Time to rethink retire-rehire?

Published 12:28 am Friday, October 3, 2008

As many of you know, when school teachers and administrators retire from their school positions, they can be rehired to basically do the same thing they were doing prior to retirement. Some stay within the district and some move to other districts. All of this was approved by the state Legislature a few years back to deal with a lack of qualified people to fill certain positions.

Our school district has many cases of hiring retired teachers and administrators. These retired individuals are typically experienced in their respective positions and I personally have nothing but the highest respect for anyone in teaching or school administrative professions.

So, why worry about the rehiring of teachers and administrators at all? Again, I want to emphasize this editorial does not reflect on any individuals who may be filling roles in our district as retired personnel. I have always been supportive of our school district and its staff and feel very appreciative of their efforts with my own children.

Recently I have discussed with several people in the school district the retire-rehire scenario. All agree that several years ago there was a lack of qualified individuals for certain positions, but most said that times have changed and there has been a renewed emphasis on various teaching and administrative skills.

So what can the district and school board do?

As in any position, the opportunity for advancement and increased salaries as a result of added responsibility is critical to the success of an organization. It is time to allow nonretired personnel to work in positions of higher responsibility and salary. Many have worked diligently over the last few years to get their administrative credentials. Give them the chance to shine or fail. A lack of opportunity could mean we lose great people to other districts.

The school board needs to diligently oversee the process of retire-rehire and make sure that all options are pursued before resorting to the rehiring of a retired person.

What can our legislators do? Put a cap on the number of years a retired teacher or administrator is able to work after retirement. Maybe three years of total rehire time is acceptable? This way a need is identified and other personnel can look at filling that role as an advancement opportunity.

Why am I concerned? There have been enough phone calls and discussions with people across the community to say it is at least an issue. I also recognize that Dr. McCullough, whom I have the utmost respect for, will be retiring someday so it is time to start planning for not only his successor, but other administrative successors as well. To think that we may be in a situation where several administrative positions have new people in them may create some instability. Let’s honestly give our best teachers and administrators a clear path for advancement and openly discuss their opportunities.

I would think the goal of any parent with school age children would be to assure we retain the best people that have a direct effect on our kids. I also know this is a goal of the school district and just ask they consider some changes to deal with what is perceived as an issue.

Notice I did not use the argument of tax dollars funding both a retiree and their salary as a rehire. Honestly, if they are the best person and nobody else is available, then spending more money is the least of my concerns.

Again, the concern has no reflection on anyone who may be in a retire-rehire situation. Our school district is the best in the country as far as I am concerned. The board and administration has always been open to discussing concerns and issues and, from an observer’s point of view, this is just another issue to think about.