ASASP is the only union
that can represent Administrators &
Supervisors in the Prince George's County, MD
Public School System should
they need
assistance.
Dues to ASASP benefit you
-- Dues to any other union are
merely a gift
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ASASP on
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We Are . . .
The Association of
Supervisory and Administrative School Personnel
. . .
the
single, coordinated voice for administrators,
supervisors, and other professionals employed
by Prince George's County Public Schools who
are designated by the Board of Education as
members of Unit II and Unit III.
For our members, we are the exclusive collective
bargaining representative with regard to all
matters relating to salary, wages, hours, and
other working conditions. ASASP takes
great pride in improving the educational
process for students by helping members become
more effective in their various roles as
educational leaders. Employees who are at
peace with their terms and
conditions of employment are better
equipped to focus on the needs of our future .
. .
For over 300 years,
African Americans have raised families and
built communities that have been vital to the
growth and development of Prince George's
County, Maryland and its history. They
have established neighborhoods and built
physical structures, many of which survive in
the midst of the County's ever changing
landscape. This Guide invites you to take
a visual journey to those African American
historic sites and buildings that offer guided
or self-guided tours. Discover the
richness and diversity that Prince George's
County has to offer! The sites range from
a benevolent hall to churches, from an airfield
to a ball field and from historic mansions to a
log cabin. They include St Mark's
Methodist Episcopal Church in
Laurel, Dorsey Chapel in Glenn Dale,
Blacksox Park in Bowie, Columbia Air
Center in Upper Marlboro, the Mount Calvert
Historical and Archaeological Park in Upper
Marlboro - there are more. They
provide tangible evidence of the importance
African Americans place on family, religion,
education, neighborhoods and community.
To
get your Guide for a closer look at the
buildings and sites on a comfortably paced tour
that you design, contact gail.thomas@pgparks.com
Patrick Healy was one of five children
born to Michael Healy, a transplanted white
Irishman, and Mary Eliza Healy, a former
slave. By Georgia law, their children
could have been sold as slaves - an action once
suggested to the Healys by a group of white
planters, who were subsequently run off the
Healy property by dogs on Michael's
command. He and Mary Eliza dedicated
themselves to providing an education and
opportunity for their children, and their
efforts were well rewarded.
Patrick Healy became the first black in
the United States to earn a doctoral
degree. He was the twenty-ninth President
of prestigious Georgetown University (1873 -
1882). Patrick Healy's influence on
Georgetown was so far-reaching that he is often
referred to as the school's "second founder,"
following Archbishop John Carroll. Healy helped
transform the small nineteenth century college
into a major university for the twentieth
century. He modernized the curriculum by
requiring courses in the sciences, particularly
chemistry and physics. He expanded and upgraded
the schools of law and medicine. He also
broke the color barrier in Catholic education
by becoming one of the most world renowned
black Jesuit priests of his time. As a
tribute to his outstanding leadership, the
Healy Building was erected. It served as
a center for administration, a classroom, and a
dormitory.
Much has been written and much has been
said about the right of
self-determination. Yet, in the quiet
corridors of public education institutions,
most administrators and supervisors have become
passive participants in those issues that most
positively and/or negatively impact their
livelihood.
Swirling around you are the national,
state, & local tides of
"accountability" for which you have had
little or no input.
Nevertheless,.......
We did not want to jump the gun and give
you information that had not been approved by
the Board of Education. Now that it is
official, we have some good
news.
The Unions were able to work
with the County Council and secure an
additional $6M. These funds will be used
to pay for:
-- 1 furlough day - that is
one less furlough day for employees
-- To return those 11 month positions
that were being converted to 10 months, back to
11 months -- To make those 12
month positions that were being converted to 10
months, 11 months
If you are in one of these 11
or 12 month positions and you have not received
a letter from Human Resources, you should
contact Synthia Shilling in Human
Resources.
REMINDERS
-- Evaluations - the personnel
evaluation form and job targets had to be done
by October 1 or within 30 days of
assignment. Submission or changes after
that time are not allowed.
-- Work Week, Work Year (Section
3.02) - Unit II 11-month members work 210 days
of each fiscal year between July 1 and June
30. These days have nothing to do with
teacher work days. Day 1 is the 1st day
you report to work in July or August.
Count to 210 days, then go
home.
-- Review your Personnel
File at least once a year. Call Human
Resources to make an appointment. Go
page-by-page thru your File, ensuring that
everything that needs to be there is there and
that there is nothing there that should
not be there. Be your own
inspector.
--
You are entitled to a 30-minute duty-free
lunch
-- Your position is what
you were assigned to, in writing, by Human
Resources. ONLY HR can make
personnel assignments. If a Chief,
Director, etc. attempts to give you a new
position or transfer, do not accept this and
contact
HR.
The Association of Supervisory
and Administrative School Personnel (ASASP) is
most concerned about your recent revelations
pertaining to “furloughs.”
..........
....... Your shared and
expressed comments regarding “who” would be
furloughed seemed to leave out significant
employees of the school district.
What one state
could not get alone, what one miner against a
powerful corporation could not achieve, can be
achieved by the
union.
--Mary H.
Jones
ASASP is a labor union
-- we purpose to give our
members a voice in decisions that affect their
jobs. Among other
items, we negotiate for wages, health benefits
and better working conditions. Unionized
workers get more pay and better benefits than
employees who do
comparable work but do not
belong to a union.
