Norwood Teachers’ Morale Hit Low Point-July 18, 1990

According to a survey conducted by former school counselor Mark F. Wilson, who was doing graduate research at the time, the reduction of over 50 teaching positions in the past two years and the closure of the Aaron Guild School had taken a significant toll on the teachers’ collective psyche.

The Norwood Teachers Association (NTA) attributed the low morale to the “meat cleaver approach” employed by the school committee when making decisions about layoffs. Key members of the NTA, including Michael C. Loughran, the chief negotiator, and Stephen M Shinnick, the treasurer, expressed their concerns about the lack of consideration given to education merits in cutting positions. They felt that popular junior high electives like public speaking and oceanography were eliminated unnecessarily, leaving a void in the curriculum.

The NTA also highlighted the issue of teacher-to-teacher morale, which was actually quite good, bolstered by “a great deal of camaraderie.” School principals and even the school committee were described as sympathetic to the teachers’ plight. However, the lack of support from the public, including the school committee, was seen as a major factor contributing to the low morale.

Maureen Buckley, the NTA secretary, felt badly when she saw friends being laid off or transferred, despite her own safety from such worries due to her 12 years of service. Shinnick echoed this sentiment, stating that an encouraging word from the public would go a long way in improving morale. He also emphasized that teachers were not “blood-sucking union people” who wanted to be paid for going to the bathroom.

In contrast, School Superintendent Louis J. Taris believed that teacher morale had improved throughout the last school year, with a dip occurring toward the end of the school year. However, he acknowledged that morale traditionally dips mid-year and at year’s end and expressed his concern about improving “the organizational climate” as a way to boost morale.

The seniority clause in the teachers’ contract was also seen as a crucial factor in maintaining morale. The “straight” seniority clause, which leaves no subjective discretion to the administration evaluators, ensures that teachers are laid off according to their seniority in their specialty area only. This approach may be unpopular with the community, but it is easier for both the teachers and the administration, Loughran explained.

The NTA’s chief negotiator emphasized that straight seniority is a “morale booster” as it eliminates the nerve-wracking waiting period until the school committee makes its decision on layoffs. Without this clause, Norwood schools would have been a “paranoia ward,” where teachers were constantly worried about being laid off.

In conclusion, the low morale among Norwood teachers in 1990 was a complex issue with multiple factors contributing to it. The reduction of teaching positions, the closure of the Aaron Guild School, and the lack of support from the public were all significant concerns. However, the seniority clause in the teachers’ contract and the camaraderie among teachers helped to mitigate these issues.

Archival Note: This article has been dynamically reconstructed from the original public record print archives of the Patriot Ledger