Bargaining Brief 6.13.21: Teams Reach Tentative Agreement

Dear PAT Colleagues:

Your PAT Bargaining Team is pleased to inform you that late Saturday evening, we achieved a Tentative Agreement with the District team for a two-year successor agreement to our 2019-2020 Collective Bargaining Agreement. We will be bringing this TA to you this week for ratification so that it can go into effect in time for next year. 

Both teams had agreed to bring a limited number of issues to the table in the hopes that by limiting the scope of the bargain we would be able to arrive at an agreement before the summer break.  While we brought a handful of proposals to the table, the issues of greatest importance to the PAT for this limited bargain were obtaining contractual supports that would help to recruit, support and retain educators of color in PPS, and to secure a fair cost of living adjustment for all members.  

The District welcomed a discussion of our shared interest in supports for educators of color, and also brought a set of additional issues. The most complex and controversial of these was a school reform initiative that would have sweeping implications for our contract and the teaching conditions in affected schools.  PAT and the District share the goal of adding resources to schools with high needs, and therefore we put forth PAT’s vision for doing so based on the elements outlined in The Schools Portland Students Deserve and the State of Oregon “Quality Education Model.”  In the end, creating a new school reform/support model proved too complex for a limited scope of bargaining and PPS entirely withdrew their proposal.  PAT likewise withdrew several items which ultimately allowed both parties to partner in finding new ways to better support educators of color. 

The highlights of what was agreed to include:

  • 3% COLA for 2020-21 with retroactive pay to July 1st, 2020 for all employed during the term of the agreement, including retirees
  • 3% COLA for 2021-22 effective July 1, 2021
  • All employees in the BA+0 column of the pay scale will be moved to the corresponding step in the BA+15 and the BA+0 column will be eliminated making Step One of BA+15 the new base salary.
  • A package of improvements to attract, support, and retain educators of color: 
  • Stipend for Bilingual Educators, as defined in our CBA appendix I
  • Stipend for DLI Educators
  • Pay for educators who lead affinity groups
  • The creation of a program of Peer Support for new educators of color
  • Professional development for all members on anti-racism, implicit bias, and culturally responsive practices.
  • We also agreed to a separate process to take place early next year, to talk about Article 9 in our contract (Safety) and the Student’s Rights and Responsibilities Handbook.  The goal of the discussions will be to identify and change language that may disproportionately impact traditionally underserved students.  

There were a number of issues that we were unable to come to agreement on including changes to the Workload Overage language, eliminating the sunset on our Early Retirement Incentive, and creating a “Grow Your Own” program to support PPS students of color to become PPS professional educators. For now, our current contract language on Overages and ERI stands, and we will bring all these issues (and others) back to the table for a full bargain next year.

The PAT is encouraged by the good faith effort of the PPS team in achieving resolution on our mutual goals and we are hopeful that the productive working relationship established during this year’s negotiations will continue to develop as we return to the table this fall.

Next Steps

Given the extremely short time remaining in the school year, your Bargaining Team will be working through the rest of the weekend to complete the formal contract language and prepare materials for the membership to review in order to vote for ratification by Tuesday, the last contract day of the school year. 

We will present the Tentative Agreement to the PAT Executive Board on Monday and ask for the board’s recommendation. 

On Tuesday, June 15th at 2:00 pm, we will hold an all-member meeting to present the Tentative Agreement and answer questions. Please look for a link on Monday to register 

The ratification vote will open on Tuesday the 15th, and will stay open until Monday the 21st.  

We look forward to seeing you on Tuesday, and then signing off for the summer.

Special thanks to Angela Bonilla and Nadia Coronado for adding their important voice and deep professional experience to our bargaining sessions.


In Solidarity, 

Your PAT Bargaining Team-

Steve Lancaster, Chair

Emy Markewitz

Francisca Alvarez

Charity Powell

Andre Hawkins

Thea Keith

 

 

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Bargaining Brief June 12, 2021

Dear PAT Colleagues:

This weekend, your Bargaining team is prepared to spend all day Saturday and into Sunday to negotiate a tentative agreement on this mini-bargain. You can watch all our sessions this weekend, as well as past sessions, here.

Thanks to all of you who took our survey last week on Accelerated Schools and the Schools Portland Students Deserve. Here are the results. Educators are strongly united in our belief that to improve outcomes for our historically underserved students, we must start by fully resourcing schools with small class sizes, wrap-around services, and well-rounded offerings including the arts, library, physical education, and recess. 

We presented the survey results to the district on Wednesday, along with our PAT counter-proposal.   The survey absolutely supports the PAT’s desire to put into place the beliefs expressed in the “Schools Portland Students Deserve.” Our counter-proposal replaces the District’s misguided “Acceleration” ideas as originally proposed, with the supports and practices outlined in our shared PAT vision.

On Friday, the district presented another PPS counter-proposal on Acceleration Schools, which made significant movement toward the values you expressed in our survey, including dropping the proposal to unassign educators for any reason and numerous other objectionable provisions.  Nonetheless, there remain several areas that are highly problematic which must be addressed to achieve a program design that we believe PAT members can support.

The District also presented on Friday PPS counter-proposals on Attracting, Supporting, and Retaining Educators of Color.

We have made significant progress on some of the issues we brought to the table, including peer support for educators of color, racial equity professional development for all educators, official monetary support for the facilitators of affinity groups, and a financial acknowledgement of the unique workload demands for educators in Dual Language Instruction programs.

Other issues still on the table include stabilization of schools with high turnover, acknowledgement of the work of bi-lingual educators, a few additions or adjustments to the workload overage chart, and a reasonable Cost-of-Living Adjustment to our salary schedule which would be retro-active to the 2019-2020 school year.

We will send you another update after the weekend. If we do not come to an agreement, we will regroup and prepare to enter into a major negotiation in the fall. 

If the PAT does come to a tentative agreement with the district this weekend, we will not be voting to ratify the agreement until we return in August. First, the PAT Executive Board must meet, fully review the agreement, and vote to recommend for ratification. After that, the entire PAT membership must be able to thoroughly review the details of the agreement. We can’t accomplish that before we all return in August because we know that many PAT members are away over the summer break.

Finally, we will NOT leave you wondering what has happened. If we do reach a tentative agreement, the PAT bargaining team will provide the full TA and a detailed outline to prepare for a vote in August. If we cannot reach a tentative agreement, we will send out a communication to explain where and why the District failed to meet your demands.  

In Solidarity, 

Your PAT Bargaining Team-

Steve Lancaster, Chair

Emy Markewitz

Francisca Alvarez

Charity Powell

Andre Hawkins

Thea Keith

President's Message: Putting PAT on Stronger Footing

This year, more than ever, it feels like a huge accomplishment to reach the final week of the school year. We have been through more this year than we can account for, including: 

  • Re-creating our practice to shift to online instruction.
  • Shifting our union activities and supports to the virtual realm.
  • Navigating constantly changing recommendations and requirements from the CDC and the state.
  • Fighting for contract language to protect the health of educators, students, and the community, and to establish reasonable working conditions. 
  • Recreating our practice again to shift to hybrid.
  • Constantly serving as advocates for our colleagues, and our students and families, through the unprecedented challenges of this year. 

These challenges have continued to evolve, and there have been no easy answers. But throughout this year, our union continues to grow stronger

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PAT Retiree Appreciation Virtual Event: June 16th

UPDATE: This event is on a new date -- Wednesday, June 16, 4:30-6:30 PM.

Please join us in celebrating all of the wonderful educators who have retired this school year. We recognize that this was an especially challenging year for educators, students, and families, and one that none of us would have chosen as the final year of our careers. PAT is overjoyed to take some time to reflect and celebrate the careers of all of our retired educators. 

Please join us to honor our retiring PAT members at the Virtual Celebration. RSVP here.  

Donate to PAT Sick Leave Bank!

Do you have unused sick-leave hours? Please consider donating up to 40 hours to support PAT members facing serious health issues. Members who are retiring can contribute unlimited hours. 

This year, it is easier than ever to donate hours: you can donate hours by filling out this online form! You will need to log in with your PPS email account and include your PPS employee ID number on the form.

The PAT Sick Leave Bank (see PAT/PPS contract Article 17.2.1.2) provides aid for colleagues who have exhausted their accumulated leave balances but are unable to work due to extended or recurring personal illness. With the help of the Sick Leave Bank, they are able to avoid the additional hardships of lost salary and lost insurance coverage during their illness. 

The Sick Leave Bank is funded completely by voluntary contributions of sick leave days from PAT educators. Thank you for considering making a donation today!

June 12 Day of Action: Teach the Truth

Please join the PAT Instruction and Professional Development Committee on June 12 in a Day of Action to Pledge to Teach the Truth about US history. 

Among the charges of your Instruction and Professional Development Committee (IPD) are to center racial equity and social justice in all aspects of teaching and learning and to report to you on local, state, and national issues when appropriate. We want to make sure you know about attempts in 15 US states to pass legislation denying teachers the right to be honest about the role of racism, sexism, heterosexism, and oppression throughout U.S. history

While there are currently no such laws being proposed in Oregon, there are colleagues in our state who have been threatened, both professionally and personally, when they have taken a stand to promote anti-racist curriculum.

To raise public awareness about the danger of these bills, the Zinn Education Project and Black Lives Matter in Schools, in conjunction with Rethinking Schools and Teaching for Change, invite educators nationwide to a Day of Action on June 12th, to join in locally-organized public gatherings.  Also, please sign the pledge to teach the truth

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OEA 2021 Summer Conference: Register Today!

July 19-23, 2021--Virtual Conference through OEA Events App

The OEA 2021 Summer Conference is virtual this year and offers a wealth of workshops and seminars covering topics most important to our members in their classrooms, community, and union organizing. 

Each morning will start with two content sessions, with opportunities for networking and office hours in the afternoons. OEA values your time, and encourages you to register for the courses that best meet your learning needs and your personal schedule. 

Download the program for the whole schedule and topics lined up for that week. 

A condensed participant agenda is also available. 

OEA Racial Equity Summer Opportunities

Our PAT Racial Equity Committee wanted to pass along information for some powerful equity focused PD opportunities this summer through OEA. These are great ways to learn and stay engaged in something that lights your fire! Thanks to OEA’s Center for Great Public Schools and the Union School for working to set these up and more! Visit https://grow.oregoned.org to find out more!

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Summer Communications Plan

For the summer, your PAT officers and staff will be preparing for next year, and finding some much-needed time to recharge. We will not be publishing The Advocate during summer break. If you need support from PAT over the summer, please contact us by email at [email protected] or by phone at 503-233-5018. 

As a reminder, the PAT Facebook discussion group is not a venue for contacting PAT leaders or staff. Please reach out directly by phone or email. 

Although we will not be publishing The Advocate over the summer, we will continue to send Bargaining Briefs as long as we are negotiating with the District. 

Bargaining Survey: Mini-Bargain

Dear PAT Educator,

Please read the information below, and then take the bargaining survey that was sent to your PPS email inbox around 5:30pm on Thursday, June 3.

(The survey will close at 5:00pm next Tuesday, June 8. Only PAT members may take the survey. If you are not a member of PAT, but would like to join so that you can take this and future bargaining surveys, please email Jennif[email protected] ASAP.)

Thank you in advance for taking the survey. Your feedback is invaluable in assisting the PAT Bargaining Team.

 

The information below is also listed within the survey itself.

Introduction

This May, PPS and PAT began a limited bargain to cover a few key areas of importance for the Union and the District. PAT agreed to limit its proposals to COLA increases, to an adjustment to the early retirement incentive language, to clarifications and modifications of the Overage language, and to a limited set of proposals addressing the recruitment, support, and retention of educators of color working in Portland Public Schools.   

PPS agreed to limit its proposals to clarifications and modifications of the Overage language, to proposals related to Article 9 and the Student Rights and Responsibilities Handbook, to proposals to create a differentiated approach to support underserved schools, and to clarifications and modifications to the Middle School schedules.   

 

Section I: The District’s Plan for “Accelerated Schools”

The District’s proposals to create a differentiated approach to support underserved schools has been presented under concepts they are calling “Accelerated Schools”. You can view the District’s proposal here. You can watch the bargaining sessions in which the District presented the proposal, and where the bargaining team asked questions about the proposal at the PAT YouTube Channel

The District’s Proposal includes the following elements: 

  1. In recognition of the additional work time and responsibilities expected of professional educators assigned to Acceleration schools, each professional educator shall be paid a yearly stipend of $10,000. 
  2. Educators who receive the $10,000 stipend will not be eligible for any other compensation for extended days and/or work hours unless such time is in excess of that set forth in this agreement. 
  3. The District may involuntarily transfer educators out of an Acceleration school for any reason. 
  4. Additional duties and responsibilities on the part of educators will be required. 
  5. Five (5) additional contract days for purposes of district-directed professional development. 
  6. Fifteen (15) district-directed professional development sessions outside of the regular contract day of up to two (2) hours in length each.
  7. The educator workday will be extended for 1 hour. The student day will also be extended (probably by 30 minutes).
  8. Professional educators may be required to create written lesson plans in accordance with the identified curriculum.   
  9. Educators will engage in 30 minutes of coaching with either an administrator or an instructional coach every other week.   

 

SECTION II: The Schools Portland Students Deserve

The Schools Portland Students Deserveis a vision and a bargaining campaign developed by PAT in 2015 to outline a plan for improving Portland's schools. This document was created through two years of member and community engagement. Though we continue to fight for this vision, we have not yet realized the teaching and learning conditions that we envisioned as “The  Schools Portland Students Deserve”. 

In our current bargain, it is encouraging that PPS is acknowledging the need for increased support at targeted schools. We are hopeful we can partner with them on dramatically improving services for our historically underserved communities, and we see the possibility to connect this value back to what educators have identified in our vision for what our schools should be. (Watch Part 1 of the June 2nd bargaining session where the bargaining team spoke about this vision.)

In light of PPS’s recent proposals around “Accelerated Schools'', we are interested in your feedback aboutThe Schools Portland Students Deserveto find out to what extent this vision addresses the goal of creating better outcomes for historically underserved students

The Schools Portland Students Deserveis based on eight guiding principles:

  1. Smaller Class Sizes: The 2018 ODE Quality Education Model includes the following:  PreK-1: 20; 2nd-3rd: 23;  4-5th: 24; 6-8th: average of 22 with a cap of 29 in core classes;  9-12th: average of 21 with a cap of 29 in core class. Caseload caps and total load caps would also be implemented for all educators. 
  2. Educate the Whole Child: All students have equitable access to recess, arts, library, technology, etc. across the District.
  3. Educate Every Child: Improve services for ELL and Special Education, including smaller caseloads and a full spectrum of services. 
  4. Wrap Around and Support Services: Prioritize historically underserved communities and provide daily access to nurses, counselors, school psychologists, QMHPs, SLPs, Social Workers, etc.
  5. More Teaching, Less Testing: Prioritize culturally responsive teaching over standardized testing.
  6. More Funding for Classroom Supports: Allow the school community to set budget priorities and shift funding away from top-down initiatives. 
  7. Transparent, Collaborative, and Respectful Administration: Involve community and teachers in decision making.
  8. Professional Autonomy and Academic Freedom: Permit teachers to draw from student experience and teach culturally relevant content, prioritize teacher planning time, and commit to fair evaluations.

Bargaining Brief- May 19 & 21, 2021

Dear PAT Partners:

Your PAT bargaining Team met with the District team on Wednesday, May 19 (Part 1Part 2) for a half-day session, and again on Friday, May 21 (Part 1Part 2Part 3Part 4Part 5Part 6Part 7) for a full day of negotiations. 

Wednesday’s efforts can be characterized as frustrating.  The District essentially rejected all aspects of the PAT proposals, and when they finally introduced some proposals of their own (“Article 7 – District Proposal” and “Early Retirement Incentive - District Proposal”), they amounted to significant take-backs. 

Your PAT Team’s proposal regarding workload is an attempt to address problems with the Article 8 workload section known as Overages.  PAT’s proposal wanted to make sure that all job classifications had workload protection, sought to create a true representation of the work being done by educators, and aimed to reduce the dollar amount of any dispute that might arise by turning the payment into a monthly calculation rather than two half-year calculations as they are now.  In response, PPS rejected all but the inclusion of the additional job classifications.  The District is well aware that they have failed to honestly live by their prior agreements on workload, and their proposal simply doubled-down on the desire to continue to take advantage of PAT members.

On Wednesday, your PAT Team also received essentially a rejection of your early retirement proposal.  Happily, we finally received the District’s proposal regarding Middle School redesign.  The District has now reduced its concepts down to Middle School planning minutes.  PPS offered a proposal on planning minutes for Middle School staff equal to that of elementary school educators, even though that amount of time is a reduction in the total minutes per week that Middle School educators already receive.  On Friday, we countered this by pointing out that PAT is open to making Middle School and Elementary School PAT members have equal planning minutes, but that the minimum number of minutes for Elementary School educators would have to increase to accomplish that rather than arriving at that goal by making Middle School educators’ jobs more difficult. 

Wednesday ended without a District response to the PAT set of proposals regarding support for educators of color, and without a submission from the District of what the District seeks to change with Article 9 and the Student Rights and Responsibility Handbook.  Needless to say, we could not negotiate or discuss proposals that we did not have, and we again asked the District to provide the response and the proposal.

Friday, May 21, was strangely an improvement over what happened on Wednesday.  Although there were no significant agreements reached, PAT finally received a response from the District (“District Counter (Partial)- Educators of Color” and “District Counter Turnover”) regarding our proposals to support educators of color. 

Your PAT Team was very happy to finally receive a response; however it was clear from the discussions that PPS didn’t take the time to understand the PAT proposals.  To begin with, the District didn’t realize that the PAT proposal to add specifics to the M.7.1 current language was part of the supports for educators of color package.  In addition, after positive discussions with District representatives on topics like Peer Support, affinity group facilitation stipends, the bilingual educator stipends, schools with high educator turnover, and finally, grow your own proposals, your PAT Team and the District Team realized that PPS needed to reexamine its counter proposals.  That is NOT a negative development, but after four negotiation sessions, your PAT Team hoped that the discussions about our proposals would be more on-point.  It is now clear that PPS clearly desires to engage in real discussions on these topics, and is willing to bring the PPS leaders to the table who are working to improve District efforts. 

Also on Friday, your PAT Team gave the District counters to the rejections that we received on Wednesday.  Essentially, we resubmitted our proposals (“PAT Counter to Early Retirement”, “PAT Article 7 Counter”, and “PAT Counter to District Overages Counter”).  The reason for the resubmission of our positions is that PPS seems to feel that the proposals on these topics were somehow part of a traditional give and take, and not a clear expression of PAT member needs.  Finally, your PAT Team offered counter proposals (“PAT Counter to District Counter (Partial)- Educators of Color” and “PAT Counter to District Turnover Counter”) to the District on supporting educators of color and on high turnover schools. 

Your PAT Team and the District Team will meet again on Wednesday, May 26th for a full day of bargaining. 

We want to be clear to all of you, we will not enter into some form of regressive agreement in an attempt to gain fair compensation.  What is obvious to anyone following bargaining is that the issues currently being introduced by PPS in this “limited bargain” are too important to ever agree to for ANY financial gain.  We count on all of you to assist your Bargaining Team to help the District understand this when your organizing team calls on everyone for a show of support.  By standing together we can move the District to appropriate reconsideration of its proposals and closer to the issues your PAT Team has given to the District. 

 

In Solidarity, 

Your PAT Bargaining Team-

Steve Lancaster, Chair

Emy Markewitz

Francisca Alvarez

Charity Powell

Andre Hawkins

Thea Keith

President's Message, May 19, 2021: PAT Stands Behind Racial Equity and Anti-Bias Work in Schools

Across the country, racial equity work in our public schools is under attack. Right wing groups such as “Parents Defending Education,” the Freedom Foundation, and Project Veritas, are using aggressive and underhanded tactics to undermine anti-racist work in school districts across the country, and here in the Pacific Northwest.

Here in Oregon, a pattern is emerging. Conservative groups are harassing and threatening educators involved in ant-racist work, including weaponizing the use of public records requests to access our personal information and use it to intimidate individual educators. Their aim is to generate inflammatory stories in right-wing media outlets and silence those committed to building anti-racist education in public schools. There has been a  barrage of threats against individual educators in recent weeks, causing many to fear for their own safety and that of their families. Please know that our first priority as a union is to protect the safety of our members, including respecting the privacy of those impacted by these hateful acts of intimidation. 

This spring, at least three candidates in communities across Oregon ran for local school board seats on a platform explicitly rejecting anti-racist work in school. As of last night’s election results, I am relieved to say that none of these candidates won. This victory, however, does not signal our work is done.

As educators, we know that the foundation of anti-racist work is love. We do equity work because we care deeply about our students, colleagues, and our community. We know that none of us can be free until all of us are truly free, and this work is at the core of our union. As with any complex endeavor, as our union undertakes anti-racism and anti-bias work we will always strive to create long-term and sustainable change. We are only as powerful as we are united, so it's important to engage as many PAT members as possible in our anti-racism organizing. There are no shortcuts to building the unity that is our collective power.

And we know there is much work to do. For anti-racist work to be successful, we need to thoughtfully and intentionally create spaces where students and educators can be vulnerable and have important conversations, and we must be bold in our push to change systems and practices that reinforce inequalities. We need our school districts and our state education leaders to commit to protecting educators engaged in this work from harassment, and to stand up to groups aiming to undermine our progress. 

PAT unequivocally supports racial equity and anti-bias work in our schools. As a union, our job is to stand up for one another and for our students, and for a racially-just society. Anti-racist work has never been safe. Your union is here to protect all our educators who are boldly undertaking this difficult work.

We stand in solidarity with educators in our community and across the country engaged in anti-racist work that directly centers the safety and well-being of our students of color.

To those who seek to undermine our critical anti-racism and anti-bias work, we will show them through our ongoing commitment that we are undeterred.

PAT Retiree Appreciation Event

Please join us in celebrating all of our wonderful educators who have retired this school year. We recognize that this was an especially challenging year and a half for educators, students, and families, and one that none of us would have imagined as the final year of our careers. The PAT is overjoyed to take some time to reflect and celebrate the careers of all of our retired educators. 

Please join us to honor our retiring PAT members. RSVP here.  

Memorial Day Week Schedule

After hearing concerns from many of you about the schedule the week of Memorial Day, PAT has been working through our Contract Administration process to make sure the schedule honors our agreements. Here are some updates:

For Middle School and High School: 

  • Educators must have at least 80% of their regular “Educator Directed” time over the course of the 4-day week  (724 minutes for Middle School, 720 minutes for High School).
  • To create equity between cohorts, there will be no “Asynchronous Day;” instead, Cohort A on Tu/W and Cohort B on Th/F. 

For Elementary Schools:

  • Elementary School WILL have the Wednesday Asynchronous day, with hybrid students coming in for in-person instruction on T/Th/F.
  • This preserves services for students, including Special Education and small groups.  
  • Educators must have 80% of their regular “Educator Directed” time over the course of the 4-day week (648 minutes).

For K-8 Schools

  • Like Elementary Schools, Wednesday is an Asynchronous day. 
  • PPS has stated that Middle Grades in K-8 schools only have one in-person cohort, so creating symmetry between cohort A and cohort B is not an issue. Please work through your building reps to contact your UniServ Consultant if that is not the case at your school

PAT Substitute Insurance and Substitute Bargaining

Since mid-school year the PAT has asked the District to enter into conversations about health benefits eligibility for Substitute educators. The reason this has been an area of concern is that the current collectively bargained agreement requires that an educator work a minimum of seventy days in a year to be eligible for benefits in the following year.

The COVID-19 pandemic has essentially made it impossible for most substitute educators to work 70 full days. That means that most substitute educators who have Health and Welfare Trust insurance face the loss of that benefit.  

We are happy to report that the District has stated that it is willing to bargain a reduction in the number of days that a substitute educator must work for insurance eligibility, but that is the best we can say. Unfortunately, PPS has stated that it will discuss the issue only as part of the full-bargain for a successor agreement. In addition, even though the two sides met to begin bargaining, the District did not make an insurance proposal.  

Your PAT Substitute Bargaining Team asked the District to consider bargaining a separate MOU for next year’s insurance requirements. The District rejected that request. 

As we move through bargaining, we will do all we can to keep you informed about this extremely important issue. To accomplish that we will be sending substitute members substitute-specific bargaining briefs.  

Apply to be in the 2021-22 PAT Advocacy Cadre

We are seeking applicants to be part of the 2021-22 PAT Advocacy Cadre. Apply here! Read more below.

What is the Advocacy Cadre? 

This small group of members will work closely with UniServ Consultants to become experts on our contract, and will provide member-to-member support. 

The Advocacy Cadre will run a Zoom Advocacy Hotline, where Reps and other members can get immediate answers to questions about the contract and support to resolve problems in their buildings.

Cadre Members Commit to:

  • 2 days Advocacy Training August 17-18, 2021. (This will be held either live, or remotely, depending on safety recommendations at that time.)
  • 1 Zoom Hotline shift a week, during the school year, Mondays, 4:30-6:30pm at PAT.
  • In addition to answering the hotline, this time may include ongoing training and other advocacy work with UniServ Consultants. Additional dates may be added depending on need.
  • This is a 1-year opportunity and commitment, paid at the OEA cadre-rate ($33/hour)

Qualifications:

  • Active PAT membership;
  • Experience as a PAT building rep or other similar union experience preferred;
  • Interest in continued union advocacy work;
  • Special consideration given to applicants with an interest in pursuing work as a UniServ Consultant; 
  • Special consideration given to applicants with characteristics that help create a group that represents the racial diversity of our membership, and of the job-types that our members hold.

Goals for PAT:

  • Build capacity among members to enforce our contract, support member rights, and organize and problem solve in buildings;
  • Develop leadership within PAT that represents the diversity of our membership demographics and workforce positions;
  • Create a pathway toward UniServ Consultant work for interested members.

To Apply:

You can read about this year's Advocacy Cadre here.

PAT Scholarship for Aspiring Educators of Color- Winners and Honorees

Recruiting, supporting, and retaining educators of color is crucial, for our students and for our profession. Starting this spring, we are excited to award two $6,000 scholarships to people of color seeking a rewarding future career in education. 

Congratulations to Gabriela Cano-Hernandez, recipient of the $6,000 Student Scholarship, and to Melissa Brabham recipient of the $6,000 PPS Employee Scholarship.

As an additional effort to support future BIPOC Educators, the PAT Executive Board has also awarded the following PPS employees with $2,000 scholarships and $500 stipends.

$2,000 PPS Employee: Alyssa Anaya, Cole Reginald, David (DeAnthony) Maza, Bao Ngoc Tong, Lien Tran, Natalie Vega 

$500 Stipend Award: Robert McDonald, Taiya Weiss

We look forward to working with all of these amazing people as PAT Certified Educators. Finally, thank you to the Racial Equity Scholarship Committee and the PAT Board for their efforts to support future BIPOC Educators. 

New and Continuing Building Reps: Sign Up for Rep Training

Fundamentals of Being an Effective Building Rep

When: Thursday, June 3, 4:30 - 6:00 PM;  or Monday, June 7, 4:30 - 6:00 PM (both days are the same training, so pick the one that works best for you)

Where: Zoom 

Sign up here to receive a link to the meeting 

Are you a new building rep this year and want to know what your role and responsibilities are? Do you want to learn more about legal rights you have as a rep when you sit down to represent a member with admin or when you are advocating for your colleagues? Where does the building rep fit into the larger structure of the PAT? 

This virtual workshop will provide an overview of your rights and responsibilities as a PAT building rep and focus on teaching you the fundamentals of being an effective building rep. You will learn some of the most important tools for communicating, organizing, advocating, and building a strong union at your school or site. Building reps are the frontlines of the PAT and this fundamentals training will provide you with the most important tools you need to do the job.

May is Asian American & Pacific Islander Month-- Get Involved!

Your PAT AAPI Month planning committee has been hard at work. We are excited to share lessons, resources, and events for AAPI Month. There are a variety of ways to get involved-- from visiting a local AAPI-owned business in the community, to teaching a lesson we created for you, to checking out a new podcast that centers AAPI folx. Once members complete "three in a row" on this Choice Board, you can enter a raffle to win a rad prize such as a $25 gift certificate to a local AAPI owned juicery or restaurant.

We broke up the month of May into 4 different themes. We are now in Week 3!

    • Week 1: Week of Action 
    • Week 2: Asian American History
    • Week 3: Centering Pacific Islanders
    • Week 4: AAPI Joy 

Please note: this is NOT the month to teach about Asian history, culture, or traditions. Asian Americans and Pacific Islanders have a long and rich history in the United States. We need to teach about those histories and experiences to expand ideas of who is an American.

Affinity Space for Asian and Pacific Islander Educators

You are invited to this weekly PAT AAPI Affinity Group- Register here

When: Every Friday at 3:30 pm during the month of May

Hosted by PAT Members Sarah Lee and Tiffany Koyama Lane 

PAT PAC Board Election Results

In April, PAT PAC contributors elected new members to serve as Directors on the PAT PAC Board.  Jacob Jonas Closs and Tina Lamanna will each serve a three year term beginning on July 1st.

In addition to the newly elected Directors, next year’s PAT PAC Board will include these members whose terms continue: Joanne Shepard, Mary Watkins, Ami Fox, Greg Burrill, Erika Schneider, Elizabeth Thiel, and Gwen Sullivan.

To run to be elected as an at-large director of the PAT PAC, one must be a contributor to the PAC; a member of PAT or PMAE-Retired; and a member of the PAT Legislative Committee.

Learn more about the PAT PAC here. 

Donate to PAT’s Sick Leave Bank

Donate up to 40 hours of your sick leave to help a colleague in need.

Members may donate up to 40 hours of sick leave annually. Employees who have submitted notice of resignation are exempted from this maximum limit, and may contribute as many hours as they would like. 

This year, it is easier than ever to donate hours: you can donate hours by filling out this online form! You will need to log in with your PPS email account and include your PPS employee ID number on the form.

The PAT Sick Leave Bank (see PAT/PPS contract Article 17.2.1.2) provides aid for colleagues who have exhausted their accumulated leave balances but are unable to work due to extended or recurring personal illness. With the help of the Sick Leave Bank, they are able to avoid the additional hardships of lost salary and lost insurance coverage during their illness. 

The Sick Leave Bank is funded completely by voluntary contributions of sick leave days from PAT educators. Thank you for considering making a donation today!

Learn more about the PAT PAC here. 

'We are not drowning! We are fighting!' Teaching About Climate Change, Island Solidarity, and Indigenous Rights

Thursday, May 20th at 4:30 PM. Join here!

Please join Roosevelt High School teacher and Rethinking Schools editor Moé Yonamine, as she shares curriculum she has developed to highlight the impact of climate change on Indigenous peoples across the Pacific — and their inspiring resistance and resilience. Moé will demonstrate classroom-tested activities that explore historical and recent experiences of different island territories and nations, especially focusing on the Pacific Climate Warriors movement.

Sponsored by the Portland Public Schools Climate Justice Committee and Portland Association of Teachers.  All are welcome. 

OEA 2021 Summer Conference Register Today

July 19-23, 2021--Virtual Conference through OEA Events App

The OEA 2021 Summer Conference is virtual this year and offers a wealth of workshops and seminars covering topics most important to our members in their classrooms, community, and union organizing. 

Each morning will start with two content sessions, with opportunities for networking and office hours in the afternoons. OEA values your time, and encourages you to register for the courses that best meet your learning needs and your personal schedule. 

Download the program for the whole schedule and topics lined up for that week. A condensed participant agenda is also available.