Maine Educator April 2017

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CONTENTS 29

MEA 89th Represenative Assembly Info Inside!

On the cover:

Nate Petersen History Teacher Hermon High School

MAINE

Educator Double Duty Educators Forced to Make Ends Meet With Two Jobs

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April 2017 Vol. 77 - Number 5

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Push To Increase Pay 28 MEA members show their support for public schools during #WearRedforPublicEd day. Support for public schools and the value placed on the profession is a core mission of the MEA. Throughout this special salary issue, the MEA takes a closer look at how pay is both impacting the profession and the educators who work in our schools.

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Features

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Members Weigh In

When the Grass is Greener...

The state and nation face a teacher shortage, and it’s only getting worse. Find out what’s causing the exodus and what researchers say can help fix the problem.

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When it comes to pay, MEA members have varying reasons about why educators should earn more. Members from around the state present three arguments for increasing pay, in their own words.

Money Saving Apps and Websites Five great ways to help you save and spend your money wisely.

April 2017 • www.maineea.org

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The Salary Issue 5 Editor's Note - The Ramen Noodle Reality 6 MEA President's Message: R-E-S-P-E-C-T 7 Fast Facts 8 Double Duty 11 MEA Pushes to Increase Pay 13 The Widening Pay Gap 14 MEA Works to Ease Student Loan Burden 16 2017 Salary Guide 20 ESP Hourly Benchmark Rankings 23 Money Saving Apps and Websites 24 When the Grass is Greener...

Trending Now Most Popular Post

Your Association

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26 Why Should the State Increase the Minimum Starting Teacher Salary?

28 We Are MEA 29 89th Represenative Assembly Info 31 2017 MEA Elections Results 32 Calendar 33 Sudoku Puzzle

25,448 Reached

168 Shares Answers to Sudoku Puzzle on page 31

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MAINE

Educator

Volume 77 Number 5 - Copyright 2017 Editorial Staff Managing Editor - Robert Walker, Executive Director Editor - Giovanna Bechard, Communications Director Layout/Ad Manager - Shawn Berry Communications Assistant

MEA Leadership President - Lois Kilby-Chesley Vice President - Grace Leavitt Treasurer - Denise Simoneau NEA Director - Michael Thurston 4

Maine Educator • April 2017

Board of Directors Bo Zabierek Suzen Polk-Hoffses Jesse Hargrove Beth French Ken Williams Jill Watson Aaron Greene Jim Thornton Samantha Garnett Sias Terry Martin Bob McCully Amanda Cooper Deborah Butler John Messier Neil Greenberg Crystal Ward Gerry French

Maine Educator (ISSN #1069-1235) is published by: Maine Education Association 35 Community Drive, Augusta, ME 04330-8005 207-622-4418; fax 207-623-2129 POSTMASTER: send address changes to: Maine Educator 35 Community Drive, Augusta, Maine 04330-8005 Non-Profit US Postage paid at Augusta, Maine and additional mailing offices.

For advertising rates and information please contact: Shawn Berry 35 Community Dr., Augusta, ME 04330 207-622-4418 ext. 2206

Send letters to the editor, questions, and comments to editor@maineea.org

Editor’s Note The Ramen Noodle Reality

$17,500.

I’ll never forget that number. It was my yearly salary at WVII-TV in Bangor-where I got my first job as a TV news reporter. The year was 2001. At the time, the average annual salary in the United States was $36,219 and in Maine $28,815, according to the Bureau of Labor Statistics. I was being severely underpaid, and I didn’t care. I was on a mission and nothing was going to keep me from working the job I had always dreamed of as a child.

As you might imagine, $17,500 a year in 2001 didn't go very far. I lived in a closet that the landlord turned into a “bedroom” with no actual closet for my clothes and no space to get up onto the bed. I had to crawl on from the bottom. This didn’t deter me from my path. My roommate, and long time—college friend John Chandler was right there with me-his bedroom was even smaller, only fitting a futon. But together, we were on the same mission, destined to be hungry and poor for what we loved. I wanted to be a TV news reporter and I was going to do whatever it took, earn no money, and eat Ramen (not the fancy kind) for as long as I needed to “make it” in the business. The sacrifice paid off, and both John and I got TV jobs outside of Bangor and worked in bigger TV markets and eventually earned more than $40,000 a year.

John has gone on to TV greatness and is a sports anchor at NBC in New York City. I worked in several markets, covered national stories and then landed back in Maine, this time in the Portland TV market.

My husband and I bought a house and started a family. It all seemed “right” until I lost the passion that, at one time, kept me going to work for peanuts. I no longer wanted to stand in snow banks and tell Mainers it was snowing. I grew tired of strangers coming up to me in stores saying: “I feel so bad for you—you always have to stand outside on the side of the road in the snow.” I started to feel bad for myself, really bad. The next big ah-ha moment came after I had my second child, Louis. I realized I had very little family time I could count on that was my own—in TV as they say “you never know when news happens.” The final nail in the TV news reporter coffin was the understanding I had no opportunity to grow—no way to earn any more money unless I wanted to leave Maine, our home.

I was fine with sucking it up and standing in the snow, I was fine with the public comments, I was fine with doing something I no longer loved, but I was no longer fine with not earning enough money for my growing family. With two small children, and a husband who also worked in TV news, something had to give. I continually asked

myself—“how can we make this work?” We did for a while. We had one car. We worked opposite schedules so we didn’t have to pay for daycare. Life became very difficult until I made the choice to leave TV news, the thing I’d loved for so long. The only job I knew. The decision was scary, because of the unknown.

It’s the kind of decision so many educators face today—not earning enough money to pay their bills; scared to start a family. But when educators leave there is a huge hole to fill. When I left TV news, the station replaced me with a much younger version of me—someone who like me at one time—didn’t care that the pay and hours were less than adequate. When a teacher chooses to leave the profession, the impact has a true ripple effect on the students in our schools, and in turn society. The loss is great and very real. The idea that educators would have to contemplate leaving the jobs they love, the jobs that are shaping this nation’s future, because they can’t feed their families is appalling to me. While I work for the MEA, I’m a mother, wife and taxpayer too. I will pay more. I want to pay more so educators can receive the pay they deserve—so they don’t have to work two or three jobs. I will pay more so my children get the best education possible.

I will pay more so every teacher and support staff feels valued. I will pay more so educators can continue to do the job they feel they’ve been called upon to do.

This special salary issue is a resource. I will admit, at times it may seem grim. When it comes to pay, the numbers aren’t good. But, we need to arm ourselves with facts so we can make a change, for the better. I encourage you to use this information when you’re negotiating your salaries, when you are talking to your neighbors and friends. I encourage you to have the conversations with school boards about equity and the value of education. Find mothers like me who will help share the stories of their children and why paying educators more is so important. If we want to bring about change, we have to first talk about the problem.

The MEA is at the helm of this issue—working hard to boost educator pay and fighting the “good fight.” Your stories, like those of our members on page—are powerful. You can help shape the narrative around this important topic by sharing your own story. You are the experts in education, now more than ever, and you can help stop the cycle of low pay.

Remember, eating Ramen should be a choice not a necessity.

Giovanna Bechard Editor editor@maineea.org

April 2017 • www.maineea.org

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President’s Message

LOIS KILBY-CHESLEY PRESIDENT

R-E-S-P-E-C-T For those of my generation R-E-S-P-E-C-T may evoke Aretha Franklin. Others may know the more recent song by Geno Washington and the Ram Jam Band. We need to all be singing RESPECT since it is something our educators want, need and deserve.

In Augusta a lack of respect is evident by those who can’t seem to keep their hands out of the education cookie jar. Our most recent referendum in November, would raise enough money to reach 55% school funding by taxing the wealthiest a pittance more, but the Governor and several legislators are going to try to dismantle the idea. One alternative is that we have a “do-over” of the referendum vote.

This supposes that Mainers were not smart enough to understand the first time through and should be re-educated and vote again. Without enough money to fund our schools we all know our students suffer.

Lois Kilby-Chesley MEA President

We also are shown disrespect by always having to prove ourselves as professionals - MEA members know education. Some legislators and the Governor have come up with a bushel full of ideas on how to improve (or take down) public education. The most recent is of course the State-wide Teacher Contract.

One legislator is floating the idea that the Maine State Employees Association (MSEA) would negotiate the contract. Where is MEA in this idea?

No. Where. The goal? To eliminate the MEA. Presently I am waiting to see what the Governor’s State-wide Contract will look like. Few details have been forthcoming. Rob Walker and I met with the (acting) Commissioner and he is moving forward with the contract, in contrast to the Governor saying at our previous meeting that he wanted MEA at the table. We explained to Dr. Hasson we are still gathering input from our members and won’t have that completed until mid-April. He has a goal of finishing in May.

Do you have a question for Lois? Send it in an e-mail to lkilby-chesley@ maineea.org

Educator Maine Educator• •April December 2015 February April2017 20172017 66 Maine

Currently I have about 200+ questions that I received from our members to ask about the implementation process for the State-wide Contract idea and look forward to receiving more.

I may not have details on the bills, but I do have plenty of advice from our members which mostly boils down to - Be cautious. We have had 6 years of disrespect and attacks, why suddenly are we supposed to make up and work together with the Governor? Our members know there is motivation for the move to a State-wide Teacher Contract, and it probably wouldn’t be good for educators, schools, or our students.

Of course, we do have our friends in the legislature who recognize the value of public schools, rally for public education and respect educators. To our friends I give a loud shout-out, because they are the members of the legislature who are keeping the wolf from blowing in our schools. We need them and we appreciate them!

Disrespectful rhetoric that constantly slams our profession, our success, our infrastructure, our students’ progress and our Association breeds contempt toward all of us. Most of us have read or heard the research that says if you tell children they are stupid enough times, they start to believe it. When Maine residents hear over and over from our highest leaders that our schools are underperforming, that our educators are a bunch of slackers, and that our children aren’t as smart as children in other countries, after a period of time some community members are bound to buy into the disrespectful conversation.

We have the chance to change this story in the next 18 months by speaking up and speaking out. No more disrespect. Insert yourself when you hear the negativity about education, our colleagues, our students and our careers. Speak up when you hear someone come up with a doubtful idea on how to solve the “problem” of education. Respond. Don’t let another day go by as a by-stander. When 23,500 MEA members become part of the conversation we can change the narrative. Join us now in standing up for R-E-S-P-E-C-T, and we will all sing along. and strengthen our community public schools.

In Unity,

Fast Facts

Interesting facts and quotes about Association membership and public education in Maine and beyond.

Have an idea or stat you want shared? Send it along with your name and local to editor@maineea.org

The Salary Issue

INSIDE THE NUMBERS

Several states are working to increase teacher pay, understanding the importance of pay as it relates to improving education for our students. Below are some statistics and quotes from other NEA state affiliates, members and lawmakers who continue to fight for funding for the profession.

Maine

Oklahoma

Hawaii

Arizona

Among the reasons to increase teacher pay: Maine is experiencing teacher shortages. In 2016-17 there are statewide teacher shortages in the following eight academic disciplines or subject matters: English as a Second Language, Gifted/Talented, Industrial Arts, Mathematics, School Librarian, Science, Special Education (Teachers and Speech/Hearing Clinicians), and World Languages-French, German and Russian. For perspective, in 1990-92 Maine experienced teacher shortages in just Special Education for Handicapped Children in grades K-12.

“I believe we need to be talking about a $10,000 raise, because we let this fester so long, because we are so far behind, and because it will take years to implement. Not many private businesses would go a decade without providing even a cost-of-living increase.” -Senator David Holt, R-Oklahoma City, OK speaking about his bill that would provide a $10,000 raise for Oklahoma teachers over the next four years. The bill passed out of committee and is still being debated.

“We need to start funding our schools,” he said. “Not investing in our future is a foolish thing to do. Whether it’s a building falling down, hot classrooms, or not having enough qualified teachers, teachers are the ones on the front lines and they see this every day.” -Corey Rosenlee, president of the Hawaii State Teachers Association speaking to reporters at a rally, with 6,000 union members demanding a pay raise in their current contract. Teachers in Hawaii are the only ones in the nation who work under a statewide teacher contract.

During their current negotiations, the Governor in Hawaii is proposing a 1% pay increase for two years.

“Teachers are doing their part professionally to become better at what they do, yet our salaries never reflect that. It’s all about priorities. If we really want to address the issue, we’ve got to be serious about how much we invest in that particular area.”- Teacher and State Representative Jesus Rubalcava, Phoenix Arizona on Arizona Governor’s announcement to prioritize teachers and education in 2017 budget. Arizona recently ranked last in the nation in teacher pay.

EXPERIENCED TEACHERS VS. ENTRY LEVEL TEACHERS Pay for more experienced teachers has fallen faster than other age groups from a 1.9% advantage in pay in 1996 to a 17.8% penalty in 2015, according to the Economic Policy Institute

IMPACT ON RECRUITMENT According to a study, “teaching has for years remained a predominately female profession; at the same time, the employment opportunities for talented women outside teaching have soared.”

The overall impact has created teacher shortages around the nation, and in Maine.

Key Teacher Shortages, according to the U.S. Department of Education

THOSE WHO EARN LESS THAN $40K A national study of teachers from 2007-12 found that those who earned a base salary of less than $40,000 were 17% less likely to continue teaching after five years than those who earned more than $40,000.

April 2017 • www.maineea.org

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The Salary Issue

8 Maine Educator • April 2017

The Salary Issue

Double Duty Working two jobs just to make ends meet Nate Petersen is the kind of teacher you wish your child had—he’s creative, engaging and passionate about the subject he teaches. On a recent day in his Hermon High School Social Studies class, Petersen asked students to pretend they were American presidents, complete with masks he made, and share their knowledge about the programs each created to help the country. For Petersen, teaching truly is about shaping the future—which makes his reality so much more troublesome.

“To me it's just crazy that it's possible to make more money bar tending than teaching; maybe it does show what society values.”

- Nate Petersen History Teacher/ Bartender

“To me it's just crazy that it's possible to make more money bartending than teaching; maybe it does show what society values,” Petersen questioned. It’s a tough reality for the 30-year-old teacher who works weekends at Orono Brewing Company. He knew he wouldn’t get rich teaching, but didn’t think he’d need to work two jobs just to pay his bills. And he certainly didn’t think he would have to contemplate keeping a job he loves and starting a family.

“There is no way I could start a family right now with the schedule I keep working both jobs. There is also just no way I could afford to pay for the costs that come with having a child either. I have a hard time on my own just paying for my dog to go to the vet with the salary I earn now,” said Petersen. The concern surrounding child care are very real. In Maine, research shows average annual infant care costs are $9,512—that’s nearly $800 per month.

But, low teacher pay and high child care costs aren’t news, and sadly

April 2017 • www.maineea.org

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The Salary Issue Peterson and his worries are not unique. However, what’s becoming the bigger problem, are educators who work two job. Research shows the number of those working another job outside school districts are reaching record levels.

In fact, according to a 2014 study conducted by the Center for American Progress, teachers in Maine work more than teachers in any other state. When surveyed, the study found the highest percentage of teachers who had jobs outside of their school district were teachers in Maine, at 25.9%. Maine is one of 11 states where more than 20% of teachers rely on the financial support of a second job, according to the study. Those numbers may have grown given the data is two years old. For perspective, research shows in 1981, only about 11 percent of teachers were employed by a second job. Being part of the statistic is something Petersen admits makes teaching more difficult.

“It’s hard to juggle both jobs,” says Petersen. “I need more time to be able to help my students and if I didn't have to work I could spend more time focusing on their needs then I could help them more, being there for them on a more personal level would help them,” Petersen added.

But after struggling, living paycheck to paycheck in his first year of teaching, Petersen, like so many others including ESP, made the difficult decision to get a second job to ease the financial burden, which includes thousands in student loans. Despite the personal difficulty, and the guilt he feels for needing to work more and give less to his students, it’s clear Petersen has an impact on the teenagers in his classroom.

1-in-4 Maine Teachers work at least two jobs.

“Ever since I had him as a teacher I got more into Social Studies; he makes it easier to understand,” said Shelby.

“Patience is a big thing and Mr. Peterson has a lot with his students— he takes time to let them know he cares. For me, it's the dedication— the time they put into their students to get to know them. That separates the good teachers from the great ones, and Mr. Petersen is one of the great ones,” said Eric.

The feeling Petersen gets from helping his students keeps him in the classroom, for now. And, for this young educator, there’s hope telling his story will help bring change before he reaches that “rubber hits the road” moment.

“I think all people can agree our students are the future—to actually put that into effect is a different story. I don't see people appreciating what teachers do. I think it's important to look at the concrete things to improve the profession and keep and attract new teachers if we do want to be serious about our kids’ future,” said Petersen.

And in Petersen’s class, the kids seem to be serious about their education, and truly understand their educators play an extremely valuable role. “I think it would be better if teachers could just focus on being teachers instead of juggling two jobs because doctors, they don’t have to worry about that,” said Madison.

And without teachers, society wouldn’t have doctors.

10 Maine Educator • April 2017

Teacher Salary Project The MEA is working with the Teacher Salary Project to raise awareness around the impact of underpaying teachers. The Teacher Salary Project is a nonpartisan organization committed to working with everyone in the country to ensure teaching becomes the prestigious, desirable, financially viable, and professionally exciting job we all know it needs to be. The Teacher Salary Project is producing a video with a Maine teacher to help highlight the need to increase pay for the sustainability of the profession and for our students.

The Salary Issue

MEA Pushes to Increase Pay

41st in the

When it comes to starting teacher pay, Maine is among the worst, MEA works to fix the problem

Nation

Maine is lagging behind.

By $7,317 to be exact.

That’s the difference between the average starting teacher salary in Maine in comparison to the average starting salary for the New England region. For some perspective—as a region, the number of school districts with starting salaries above $40,000 in New England is 502. Maine has just four. The Maine Education Association is working to right the ship, and change state law to increase the starting teacher salary to $40,000.

In Maine, and across the nation, average teacher salaries, when adjusted for inflation, have essentially remained flat since 1970. The data also shows that teacher salaries are not keeping up with the cost of living. In 2015-16, according to the U.S. Census Bureau, Maine’s median household income ranked 32nd in the nation; the average starting teacher salary, according to the NEA’s Salary Benchmark report however put Maine teachers below the state median, ranking teacher salary at 41st in the nation, with an average starting salary of $33,189.

The numbers are getting worse, not better. In 2013, Maine teachers’ starting pay ranked 39th in the nation, according to the same data.

Additionally, if the minimum teacher salary of $30,000 (instituted in 2007) kept up with inflation, the minimum salary in 2016 would have been $34,706. No matter how you look at the numbers, teachers in Maine aren’t earning what they should be.

2015- 2016 Average BA Minimums-Salary Ranking Connecticut-$44,725, 5th Massachusetts-$43,097, 10th Rhode Island-$40,886, 11th Vermont-$37,707, 18th New Hampshire-$36,115, 26th Maine-$33,189, 41st

Currently, according to state law, school districts are only required to pay starting teachers $30,000—and 12 districts do just that, with another 107 paying less than $35,000 as a starting salary. After ten years teaching, twenty-nine districts still don’t pay a salary of $40,000. Furthermore, some districts don’t even pay a salary of $40,000 when you max out the scale. In Penobscot, the maximum salary on the scale for a teacher with a Bachelor’s Degree is just $39,800, the same pay as someone with ten-years-experience. In that district, the only way to earn more money is to have a Master’s Degree. Even then, with a Masters’, teachers can only earn $46,450, after 15 years. (Full salary report begins on page 15) The MEA began the conversation concerning low teacher salaries

April 2017 • www.maineea.org 11

The Salary Issue and increasing starting pay to $40,000 last year with lawmakers in the Education and Cultural Affairs Committee. The MEA is continuing to work with lawmakers, and the bill to boost the minimum pay by $10,000 is expected to receive further debate this year. The MEA is working closely with Senator Rebecca Millett to educate lawmakers on the issue in order to both pay educators what they deserve and retain and attract new teachers.

“Teaching is a critically important profession, so teachers deserve professional-level salaries,” said Sen. Millett. “Moreover, Maine faces a teacher shortage that stands to jeopardize the quality of our children’s education for years to come. We must offer teachers competitive salaries to attract the best and brightest minds in various fields to the profession of teaching, rather than the myriad other career opportunities that offer higher salaries,” added Sen. Millett.

There is also public support for increasing teacher pay. According to a 2015 Gallup Poll, sixty-six percent of public school parents supported the idea that teachers need to be paid more. What’s perhaps more interesting, in a 2009 Gallup Poll, at the time, respondents favored increasing starting salaries for public schools teachers to $43,000.

The low salaries have a far-reaching impact. When compared to our New England neighbors, Maine’s salaries, on average, likely encourage some teachers and some aspiring teachers to seek jobs out of state; Massachusetts and New Hampshire salaries have grown faster than most states’ while Maine’s have stagnated; Connecticut and Massachusetts's average minimum salaries were $11,000 and $10,000 higher than Maine’s in 2015. See more on the teacher shortage on page 22.

ESP Salaries The MEA is continuing to work to improve the salaries of education support professionals across the state as well. In addition to continued work at the bargaining table by MEA UniServ staff, the MEA is working with progressive partners to keep the voter mandated minimum wage intact.

As it stands now, the increase in the minimum wage law, which brings the state minimum wage to $12/hour by the year 2020, will impact nearly 200 job classifications in various districts across the state. The calculation is based on current contract minimums for ESP, and that data could change as the years pass. However, even with the passing time and renegotiating of contracts, a $12/hour starting salary will make a difference for ESP statewide.

Lawmakers are currently debating several bills that could impact the voter approved increase to the minimum wage. The MEA is monitoring the legislation and sharing the stories of our ESP members who will be impacted by the increase.

If you are a teacher or an ESP, and would like to share your story, which could impact future salaries, email editor@maineea.org.

12 Maine Educator • April 2017

20th 25th 29th 9th 7th

11th

The Salary Issue

The WIDENING Pay Gap T

he gap between teacher earnings and other comparable professions is wider than ever, according to a study from the Economic Policy Institute. The study dives deep into trends in weekly wages, how benefits play a factor in overall compensation and even how unions help increase teacher pay overall. With all the analysis, the big picture is pretty clear, and not good. In 2015, nationwide, public school teachers’ weekly wages were 17% lower than those of comparable workers—compared with just 1.8% lower in 1994. In Maine, teachers fair even worse. The MEA has gone through the data for you—to the right are some of the studies key findings.

Average Pay for Other Professions The MEA used payscale.com and pretended the Association was a job seeker in Augusta. When searching for jobs we entered the same years of experience and level of education (Bachelor’s Degree) to reach an average salary for the listed position. The website, which maintains a database of more than 54 million total salary profiles, and is updated nightly, tabulated the “what am I worth” based on the jobs the MEA “job seeker” placed into the system. Below are the results of the average salary for the positions listed in Augusta. The teacher salary listed is based off Step 10 of the current contract in Augusta.

According to payscale.com

April 2017 • www.maineea.org 13

Allison Lytton The Salary Issue Lewiston EA

MEA Works to Ease Student Loan Burden

$22,000 in Student Loan Debt When started making repayments 7 years ago, I had 7 separate loans (MELA and Nelnet, between 8.6% and 5.8%), totaling $22,000. I was married at the time and paying them off with the support of a second household income. Fast forward a few years and I was faced with supporting two children on a single income along with paying off debt, a car payment, personal loans from family, a credit card and several remaining student loans.

My student loan payments were the equivalent to two weeks of full-time daycare for my kids. I never missed a payment but at times sacrificed some experiences and secondary necessities like chiropractic appointments for myself.

I applied for a forbearance on one set of loans shortly after the birth of my youngest. While that helped for the time being, the interest accrued heavily. I've since received the $5,000 federal forgiveness for teaching in Title 1 schools for 5 years, it knocked off a third of my debt in one swoop. This past year I paid over $500 in interest and have continued chipping away at the principles. I am hoping to have the remaining $6,408 in loans paid off in the next 12-18 months by teaching summer school, using my stipend for my position as union secretary and using tax refunds to make extra payments on top of monthly payments so that I can move forward with becoming a firsttime homebuyer!

14 Maine Educator • April 2017

Students from several campuses within the University of Maine System joined their professors, and AFUM members, to testify in front of the state’s Education Committee asking to increase a state grant given to students in need. Hat tip to students Kevin McConnell and Caleb Jones along with Professors Paul Nakroshis, Julie Ziffer, Peter Nye and Susan Feiner. Pictured with Senator Rebecca Millett.

When it comes to student loan debt, the statistics for Maine graduates aren’t good, and they’re getting worse with each year. Nearly two-thirds of the 2015 graduating class in Maine left college with student loan debt averaging almost $30,000 per person1.

Nationwide, Americans have amassed $1.26 trillion in student loan debt, making it the second most common form of debt after mortgages2. The crippling debt load is becoming increasingly more difficult for newly-graduated students entering the field of education, with lower salaries than their peers with similar education. College debt, according to researchers, causes young people to put off marriage or start families, impacting the overall health of the Maine economy3.

The facts brought Maine college professors, members of AFUM, and students to the State House to testify in support of a bill that would increase the State of Maine Grant to help ease the financial burden of college for Maine students. Unfortunately, the Education Committee voted, on party lines, with Democrats supporting the increase and Republicans rejecting the increase, killing the proposal on the spot. Still many MEA members continue to struggle to pay their debt, while earning some of the lowest salaries in the nation.

Still, there is hope for those who have student loans. Several bills are making their way through the legislature that could help educators who are still paying off student loans or who anticipate needing additional loans. The bills currently introduced include an additional income tax deduction for interest paid on student loans, and an income tax credit for students returning to college. The MEA continues to monitor all legislation that has the potential to impact educators, and will advocate for bills that support our students and our members.

1. http://ticas.org/posd/map-state-data#overlay=posd/state_data/2016/me 2. https://www.newyorkfed.org/newsevents/news/research/2016/rp160524 3. http://www.asa.org/site/assets/files/3793/life_delayed.pdf

The Salary Issue

April 2017 • www.maineea.org 15

2017 Salary Guide

The Salary Issue

Teacher Salary Benchmarks by County 2016-17

Use the salary guide on the next few pages to better understand how teachers and support staff are paid in different districts across the state. The information is based off contracts submitted to the MEA for the 2016-17 school year. Salaries are listed by county.

ANDROSCOGGIN BACHELOR’S School District Min Step 10 Max Auburn $35,142 $48,748 $56,186 Lewiston $34,500 $48,300 $63,480 Lisbon $33,412 $44,368 $60,361 RSU 16, Poland $32,500 $41,190 $53,749 RSU 52, Turner $35,536 $43,583 $57,419 RSU 73, Jay-Livermore $31,849 $46,291 $59,687 AVERAGE AROOSTOOK School District AOS 95 - SAD 27 Fort Kent Caswell Easton Madawaska New Sweden RSU 29, Houlton RSU 32, Ashland RSU 33, St. Agatha RSU 39, Caribou RSU 42, Mars Hill RSU 45, Washburn RSU 50, Katahdin area RSU 70, Hodgdon RSU 79, Presque Isle RSU 86, Ft. Fairfield RSU 88, Van Buren Southern Aroostook Region 2 Woodland

$33,823

AVERAGE CUMBERLAND School District Brunswick Cape Elizabeth Falmouth Gorham Portland RSU 5, Freeport RSU 14, Windham RSU 15, Gray RSU 51, Cumberland RSU 61, Bridgton Scarborough South Portland Westbrook Yarmouth

$30,811

Min $39,242 $37,000 $37,421 $34,000 $37,628 $33,378

$45,413 BACHELOR’S Step 10 $47,910 $42,000 $44,536 $49,759 $38,296 $41,350 $41,481 $40,281 $40,907 $43,400 $36,360 $39,173 $37,000 $39,080 $43,626 $43,538 $34,470 $38,296

$58,480

$36,445

Max $54,170 $42,000 $58,660 $56,851 $47,889 $56,950 $56,402 $53,977 $58,441 $56,902 $49,692 $53,609 $52,680 $58,488 $59,367 $62,404 $53,197 $47,889

Min $35,365 $33,000 $32,224 $36,485 $33,033 $33,550 $33,219 $36,225 $33,183 $34,720 $31,300 $32,656 $31,950 $30,466 $30,000 $31,052 $30,000 $33,033

$41,192 BACHELOR’S Step 10 $46,755 $56,471 $57,934 $52,740 $54,575 $48,779 $48,781 $46,600 $50,086 $46,615 $52,888 $55,098 $50,614 $57,814

$54,420

$32,859

Max $69,552 $68,767 $71,453 $63,288 $83,211 $58,884 $69,552 $63,055 $65,959 $46,615 $63,986 $61,710 $69,684 $68,991

Min $37,709 $44,137 $42,485 $38,764 $39,416 $38,675 $37,560 $38,235 $46,186 $35,363 $38,707 $42,242 $37,117 $42,397

AVERAGE $36,450 $51,839 $66,051 FRANKLIN BACHELOR’S School District Min Step 10 Max Flagstaff RSU, Eustis $31,100 $39,811 $49,718 RSU 9, Farmington $34,900 $40,150 $56,550

$39,928

Min $31,365 $31,000 $30,400 $30,000 $31,833 $31,600 $30,000 $32,225 $31,586 $32,148 $30,300 $30,150 $30,150 $30,000 $30,000 $30,000 $30,000 $31,833

Min $33,729 $39,408 $38,623 $35,160 $38,068 $34,843 $34,145 $36,400 $41,105 $32,148 $35,823 $38,569 $33,743 $38,542

16 Maine Educator • April 2017

Min $35,000 $36,900

MASTER’S Step 10 $53,355 $51,800 $49,692 $42,690 $45,675 $48,521

Max $61,218 $68,080 $67,604 $55,249 $59,638 $62,591

$48,622 MASTER’S Step 10 $51,910 $44,000 $47,208 $52,987 $39,496 $43,300 $45,602 $44,281 $42,944 $46,872 $37,360 $41,679 $38,800 $40,530 $46,091 $46,538 $35,094 $39,496

$62,397

$43,566 MASTER’S Step 10 $50,735 $61,200 $61,797 $56,344 $54,575 $54,180 $52,197 $48,939 $56,277 $49,829 $56,200 $58,771 $53,988 $61,668

$57,148

$55,479 MASTER’S Step 10 $44,803 $42,150

$71,561

Max $58,170 $44,000 $62,179 $60,775 $49,089 $58,900 $60,523 $57,977 $61,314 $61,454 $50,692 $56,115 $54,480 $60,658 $62,723 $66,704 $53,821 $49,089

Max $73,532 $74,441 $77,246 $66,892 $83,211 $66,619 $73,272 $67,462 $74,111 $57,866 $70,319 $69,056 $73,058 $74,772

Max $55,953 $58,950

Steps (BA/MA) 16 22 37 21 21 19

Steps (BA/MA) 21 11 20 16/15 21 27 22 27 36 21 32 26 23 36 31 26 41 21 Steps (BA/MA) 25 26 25 26 26 21/25 51 23 40 11/16 31 15/17 51 41 Steps (BA/MA) 20 32

Rank (BA Max) 102 33 58 120 88 67 Rank (BA Max) 115 159 78 95 145 91 101 119 80 93 138 122 133 79 70 40 128 145 Rank (BA Max) 7 13 2 34 1 75 7 36 21 152 32 43 6 9 Rank (BA Max) 137 97

The Salary Issue RSU 58, Phillips RSU 78, Rangeley

$33,241 $33,881

$40,244 $42,313

$54,642 $59,172

$37,441 $37,381

$44,444 $45,813

$58,842 $62,672

AVERAGE HANCOCK School District AOS 91 - Bar Harbor AOS 91 - Mt Desert CSD AOS 91 - Mt Desert Elem AOS 91 - Southwest Harbor AOS 91 - Tremont AOS 91 - Trenton Blue Hill Brooklin Brooksville Castine Deer Isle-Stonington CSD Ellsworth Hancock Lamoine Otis Penobscot RSU 24, Sullivan RSU 25, Bucksport Surry

$33,281

$40,630 BACHELOR’S Step 10 $44,139 $44,139 $44,385 $44,139 $44,139 $44,139 $40,868 $40,968 $41,571 $40,565 $41,329 $39,000 $38,000 $40,200 $41,500 $39,800 $44,803 $38,302 $42,859

$55,021

$36,681

$59,104

Max $61,307 $61,307 $61,553 $61,307 $61,307 $61,307 $40,868 $44,968 $41,571 $41,538 $51,950 $53,050 $56,000 $53,200 $49,500 $39,800 $55,953 $55,130 $52,305

Min $38,009 $38,009 $38,255 $38,009 $38,009 $38,009 $38,264 $35,203 $35,600 $34,445 $32,417 $37,500 $36,000 $38,000 $34,000 $33,150 $37,000 $33,700 $36,787

$44,303 MASTER’S Step 10 $46,639 $46,639 $46,885 $46,639 $46,639 $46,639 $45,264 $43,203 $45,238 $43,664 $44,032 $41,500 $41,000 $43,200 $43,500 $42,650 $47,363 $41,481 $44,876

AVERAGE $34,001 $41,834 $52,838 KENNEBEC BACHELOR’S School District Min Step 10 Max AOS 92 - Vassalboro $35,385 $47,554 $65,826 AOS 92 - Waterville $34,000 $45,693 $65,176 AOS 92 - Winslow $35,280 $47,780 $65,280 Augusta $33,639 $37,202 $61,455 RSU 2, Hallowell $33,216 $44,353 $57,535 RSU 4, Sabattus $31,500 $40,302 $54,480 RSU 11, Gardiner $35,287 $47,653 $58,769 RSU 18, Oakland $35,000 $41,350 $61,750 Winthrop $31,250 $41,997 $56,441

$36,335

$44,582 MASTER’S Step 10 $49,554 $47,693 $49,780 $39,930 $49,714 $46,695 $50,274 $43,350 $44,797

$57,055

AVERAGE KNOX School District Appleton Five Town CSD Hope Knox Voc Region 8 RSU 7, North Haven RSU 8, Vinalhaven RSU 28, Camden

$60,746

$36,531

$64,537

Max $53,327 $68,900 $56,853 $61,752 $61,471 $65,000 $68,900

Min $35,300 $41,547 $36,200 $39,551 $42,774 $37,800 $41,547

$46,865 MASTER’S Step 10 $42,923 $56,044 $45,537 $49,740 $53,207 $49,280 $56,044

AVERAGE $36,642 $47,793 $62,315 LINCOLN BACHELOR’S School District Min Step 10 Max AOS 93 - Bristol $37,454 $54,271 $64,456 AOS 93 - Great Salt Bay CSD $37,645 $51,784 $68,679 AOS 93 - Jefferson $32,650 $42,601 $57,252 AOS 93 - Nobleboro $35,500 $49,801 $57,082 AOS 93 - South Bristol $38,885 $54,851 $65,146 Boothbay Harbor CSD $35,058 $46,115 $68,452

$39,246

$50,396 MASTER’S Step 10 $56,996 $53,784 $47,820 $52,658 $58,378 $48,286

$64,918

Min $35,509 $35,509 $35,755 $35,509 $35,509 $35,509 $35,968 $32,986 $33,140 $32,000 $30,709 $35,000 $33,000 $35,000 $32,000 $31,250 $35,000 $31,000 $35,667

$33,840 Min $32,300 $38,584 $33,400 $37,051 $40,274 $36,300 $38,584

$43,765 BACHELOR’S Step 10 $39,923 $53,081 $42,737 $47,240 $50,707 $47,780 $53,081

Min $37,385 $36,000 $37,280 $36,106 $37,232 $36,500 $37,228 $37,000 $34,050

Min $39,454 $39,645 $36,650 $37,500 $41,385 $36,709

Max $63,807 $63,807 $64,053 $63,807 $63,807 $63,807 $49,464 $53,603 $48,381 $49,710 $55,646 $55,550 $59,000 $58,100 $51,500 $46,450 $59,150 $59,276 $55,129

Max $67,826 $67,176 $67,280 $65,961 $64,491 $63,027 $62,084 $63,750 $59,241

Max $56,327 $71,863 $59,653 $64,252 $63,971 $66,500 $71,863

Max $67,694 $70,679 $64,266 $60,356 $69,334 $71,675

27 28

113 73

Steps (BA/MA) 26 26 26 26 26 26 8/17 16/24 10/14 12/15 21 22 29 22 19 10/15 20 26 21

49 49 44 49 49 49 162 153 160 161 135 129 104 127 140 164 105 108 134

Steps (BA/MA) 22 25 25 26 20 22 17 30 21

Rank (BA Max) 22 25 24 47 86 114 76 42 100

Steps (BA/MA) 20 21 20 22 21 26 21

Rank (BA Max) 125 10 94 41 46 27 10

Steps (BA/MA) 16 21 21 15 16 23

Rank (BA Max)

Rank (BA Max) 30 14 89 90 26 16

April 2017 • www.maineea.org 17

The Salary Issue Edgecomb RSU 12, Windsor RSU 40, Waldoboro Southport Wiscasset

$42,950 $33,366 $35,752 $36,359 $34,200

$54,828 $39,827 $43,560 $48,402 $40,062

$69,990 $63,135 $60,048 $62,418 $65,386

$44,950 $36,166 $37,929 $40,904 $36,700

$57,381 $42,627 $46,213 $54,452 $42,562

$73,249 $65,935 $63,705 $70,221 $67,886

AVERAGE OXFORD School District RSU 10, Rumford RSU 17, Paris RSU 55, Porter RSU 72, Fryeburg

$36,347

$47,827 BACHELOR’S Step 10 $45,425 $42,072 $41,308 $44,632

$63,822

$38,908

$67,727

Max $59,269 $54,672 $56,912 $57,883

Min $36,840 $35,896 $34,800 $36,400

$51,014 MASTER’S Step 10 $48,465 $44,296 $43,108 $47,494

AVERAGE PENOBSCOT School District AOS 94 - SAD 46 Dexter Bangor Brewer East Millinocket Glenburn Greenbush Hermon Milford Millinocket Orrington RSU 19, Newport RSU 22, Hampden RSU 26, Orono RSU 30, Lee RSU 34, Old Town RSU 63, Holden RSU 64, Corinth RSU 67, Lincoln RSU 87, Carmel Veazie

$33,618

$43,359 BACHELOR’S Step 10 $46,079 $50,225 $48,852 $37,000 $47,200 $42,500 $43,900 $41,500 $37,500 $41,546 $44,807 $40,975 $47,400 $37,520 $45,720 $39,750 $41,304 $40,973 $37,252 $49,600

$57,184

$35,984

$59,972

Max $59,979 $66,091 $62,529 $54,000 $66,260 $56,500 $58,679 $59,400 $48,500 $46,787 $59,743 $61,085 $67,700 $53,005 $60,072 $53,250 $54,049 $55,500 $47,676 $64,100

Min $35,895 $39,692 $35,782 $32,500 $35,000 $33,800 $34,900 $37,600 $33,500 $37,245 $34,352 $34,736 $35,000 $33,000 $37,803 $33,500 $33,813 $34,400 $35,200 $37,100

$45,841 MASTER’S Step 10 $49,395 $54,323 $53,250 $38,500 $49,200 $43,800 $45,900 $43,100 $39,000 $45,401 $47,795 $43,937 $49,400 $39,520 $48,220 $41,250 $43,385 $42,518 $38,952 $51,600

AVERAGE PISCATAQUIS School District Foxcroft Academy Greenville RSU 68, Dover-Foxcroft RSU 80, Guilford

$33,081

$43,080 BACHELOR’S Step 10 $41,140 $50,668 $41,410 $41,113

$57,745

$35,241

$60,302

Max $55,045 $62,490 $55,045 $56,053

Min $35,060 $42,054 $35,560 $36,473

$45,422 MASTER’S Step 10 $43,610 $55,566 $43,610 $43,113

AVERAGE SAGADAHOC School District Georgetown RSU 1, Bath RSU 75, Topsham

$34,462

$43,583 BACHELOR’S Min Step 10 $36,600 $51,600 $32,807 $49,207 $33,800 $48,100

$57,158

$37,287

$59,983

Max $68,600 $69,818 $64,600

Min $38,617 $36,089 $37,600

$46,475 MASTER’S Step 10 $53,617 $52,489 $52,600

AVERAGE SOMERSET School District AOS 94 - Harmony Athens RSU 49, Fairfield

$34,402

$67,673

$37,435

$71,047

Max $44,778 $55,793 $59,817

Min $36,208 $45,012 $37,900

$52,902 MASTER’S Step 10 $48,920 $55,498 $46,369

Min $33,800 $33,672 $33,000 $34,000

Min $32,579 $36,698 $32,560 $31,000 $33,000 $32,500 $32,900 $36,000 $32,000 $34,082 $31,365 $32,400 $33,000 $31,000 $35,303 $32,000 $31,732 $32,900 $33,500 $35,100

Min $32,860 $37,156 $33,360 $34,473

$49,636 BACHELOR’S Min Step 10 $33,345 $42,140 $40,189 $49,552 $35,900 $43,645

18 Maine Educator • April 2017

Max $62,309 $56,896 $58,712 $61,969

Max $63,295 $71,483 $68,158 $55,500 $68,260 $57,800 $60,778 $61,000 $50,000 $51,129 $62,730 $65,265 $69,700 $55,005 $62,572 $54,750 $56,130 $57,000 $49,376 $66,100

Max $57,245 $67,388 $57,245 $58,053

Max $70,617 $73,423 $69,100

Max $62,902 $62,489 $63,792

20 24 24 19 26 Steps (BA/MA) 20 23 23 20 Steps (BA/MA) 23 22 17 23 19 25 23 23 31 17 31 24 22 30 19 24 23 24 21 19 Steps (BA/MA) 23 26 23 29 Steps (BA/MA) 21 21 22 Steps (BA/MA) 14/22 25 26

4 35 61 39 23 Rank (BA Max) 72 112 92 83 Rank (BA Max) 62 20 37 118 19 99 77 69 144 150 66 54 18 131 60 126 117 107 147 31 Rank (BA Max) 109 38 109 103 Rank (BA Max) 15 5 29 Rank (BA Max) 155 106 65

The Salary Issue RSU 53, Pittsfield RSU 54, Skowhegan RSU 59, Madison RSU 74, Anson RSU 82, Jackman RSU 83, Bingham

$31,870 $35,510 $38,632 $34,939 $31,150 $31,997

$43,462 $42,590 $47,632 $43,772 $43,610 $44,572

$56,503 $61,490 $53,632 $53,012 $54,825 $54,050

$36,217 $38,760 $43,268 $36,163 $33,642 $36,543

$47,809 $45,850 $53,348 $45,946 $46,103 $49,346

$60,850 $64,780 $60,068 $64,425 $57,317 $59,147

AVERAGE WALDO School District Islesboro Lincolnville RSU 3, Unity RSU 20, Searsport

$34,837

$44,553 BACHELOR’S Step 10 $48,149 $44,937 $40,749 $49,135

$54,878

$38,190

$61,752

Max $60,104 $60,933 $51,593 $59,493

Min $38,854 $40,741 $35,862 $36,202

$48,799 MASTER’S Step 10 $50,866 $48,437 $43,749 $51,335

AVERAGE WASHINGTON School District Alexander Baileyville Calais Charlotte Cherryfield Cutler East Machias Eastport Jonesboro Machias Machiasport Moosabec CSD Pembroke Princeton RSU 37, Harrington Washington Academy Whiting

$34,993

$45,743 BACHELOR’S Step 10 $41,300 $46,623 $43,472 $33,558 $39,969 $33,615 $35,400 $37,136 $37,750 $37,500 $33,250 $38,804 $38,545 $42,103 $39,135 $41,650 $36,564

$58,031

$37,915

$60,885

Max $53,507 $60,610 $57,962 $40,148 $49,569 $42,506 $48,550 $46,636 $47,200 $48,750 $43,200 $44,600 $47,345 $53,335 $49,470 $52,860 $44,964

Min $30,450 $34,191 $31,879 $32,946 $33,069 $31,500 $32,350 $33,957 $31,500 $32,000 $31,000 $31,904 $34,427 $30,871 $33,145 $35,200 $33,224

$48,597 MASTER’S Step 10 $43,852 $49,732 $46,370 $35,394 $41,069 $35,520 $38,350 $38,957 $38,250 $39,500 $35,375 $39,904 $39,927 $44,911 $41,040 $43,650 $38,924

AVERAGE YORK School District Acton Biddeford Dayton Fryeburg Academy Kittery RSU 6, Buxton RSU 21, Kennebunk RSU 23, Old Orchard Beach RSU 35, Eliot RSU 60, Berwick Saco Sanford Thornton Academy Wells-Ogunquit CSD York

$31,118

$48,895

$32,565

Max $61,347 $57,778 $59,066 $57,500 $59,332 $57,750 $68,862 $58,296 $64,628 $60,461 $59,925 $59,874 $56,787 $71,414 $68,239

Min $37,893 $37,386 $36,908 $36,500 $39,312 $39,500 $39,655 $36,285 $43,139 $37,050 $36,772 $37,229 $39,041 $48,515 $48,123

$40,631 MASTER’S Step 10 $50,893 $54,379 $49,942 $46,500 $54,405 $49,250 $57,678 $50,959 $58,048 $50,198 $50,391 $49,049 $56,787 $62,099 $66,952

$51,285

Min $35,347 $33,987 $34,301 $33,500 $36,400 $36,500 $36,050 $33,050 $39,405 $34,750 $34,048 $34,627 $35,492 $44,634 $43,749

$38,610 BACHELOR’S Step 10 $48,347 $50,981 $47,335 $43,500 $51,142 $46,250 $54,073 $48,024 $52,958 $47,898 $47,667 $46,447 $53,238 $58,218 $60,865

AVERAGE STATEWIDE AVG.

$36,389 $33,984

$50,463 $44,556

$61,417 $57,670

$39,554 $36,526

$53,835 $47,444

$65,877 $61,365

Min $35,867 $37,241 $32,862 $34,002

Min $30,450 $31,081 $30,000 $31,110 $31,969 $30,000 $30,700 $32,136 $31,000 $30,000 $30,000 $30,804 $32,995 $30,000 $32,093 $33,200 $31,464

Max $62,821 $64,433 $54,593 $61,693

Max $56,059 $63,712 $60,860 $41,984 $50,669 $44,938 $51,550 $48,457 $47,700 $52,250 $47,400 $45,700 $48,727 $56,143 $52,106 $54,860 $48,724

Max $63,893 $62,876 $61,673 $60,500 $62,790 $60,750 $73,167 $61,231 $70,885 $62,761 $62,649 $62,750 $71,871 $75,295 $75,070

26 28 25 26 20 17

98 45 121 130 111 116

Steps (BA/MA) 21 22 22 16

59 55 136 68

Steps (BA/MA) 26 31 41 26 23 28 31 30 25 26/28 28 26 27 28 25 28 28

Rank (BA Max) 123 56 82 163 139 158 143 151 149 142 157 156 148 124 141 132 154

Steps (BA/MA) 21 15/16 20 25 16 26 31 18 17 19 20 20 29 24 14

Rank (BA Max)

Rank (BA Max) 48 84 74 87 71 85 12 81 28 57 63 64 96 3 17

April 2017 • www.maineea.org 19

The Salary Issue

County-By-County Total Averages Androscoggin Aroostook Cumberland Franklin Hancock Kennebec Knox Lincoln Oxford Penobscot Piscataquis Sagadahoc Somerset Waldo Washington York STATEWIDE

BACEHELOR’S DEGREE Min Step 10 Max $33,823 $45,413 $58,480 $30,811 $41,192 $54,420 $36,450 $51,839 $66,051 $33,281 $40,630 $55,021 $34,001 $41,834 $52,838 $33,840 $43,765 $60,746 $36,642 $47,793 $62,315 $36,347 $47,827 $63,822 $33,618 $43,359 $57,184 $33,081 $43,080 $57,745 $34,462 $43,583 $57,158 $34,402 $49,636 $67,673 $34,837 $44,553 $54,878 $34,993 $45,743 $58,031 $31,118 $38,610 $48,895 $36,389 $50,463 $61,417 $33,984 $44,556 $57,670

Education Support Professionals Hourly Wage Benchmark Rankings 2016-17 Bus Drivers Average Min. 14.51 | Average Max. - 18.13 Rank District Maximum 30 RSU 40, Waldoboro 1 Wiscasset $24.12 30 RSU 52, Turner 2 RSU 12, Windsor $22.75 33 Baileyville 3 RSU 21, Kennebunk $21.79 34 RSU 59, Madison 4 Brunswick $21.65 35 RSU 78, Rangeley 5 RSU 5, Freeport $21.33 36 Athens 6 RSU 28, Camden $21.15 37 AOS 94 - Harmony 7 Falmouth $20.93 38 AOS 91 - Bar Harbor 8 RSU 24, Sullivan $20.70 38 RSU 80, Guilford 9 Gorham $20.44 40 RSU 10, Rumford 9 Portland $20.44 41 RSU 17, Paris 11 Dayton $20.29 42 RSU 67, Lincoln 12 Cape Elizabeth $20.19 43 RSU 9, Farmington 13 RSU 75, Topsham $19.94 44 RSU 4, Sabattus 14 RSU 14, Windham $19.83 45 East Machias 15 RSU 51, Cumberland $19.71 46 Fayette 16 RSU 23, Old Orchard Beach $19.69 47 RSU 50, Katahdin area 17 Scarborough $19.62 48 RSU 11, Gardiner 18 RSU 38, Readfield $19.50 49 RSU 3, Unity 19 AOS 93 - Jefferson $19.45 50 Machias 20 Westbrook $19.36 51 Caswell 21 RSU 73, Jay-Livermore $19.27 52 Pembroke 22 RSU 2, Hallowell $19.25 53 RSU 83, Bingham 23 RSU 15, Gray $18.89 54 Whiting 24 Lisbon $18.56 55 RSU 30, Lee 25 South Portland $18.52 56 RSU 29, Houlton 26 RSU 71, Belfast $18.51 57 RSU 33, St. Agatha 27 RSU 74, Anson $18.40 58 RSU 85, Lubec 28 RSU 61, Bridgton $18.34 59 Machiasport 29 RSU 6, Buxton $18.28 60 Cutler 30 AOS 93 - Great Salt Bay CSD $18.15 61 RSU 84, Danforth 20 Maine Educator • April 2017

$18.15 $18.15 $17.95 $17.83 $17.80 $17.62 $17.35 $17.34 $17.34 $17.22 $17.03 $16.86 $16.74 $16.71 $16.59 $16.45 $16.30 $16.27 $16.09 $16.05 $16.00 $15.80 $15.45 $15.43 $15.35 $15.33 $14.48 $14.47 $14.33 $14.30 $14.01

Min $36,445 $32,859 $39,928 $36,681 $36,335 $36,531 $39,246 $38,908 $35,984 $35,241 $37,287 $37,435 $38,190 $37,915 $32,565 $39,554 $36,526

MASTER’S DEGREE Step 10 $48,622 $43,566 $55,479 $44,303 $44,582 $46,865 $50,396 $51,014 $45,841 $45,422 $46,475 $52,902 $48,799 $48,597 $40,631 $53,835 $47,444

Max $62,397 $57,148 $71,561 $59,104 $57,055 $64,537 $64,918 $67,727 $59,972 $60,302 $59,983 $71,047 $61,752 $60,885 $51,285 $65,877 $61,365

Secretaries Average Min. - 13.19 | Average Max. - 17.61 Rank District Maximum 39 RSU 24, Sullivan 1 York $25.05 40 RSU 40, Waldoboro 2 Biddeford $23.84 40 RSU 85, Lubec 3 RSU 1, Bath $22.24 42 Baileyville 4 RSU 35, Eliot $22.18 42 RSU 4, Sabattus 5 Sanford $22.04 44 Winthrop 6 Acton $21.84 45 Blue Hill 7 Portland $21.55 46 RSU 10, Rumford 8 Cape Elizabeth $21.44 47 RSU 50, Katahdin area 9 Scarborough $21.21 48 RSU 19, Newport 10 Falmouth $21.02 49 Machias 11 RSU 34, Old Town $20.49 49 RSU 29, Houlton 12 RSU 51, Cumberland $20.34 51 RSU 9, Farmington 13 Wells-Ogunquit CSD $20.23 52 RSU 52, Turner 14 RSU 5, Freeport $20.08 52 RSU 67, Lincoln 15 RSU 60, Berwick $19.90 54 RSU 78, Rangeley 16 Saco $19.72 55 RSU 80, Guilford 17 RSU 23, Old Orchard Beach $19.66 56 Calais 18 Gorham $19.31 57 AOS 93 - Great Salt Bay CSD 19 RSU 14, Windham $19.19 57 AOS 93 - South Bristol 20 RSU 39, Caribou $19.13 59 AOS 93 - Jefferson 21 Kittery $18.94 60 Veazie 22 Bangor $18.83 61 Madawaska 23 Wiscasset $18.82 62 Auburn 24 RSU 75, Topsham $18.79 63 RSU 6, Buxton 25 Augusta $18.68 64 AOS 94 - SAD 46 Dexter 25 RSU 17, Paris $18.68 65 RSU 4, Sabattus 27 RSU 71, Belfast $18.56 66 RSU 16, Poland 28 Athens $18.53 67 RSU 30, Lee 29 AOS 92 - Winslow $18.52 68 AOS 94 - Harmony 30 Five Town CSD $18.49 69 Pembroke 30 RSU 28, Camden $18.49 70 Charlotte 32 RSU 15, Gray $18.40 71 RSU 73, Jay-Livermore 33 RSU 22, Hampden $18.32 72 RSU 3, Unity 34 RSU 12, Windsor $18.26 72 RSU 33, St. Agatha 35 Boothbay Harbor CSD $17.63 74 Alexander 36 RSU 61, Bridgton $17.55 75 Glenburn 37 AOS 91 - Bar Harbor $17.34 76 RSU 84, Danforth 38 Lisbon $17.11

$16.90 $16.87 $16.87 $16.71 $16.71 $16.70 $16.60 $16.57 $16.49 $16.40 $16.05 $16.05 $16.03 $16.02 $16.02 $15.98 $15.78 $15.76 $15.71 $15.71 $15.66 $15.54 $15.51 $15.41 $15.25 $15.24 $15.01 $14.98 $14.90 $14.84 $14.53 $14.50 $14.49 $14.43 $13.43 $13.15 $12.88 $12.56

The Salary Issue Cooks-Foodworkers Average Min. 11.41 | Average Max. 14.91 Rank District Maximum 44 Cape Elizabeth 1 Portland (Cook) $20.44 45 AOS 93 - Jefferson 2 Acton $19.88 46 Pembroke 3 York $18.64 47 Charlotte 4 Gorham $18.25 47 Veazie 5 RSU 38, Readfield $18.11 49 RSU 26, Orono 6 RSU 71, Belfast $18.03 49 RSU 73, Jay-Livermore 7 RSU 14 (Cook), Windham $17.97 51 Baileyville (Cook) 8 Northport $17.75 52 RSU 50, Katahdin area 9 Westbrook (Cook) $17.62 53 Winthrop 9 Wiscasset $17.62 54 St. George 11 Portland (Foodworker) $17.45 55 RSU 2, Hallowell 12 Westbrook (Foodworker) $16.93 56 RSU 30, Lee 13 AOS 92 - Winslow $16.90 57 Caswell 14 AOS 91 - Bar Harbor $16.84 58 RSU 3, Unity 15 RSU 12, Windsor $16.74 59 RSU 19, Newport 16 RSU 75, Topsham $16.57 60 RSU 52, Turner 17 RSU 51, Cumberland $16.26 61 Lewiston (Foodworker) 18 Blue Hill $16.23 62 RSU 85, Lubec 19 RSU 59, Madison $16.16 63 RSU 14 (Foodworker), Windham 19 RSU 61, Bridgton $16.16 64 RSU 6, Buxton 21 RSU 15, Gray $16.14 65 Sanford 22 South Portland (Cook) $16.08 66 Whiting 23 Milford $16.05 67 Madawaska (Cook) 24 Athens $15.97 68 RSU 29, Houlton 25 Brewer $15.61 69 RSU 4, Sabattus 26 Boothbay Harbor CSD $15.58 70 Cutler 27 Augusta $15.56 71 Machiasport 28 Brooklin $15.40 72 RSU 78, Rangeley 28 East Machias $15.40 73 Baileyville (Foodworker) 30 RSU 5, Freeport $15.33 74 RSU 80, Guilford 31 Lewiston (Cook) $15.31 75 Scarborough (Foodworker) 32 South Portland (Foodworker) $15.20 76 Madawaska (Foodworker) 33 Kittery $15.19 76 RSU 11, Gardiner 33 RSU 40, Waldoboro $15.19 78 AOS 94 - SAD 46 Dexter 35 Scarborough (Cook) $15.15 79 RSU 33, St. Agatha 36 RSU 60, Berwick $15.03 80 Auburn 37 RSU 22, Hampden $15.02 81 RSU 84, Danforth 38 Five Town CSD $14.77 82 Glenburn 38 RSU 28, Camden $14.77 83 RSU 34, Old Town 40 AOS 93 - Great Salt Bay CSD $14.66 84 Millinocket 40 AOS 93 - South Bristol $14.66 42 RSU 83, Bingham $14.63 43 RSU 18, Oakland $14.62 Custodians Average Min. -12.90 | Average Max. - 16.70 Rank District Maximum 22 AOS 93 - Great Salt Bay CSD 1 Acton $21.84 22 AOS 93 - South Bristol 2 York $20.98 24 Augusta 3 Five Town CSD $20.11 25 RSU 15, Gray 3 RSU 28, Camden $20.11 25 RSU 22, Hampden 5 RSU 5, Freeport $20.05 27 RSU 38, Readfield 6 Brunswick $19.89 28 Northport 7 Wiscasset $19.68 29 Westbrook 8 Wells-Ogunquit CSD $19.64 30 RSU 61, Bridgton 9 RSU 73, Jay-Livermore $19.27 31 Brewer 10 RSU 14, Windham $19.19 32 RSU 2, Hallowell 11 Gorham $19.11 33 RSU 52, Turner 12 Cape Elizabeth $18.86 34 RSU 74, Anson 13 RSU 75, Topsham $18.79 35 Scarborough 14 RSU 34, Old Town $18.72 36 South Portland 15 RSU 12, Windsor $18.58 37 Blue Hill 16 AOS 93 - Jefferson $18.56 38 RSU 59, Madison 16 Lisbon $18.56 39 AOS 91 - Bar Harbor 18 RSU 71, Belfast $18.51 40 Millinocket 19 Dayton $18.40 40 RSU 6, Buxton 20 RSU 51, Cumberland $18.26 42 Alexander 21 RSU 23, Old Orchard Beach $18.16 42 Athens

$14.61 $14.59 $14.53 $14.50 $14.50 $14.49 $14.49 $14.43 $14.36 $14.35 $14.28 $14.21 $14.04 $14.00 $13.98 $13.94 $13.93 $13.92 $13.87 $13.78 $13.74 $13.67 $13.62 $13.56 $13.55 $13.36 $13.30 $13.25 $13.09 $13.06 $13.03 $12.87 $12.70 $12.70 $12.18 $12.10 $11.98 $11.95 $11.85 $11.77 $9.80

$18.15 $18.15 $18.01 $17.92 $17.92 $17.82 $17.75 $17.71 $17.67 $17.62 $17.26 $17.19 $17.03 $17.01 $16.97 $16.96 $16.89 $16.84 $16.72 $16.72 $16.69 $16.69

44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 62 64 65 66

RSU 21, Kennebunk $16.68 Portland $16.55 Sanford $16.53 Boothbay Harbor CSD $16.40 RSU 17, Paris $16.30 Bangor $16.28 RSU 40, Waldoboro $16.25 RSU 16, Poland $16.12 St. George $16.07 Milford $16.05 RSU 18, Oakland $16.02 Caswell $16.00 RSU 9, Farmington $15.88 RSU 19, Newport $15.83 Baileyville $15.82 Auburn $15.79 RSU 26, Orono $15.53 Machias $15.50 Brooklin $15.40 East Machias $15.40 RSU 4, Sabattus $15.36 RSU 53, Pittsfield $15.31 RSU 10, Rumford $15.23

67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85

RSU 25, Bucksport RSU 30, Lee RSU 50, Katahdin area RSU 24, Sullivan Pembroke RSU 85, Lubec RSU 29, Houlton Whiting RSU 80, Guilford RSU 58, Phillips RSU 78, Rangeley Fayette RSU 3, Unity AOS 94 - Harmony RSU 33, St. Agatha Cutler Machiasport Glenburn RSU 84, Danforth

Ed Tech I Average Min. - 11.63 | Average Max. - 15.45 Rank District Maximum 45 Machias 1 York $20.57 46 Brooklin 2 Acton $19.88 47 RSU 12, Windsor 3 RSU 5, Freeport $19.58 48 RSU 54, Skowhegan 4 Cape Elizabeth $19.19 49 RSU 6, Buxton 5 Scarborough $18.98 50 RSU 40, Waldoboro 6 RSU 71, Belfast $18.56 50 RSU 61, Bridgton 7 Westbrook $18.26 52 RSU 18, Oakland 8 Gorham $18.25 53 Blue Hill 9 RSU 1, Bath $17.98 54 RSU 10, Rumford 10 RSU 14, Windham $17.97 55 Five Town CSD 11 Wells-Ogunquit CSD $17.90 55 RSU 28, Camden 12 Northport $17.75 57 Ellsworth 13 Brewer $17.74 58 RSU 24, Sullivan 13 Eastport $17.74 59 Alexander 15 RSU 60, Berwick $17.72 60 AOS 93 - Jefferson 15 RSU 75, Topsham $17.72 61 Lamoine 17 Bangor $17.68 61 RSU 21, Kennebunk 18 RSU 35, Eliot $17.50 63 Millinocket 19 AOS 92 - Waterville $17.45 64 AOS 94 - Harmony 20 Lewiston $17.31 65 Baileyville 21 Sanford $17.08 66 AOS 93 - Great Salt Bay CSD 22 Milford $17.05 67 RSU 83, Bingham 23 AOS 91 - Bar Harbor $16.84 68 RSU 49, Fairfield 24 RSU 15, Gray $16.68 69 Veazie 25 Lisbon $16.63 70 RSU 26, Orono 26 RSU 19, Newport $16.53 70 RSU 67, Lincoln 27 AOS 92 - Winslow $16.52 72 Calais 28 RSU 17, Paris $16.43 73 RSU 53, Pittsfield 29 Dayton $16.42 74 St. George 29 Kittery $16.42 75 Charlotte 29 RSU 57, Alfred $16.42 76 Auburn 32 Madawaska $16.29 77 RSU 30, Lee 33 RSU 51, Cumberland $16.27 78 Caswell 33 RSU 59, Madison $16.27 79 RSU 68, Dover-Foxcroft 35 Wiscasset $16.25 80 RSU 85, Lubec 36 RSU 74, Anson $16.24 81 RSU 80, Guilford 37 South Portland $16.15 82 RSU 3, Unity 38 Athens $16.07 83 RSU 9, Farmington 39 RSU 52, Turner $16.02 84 RSU 50, Katahdin area 40 RSU 23, Old Orchard Beach $15.92 85 RSU 41, Milo 40 Saco $15.92 86 RSU 29, Houlton 42 AOS 92 - Vassalboro $15.86 87 RSU 25, Bucksport 43 RSU 38, Readfield $15.77 88 RSU 4, Sabattus 44 Winthrop $15.66 89 RSU 73, Jay-Livermore

$15.15 $14.90 $14.89 $14.85 $14.53 $14.47 $14.38 $14.37 $14.36 $14.33 $14.26 $14.11 $13.98 $13.74 $13.44 $13.30 $13.25 $12.88 $11.95

$15.50 $15.40 $15.38 $15.36 $15.25 $15.19 $15.19 $15.18 $15.13 $15.10 $15.08 $15.08 $15.02 $15.00 $14.99 $14.92 $14.90 $14.90 $14.88 $14.84 $14.72 $14.66 $14.63 $14.61 $14.50 $14.49 $14.49 $14.43 $14.41 $14.28 $14.25 $14.14 $14.04 $14.00 $13.89 $13.87 $13.80 $13.62 $13.55 $13.46 $13.38 $13.07 $13.04 $12.92 $12.89

April 2017 • www.maineea.org 21

The Salary Issue 90 91 92 93 94 95

Ed Tech. I Continued: RSU 39, Caribou $12.52 RSU 58, Phillips $12.30 AOS 95 - SAD 27 Fort Kent $12.24 AOS 94 - SAD 46 Dexter $12.18 RSU 33, St. Agatha $12.17 Medway $12.08

96 97 98 99

RSU 84, Danforth East Millinocket Glenburn RSU 78, Rangeley

Ed Tech II Average Min. 12.91 | Average Max. 17.14 Rank District Maximum 54 Athens 1 RSU 17, Paris $25.21 55 RSU 18, Oakland 2 RSU 49, Fairfield $23.74 56 RSU 21, Kennebunk 3 South Portland $22.73 57 Lisbon 4 Acton $21.84 58 RSU 6, Buxton 5 York $21.61 59 RSU 67, Lincoln 6 Augusta $21.60 60 RSU 40, Waldoboro 7 RSU 1, Bath $20.62 61 AOS 94 - Harmony 8 Cape Elizabeth $20.29 62 AOS 91 - Bar Harbor 9 RSU 71, Belfast $20.16 63 AOS 92 - Winslow 10 RSU 14, Windham $20.11 64 Blue Hill 11 RSU 75, Topsham $19.94 65 AOS 92 - Vassalboro 12 Scarborough $19.90 66 RSU 61, Bridgton 13 Westbrook $19.77 67 St. George 14 Sanford $19.73 68 RSU 73, Jay-Livermore 15 RSU 5, Freeport $19.58 69 Machias 16 Winthrop $19.57 70 RSU 52, Turner 17 Falmouth $19.45 71 Auburn 18 Eastport $19.41 72 Ellsworth 19 Gorham $19.24 72 RSU 50, Katahdin area 20 Wells-Ogunquit CSD $19.12 74 RSU 24, Sullivan 21 RSU 15, Gray $19.08 75 Lamoine 22 AOS 92 - Waterville $19.05 76 RSU 30, Lee 23 Northport $19.00 77 RSU 16, Poland 24 Lewiston $18.69 77 RSU 85, Lubec 25 Brewer $18.65 79 Veazie 26 RSU 60, Berwick $18.50 80 RSU 26, Orono 27 Five Town CSD $18.49 81 Brooklin 27 RSU 28, Camden $18.49 81 Fayette 29 RSU 54, Skowhegan $18.40 83 RSU 53, Pittsfield 30 Kittery $18.39 84 RSU 29, Houlton 31 Baileyville $18.26 85 RSU 3, Unity 32 Dayton $18.25 86 RSU 83, Bingham 33 RSU 12, Windsor $18.12 87 RSU 78, Rangeley 34 Biddeford $18.03 87 RSU 80, Guilford 35 RSU 51, Cumberland $17.99 89 RSU 68, Dover-Foxcroft 36 Wiscasset $17.96 90 Millinocket 37 Boothbay Harbor CSD $17.78 91 RSU 9, Farmington 38 Saco $17.73 92 AOS 94 - SAD 46 Dexter 39 RSU 23, Old Orchard Beach $17.70 93 RSU 41, Milo 39 RSU 74, Anson $17.70 94 Charlotte 41 Bangor $17.68 95 RSU 39, Caribou 42 RSU 10, Rumford $17.62 96 RSU 4, Sabattus 43 Madawaska $17.61 97 AOS 95 - SAD 27 Fort Kent 44 Milford $17.55 98 RSU 25, Bucksport 45 RSU 35, Eliot $17.50 99 Cutler 46 AOS 93 - Great Salt Bay CSD $17.45 100 Glenburn 46 AOS 93 - South Bristol $17.45 101 RSU 58, Phillips 48 RSU 59, Madison $17.39 102 Medway 49 AOS 93 - Jefferson $17.38 103 East Millinocket 50 RSU 19, Newport $17.32 104 RSU 33, St. Agatha 50 RSU 22, Hampden $17.32 105 RSU 84, Danforth 52 RSU 38, Readfield $17.24 106 Whiting 53 RSU 57, Alfred $17.22

22 Maine Educator • April 2017

$11.95 $11.92 $11.85 $11.60

$17.19 $17.18 $17.15 $17.11 $17.06 $17.04 $16.92 $16.85 $16.84 $16.82 $16.60 $16.40 $16.36 $16.32 $16.28 $16.27 $16.26 $16.25 $16.04 $16.04 $16.00 $15.90 $15.78 $15.76 $15.76 $15.54 $15.53 $15.40 $15.40 $15.31 $15.25 $15.23 $15.20 $15.14 $15.14 $15.01 $14.88 $14.75 $14.65 $14.57 $14.50 $14.10 $14.00 $13.94 $13.62 $13.13 $12.88 $12.80 $12.78 $12.63 $12.57 $12.37 $11.99

Ed Tech III Average Min. 14.31 | Average Max. 18.66 Rank District Maximum 54 RSU 59, Madison 1 Acton $25.78 55 RSU 18, Oakland 2 RSU 17, Paris $25.75 56 Athens 3 Brewer $25.37 57 Boothbay Harbor CSD 4 RSU 1, Bath $24.65 58 Bangor 5 Wells-Ogunquit CSD $24.31 59 RSU 6, Buxton 6 Eastport $24.05 60 RSU 85, Lubec 7 Biddeford $22.99 61 RSU 52, Turner 8 York $22.74 62 AOS 93 - Great Salt Bay CSD 9 South Portland $22.73 62 AOS 93 - South Bristol 10 RSU 71, Belfast $22.54 64 Blue Hill 11 Cape Elizabeth $22.30 65 AOS 93 - Jefferson 12 Augusta $22.20 66 RSU 73, Jay-Livermore 13 RSU 54, Skowhegan $21.80 67 AOS 91 - Bar Harbor 14 Northport $21.65 68 AOS 94 - Harmony 14 RSU 21, Kennebunk $21.65 69 Ellsworth 16 Falmouth $21.46 70 Fayette 17 Winthrop $21.35 71 RSU 24, Sullivan 18 Scarborough $21.22 71 RSU 35, Eliot 19 Westbrook $21.10 73 RSU 61, Bridgton 20 Sanford $21.06 74 Lamoine 21 RSU 51, Cumberland $20.72 75 RSU 78, Rangeley 22 RSU 5, Freeport $20.61 76 Auburn 23 RSU 74, Anson $20.38 77 Machias 24 Dayton $20.27 78 AOS 92 - Winslow 24 RSU 75, Topsham $20.27 79 AOS 92 - Vassalboro 26 AOS 92 - Waterville $20.15 80 Medway 27 RSU 14, Windham $20.11 81 East Millinocket 28 RSU 67, Lincoln $20.06 82 RSU 30, Lee 29 RSU 29, Houlton $19.96 83 RSU 16, Poland 30 RSU 15, Gray $19.87 83 Veazie 30 RSU 19, Newport $19.87 85 RSU 26, Orono 32 Kittery $19.83 86 RSU 83, Bingham 33 Baileyville $19.78 87 RSU 80, Guilford 34 Gorham $19.69 88 RSU 41, Milo 35 Lisbon $19.68 89 RSU 3, Unity 35 Wiscasset $19.68 90 RSU 53, Pittsfield 37 RSU 60, Berwick $19.67 91 RSU 4, Sabattus 38 Saco $19.61 92 AOS 94 - SAD 46 Dexter 39 RSU 23, Old Orchard Beach $19.59 93 RSU 68, Dover-Foxcroft 40 RSU 38, Readfield $19.57 94 Brooklin 41 Five Town CSD $19.50 95 RSU 39, Caribou 41 RSU 28, Camden $19.50 96 Calais 43 RSU 10, Rumford $19.46 97 AOS 95 - SAD 27 Fort Kent 44 Lewiston $19.30 98 Millinocket 45 Milford $19.05 99 Charlotte 46 St. George $18.87 100 RSU 25, Bucksport 47 RSU 12, Windsor $18.86 101 Glenburn 48 RSU 9, Farmington $18.85 102 RSU 58, Phillips 49 RSU 50, Katahdin area $18.74 103 Cutler 50 RSU 40, Waldoboro $18.70 104 Whiting 51 RSU 57, Alfred $18.60 105 RSU 33, St. Agatha 52 RSU 22, Hampden $18.59 106 RSU 84, Danforth 53 Madawaska $18.56

$18.51 $18.44 $18.29 $18.28 $18.22 $18.19 $18.18 $18.17 $18.15 $18.15 $18.08 $18.07 $17.90 $17.84 $17.82 $17.58 $17.53 $17.50 $17.50 $17.47 $17.40 $17.09 $17.07 $17.05 $17.02 $16.94 $16.84 $16.77 $16.59 $16.57 $16.57 $16.56 $16.48 $16.45 $16.06 $15.93 $15.86 $15.64 $15.61 $15.58 $15.40 $15.34 $15.10 $14.98 $14.88 $14.75 $14.30 $13.91 $13.80 $13.44 $13.19 $12.95 $12.89

To see how current contracts compare to years past, log onto MAINEEA.ORG.

Tech T@lk

Money S

Technology has made saving money a whole lot easier. Gone are the days of actually clipping coupons. Sure, you can still do that, but there are a lot of apps that will allow you to earn rebates for the things you’re already going to buy at the grocery store and beyond. The best part, all you have to do is tap your phone a few times and watch the money add up. We’ve done the research for you, and below are five great ways to help you save and spend your money wisely.

s e t i s b e W d n aving Apps a

Acorns This app saves when you’re not looking, with a simple feature that rounds your purchases up to the next dollar and saves the extra pennies in your Acorns account.

Some banks do this, too, but Acorns actually invests those pennies in financial products like stocks and bonds. I’m currently enjoying gains of over 4 percent on those little investments, and it feels like free money.

Ebates If you’re going to spend money you might as well make money doing it. That’s where Ebates comes in. Ebates is a company that gives you cash back for shopping through their affiliated stores; there are more than 2,000 How does it work? You (the customer) go to Ebates.com, search for the store you want to shop at, click the “shop now” button, and shop at the online store (as you normally would). Once you’ve made a purchase, a percentage of the purchase shows up in your Ebates account. If Ebates offers 10% cash back for shopping at Target and you buy something for $500, you’ll get $50 in cash back. It’s that simple.

Checkout51

Raise.com

Looking to save at the supermarket? Checkout51 is a rebate app. You make a purchase of any of the products from the list of current offers, upload your receipt to the app and receive money back into your Checkout51 account. You can buy groceries at any store and earn cash back. Discount offers change every week.

Ibotta is another app that operates similarly.

This website offers thousands of discounted Gift Cards. You can sell your unwanted gift cards or purchase a discounted gift card in seconds!

Living Rich with Coupons For the big time coupon guru—the Living Rich with Coupons app shows you everything you need to know about couponing in one spot. Plus, the app will pull in details from online sales at your local grocery store and any freebies that may be available. It’s all in one spot with this app.

April 2017 • www.maineea.org

23

The Salary Issue

Teacher Shortage

Why They Leave

How to Slow the Exodus

[

When the Grass is

Greener...

]

Teacher shortages are not unique to the Pine Tree state. Research shows across the country each year more than 200,000 teachers leave the profession. Nearly two-thirds of those who leave report doing so for reasons other than retirement. The profession—as a whole—is seeing a decline in those who choose to step into the classroom. The shortages in Maine, identified by the US Department of Education, center around several academic areas, ranging from math and science to foreign language and industrial arts.

To help turn the shortage around, it is important to understand the root of the problem, especially considering many of the areas experiencing shortages have experienced this same problem for a decade.

Research shows low pay is just one of the factors contributing to the problem. Another factor for Maine— the seemingly greener grass in our neighboring New England states. According to an article published by the University of Maine College of Education and Human Development, “Maine’s salaries, on average, likely encourage some teachers and some aspiring teachers to seek jobs out of state; Massachusetts and New Hampshire salaries have grown faster than most states’ while Maine’s have stagnated.” 1The link between the teacher shortage, salary, and how to attract and retain teachers is very well researched.

The Learning Policy Institute, which studies topics related to education, conducted a report in September 2016 on both factors that contribute to the teacher shortage and ways to encourage people to enter the profession. The study also highlights how salaries impact teacher attrition, with teachers more likely to quit when they work in districts that pay less. Furthermore, the study shows a 10-percentage point gap in attrition rates “between beginning teachers who first-year salary was $40,000 or more as compared to those earning less.”2

Teachers Qualify for Government Subsidies

Salaries in education are no longer a guarantee to a life in the middle-class. According to a study from the Center for American Progress, Maine is one of 30 states where mid-career teachers who are considered the head of household for a family of four or more are eligible for government subsidies. The subsidies include things like health insurance for their children or free and reduced-price lunch. In Maine, according to the study, teachers are eligible for seven of these subsidies. For reference, seven subsidies are the most received by any state, and only six other states received this same ranking.3

24 Maine Educator • April 2017

Cost of Teacher Turnover

The financial cost of teacher turnover has a major impact on taxpayers. A study that specifically examined the cost of replacing teachers who leave the profession, showed costs range from $4,366 in a small rural district to nearly $18,000 in a large urban district.4 The calculated costs are based on investments districts, through taxpayer funded dollars, make to both recruit, hire, and train new teachers.

The study also found that districts with the highest rates of poverty bear most of these costs because they also have the highest rate of turnover.

In addition to the financial costs, teachers are quick to point out that continued turnover for teachers negatively impacts student learning.

If teachers continue to leave the profession, the consistency students rely on is lost further emphasizing the need for better pay to keep teachers from leaving the profession.

The Salary Issue

Retention Rates in the University of Maine System Contributing to the teacher shortage is the ability to attract collegeaged students to enter the profession and stay enrolled in education as a major. The University of Maine System shows in the Fall of 2015, after the first year of college for students enrolled in the College of Education and Human Development, only 80% remain enrolled.

Retention rates continue to decline with each passing year, for a total graduation rate for those enrolled in the College of Education, system wide, of just 61% after four years. That’s a near 40% loss of students who first enrolled in the College of Education and Human Development over the course of just one year.5 The MEA believes recruiting and retaining high quality teachers has never been more important as the state faces an expected exodus of teachers who will leave the profession due to retirement. That’s in addition to those that leave for other reasons. Now is the time to make the profession more attractive to those who are in college, and reward those who are helping shape the future. Increasing the starting teacher salary is a first step in the right direction.

What would bring those who leave the profession back Five of the top 7 answers are money driven • • • • • • •

The ability to maintain retirement benefits (68%) Salary increases (67%) Smaller class sizes/student loads (61%) Easier and less costly renewal of teacher certification (41%) State certification reciprocity (41%) Student loan forgiveness (25%) Housing incentives (23%)

Policies to Slow the Teacher Exodus Increase teacher compensation 1.

2.

3.

4.

Increase teacher salaries in schools and communities where salaries are not competitive or able to support a middle-class lifestyle.

Use federal levers in ESSA to provide low-income schools and districts with additional resources to attract and retain quality teachers.

Increase overall teacher compensation by offering housing incentives, such as money for rent, relocation, and down payment assistance.

Offer career advancement opportunities that provide increased compensation, responsibility, and recognition.

Source: Learning Policy Institute Podolsky, A., Kini, T., Bishop, J., & Darling-Hammond, L. (2016). Solving the Teacher Shortage: How to Attract and Retain Excellent Educators.

Palo Alto, CA: Learning Policy Institute.

1. https://umaine.edu/edhd/2016/11/03/maine-schools-focus-great-schools-need-greatteachers-can-shortages/ 2. Podolsky, A., Kini, T., Bishop, J., & Darling-Hammond, L. (2016). Solving the Teacher Shortage: How to Attract and Retain Excellent Educators. Palo Alto, CA: Learning Policy Institute.

3. https://cdn.americanprogress.org/wp-content/uploads/2014/07/teachersalaries-brief. pdf 4. Thomas G. Carroll, Policy Brief: The High Cost of Teacher Turnover, Prepared for the National Commission on Teaching and America’s Future (Washington, DC: 2007 5. https://umaine.edu/oir/wp-content/uploads/sites/205/2016/12/0515_rateEHD.pdf April 2017 • www.maineea.org 25

PE

S

C RSPE TIVE

Why should the State increase the minimum starting teacher salary?

When it comes to increasing teacher pay, both veterans and early career educators, share their personal stories about why teachers deserve more.

For some it’s about a living wage, for others it’s about respect. Here are three member stories. Want to share your story? Email editor@maineea.org

Cassie Edwards MSAD 60 TA

Jonathan Payne MSAD 60 TA Christina Hoar Massabesic EA When I graduated from UMF in 2008, I knew that getting by on a teacher’s salary would be difficult. But I never imagined that nine years later, I would be working two jobs, clocking 60 hours a week (not including time spent grading and planning), and still just barely be “getting by.” I was extremely lucky to spend my first three years teaching in rural Alaska, where teacher salaries are high, despite the cost of living, and where I was able to pay off my student loan debt.

When I moved back to Maine in 2011, I took almost a thirty percent pay cut. My current salary with over eight years of experience is less than what I was making my first year in Alaska. And it’s still not enough by itself to make ends meet. I live a pretty frugal life—a tiny one bedroom apartment, a modest and reliable car, and no expensive habits—yet after five years, I was still struggling. Would I have to move back in with my parents and add half an hour to my commute just to survive?

Luckily for me, a local family-run store around the corner from my apartment was hiring. I knew how friendly the staff was and how desperately I wanted to keep my independence, so I took the job.

I now work 7 days a week, getting up early each weekday for school and closing the store on the weekends.

Holidays, vacations, and even snow days are no longer free. I look forward to the day when I can go back to only teaching, but it won’t be any time in the foreseeable future.

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Maine Educator • April 2017

“I don’t get out of bed for less than $30/hour!” That’s what I say (a little tongue and cheek) in my private life. I moonlight as a carpenter and I do everything from full blown structural repairs to one off custom designed furniture. I moonlight as a carpenter/ furniture maker because I don’t make enough at my day job as the Technology Integrator at my high school. I work exclusively with teachers but I’m on the teachers’ contract, for which I’m happy because it means I am able to stay involved with my union! But this means that despite the fact that I’m almost 40, have been in education for a decade, and hold a Ph.D. (and have about $90,000 in student loans) I make less than $50,000 a year.

My day job requires me to have and maintain a degree of expertise in the technology. I have other friends who are in technology as well. One of them just paid off his BMW because “…bonus time came and [he] only owed $17,000…”! Could you imagine? I couldn’t. The major issue is this is one of those issues that fuels the old adage “Those who can, do. Those who can’t, teach”. Argh!

The issue with this is that I could do something else, all of my colleagues could do something else, but we don’t!

Instead we choose to be teachers, to work in education. We choose to work in education because we value the social good, because we love the kids, because it allows us to make a difference in the world. We do it because we are called to it. So the major question here is, why are teachers being exploited for their altruism?

Shouldn’t they be rewarded?

I feel like good teaching falls into that category of everybody wants it but nobody wants to pay for it, like police and fire protection. I didn’t get into teaching for the money but every once in a while it comes up that people with way less essential jobs than mine make way more money than I do. It’s a little frustrating and depressing.

I like to joke that I work a second job to support my shopping habits, but honestly it makes ends meet. More often than not, a large portion of what I take home from my second job helps pay for the electric bill, especially during the winter for heat. The only reason I can afford to live where I do is because I’m married. A onebedroom apartment (when you can find one) runs about $1250, which would be more than half of my monthly income. My husband never graduated college and makes more than I do with my Master's degree.

I would love to be able to start a family, but as much as I work, and with the margins we have after bills are paid, it’s just not feasible right now. And how on earth would we afford childcare when I go back to work?

No one gets into teaching for the money, but that has kind of become its own reason not to pay us more. We’re expected to be superheroes and reach every kid, and make learning exciting and engaging but none of that work is worth paying us well?

I love my job and the people I work with, and my thoughts are in no way a judgement on my district but the systemic funding issues that occur across the state and across the country. If you want the best people in your industry, you have to show them that you value and respect them; and part of that means paying them what they deserve.

Your Association

April 2017 • www.maineea.org

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Your Association

Benjamin Brigham Kennebec Intra-District EA

Lois Kilby-Chesley MEA President

Gerry French RSU 71 EA

Leah Douglass Westbrook EA

MEA members from around the state came out in force during the Betsy DeVos nomination hearings and participated in the #wearredforpubliced Wednesdays. The pictures truly tell the story of our members, always advocating, regardless of the issue, for our students.

Beth French RSU 71 EA

Amanda Cooper Gorham TA

Denise Simoneau Bangor EA & Patty Scully Winslow EA 28

Maine Educator • April 2017

Samantha Lecaroz O’Clair Northern Aroostook EA

Saco EA

Lewiston EA

Your As

so ciation

May 20 and 21, 2017 - Portland Marriott Sable Oaks, South Portland MEA’s highest governing body is the Representative Assembly. It derives its power from, and is responsible to the membership. Elected Delegates from local associations across Maine meet to discuss and vote on proposals to the MEA Constitution, Bylaws, and Standing Rules, adopt Resolutions and New Business Items, and enact a Strategic Budget.

Their decisions give voice and definition to educators’ needs and interests.

2017 PROPOSED CHANGE to BYLAWS BYLAW ARTICLE I.SECTION 4, PART C Section 4. Membership Dues: C. The Association shall allow credit to first-year active or active education support members who join the Association during their first year of membership eligibility, the reduction of their dues being ten percent (10%) per year for each year of their student membership in the Student Education Association of Maine (SEAM) and/or for each year of their student SEAM membership up to four (4) years. The first-year active member shall provide proof of membership in SEAM to be eligible for credit, and the Association shall verify student SEAM membership.

Any reduction in dues offered to first-time members or student SEAM members shall be contingent upon agreement to continuous membership.

Rationale: The Student Education Association of Maine (SEAM) has changed its name to Student MEA. By removing the association’s name from the Bylaws, should it decide to, it will be easier for a name change in the future.

Submitted by Lois Kilby-Chesley, MEA President The Structure & Bylaws Committee recommends "Ought to Pass"

PROPOSED RESOLUTIONS New,2017 Amendments and Deletions 1 - New A RESOLVED: That the MEA will support efforts to undo the offset of Title 1 funding to local schools.

Rationale: Federal mandate states that Title 1 funds are intended to supplement, not supplant, local funds. This resolution would bring us in line with federal law and would mean additional funds for public schools and therefore it would create winners across the state without creating any losers. This is already a component of Governor LePage's budget, and

with bipartisan support, this is a likely area to effect change.

Submitted by: Government Relations Committee David Murray, Committee Chair

•

2 - New B

•

RESOLVED: That the MEA believes that members should be actively engaged in the development and sustainability of mentorship programs.

•

Rationale: Mentoring new educators will add value to our organization, promote best practice, collaboration, membership, and retention.

Submitted by: Instruction & Professional Development Committee Rebecca Cole, Committee Chair 3 - New B RESOLVED: That the MEA believes that local associations should actively engage in design and implementation of professional development supported by training with administration in collaborative practices.

pregnancy and after childbirth, including at least 6 weeks leave post-delivery, utilizing Short Term Disability insurance with a benefit of at least two-thirds of pay (equivalent to take-home pay); 6 weeks of paid maternity leave after medically necessary leave has expired; 6 weeks of eligible paid paternity leave; 6 weeks of eligible bonding leave for the paternal and/or maternal parent after an adoption.

Rationale: We are in the business of educating children and public sector businesses are improving these benefits. We are a predominantly female profession and need to be able to attract and retain employees here in the state.

Submitted by: Statewide Bargaining Committee Belinda Saucier & Donna Longley, Committee Co-Chairs 5 - New E

Rationale: By engaging in collaborative practices, local associations will have an increase in professional development voice/choice and build better relationships between staff and administration and lay the groundwork for collaborative behaviors in other areas.

RESOLVED: That the MEA believes that regardless of immigration status of students or their parents, every student has the right to a free public education in an environment free from harassment.

The Association also believes that neither educational systems nor their employees are responsible for the determination or enforcement of immigration status.

Submitted by: Instruction & Professional Development Committee Rebecca Cole, Committee Chair

Rationale: In support of MEA’s Goals and Objectives, Working Conditions Goal #1 and Quality of Learning Goal #6.

4 - New C

Submitted by: Human, Civil Rights & Cultural Affairs Committee Molly Smith, Committee Chair

RESOLVED: That the MEA supports the improvement of maternity/paternity/ bonding leave in public schools in Maine.

The MEA believes that standard maternity/ paternity/bonding leave should include at a minimum: • All medically necessary time during

April 2017 • www.maineea.org

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Your Association 6 - Proposed Amendment of C-19 C19. RESOLVED: That the MEA believes in the concept of the establishment of a state fund which would provide for the liquidation (pay-off) of college loan debts of any graduate who chooses to enter the teaching profession and chooses to demonstrate a serious, long-term commitment to teaching for a minimum period (term) of twenty years.

(Adopted 2004) Rationale: Few individuals are able to enter teaching for a 20-year commitment.

Submitted by: MEA-Retired Resolutions Committee Jim Bryson, Committee Chair 7 - Proposed Amendment of D-24 D24.

RESOLVED: That the MEA believes that the collective bargaining process is the most effective guarantee for economic and professional security of school personnel.

Negotiated comprehensive contracts between governance affiliates and the appropriate educational governing body should include agreements on: • compensation commensurate with the fundamental importance and worth of education to society that reflects the skill, training and experience brought to the education profession • working conditions, including but not limited to: gestablishment of viable limits on class size and work loads grelease from non-teaching duties ghealth and dental insurance benefits gduty-free lunch period gtime for planning gpersonal and sick leave plans including a sick leave bank gchild care leave gprofessional leave

gsabbatical leave the utilization of support professionals in well-defined support positions • contract grievance provisions, including: gbinding arbitration to resolve disagreements gdue process and just cause in the layoff or dismissal of members, or the non-renewal of member contracts ga procedure for monitoring the contract by a grievance committee advocating and guarding member rights • full salary compensation for members selected for jury duty, or ordered to training duty with a military unit (Adopted 2004; Amended 2014) •

Rationale: We want to make sure that all employees maintain pay and benefits when circumstances arise that require them to be away from school due to illness.

Submitted by: Statewide Bargaining Committee Belinda Saucier & Donna Longley, Committee Co-Chairs 8 - Proposed Amendment of E-22 E22. RESOLVED: That the MEA believes in the equality of all individuals, and that human dignity is of supreme importance in the educational process and is enhanced by: • programs which reinforce the individual member's contractual, statutory, and constitutional rights • elimination of discriminatory practices in employment, promotion, and compensation • elimination of racist and sexist stereotyping in curriculum materials and teaching practices encourage all members of the educational community to examine assumptions and prejudices, including, but not limited to racism, sexism, and

PROM

Pre-RA Overview Meetings MEA RA Delegates will be invited to attend a PROM meeting to review proposed language changes to MEA’s Constitution, Bylaws, and Standing Rules, Resolutions, New Business Items, and Strategic Budget.

Look for email invitation. Registration Deadline: April 24 Monday, May 1 – Augusta or SKYPE into the meeting Tuesday, May 2 – Auburn area Wednesday, May 3 – Bangor area Thursday, May 4 – Caribou area Monday, May, 8 – Portland area Delegates unable to attend – Video meeting will be available

Contact Linda Heaney with questions regarding the RA or PROM meetings at 1-888-622-4418 ext 2218 or lheaney@maineea.org

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Maine Educator • April 2017

homophobia in curriculum materials and practices that might limit the opportunities and growth of students and educational employees • recognition of and respect for the richness of the multicultural heritage of the students of the State of Maine • promotion of a safe and inclusive environment for all (Adopted 2004; Amended 2015) Rationale: In support of MEA’s Goals and Objectives, Working Conditions Goal #1 and Quality of Learning Goal #6.

Submitted by: Human, Civil Rights & Cultural Affairs Committee Molly Smith, Committee Chair 9 – Proposed Deletion of E-4 E4.

RESOLVED: That the MEA believes a school/workplace should not exclude staff because a person suffers from Acquired Immunodeficiency Syndrome/ Human Immunodeficiency Virus (AIDS/ HIV) or is infected with the HIV/AIDS virus. Furthermore, that the MEA supports educational employees who are at risk of being fired, non-renewed, suspended with or without pay, transferred or subjected to any other adverse employment action because they have tested positive for the HIV/AIDS antibody or have been diagnosed as having AIDS. (Adopted 1992; Amended 2002; Amended 2011) Rationale: Understand Federal law now covers issue to prohibit actions as listed.

Submitted by: MEA-Retired Resolutions Committee Jim Bryson, Committee Chair 2017 PROPOSED NEW BUSINESS 2017 PROPOSED ITEMS NEW BUSINESS ITEMS 1.

RESOLVED: That the MEA will determine the need for a state-wide base wage for Educational Support Professionals.

Rationale: The MEA ESP continue to be the lowest paid educators preK-12. A base wage would raise wages to a livable wage for all categories of ESP. Economic Goal, Objective #1 and #2: 1. Increase Maine educators’ salary/wages 2. Promote equitable salary/wages schedules Submitted by: Education Support Professionals Committee Lois Kilby-Chesley, Committee Interim Chair Estimated budgetary impact: $0

Your Association

2017 MEA Elections Results:

NEA Representative Assembly Delegates

MEA’s Structure and Bylaws/Elections Committee counted ballots and certified elections at their meeting on Saturday, March 11.

At-Large Delegates for 2-year terms are:

MEA Board of Directors for 3-year terms:

Alternates: Stacie Cocola, Andrew Doak, Beth French, Sarah Hirschfeld, Allison Lytton, David Murray, Jane Seidenberg, Molly Smith

District A: Robert “Bo” Zabierek District C: Jesse Hargrove District K: Bob McCully District L: Amber Russo District P: Neil Greenberg District R: Tom Moore

Delegates: Rebecca Cole, Phyllis Hunter, Terry Martin, Jonathan Payne, Robert “Bo” Zabierek

NEA District 25: Ken Williams - 1-year term NEA District 29: “Bo” Zabierek - 1-year term

MEA Representative Assembly

MEA-Retired Delegates: Jim Bryson, Kay Grindall, Sally Martin

NEA-Retired Delegates for 1-year terms:

Delegates: Jim Bryson, Tom Curran, Larry Given, Kay Grindall Alternates: Sally Martin, Gary McGrane

Student Delegate: Stephen Riitano

Candidates to be elected at the MEA Representative Assembly NEA DIRECTOR

NEA DIRECTOR

MEPERS TRUSTEE

Amanda Cooper

Gerry French

Ken Williams

Now more than ever, children and educators in our state and across the nation need champions in Washington, D.C. As a mother, educator, and activist, I am ready and eager to take on that challenge. My MEA experiences began in college as president of the Student Education Association of Maine for the Saint Joseph’s College chapter. My desire to continue to promote our profession then led me to serve in the Gorham Teachers Association, as treasurer, chief negotiator, vice president, and currently as president. These experiences along with serving on the MEA Board of Directors for the past six years have galvanized my passion and commitment to advocacy for our students, colleagues, and community public schools. If given the opportunity to serve as your NEA Director, I pledge to stand against the attacks on our profession by promoting the amazing work that we do day in and day out in spite of great adversity. I pledge to educate the political ideologues about the critical nature of public education in sustaining a democracy. I pledge to be your voice and champion. I pledge to educate, advocate, and inspire.

I am Gerry French, a member of the RSU 71 Education Association, where I’m a local Vice President. My experiences within the profession include: substitute work, part time work and/or full time work as a Custodian, Secretary, Ed Tech, Bus Aide, Food Service, Maintenance, Bus Driver and Classroom Teacher. Having first joined MEA over 20 years ago, I’ve remained extraordinarily active.

I served on the Leadership Development Committee and the Statewide Bargaining Committee. I currently serve on the ad hoc Membership Organizing Committee, and the ESP Committee for which I am the Board Liaison. I’ve been a Delegate to both MEA and NEA RA’s on multiple occasions. I’ve served on the MEA Board of Directors on two separate occasions – once representing District D and ESP simultaneously, and currently I am the ESP Director. I am a member of the RSU 20 School Board of Directors, as well as the Waldo County Technical Center Board of Directors.

Dear MEA Members,

“Be the change you wish to see in the world.” ~ Mahatma Gandhi

My wife and teammate, Beth French, is our MEA Board of Director from District D. Together, we have 3 sons. Tim, who is an MEA member and SPED teacher, Gabriel, who is in the 6th grade, and Elijah, who is in the 5th grade.

The award winning Maine Public Employees Retirement System is well positioned, looked to nationally and internationally as a leader in service and funding, has a diversified portfolio and strives to fulfill its mission — “to safeguard, invest, and grow System assets consistent with the highest fiduciary duty, to ensure that retirement plans are funded based on sound actuarial standards, and to provide our members with best-in-class pension and benefit services.” I am thrilled to be running again for the active educator trustee position at the Representative Assembly later this spring. This could be a final term for me as following another three years on the Board I will be at retirement age. Hard to believe as it seems like yesterday that my three children were fixtures at MEA conferences and RAs. As the end of my 31st year at Nobleboro Central School approaches it’s no surprise that some of my best moments as an educator have been when advocating for members at the bargaining table, on both the MEA and MEPERS Boards, and as an RA delegate. If elected, it would be my pleasure to continue service as the MEA elected MEPERS Trustee.

April 2017 • www.maineea.org

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Calendar Coming Soon

June 1

Ongoing

August 15

Ed Tech Training

Teaching & Learning Grants

Athletics Grants

Retired Project Grants

Through California Casullty, members can apply for awards to be used to help subsidize school sports programs in ways such as purchasing new equipment or paying for competition travel costs. The grant cannot be used for individual student awards. Applications will be considered and awarded for the following school year; grant is open to middle and high schools only.

NEA-Retired, awards State Organizing Grants to State Retired entities. Grant awards will not exceed $5,000 anually. Grants must be used for Membership Recruitments, Organizing New Retired Locals, Retired Organizing Projects, Creating Reitred Activists, Developing Retired Leaders or Developing and Strengthening Community Partnerships.

Free training for ed techs working with students with challenging behaviors. Topics include, special education and the IEP process, the role and responsibilities of the Ed Tech, implementing accommodations/ modifications and supporting students to succeed in the classroom. Various dates around the state.

FMI: email Dan Allen: dallen@ maineea.org

NEA Foundation grants are available in the following categories: •

•

Student Achievement grants to support initiatives that improve academic achievement Learning & Leadership Grants to support highquality professional development

All public K-16 educators may apply.

FMI: neafoudnation.org

Graduate Division

Training the Teachers of Tomorrow Center for Innovation in Education at Thomas College

Graduate Programs in Education • Master of Science in Education • Master of Science in Education Leadership • Master of Science in Literacy Education

207.859.1102 32

•

grad@thomas.edu

Maine Educator • April 2017

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thomas.edu

FMI: calcas.com

FMI: nea.org/grants

Salary Issue Sudoku

Answer key on page 4

Let’s talk about you Call us for help in creating personal solutions for: • auto insurance • umbrella liability • life insurance • home insurance • other financial needs • retirement planning Lisa Bussiere, Auburn . . . . . . . . . . . 207-783-3660 David Case, Bangor . . . . . . . . . . . . . 207-941-2121 Joe DeFranco, Ellsworth . . . . . . . . . 207-941-2121 Jeff Delisle, Augusta . . . . . . . . . . . . 207-623-5004 Stewart Durrell, Wilton . . . . . . . . . . 207-645-4779 Martha Frost, Falmouth . . . . . . . . . . 207-797-3019

P.J. Kinney, Presque Isle . . . . . . . . . . . . 207-764-1283 Tony LaPrino, Rockland . . . . . . . . . . . . . 207-941-1212 Dominic Vermette, Waterboro . . . . . . . . 207-467-3650 Troy True, Brunswick . . . . . . . . . . . . . . . 207-729-1975 Dominic Vermette, East Waterboro . . . . . 207-247-0186 Paul Yarnevich, South Portland . . . . . . . . 207-510-6600

April 2017 • www.maineea.org

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