim Hudak.

For the purpose of this address the focus will be on merit pay and wage restraint. When it comes to speculation around wage restraint it would appear that the public opinion and policy are aligning to support a period of what the Liberals are terming “wage restraint” – an Orwellian term to be certain.

The persistent message emanating from the government through the media is that there will be no salary increases in the public sector for two years following the expiration of our current collective agreement in 2012. This should make for an interesting and challenging round of bargaining but as always each barrier presents a corresponding opportunity. Fortunately Dufferin Peel has been, and will be, creative and adaptable when monetary gains are limited. In such times we have renewed our focus on Teacher working conditions and rights.

The area of Merit Pay for Teachers has been around for a while as you may recall it being a lynchpin of the Harris education agenda. In fact, it has never really left the provincial Tory platform. Certainly American policy on this issue has been front and center of late in the guise of what has been dubbed the “Value Added Teacher Model”. On this issue I can not say it any better than Ben Levin ex of the MOE and currently a professor at OISE who points out eight key problems with and reasons against, any regime of Merit Pay:

1. Very few people anywhere in the labour force are paid on the basis of measured outcomes.
2. No other profession is paid on the basis of measured client outcomes.
3. Most teachers oppose such schemes.
4. Pay based on student achievement is highly likely to lead to displacement of other important education purposes and goals.
5. There is no consensus on what the measures of merit should be.
6. The measurement of merit in teaching inevitably involves a degree of error.
7. The details of merit pay schemes vary widely, yet these details have great impact on how such plans are received and their effects on teachers and schools.
8. Merit pay schemes in education have a long record of failure.

Moreover, the regime in addition to being impractical and unfair is also cynical and subjective. It should be noted that as Teachers we have an objective and graduated scale that rewards qualifications and experience on our salary grids. This system allows for and rewards professional growth through the various QECO ratings.

In addition, extended service is also valued at a premium through the recognition of years of successful experience in the profession. The Unit and OECTA provincial will continue our vigilance on this matter and others leading up to and during the next round of bargaining.

Finally, at the local level the Unit continues to represent in the areas of unauthorized use of Letters of Permission, unjust discipline, harassment by administrators and transfer by postings. These areas are increasingly litigious with the Board and challenge the Unit’s focus, resources and energies. Regardless the Unit release officers continue to be available, accessible advocates for our members at the Board and school levels.