We find ourselves drawn repeatedly to the Globes listing of the top 50 salaries at MVRCS as we keep finding examples of preferential treatment (in this case, salary) for friends, family members, and associates of various individuals. While a number of HS teachers were mentioned, very few lower school teachers were actually mentioned. One individual pointed out that this may be due to differences in education and/or experience and not as a result of questionable practices. As we began looking into the teachers in the lower school, we realized that a few of them have been at the school for many years, some have Master's degrees, and others take on extra activities that pay 'stipends', yet fail to appear on 'the list'.
For instance, we know that the entire second grade team are all long time employees (one has been commended for exceptional behavior management - Ms. White), at least one has obtained her Master's (Ms. Lynch), one is in the process (again Ms. White), yet neither of these individuals are making more than 45,000.00? It upsets us (especially in light of the massively high turnover and Neil Kinnon's statement to the contrary) that these teachers (who most would say are highly qualified and an asset to the teaching staff of MVRCS), and many of the other long term teachers, are not making what the facility manager and supervisor, office manager, lower level music teacher, or public relations employees are. It seems as no wonder that long time teachers are making a mass exit out of MVRCS, many must be livid that so many individuals that perform the least are paid the most.
We also question the salary of Anthony Chiccaurelli (who was hired as a result of a family relationship) as while we appreciate that he must do as he is told, he does not possess the knowledge, skills, or ability to adequately screen candidates, apply and follow labor laws, or handle employee issues with discretion or professionalism. The fact the school pays out an outrageous amount of money each year for recruitment and to an HR outsourcing firm , one must wonder why the school must employ an HR Director at 82,000.00. It seems the responsibilities that would normally fall within his job description have been outsourced. Mr. Chiccaurelli is one of the individuals responsible for the interviewing and hiring of staff continue to hire individuals that, for whatever reasons, do not stay employed at the school for an extended period of time. It may have something to do with the poor interviewing and screening process in practice. It is also our understanding that should an employee feel the need to approach either the Administration or Mr. Chiccaurelli regarding an issue, the attitude is seldom one of support, guidance, and/or rarely handled professionally and with ethical integrity. As a result many staff members seldom approach the Administration or seek assistance from Mr. Chiccaurelli out of fear of it being held against them or completely ignored. On another HR note, we have to wonder if ALL employees of MVRCS have had full CORI checks done on them (as required) as we have a few individuals who we question their eligibility to work within a school setting.
An example of the less than inspiring hiring practices of MVRCS would include that of the Project Manager who has been hired to oversee the building of the new 'Athletic Facility'. Mr. Kinnon and the board looked far and wide to ensure the best candidate was found and hired; his next door neighbor. We question how many other individuals were interviewed or resumes reviewed before making this hiring decision. Apparently the gentleman in question was involved in the Big Dig project. We'll be interested to see if this project stays as on budget as that one did. We would hope that at the very least this gentleman is well versed in the purchasing and contracting requirements that govern our school.
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