Outside eyes needed to see school complaints clearly

A school district that ended the 2018-2019 school year in dispute has not resolved its differences as the summer turns toward the next school year. The La Conner School District Board of Directors had their summer retreat last week. They invited the staff unions, the La Conner Education Association and the Public School Employees, to participate for a 90 minute session.

That is good to hear. But the distance between staff and board over Superintendent Whitney Meissner’s tenure has not shrunk.

The unions’ overwhelming June no confidence vote in Meissner’s leadership became a July call for her removal. That is the issue representatives discussed with directors July 30. Now, entering August, the unions remain adamant.

Likewise, the school board directors continue to express confidence in the superintendent. With four weeks till the first day of school, the two sides are far apart. How to resolve this?

A facilitator participated for the joint portion of the retreat, at least. That is good for structure and measured communication. It is a start and an example of tapping professional expertise to assist with contention. It is also an investment, a necessary expense to bring in an outside, dispassionate person to assist both sides find common ground.

Common ground. That is the place everyone needs to stand. Taking a route through unknown territory might be the necessary path to get there. An outside navigator, in the form of an investigator, might be the necessary guide and investment needed.

The facilitator was a start, but the outside help needed is probably an investigator. A mediator might be needed in the future, but with the two sides at an impasse, needed is an in depth exploration by a neutral party to bring the facts, if the allegations have merit, to light. What has happened in the last two years that over three quarters of the employees are firm in their demand that their boss be removed?

Exploring that very specific and, by the staffs’ communications, numerous and detailed, case will take time, discipline, organization and effort. A thorough investigation is beyond the capabilities of the school directors, who serve on a part-time basis and essentially volunteer. And, while the board is the superintendent’s boss, they have issued a statement stating they operate as a team. An independent, dispasionate pair of eyes is needed.

An outside investigator, then, is a help to all parties. Best that someone looks into the unions’ grievances and determine their depth and merit. If the unions have overstated their complaints, a report from a neutral party starts the discussion for developing needed positive relations with the superintendent. Such a report will strengthen the board and superintendent’s hand as they develop a program for healing the rift with their employees.

If the investigator finds the staff grievances are well founded? That, too, clears the air and provides the board of directors with a clear basis for addressing the superintendent’s shortcomings.

A report from an outside party will offer the board of directors a clear road map for going forward.

Best to approach a new school year with administration and staff agreeing they are in a tunnel and that they want to emerge into the light at its end together.

Currently, the contention is moving into the political arena. We are a community divided. The unions are discussing supporting challengers to Directors Janie Beasley and Kate Szurek for their school board election in November. This ensures conflict no matter who wins those positions and possible division for the entire school year, whoever the directors are when a new board assembles in January.

Starting a new school year with contention and strife is not good for the adults: the staff, superintendent, parents, board and community members. It is certainly a bad idea and a terrible environment in which to have our children dwell in the fall and for the next year.

The school board, in investing in an outside examination, will provide a space and reduce tensions, allowing teachers and staff to teach and students to learn. It is a step toward long term resolution.

An investigation will clear the air.

The value of that? Priceless.