40+ Years of SERVICE... Thank You!

I had the honor of speaking at the retirement celebration for Mrs. Tiffany Corbett and Mr. Paul Pannone last evening. Both of these phenomenal people-teachers have been instrumental in shaping the lives of thousands of student over the past 40+ years.

Their love, respect and passion for PLAINFIELD and its Students should serve as an example to current and future teachers alike.

The room was filled with past and present school administrators, peers, friends, families and student alumni. It was a remarkable evening honoring two well deserving lifelong teachers!

Tiffany and Paul the legacy of your years in Plainfield will live eternally through the students and faculty you have nurtured, encouraged and befriended. I am so blessed to have had you as educators and to count you as a friend.

I wish you the happiest of retirements.

Godfather – continue to watch over the flock even if it is from a distance!

And Tiff – thanks for keeping count of the administrators—somebody has got to keep it real, and keep giving ‘em the business – whoever 'em may be! Stay strong my friend and STAY in TOUCH!


Kindest Regard, Respect and Love,
Renata

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Where is the LOVE???!!!

Well Plainfield I see there were no ARTICLES or Blog covering about our Senior Class Prom and the responsible, mature and elegant way in which OUR Seniors managed themselves last night…so please indulge me!

Last night affirmed the reasons why I’m a Board Member. Those young PRETTY people did us proud! They were adorable and for five hours I got to relive my younger years through their antics, although I could NEVAH do some of those dance moves even in the youngest of my years -- WHOA!!!

All too often I’ve read our city’s citizen referring to our youth as animals and commenting on how disrespectful and misguided they have become. But I ask you – who are responsible for GUIDING them?

Where are the front page COURIER and Star-Ledger stories covering something GOOD GOING DOWN??!! Trust and believe the next time I see or talk to either of the reporters they will get an ear full!

It’s a sad commentary and example of the animalistic nature of primates to consume their own young when they (the ADULT set) don't have a clue, the heart or the LOVE to nurture, protect and RAISE UP A CHILD in the way that he or she may go – So that—WHEN they are OLDER they WILL NOT Depart. Sound familiar. WORD! That is to say this is the WORD!

I also want to comment on the many, many Staff Members that were present last night; their dedication, care and concern on display last evening was admirable indeed! I was able to kick the alarm this morning when it went off and GO BACK to BED, but I know most if not all of you had to bring it on in to work today! So Plainfield Staff if no one else tells you -- Mrs. Edwards and I appreciate seeing your show of love and support for OUR Babies last night!

To the Class of 2010 – You’ve done us PROUD and I know and affirm that this is JUST THE BEGINNING of GREAT things to come from YOU!

See you @ the GRADUATION!!!

Hey I almost forgot!  Thank you to a wonderful gentleman for loaning me his jacket last evening. I so appreciate it! I was FREEZING!

It's Prime Time - PROM TIME!

Imagine my surprise to be “selected” to chaperone the 2010 Senior Prom as part of and one of my Board Member Responsibilities!!! It’s just THE most important event in a young girl’s life (that was said in my BEST southern accent!).

Add to that the fact that I have 2 Mentees attending! Hair to “get did”! Check! Nails…Check! Feet…Check! Ugghh --I’m too old for this!!!

I stumbled across this article about The History of the Prom; I know this may sound silly but I had NO IDEA Prom was the abbreviated form of PROMENADE! All this time I thought this red carpet showcasing stuff of the latter years was a matter of youth gone wild. And although many be-speckled outfitters have – it’s apparent that the ‘intentions’ –yes those wonderful things—were of the purest intent – sort of…

I won’t be making my way to this red carpet happening as my riders are not interested in participating – so they say; but if you see me there it is because THEY made me!

Here’s to the youth, specifically the Plainfield High School class of 2010 – I pray you all a safe and wonder time full of laughter, memories and lifelong friendships!


Cheers!

Well Done!

I just want to commend my fellow Board Members and the Community for a very productive meeting last night.

These are the types of conversations we need as a community to get to the heart of the matter and get to what matters.

Without a doubt Lisa’s leadership style that controls for order but allows for and encourages the necessary dialog to take place is commendable, and exactly the leadership style we need at this juncture of our circumstance. So – thank you Madam President for keeping order and allowing the humanness of our community to have a seat at the table.

I do soooooooooooooo appreciate well thought out concerns, and I love when PEOPLE SHOW UP and put a face to the pain –it is a welcoming sight. Your candor and genuine concerns coupled with your willingness to share in the solutions are what will make this district move forward.

Again – thank you -- to all who attended and participated in last night’s BOE meeting. I look forward to many, many more powerful and productive exchanges.

Be Well – Kind regards,
Renata

Concerned Parent : Continued...

By: Lindsay Council Part II

Renata,

Just wanted to let your readers know that I made a mistake in stating Dr. Bailey was the Interim Superintendent during the amendment of said policies. I was getting my years mixed up. For that I was wrong. Let me also say for the record that I have nothing against Dr. Bailey, as I have never worked with her.

I also wanted to respond to your responses. As we may agree to disagree, I actually read the OFAC report differently than you and probably others. This is why I say this is a poorly written document.

Renata’s Response: I’m thinking maybe we need to have a public reread and discussion about OFAC and what it says, implies etc… because it appears there are many folks that have a different take on this document.

Even though the report does not say “HR” or “human resources” played a part in the irregularities – they did. With Dr. Gallon becoming an official PPS employee 7/1/08 – he had no legal authority to require, demand or mandate Dr. Bailey to entertain the letters of interest and resumes she received in June. Unless the board attorney or state statue says otherwise, Dr. Bailey could not and should not have been reprimanded for not “going” along with Gallon’s directives.

Renata’s Response: As you said – we will absolutely agree to disagree. Let’s see you have a boss coming on board “officially” July 1, but they send you directives prior to their arrival – which OFTEN happens and you would not think they have the authority to require, demand or mandate – that defies the human mind to protect one’s turf –in this instance your JOB. You see he was already contracted…signed and sealed. It was proofed and evident that he was moving within the district since February of 08 so for one to not understand the mindset of employees to adhere to directives of Dr. Gallon prior to his PHYSICAL presence is quite frankly – unrealistic.

I’m also not forgetting that Dr. Gallon did what he wanted to do around the entire process of employing these women and subsequently changing positions to benefit the need to keep them on staff. As a human resources professional, Dr. Bailey had a duty to inform the Board and the County Superintendent of Dr. Gallon’s “demands” prior to his official start date. Based on the fact that Kelly and Borge both lacked the most important qualifications of their positions, I can’t see why the County Superintendent would not put a stop to it. I unfortunately cannot say how the Board would’ve responded to the information. So my questions are:

1. What did Dr. Bailey do with the letters of interest and resumes when she received them?

2. Did she or someone on her staff review the documents to see if the individuals met the qualifications for the positions?

3. Who completed the sheet that is on file for Kelly that states “possessed a MS – Mathematics Education”?

4. Did Dr. Bailey reach out to Board members once she found out that they approved the appointments without Dr. Gallon obtaining a signature from HR?

Renata’s Response: I know that Dr. Bailey supplied the County with documents ergo the County’s requirement to rescind their contracts. That information was strictly driven by HR and guess what – Dr. Bailey was penalized by being stripped of her duties for doing – what as you say were her professional duties to report. And the Board as a MAJORITY allowed it to happen. Remember Dr. Bailey ALSO advised 5 of them of the current certification issues. They opted to wait on some “report” findings as if HR didn’t know what the status was…

I understand the human resources role in education differs from that of corporate America, however, the expectations of doing what is fair, right and ethical remain the same. It is very unfortunate that the Board allowed Gallon to take duties away from the human resources area or even Dr. Bailey’s control, when they are true functions within HR.

Unfortunately, I am not privy to personnel information and cannot give names of individuals who were either promoted or hired into positions, under Dr. Bailey, that lack the qualifications and/or certifications. Lenny Cathcart, charged Dr. Gallon with going back to ensure that everyone who is in their position is supposed to be there. Not sure if this is something you as a Board member can do on your own but I think it would be a very good exercise, not just to prove or disprove the hiring procedures specifically under Dr. Bailey but to make sure that people are in jobs they meet ALL of the requirements to be in.

Renata’s Response: We intend to insure that the district develops a process that will verify current as well as future certification statuses within all positions that require same. I don’t think any Board Member would want to see this ever happen again!

Lastly, no it is not a boss’s responsibility to “make” people develop to their full potential; but a real boss, who wants to see their staff grow, would provide opportunities for development and encourage/recommend it. If in fact Dr. Bailey provided/encouraged/recommended these opportunities, one would think that there is someone in the human resources department who would have the knowledge and capability to stand in as an interim until a permanent person steps in. Have representatives within human resources been asked about their interest in filling the void? This position has been vacant for sometime but from what I have seen, there was no posting put up to let individuals know that the district was looking to fill that void. It was only after the appointment of the current interim superintendent that we (the public – and not through hearsay) heard about appointing someone in HR.

Renata’s Response: With all due respect SGIII had taken over the HR duties within the scope of his position; so in effect there was not a vacancy to post. The interim CSA upon her arrival  felt as though this was neither appropriate nor effective, and as such opted to fill an interim position until such time it is determined what capacity of HR leadership is required for this district. Once that is determined/decided the job will be posted for all those qualified to apply to apply.

Since transferring my children back into the district, I take interest in everything that goes on. If you or any board member would like for me to be a part of any committee, feel free to give me a call, as I do not have a problem with providing constructive feedback and providing alternatives. I’m not one to just complain without giving true-to-life suggestions that can be implemented.

Renata’s Response: If I thought you were one of those noise-makers with no substance I would have never dedicated two of my blog postings to respond to your concerns. I appreciate your input, respect your need for clarity and transparency and look forward to working with you on future community projects.

What A Concept!

A councilman who final gets it – sortakindamaybeish!!!

Well Rashid you had me at BLUE Ribbon Commission. BUT you LOST me at the list of participants…literally!

You cannot EXCLUDE Board members from the process and/or the CONVERSATION about our Schools! That's just preposterous! Come ON NOW!

I’m not going to beat you up terribly on this one, but I want to put you on notice – I plan to BE THERE -- you can "decide" if it’s as a parent, community person or Board of Education member.

I remember hosting a "Community" forum a few years back on behalf of PEP – Parents Empowering Parents – Citywide PTO and guess who was invited to the table/conversation. That’s right – YOU and Mapp! Say what -- Council People,Parents, Educators, Assemblyman, Clergy all at the SAME table???!!!

I have long respected your willingness to get involved with school issues, have since had some disheartening concerns about certain Councilors, but I'm still hopeful that the City Council as a BODY will get it – that as I stated before – you CANNOT create an improved and sustainable infrastructure here in Plainfield without ensuring you have the intellectual capital and capacity by way of a current and future consumer and merchant bases A.K.A. this community’s children.

It’s just NOT DoABLE!

Anywho -- Looking forward to future opportunities to expand our definition of "Unity in the Community!"

Input from A Concerned Citizen

By: Lindsay Council

As I stated at a board meeting when the OFAC report came out, it was poorly written. This report does not totally spell out everything and allows people to draw their own conclusions based on how it was written. The first item you pointed out talks about the irregularities in the employment process – even though HR was not mentioned by name, that department, as well as other areas play a major part in the employment process. I draw this conclusion as the OFAC sited information listed in a document titled HIRING – Procedures for Recruitment, Hiring, Filling Vacancies and Staffing Requirements. HR is to be notified of a vacancy and is responsible for posting the job (found under District Hiring Practice #1 & 3 on OFAC report). The HR department receives the responses to the postings and screens them for qualifications, credentials, etc (found under District Hiring Practice # 4 on OFAC report). Number 6 of the District Hiring Process states …the recommendation along with the interview evaluation forms and resumes should be sent to HR. What it doesn’t state is what HR is supposed to do with this information once they have it. But ultimately, HR is the one who contacts the candidate to begin the hiring process (found under District Hiring Practice #7 on OFAC report).

Renata’s Response: The problem is yes this is the process, but it was CURCUMVENTED –that’s what a lot of people keep forgetting. If the LEADER goes around the rules then what?? I’ll tell you –you have under qualified, overpaid people put in place and you overlook inhouse capable, ready and qualified staff.

In looking at the qualifications for the positions that both Borge and Kelly were ultimately hired into, neither one of the ladies should have even been interviewed because they each did not meet a number of the qualifications that were indicated in the job posting. So for that, HR did not do its part in screening responses for qualifications, credentials, etc. Had HR determined that neither lady possessed what I feel were the most important areas of the qualifications for the positions prior interviewing them, they would not have had to ask for documentation after the fact because they shouldn’t/wouldn’t have been considered.

Renata’s Response: Again – HR did not interview these two ladies as was noted in the OFAC report and substantiated during the public board meeting held earlier this year. Nor did HR put forth their paperwork to be interview or considered. They were handed the paperwork from the CSA to move forward with HIS selection.

Whereas, BOE Policy 4111 (Recruitment, Selection and Hiring) states The Chief School Administrator shall take steps to verify the academic credentials of any potential candidate for employment, and ensure any degrees cited, academic coursework or credits completed, or titles claimed by an individual have been granted by an accredited institution of higher education; Dr. Bailey was in fact the Interim Superintendent when that policy was amended effective May 19, 2009 Where the same policy also states Therefore, the Chief School Administrator shall have the responsibility of locating and recruiting the best qualified candidates to provide for the identified needs of district pupils. Dr. Bailey might not have held the title of CSA but she was acting in that capacity during the time of the amendment to this policy.

Renata’s Response: That’s just not true. SGIII was in place as of July, 2008.

BOE Policy 4211 (Recruitment, Selection and Hiring) states … C. It shall be the duty of the Director of Human Resources to see that persons nominated for employment shall meet all qualifications established by state or federal law, including the completion of a criminal history check and proof of citizenship or eligible alien status. This policy was adopted May 20, 1997; amended May 19, 2009 and April 13, 2010. What changed in the verbiage from 1997 to 2009, that had to be changed again in 2010? Dr. Bailey was Interim Superintendent when it was amended the first time in 2009.

Renata’s Response:  Again -- Dr. Bailey was not the CSA during the time of this policy update. Additionally -- Dr. Bailey has provided evidence that her department sought to obtain the necessary paperwork on these ladies on several occassions, and further this was supported by reports issued by both the OFAC report and the Courier News follow-up story.  Additionally, she went on the record to state that she kept the CSA abreast of the status including their certification denial and further provided Board Members with these updates for which soon after she was removed from the meeting agendas of all board meeting, and had the employment certification removed from under her responsibility.  Another matter, although made public, many people fail to acknowledge.  Why would this occur?

Let’s be clear hear – HR unlike in most companies/corporation does not have the POWER to higher or firer…that is at the sole discretion of the CSA. Keeping it real --we are not talking about two total strangers. We are talking about the CSA friends for whom he went over and above and outside of the process to have them hired. He admitted publically that in fact HE DID not, NOT HR – but HE WAS responsible for this debacle.

Let me end by saying that I do think it is very important to have someone leading the HR department who understands all facets of state law and statute. However, there has constantly been accusations and findings that individuals obtain employment within this school system who are not qualified and/or lack the certifications to do the job. These accusations and findings were there before, during and I’m sure after Dr. Bailey sat in the position. What troubles me ultimately is that the breakdown in the employment process is a regular occurrence within this district. I too do not agree 100% with bringing Dr. Bailey back, as I find it also troubling that individuals underneath her leadership were not developed for growth. I can only draw this conclusion based on the fact that there is no one presently in HR who can stand in on a temporary basis to get the job done while our Interim Superintendent posts and interviews candidates for the position.

Renata’s Response: You are certainly entitled to your position. However I would like to understand which employees under Dr. Bailey’s position as ICSA or HR were hired with the improper certifications? Again – Borge and Kelly were friends of Dr. Gallon – and it is clear he provided them with benefit that NO OTHER EMPLOYEE HAS EVER received, and that he admittedly went outside of the process to bring them on board. I don’t think it is accurate to state that there was an employment breakdown under her tenure; there is just no evidence to support your position.

Again – the QSAC remediation report speaks to the gains of HR under Bailey’s leadership which answered issue in the district PRIOR to her coming on board. This is evidence that she not only worked to improve our HR Department and deficiencies, but it was recognized by state officials as being completed and sufficient. This is fact – not rumor, opinion or hearsay.

To your last point -- It is not the Boss’s responsibility to “make” people develop to their full potential. Bailey has been gone for quite some time. Surely if there were individuals with the want to achieve Director level status in that department they could have been working towards that goal as the door is/was wide open. Individuals must own their own professional development. By contract such developmental opportunities exist should an individual wish to take advantage of same.

Christian Estevez mentioned that he worked so hard on getting policy around hiring updated, but I think there is still some areas in which it can be revised as I’m pretty sure in most instances the CSA does not personally take on the responsibility of locating and recruiting – almost guarantee that he/she gives this to HR to take care of.

Renata Response: I’m glad to see you are taking such interest in this area, and as I am the co-chair for the Board Policy piece. For the upcoming school year we will be looking to establish a committee made up of community persons, parents and professionals – I would certainly welcome your genuine input and effort. There should be as many eyes as possible on the establishment of processes and policies that will govern our district to avoid future issues such as those experienced in recent months.

Fill Me In Please!

In looking through the agendas since my appointment I’ve come across a lot of professional development type requests.


I’m ALL FOR professional development. I understand clearly that in order to insure our children are learning current technologies our teachers must keep abreast of these new methods in education.

BUT – what I have NOT seen, nor heard, nor has it been explained – HOW DOES THIS LEARNING GET TURNKEYED TO OUR CHILDREN? At the end of the day... WHAT IS THE VALUE-ADD BENEFIT to our BABIES?

I’d like to start having our professionals provide us either in person or in writing how THEY SPECIFICALLY are going to implement what they learn in this district. I’d like to understand specific benefit, overall implementation strategy and the educational advantages our children will gain.

I’m not willing to pay for one more person to get educated, advance their skill set and then move on (period)!

Other items of interest include:

• A payment of $14K for an ASSESSMENT? WHAT? We don’t have anyone in-house capable of doing a legitimate and thorough assessment? WOW that worries me tremendously.

• Consulting Service for Title I audits, applications, analysis and assessments? WHAT??? I really don’t understand the need for this. We’ve been a Title I school and receiving Title I funds for how many years now? There is not one Title I specialist in our employ that has the capability to do this within the current scope of their job? That’s Scary.

Join me Tuesday and find out what I find out…