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With so much happening around collective bargaining in states from New Jersey to Wisconsin?and with so much unprecedented possibility for change?it's easy to get wrapped up in the moment. It's easy to get excited about the possibility of dramatically, and permanently, altering the status quo, of fully upending the apple cart. Of course, you should get excited. At best, public-union pensions and collectively bargained benefits are an unsustainable cost for states and districts attempting to live in this ?new normal.? At worst, they're an impediment to attracting strong teachers and realizing a stronger national education system.
But in all of the excitement over watching the ebb of public-sector-union power, over watching the apples roll away from the cart, we're failing to consider where those apples may roll and how we're planning on picking them up. Making changes to collective-bargaining rights, and to pensions and health-care benefits will surely save states and districts money. In Wisconsin, Governor Walker hinted that his proposed changes to the ruesome twosome of pensions and health-care benefits would save districts in the Badger State at least $1 billion over the next two years.
It will also, however, drop the net worth of a teacher's compensation package?dramatically. One analysis of Wisconsin's teacher-compensation structure, done by Robert Costrell, found that, for every dollar paid to Milwaukee public-school teachers and other employees, they receive 74.2 cents in fringe benefits. Drop that level down to the private-employee average of 24.3 cents, and you're looking at a $24,950 reduction in overall compensation for a teacher who's pulling in $50,000 a year (Note: Plus benefits, a Milwaukee teacher making $50k would see an overall compensation package of $87,100 a year).
Now, I'm surely not pushing to retain the same broken system of public-sector fringe benefits. But, as states begin to curb Cadillac benefit plans, it will be important to take heed. Toppling the cart of red delicious is an important first step. Smartly deciding where and how to replace those apples is a necessary second.
If we stop at altering fringe benefits, without appropriately reassessing teachers' entire salary scale and structure, we'll relegate teaching to a purgatory with neither compensation that is competitive with the private sector nor the career stability that may attract some.
?Daniela Fairchild
