'Cause You Need To Know!

Greeting ASASP Family,

I hope this correspondence finds you and yours in the very best of all good health and spirits this Friday morning. We are chugging right along with Easter, Spring Break, the third quarter and National Assistant Principals Week all in our rear-view mirror. By the way, Assistant Principals, you are outstanding!

We are facing some very trying times in our country and world right now, therefore I encourage you to take some time to reflect on what's important and what can wait.

Your mental and physical health and stability are critical for the work you do each day to improve the education and continued development of the young people of Prince George's County. Thank you for all you do from the warehouse, the schoolhouse, your office, or your department.

ASASP respects and appreciates your membership, your work and your dedication to the children of Prince George's County.

Jeffery Parker, Executive Director ASASP

Thank you for your membership, support and dedication to the education of our young people. Feel free to reach out to the board to share concerns, we are here to serve!!

Jeffery J. Parker, Executive Director

jeffery.parker@asasp.org

Brian Galbraith, President

asaspunion@asasp.org

1300 Caraway Court #204

Largo, Maryland 20774

301-925.7047

Your ASASP Board of Directors - Fifteen (15) Representatives

Mr. Brian Galbraith - President

Ms. Jewel Preston - Vice President

Ms. Michelle Towles-Monroe - Secretary

Ms. Felicia Colbert - Treasurer

Ms. Kristy Miller - Board Member (Unit 3 Seat)

Ms. Dana Brown - Board Member (Unit 3 Seat)

Mr. Brian Makell - Board Member (Unit 3 Seat)

Mr. Brandon Jackson - Board Member (At Large Seat)

Mr. James Storm - Board Member (At Large Seat)

Ms. Michelle Marek - Board Member (Elementary Principal)

Ms. Tisa Morgan - Board Member (Middle School Principal)

Vacant – Board Member (High School Principal)

Ms. Crystal Bright-Mundell - (Elementary Assistant Principal/Wing Coordinator)

Mr. Thomas Childs - Board Member (Secondary Assistant Principal)

Ms. Summer Carter - Instructional Supervisor (Instructional Supervisor)

A Word from our National Affiliate AFSA

Benefits of AFSA

Job/position eliminations, position status notifications and other movements are occurring daily as the Joseph Administration seeks to streamline the budget. If you are impacted and would like some clarification the union is here to support, you in that effort.

Change in many cases may be necessary but our role is to protect your rights as a member of Unit 2 or Unit 3. We want to make sure that you are not violated, shorted in your salary or harmed at all if we can help it. If you have a question or concern, just email or call us. Although we generally receive all of these notifications in our office, it is incumbent upon you to let us know if you want assistance.

JParker

Was there a process or series of steps that landed you there? Did you do or say one thing that was wrong one day in a meeting, on a learning walk or in some other professional development situation? Did your wondering not match the wondering of someone else in the group, perhaps the Instructional Director? Whatever the reason is, it should not have been an arbitrary or capricious reason or decision. You really need to think about it, ask questions, listen and call the union if you don't get the reason or rationale for your being placed in this situation. Ask yourself do you deserve to be here, how did you get here?

Think about it, students and teachers are given 99 times before administrators are allowed to administer the most harsh disciplinary measures.

The Student Rights and Responsibility Handbook tells you how many times student can curse you out, skip class, run the halls, disrespect staff and run amok before you can administer any serious consequences.

The teachers contract and the Blue Print provides room for teachers to skip planning, not submit grades on time, come in late, not cover lunch, recess or bus duty and tell you what they are and are not going to do. However, if the administrator misses one step in the process he/she often ends up in a meeting explaining themselves.

Why is it so easy for someone to just put an administrator on a Growth Plan? You haven't been written up, you didn't need to have a MOY conference, your supervisor hasn't shared any concerns for the first three quarter of the school year, how do you end up on a Growth Plan now? What did you do or say that one time, in that one moment or situation to make your Instructional Director make and arbitrary and capricious decision to tell your supervisor to put you on a Growth Plan or else!

This is the type of foolishness that you must not take sitting down. Administrators get NO RESPECT! All jokes aside, if this happens to you or a friend contact the union and get some support. Ask yourself what steps or process did you follow before putting someone on a plan, what steps were followed or not followed when you were placed on a plan? If it seemed to be capricious, random, discretionary, despotic, irrational or whimsical, you need to question it, because it is your career that is taking the hit. Just like the kid whose parent doesn't want a suspension on their child's record, you don't want this on yours, so you have to ask questions and defend your rights like everyone else!

ASASP is hosting a Third Quarter Meet and Greet next Friday in Hyattsville. Be there or square! The food and non-alcoholic beverages are on us, but the ALCOHOL is On You!

ASASP cannot accept responsibility or liability for alcohol, but we will feed you good. We're looking for the about 100 of you to come and join us for a Happy Hour Meet and Greet! All ASASP unit 2 and unit 3 MEMBERS are welcome and expected to come out and enjoy. Door prizes, food, and fun provided. We will be meeting in the reserved room for our privacy and enjoyment. One hundred twenty seats and buffet available at no charge to members. Come on out and free your mind.

We'll also discuss plans for our end of year celebration and Pullover distribution.

Please email me at jeffery.parker@asasp.org to let me know if you plan to come out.

Don't allow yourself to be pushed out of your job for any reason. Call the union. Even if you have done everything you could do, don't resign. It's not easy to get your job back, so don't quit. Call ASASP and we'll come to the rescue.

Review your paystub in Oracle every pay period to ensure that you are being paid for all of the things you're entitled to receive. Don't take for granted that everything is perfect. Although the payroll office is damn near perfect, there is always room for improvement.

Article 6.03

DOCTORATE Unit members holding a conferred doctorate degree shall receive a differential for the period [July 1 - December 31st (100%) or January 1 - June 30 (50%)] in which the degree is held. The annual amount of the differential will be $2000 for 11-month employees and $3000 for 12-month employees. 6.04 NATIONAL CERTIFICATION A unit member who has successfully completed and attained an approved national certification, for example, the National Board for the Professional Teaching Standards, shall receive a one-time lump sum payment of $1,000.00 for the first year of the certification and a differential of

Article 6.04

NATIONAL CERTIFICATION A unit member who has successfully completed and attained an approved national certification, for example, the National Board for the Professional Teaching Standards, shall receive a one-time lump sum payment of $1,000.00 for the first year of the certification and a differential of $5,000.00 per year for certification for each year the certification remains in good standing. This advanced certification may or may not be required as a condition of employment. 6.05 K-8 PRINCIPAL DIFFERENTIAL Each Principal of a K-8 school, including K-12 programs which include grades K-8, will receive an annual differential of $4,000. Each principal of a Middle school will receive an annual differential of $3,000.

Article 6.05

K-8 PRINCIPAL DIFFERENTIAL Each Principal of a K-8 school, including K-12 programs which include grades K-8, will receive an annual differential of $4,000. Each principal of a Middle school will receive an annual differential of $3,000.

Article 6.01 E.

Salary tables for FY 2027 improved as follows: 2% COLA effective July 1, 2026, applied to the base salary. One Step increase on July 1, 2026, applied to base for all eligible employees. Eligible is defined as a unit member who has served in the Unit for at least one calendar year Add one additional Step (top of the scale lane expansion) to each Grade.

Article 3.0 O

A member who notifies PGCPS of their official retirement date at least 6 months in advance will be eligible for an additional one-time payment of $1,500 for 6-month completed application to Benefits Services of retirement, or 3-month notice of resignation to HR via Oracle or current HRIS system. This benefit will be paid out upon separation (i.e., retirement/resignation).

Visit our ASASP Website for Updates as they come in….

http://www.asasp.org/

Shout to the many Supervisors and Administrators for providing knowledgeable, program planning and support.

Links You Can Use:

Maryland Association of School Health Nurse Association

Maryland School Nutrition Association

MASSP – Maryland Association of Secondary School Principals

https://mdmassp.org/

MAESP – Maryland Association of Elementary School Principals

https://maesp.org/

Prince George’s County Board of Education

https://www.pgcps.org/offices/board-of-education

Maryland Department of Education

https://marylandpublicschools.org/Pages/default.aspx

United States Department of Education