Looks like I am jumping back into the fray. There are so many things to talk about, but I have to vent on this one. An incident on a bus where a disabled girl is in distress. The girl dies the next day. There is no record in the Hillsborough County Schools of this event? This is just not right.

Cut The Cameras For The Sake Of The Kids

In today's St. Pete Times, Leticia Stein may unwittingly be setting the stage for another HCPS School Board blow up.

Cleverly nestled in the puff piece of how the Board is addressing financial woes, there is this nugget:


"I'd eliminate the School Board meetings altogether before I'd eliminate the Math Homework Hotline," said board member Candy Olson, after learning at a recent workshop that the district is paying about $250 per hour to broadcast the meetings live with two replays. "This is not the best use of our resources at this time."

I am sure every one is as eager as I am to hear Ms. Falario's response to this suggestion to eliminate the broadcast of the School Board meetings. After all, what better medium to operate one's PR. program than live action, and Board member Olson is suggesting putting a speed bump right in the middle of the roadway to transparency. Lest we forget the past, here is what Ms. Falario recently proposed:

"I'm tired of hearing what a bad job we're doing," she said. "We do a great job, and people need to have more access to what we're doing."

More cynical people might try to think past Ms. Olson's idea of cancelling the publicized Board meetings as an attempt to limit "white propaganda", the kind that is mentioned here, with a hint that the Board meetings may "produce undesirable effects":

11. Black rather than white propaganda may be employed when the latter is less credible or produces undesirable effects.

As we stand by our tumtum trees and wait for their vorpal blades to go snicker snack, you don't suppose that these two politicians would come up with a scheme to take the money they save from publicizing the Board meetings and apply that money to some type of PR program, do you?

Connecting Piedmont High, California and Hillsborough, Sodas and Classrooms

Bake Sales Fall Victim to Push for Healthier Foods - NYTimes.com:



"The Piedmont High water polo team falls woefully short of these standards, selling cupcakes, caramel apples and lemon bars off campus in a flagrant act of nutritional disobedience."


School officials certainly have their hams over their hocks when it comes to promoting healthy diets for the kids that provide them a job. Even right here in HCPS, we know that healthy food is high on the list of priorties, almost right up there with money. I just hope I am watching our Board meeting when they find an alternative placement for the kids and employees that are "nutritionally disobediant".

For those who don't remember, there are a couple of links that can bring this perspective back to us in living color.

PRO on HCPS: Get Your Fat Ass Off The Bus -But Buy a Pepsi When You Get To School

I will make it easy for you:

Perspective: Pepsi high:

"I don't know if I'm comfortable with having beverages on a school campus,' said school board member Jennifer Faliero. 'My grandpa Faliero calls it bellywash.' But Faliero ultimately voted in favor of the contract, which passed unanimously.

To be fair, board members have had to stomach a lot in recent months, slashing more than $32-million from the district's annual budget because of funding cuts in the Legislature. Kindergarten aides, school psychologists, guidance counselors and afterschool programs all took hits. Faced with a decision that would actually benefit the district financially, the board jumped at the chance.

'I agree that sodas are not the best thing in the world for you, but we have to find every possible resource to educate our children,' said board member Candy Olson in a recent interview. 'We have an obligation to provide healthy food and we have an obligation to teach about healthy diets, but I don't think the schools have the responsibility of being the food police. And I don't think schools should be expected to turn up their noses at ($4 million a year).'"

"As Bookman said, "If Pepsi is willing to put $50-million on the table, it's hard to say no.""

Our board may not be the food police, but does anyone else think that there is a hint of some being the thought police?

Where Is Brenda Lee When You Need Her?

"I'm sorry, so sorry
That I was such a fool
I didn't know
Love could be so cruel
Oh, oh, oh, oh
Uh-oh
Oh, yes

You tell me mistakes
Are part of being young
But that don't right
The wrong that's been done

[Spoken:]
(I'm sorry) I'm sorry
(So sorry) So sorry
Please accept my apology
But love is blind
And I was to blind to see
Oh, oh, oh, oh
Uh-oh
Oh, yes

You tell me mistakes
Are part of being young
But that don't right
The wrong that's been done
Oh, oh, oh, oh
Uh-oh
Oh, yes

I'm sorry, so sorry
Please accept my apology
But love was blind
And I was too blind to see
(Sorry)" Brenda Lee


If we could just have Brenda Lee on our School Board, being kicked to the curb and having our fat asses bumped off the "free-is-not-for-me-anymore" bus would be a little easier.

(Hey Thomas, read the link and see where money was the initial motivation to "make our kids fat". Now we see that this was a precursor of rationalizations to stop "courtesy busing". Instead of "we will no longer provide courtesy busing" it was presented as "look at how we will provide healthy exercise for our beloved children".)


Brenda would have asked us to accept her apology that she made a mistake for loving us.

Brenda would have told us she was sorry for having blind love and giving us free bus rides that we were not deserving of all of these years.

Brenda would have sung to us like we were the reason for her existence.

Love is blind, I guess.

Now and then there's a fool such as I.

The Baby on the Bus Goes Whah, Whah, Whah

Bus Chaos Travels Familiar Route

I don't have enough information to point fingers at individuals, nor should that be my responsibility as a member of the public.

However, as a member of the public, I can ask what is it about the system that creates such a dysfunctional program. Finally, the HCPS transportation issue has deteriorated to the point that it can no longer be glossed over and defended with the "isolated incident and broad brush attack" defense.

Eric Martin paid for the dysfunctional system with his life. All his mother wanted was the system to be fixed. All she got was $200,000. (read the article).

I want to thank the local media for finally airing the issues of dysfunction. Hopefully it will cause a change at our local level, which is what has the most direct influence on our kids, despite the smoke and mirror defense of outside causes such as lack of money.

Superintendent's Evaluation

Thanks to The Gradebook for the link to the evaluation.

When I try to analyze information presented in this type of form, I like to reformat how the information is presented.

Here is how it would look:

Faliero:

Standard I. Leadership and District Culture: No Comment - Points = 5

Standard II. Policy and Governance:"Create a more formal process for updating the Board on daily operation of school system. Makes tough decisions and follows through even during difficult times." - Points = 4

Standard III. Communications and Community Relations:"Improved from last year’s evaluation. Continue to develop techniques to gain an unbiased external perception of the school district in the local area." - Points = 4

Standard IV. Organizational Management: No Comment - Points = 5

Standard V. Human Resource Management: "Employees have been the top priority in a time when other school districts are cutting jobs and leaving those unemployed. Mrs. Elia assisted employees in maintaining employment when position eliminated." - Points = 4

Standard VI. Instructional Leadership: "ACT and SAT scores continue to rank the highest in the nation. More students are taking AP courses than ever. The Achievement Gap is narrowing. Student gains continue to rise yearly." - Points = 5

Standard VII. Curriculum Planning Development: No Comment - Points = 5

Standard VIII. Values and Ethics of Leadership: No comment= Points = 5

Standard IX. Labor Relations: "Has been able to provide over 18 percent in raises to teachers over the past two (2) years." - Points = 5

AREAS OF STRENGTH: "Uses resources to improve student academic performance, even when revenues are declining. Streamlined operations in various divisions, creating a more safe and efficient environment in Transportation and Procurement; operations are more transparent; has moved the district forward, even in times of crisis."

AREAS OF IMPROVEMENT: "Provide budget forecasts and where we are operationally, according to Board goals during School Board meetings."

Total score 42 No Comments 4 Comment score = 22 No comment score = 20

****************************************
Edgecomb:

Standard I. Leadership and District Culture: "Working together to create the vision and mission, offered us multiple opportunities and times to share our beliefs and hopes for this district. My expectation is that together we will continue to monitor the efforts, hold each other accountable for achieving those goals, and put into place the support systems, staff expertise, and leadership needed for success. It is also important to continuously keep the lines of communication open among and between all stakeholders. I commend you on your leadership in this area for it continues to be a standard where you demonstrate the skills and direction needed to achieve our goals." - Pts = 5

Standard II. Policy and Governance: "This is an area that, at times, continues to challenge us as a leadership team. In this climate of doing more with less, it is absolutely critical that we never hesitate to find ways to improve our ability to work together. I believe we owe that to our students, employees, and community who want to see evidence of mutually respectful relationships and confirmation that even though we may not always agree, we are willing to put aside our differences to move this school district to the next level." - Pts = 4

Standard III. Communications and Community Relations: "You are to be commended on your continuing efforts to improve in this area. Your small group sessions with employees, the budget updates, your community visibility and involvement, and your outreach to the community are all indicators that you have heard the concerns of many about the importance of timely, on-going, and responsive communication. Because communication and relationships are keys to building trust in and support for our system, you must continue to make this a top priority. It is important that you continue to seek ideas and input from both our critics and supporters and make more visible to them your efforts and the successes in this area." - Pts = 4

Standard IV. Organizational Management: "Your efforts to seek solutions and ideas for addressing budgetary issues, soliciting suggestions from and listening to employees, implementing those ideas where appropriate, and working with the Board on an ongoing basis to establish priorities and implement strategies have resulted in keeping our district financially solvent. Long-range planning, constant monitoring, and timely updates should continue to be the expected way to operate our district with an emphasis on openness, exchange of ideas, data to help drive our decisions, and accountability at every level." - Pts = 5

Standard V. Human Resource Management: "You have been aggressive and forthright in expressing to all the expectations of timely and appropriate evaluation of staff, the importance of offering assistance and support when needed, and expecting and acknowledging quality performance. With less emphasis on recruitment because of the budget, this gives the district greater opportunity to focus on retaining staff and creating plans for succession and cross-training that will offer continuity and opportunity for career growth and preparation. As the leadership team of the district, we must model and seize every opportunity to share our appreciation to our employees." - Pts = 5

Standard VI. Instructional Leadership: "This is one of your greatest assets as a leader. You consistently demonstrate your tenacity, capacity, and skills as an effective and engaged instructional leader." - Pts = 5

Standard VII. Curriculum Planning Development: "This is also an area of strength and one where you provide positive leadership and vision. One of the areas I hope you will pursue with greater urgency is improving our graduation rate for all students, but also developing specific strategies that target minority male students." - Pts = 4

Standard VIII. Values and Ethics of Leadership: "As we continue to face many sensitive and difficult issues, you have made notable strives to work with the Board to ensure that Board policies and procedures are developed and followed, and that fairness and ethical principles are practiced. Keeping these values and actions at the forefront are necessary for building and maintaining public confidence and trust in our district." - Pts = 5

Standard IX. Labor Relations: "You continue to display a willingness to build positive relationships with our employees and our employee unions. There is mutual respect between you and the unions, and because each of you has worked to build such a relationship, we are able to negotiate and work together in an environment that benefits our employees." - Pts = 4

AREAS OF STRENGTH - "Passionate leader that cares about the district and its progress, image, and future.

Aggressive leadership that is always seeking to bring new programs and opportunities for the district that will improve student achievement and promote a cutting edge approach to moving the district forward.

Recognizes the importance of celebrating and rewarding outstanding contributions and
performance of employees.

Creative and energized leader who continues to encourage the district to be at forefront of education reform and a visionary in public education."


AREAS OF IMPROVEMENT: "Communication that keeps Board informed at the same level and improve the communication with staff so that we are kept informed about major and future activities.
Using and including the Board as an active and equal partner in promoting the images and messages of the district.
Make more apparent the programs and support that demonstrate the district’s efforts that targets success for all students, because there is the perception there is not enough emphasis on and opportunities for the average achieving student.

Though efforts have been made in the area of Board and staff governance, as a leadership team we must not lose sight of working more cohesively to continue the progress.

Total score 40 No Comments 0 Comment score = 40 No comment score = 0

*******************

Griffin:
Standard I. Leadership and District Culture: "The Superintendent has shown improvement in leadership and district culture. The district’s
commitment in assisting struggling schools is shown in the improvement of overall school grades. Also, the two-way communication regarding the recent budget issues has helped employees feel empowered by listening to and taking their suggestions -- continue working on communications." - Points = 3

Standard II. Policy and Governance: "Communication with this Board member needs to be strengthened. Communication with staff and the community has improved since 2006-2007; but, based on newspaper editorials written by the Superintendent or staff on behalf of the Superintendent, improvement needs to be made in the area of accepting responsibility for recommendations made, i.e., the sale of Gary Adult." - Points = 3

Standard III. Communications and Community Relations: "The Superintendent has made discernible gains in the area of communication. The greatest issue facing education at the moment is the financial crisis. The direct and concise communication with employees has helped ease fears and concerns our employees would naturally have, given the budget shortfalls. With a large district, however, continued improvement must continually be strived for." - Points = 3

Standard IV. Organizational Management: "Organizational management is one of the Superintendent’s strengths. Due to financial forecasting, Hillsborough County School District is in a much better position with the budget than many districts in the state." - Points = 3

Standard V. Human Resource Management: "Recurring employee evaluations are vitally important to continuous employee improvement. The Superintendent has made this a mandate to principals and district management; however, communicate with employees that this Board and Superintendent places greater importance on evaluations than in the past. This could help avoid issues that have consistently come before the Board during dismissal hearings.- Points = 3

Standard VI. Instructional Leadership: "Instructional leadership is one of the Superintendent’s greatest strengths. School grades and student test scores show improvement; however, it is this Board member’s philosophy that we need to provide a broader range of academic and elective opportunities and be very careful not to place the majority of our focus on College Board curriculum." - Points = 4

Standard VII. Curriculum Planning Development: "As stated in Standard VI, curriculum planning – like instructional leadership – is a major strength. Nonetheless, there is a concern from the community that the school district needs to provide more balance in curriculum and electives. A well-balanced community has college-prepared graduates and career- (not work) prepared graduates. We need to remember that not every student is college bound and college is not the only indicator of success. For the sake of our students and community, we cannot lose site of this." - Points = 3

Standard VIII. Values and Ethics of Leadership: - No Comment - Pts = 3

Standard IX. Labor Relations: "The Superintendent has positive relationships with labor unions and treats both HSEF and CTA with mutual respect." - Pts = 4

AREAS OF STRENGTH

Total score 29 No Comments 1 Comment score = 26 No comment score = 3

**************************
Kurdell:
Standard I. Leadership and District Culture: No Comment - Pts = 5

Standard II. Policy and Governance: - No Comment - Pts = 4

Standard III. Communications and Community Relations: No Comment - Pts = 4

Standard IV. Organizational Management: - No Comment - Pts = 5

Standard V. Human Resource Management: No Comment - Pts = 4

Standard VI. Instructional Leadership: No Comment - Pts = 5

Standard VII. Curriculum Planning Development: No Comment - Pts = 5

Standard VIII. Values and Ethics of Leadership: No Comment - Pts = 5

Standard IX. Labor Relations: No Comment - Pts = 5

AREAS OF STRENGTH: "Mrs. Elia continues to exhibit strong leadership across the district, state, and nation. She has garnered praise and awards for our county. She continues to push the standards of achievement for our students."

AREAS OF IMPROVEMENT: "Community support seems to continue, but communication still has some gaps; however, but it has improved in some areas, i.e., the pop up for info on our website."

Total score 42 No Comments 9 Comment score = 0 No comment score = 42

********************************

Lamb:
Standard I. Leadership and District Culture: "Has been recognized at state and national levels for leadership in raising academic standards. College Board president lauded her efforts." - Pts = 5

Standard II. Policy and Governance: "Is invited to state and national discussions, and has received several awards recognizing her leadership and efforts of district." - Pts = 5

Standard III. Communications and Community Relations: "Tries valiantly to get the “facts” in the media. Wants the public to know what is taking place in our schools." - Pts = 4

Standard IV. Organizational Management: "District strategic plan. Reassignment of staff and downsizing efforts. “Doing more with less.”" - Pts = 5

Standard V. Human Resource Management: "Uses data in decision-making process." - Pts = 4

Standard VI. Instructional Leadership: "Excelerator grant speaks volumes. Attends many, many school/district activities and functions." - Pts = 5

Standard VII. Curriculum Planning Development: "Strong advocate and models use of data in decision making." - Pts = 5

Standard VIII. Values and Ethics of Leadership:"Believes strongly in the evaluation process" - Pts = 5

Standard IX. Labor Relations - No Comment - Pts = 5

AREAS OF STRENGTH: "District is most fortunate to have her in a leadership role. She is very respected at state and national levels. It is most unfortunate that lack of resources from the Legislature have not allowed her to move the district as far as she’d like in some areas.
Has definitely raised level of aspiration in the district.
Provided volumes of support documents/ materials of documentation for her evaluation.

AREAS OF IMPROVEMENT: "Needs to learn to adjust her schedule to have time for herself – especially at certain times in school year. Temper her desire to have everything done now."

Total score 43 No Comments 1 Comment score = 38 No comment score = 5

***************

Olson:
Standard I. Leadership and District Culture: No Comment - Pts = 4

Standard II. Policy and Governance: No Comment- Pts = 4

Standard III. Communications and Community Relations: No Comment - Pts = 4

Standard IV. Organizational Management: No Comment - Pts = 5

Standard V. Human Resource Management: No Comment - Pts = 4

Standard VI. Instructional Leadership: No Comment - Pts = 5

Standard VII. Curriculum Planning Development: No Comment - Pts = 5

Standard VIII. Values and Ethics of Leadership: No Comment - Pts = 5

Standard IX. Labor Relations: - No Comment Pts = 4

AREAS OF STRENGTH: Three items are of particular note. The first is the Superintendent’s foresight and financial management skills. Working with her staff, she has reduced the impact of the economic downturn on the district. Some of her actions have been unpopular, but she seems to be doing a better job of communicating districtwide, and we face much less dramatic cuts than many other districts.

The second item of note is the Superintendent’s ability to articulate district concerns at the state and federal levels, and to impact decisions at those levels. The relationships she has developed at those levels (in part because of her success at increasing student achievement), and her ability to articulate the best interests of students, are of great value to our students and teachers, and to the district.

Last, but not least, the Superintendent’s leadership has enabled teachers to help the students in our schools to move to new heights of achievement – no small feat given the often bizarre twists of testing and grading in this state.

AREAS OF IMPROVEMENT: "Ms. Elia has begun to move away from excruciating emphasis on FCAT scores -- I hope she continues. In addition, I hope we will increase awareness of the value of “non-FCAT: pursuits like recess, art, and music to student learning; we need to continue to build staff morale; and the Superintendent and Board need to continue to work to improve relations. This is primarily a matter of the Board taking responsibility for its actions and operations, perhaps in ways that are not traditional, but the Superintendent must be a part of the discussions as she is our chief executive officer."

Total score 40 No Comments 9 Comment score = 0 No comment score = 40

*************************

Valdes:
Standard I. Leadership and District Culture: "The culture of the district depends on the leadership. There is still much work to be done to change the culture. I do not always see positive modeled behavior that creates a culture of the
described standard." - Pts = 3

Standard II. Policy and Governance: No Commment - Pts = 3

Standard III. Communications and Community Relations: "There has been some improvement in the area of communications and community relations.
There are still some gaps and room for improvement. On several occasions I have brought up the errors in the “en espanol” website and errors still exist.- Pts = 3

Standard IV. Organizational Management: "You have done a great job in the budget/financial aspect of the district. The interdepartmental collaboration and communication needs to improve, as well as internal and external communication." - Pts = 3

Standard V. Human Resource Management: "There seems to be inconsistencies in how employees are treated. Employee morale is low and employees feel that their loyalty to the district is not reciprocated by either the Superintendent or
their management." - Pts = 3

Standard VI. Instructional Leadership: No Comment - Pts = 4

Standard VII. Curriculum Planning Development: No Comment - Pts = 4

Standard VIII. Values and Ethics of Leadership: No Comment - Pts = 3

Standard IX. Labor Relations: No Comment - Pts = 5

AREAS OF STRENGTH: "You’re very hard working and have high expectations for our school district. I appreciate the work that you do. I applaud you in the way you have worked with our unions and equally respect them."

AREAS OF IMPROVEMENT: "Besides the comments I made by the sections noted, the other area of concern is the ability to find a balance between the adult and technical career courses vs. the emphasis on Honors and AP courses and the area of agri-business. In this area is one of our biggest local businesses that
we must prepare for their future and support that industry."

Total score 31 No Comments 5 Comment score = 12 No comment score = 19

******************

Faliero: Total 42 No Comments 4 Comment score = 22 No comment score = 20

Edgecomb:Total 40 No Comments 0 Comment score = 40 No comment score = 0

Griffin: Total 29 No Comments 1 Comment score = 26 No comment score = 3

Kurdell: Total 42 No Comments 9 Comment score = 0 No comment score = 42

Lamb: Total 43 No Comments 1 Comment score = 38 No comment score = 5

Olson: Total 40 No Comments 9 Comment score = 0 No comment score = 40

Valdes: Total 31 No Comments 5 Comment score = 12 No comment score = 19

A Few Recent Dots To Add To The Picture

Steve Otto writes: "It's Time To Apply A Board Of Education To The School Board"

Steve Otto writes: Do We Really Care About Our Schools?

Marilyn Brown writes: "School Chief Improves On Her Evaluation".


Courtney Cairns Pastor writes: District 1 Candidates Clash On School Board Member Roles"

Daniel Ruth writes: "The School Board Is Not An E-Ticket"

As always, read the public comments for added flavor.

Hillsborough's National Reputation -is it safe?

http://floridaschoolboss.spaces.live.com/blog/cns!1E56463A3B8792CF!471.entry

For anyone who has watched or attended the school board meetings, there is a predictable sequence, based on the agenda. Until recently, there was never any disagreement or challenges to any one. The only sharp abrupt words were to the public speakers. If there was a hint of needing further information, it was asked for almost apologetically. How can a group that large ever pull that off for 20 or 30 years? There has to be something behind the great curtain.


This was today's Tribune editorial:
Bad Behavior On School Board Will Hold Hillsborough Back
The Tampa Tribune
Published: August 30, 2007

"Even the most patient school teacher would not stand for the bad behavior shown by some members of the Hillsborough County School Board.
Temper tantrums and slamming doors. Snide remarks, innuendo and peer pressure.
What is this, a junior high or the governing body of the nation's ninth largest school district?
The board's split became clear in two recent events: Tuesday's disastrous team-building workshop and the schizophrenic evaluation of Superintendent MaryEllen Elia.
In both cases, the majority showed no clue about how to give honest, constructive feedback. And if board members can't agree on where the district stands, how can they agree on where it needs to go?
The board's infighting gives the public little confidence that it can significantly improve outcomes. Given its poor high school graduation rate and the fact that most graduates must take remedial classes to enter a community college, Hillsborough's school board needs a laser-like focus on improving the fundamentals.
Yet a workshop meant to build relationships dissolved within an hour after April Griffin, the newest board member elected in November, said she lacked trust. Griffin had been criticized the previous week for questioning the process of appointing administrators.
Veteran board member Candy Olson said 'we all came in with things we wanted to change' before understanding how the system works.
Funny thing about this board. Senior members like to tell junior members how things work.
Too often, their insight comes with a subtext of 'back off.'
When Jennifer Faliero first joined the board, she, too, complained about roadblocks, lines that couldn't be crossed and a culture that perpetuates the status quo. Yet five years later, she led the charge in telling Griffin to change her style or 'you need to resign.'
Faliero, who has moved out of her district in violation of the law while she grapples with a divorce, was out of line. Elevating an argument to fever pitch does little to help the board help students.
Following the rebuke, Griffin stormed out, slammed the door and never returned. While it's understandable that she'd need a few minutes to compose herself, it was unprofessional to leave the meeting altogether. It raises questions about her ability to deal with adversity - a trait politicians need to succeed in public life.
Faliero and Griffin clearly don't like each other because of past political battles, but it is improper for them to carry this baggage into the boardroom.
While Tuesday was messy, more concerning was the board's wildly divergent evaluation of Elia.
Griffin scored Elia so poorly that you would think she wanted the superintendent fired - though she joined her colleagues in unanimously voting to extend the superintendent's contract.
Meanwhile, Chairman Jack Lamb, member Carolyn Kurdell and Faliero gave the superintendent such over-the-top scores that they must have missed Elia's missteps in changing school boundaries, altering high school teaching schedules, failing to administer performance reviews and selecting leaders for the transportation and purchasing departments.
The evaluation - one of the most important documents the board produces all year - reflects neither Elia's specific accomplishments nor the improvements needed. In his assessment, Lamb hardly completed a sentence. Only Doretha Edgecomb and Olson gave thoughtful, helpful insight.
The community doesn't want board members to act in lockstep. But it does want this board to get about the business of improving public education. To make it happen, members should leave their petty differences on the playground where they belong."

Another view of the HCPS spat

Click here: Team Building Turns Ugly For School Board


From Mother Trib. The most interesting quote to me is when Faliero say's "I am entitled to my opinon". I am trying to get the picture. Griffin voices her opinion, and Faliero says get with the program or resign. So Griffin must be entitled to her opinion, but just leave after you say it.

Get Your Fat Ass Off The Bus -But Buy a Pepsi When You Get To School

There have been comments made that walking to school would be a solution to the obesity condition of elementary children. Can we assume that is for their parent's benefit also?

The HCDS is attempting to cut costs. One method they have chosen to accomplish this is to change the current situation in Wimauma Elementary. If you have never been to Wimauma in the last few years, use your best stereotype image of an area that looks predominately like what a migrant worker community would look like. If one wants to do a comparison, drive to Immokalee or Belle Glade. I would be interested to see how many operative vehicles there are for the children and their caregivers. I assume we have heard the pathetic stereotypical stories about how many migrant workers live in a trailer. When I drive through there I see a lot of trucks and vans - but not many family sedans. If I made a prejudiced decision without fact finding, I would assume that the women and children have less access to vehicles, making the assumption again that it would be women walking the children to school.

In the 50's and 60's, the south side and the first two or three blocks to the north of CR 674 was inhabited by white people. Past the third block north was inhabited by black people. The present elementary school was then a 1-12th grade school. When East Bay (what is now Eisenhower)opened somewhere in 1956-57?, then Wimauma became a 1-8th grade school. Somewhere around 1966 or 1967, Wimamua was integrated. Just for history sakes, EBHS played their Varsity Basketball games at Wimauma until the current EB High School was built.
Over the years, the Hispanic population now is predominate where the whites were, including the main corridor. The significance of the corridor is that is where the businesses are located. In a migrant community, where the businesses are is where groups of people congregate. If one looks, these businesses are related to food or work opportunities - either with the on site business or to be picked up to "go to the field".

History lesson over. Back to today. What interests me is that HCDS recently hired a new person to oversee the "transportation problems" that apparently are undisputed. However, the new person, as far as I can tell, is not involved in this issue with Wimauma. So, we basically have the same decision makers that we have had all along. One must earn one's money, and to cut cost for the company is certainly one way to do that.

It has been stated (by the way, I will be glad to provide links for anyone who wants to verify or dispute my references, and please send me the info if I get it wrong) that the state's guidelines recommend no busing within a two mile radius. My understanding is that means the State will not pay the District for any busing the District provides within the two miles. Fair enough. If that is truly the issue, then why don't our school leaders lead with that premise, and stick with it? Sounds good to me - "I don't make the rules - I just enforce them.".

The problem is, as I see it, is that it is not a rule. The District has chosen in the past to provide what is now termed "courtesy busing". I assume this term is to let everyone know they have been getting a free ride out of the kindness of the now not so kind hearts. Once again fair enough. Business is business.

To the fat comments that are not related to the issue. First of all, how far does one look around at their colleagues when discussing how fat some one is? Secondly, how does one take the moral stand on health under one issue, but eschews it under another issue:("We have an obligation to provide healthy food and we have an obligation to teach about healthy diets, but I don't think the schools have the responsibility of being the food police." http://www.sptimes.com/2003/08/31/Perspective/Pepsi_high.shtml

The answer has to be money. "...... And I don't think schools should be expected to turn up their noses at ($4 million a year)." http://www.sptimes.com/2003/08/31/Perspective/Pepsi_high.shtml

I can not locate a number for how much the County would have saved in cutting the bus service in Wimauma. I wonder if anyone knows.