AALA Newsletter 06022025 : simplebooklet.com

AALA/TEAMSTERS LOCAL 20102JUNE 2, 2025THE STATE OF LAUSD LEADERSHIPWe get letters from our voices from the ﬁeld. The timing of this letter is brilliant. Senior leaders continuously tell me there is an environment of trust and retaliation is not tolerated. However, we know the reality is different. Anyone daring to question, seek clariﬁcation, or provide a more effective path forward, get’s WHACKAMOLED into submission. Moreover, bringing truth to power in this current culture and climate is a pathway to being blackballed and career suicide in most cases. The biggest irony is the district’s assertion that I am speaking for myself or a few disgruntled members. It has been a grueling lift to let the district know most if not all our members are unhappy, demoralized, and dissatisﬁed with current working conditions. LAUSD, take a moment to analyze and reﬂect on the letter from one of our most dedicated and respected members. Their voice is telling you what I have shared and will continue to share with you. This letter is the very reason we are ﬁghting and advocating for at the negotiations table: protections against retaliation for speaking truth to power, systemic change to bring true joy and wellness to the work we do while combating dismissiveness, and a lack of trust and respect. In the meantime, more and more members are retiring. Many effective veteran administrators are making the decision to leave and begin anew somewhere else. Will LAUSD take the time to reﬂect on why the current practices are compelling hardworking, dedicated administrators to leave the district? I challenge and invite the district’s senior leaders to do genuine exit interviews with our resigning and retiring members. The truth will hurt and maybe sting a little. However, hearing solutions and the real-world experiences of our rank and ﬁle members will lead to a more satisﬁed work force.After years of working alongside principals, central ofﬁce staff, and community members, I’ve come to one undeniable conclusion: LAUSD is ﬁlled with talented, passionate professionals who are often stiﬂed by a system that prioritizes compliance over courage and control over collaboration.At the heart of the district are school-site principals, leaders entrusted with the responsibility of shaping learning environments, supporting staff, and meeting the complex needs of students and families. And yet, principals are too often met with a lack of trust and professionalism from the very system that should be empowering them. Central ofﬁce decisions frequently limit local decision-making, disrupt school site plans, and deliver last-minute mandates with little regard for the impact on campus communities. Leadership development is either absent or misaligned with the real challenges principals face. More troubling, decisions from the top often escalate tensions between school leaders and faculty, rather than fostering a shared sense of purpose.MEMBER LETTER – PAGE 3DISTRICTINTIMIDATEDEMORALIZEMISALIGNEDDYSFUNCTIONAL

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NEWSLETTER3JUNE 2, 2025If you are a “priority principal,” especially a new one, you are likely being trained in a culture of fear, pressured to act on behalf of the district rather than your school community. This dynamic strips leaders of the space to build relationships, exercise judgment, make mistakes, and grow. It disconnects them from their teams and transforms the principalship into a role of managerial compliance, rather than visionary leadership.What I’ve observed is a deep culture of silence, fear, and resignation. Leaders at all levels acknowledge that many district practices contradict what we know to be best for students. Yet the prevailing message is: “I know this isn’t right, but we just have to do it.” Each submission chips away at morale. Every quiet acknowledgment of poor practice is a collective admission that we are not advocating for students as boldly or consistently as we may believe or claim.This dysfunction is not new, nor is it the product of a single administration. In truth, many district leaders have cycled through roles and risen through bureaucratic structures that reward compliance more than courage, positional power more than proximity to students and subservience more than advocacy.We celebrate district leaders in public, while privately enduring harmful behaviors, shaming, and fear-based management. This disconnect between public narrative and internal experience breeds resentment, burnout, and mistrust.It does not have to be this way.We need:• Principals who are supported to lead with conﬁdence, not fear.• Directors and middle managers who can provide honest feedback without retaliation.• A superintendent, cabinet and district executive leadership that create a safe space for truth-telling, empowering those closest to the work, and demanding that every level of the organization operates with integrity while uplifting the voices from the ﬁeld.There are extraordinary individuals in LAUSD, innovative, equity-driven, student-centered professionals. But too many are silenced or sidelined. The system has long rewarded subjugation over innovation, suspicion over collaboration, and conformity over risk-taking.Leadership requires courage. It requires trust. It requires room to fail, to grow, and to lead with authenticity.When educators say, “I love what I do, but I hate the district,” we must stop and listen. That contradiction signals that our collective work is failing to meet the needs of our most essential leaders: our school-site administrators.MEMBER LETTERFROM PAGE 2SUMMER IS ALMOST HERE!

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NEWSLETTER5NEED ASSISTANCE FROM AALA?Whether you need assistance with membership, have a question or need representation, AALA’s staff is available to assist you! The ofﬁce is open Monday to Friday 7:30 am to 4:00 pm (213/484-2226) or you can email ofﬁce@aala.us 24/7.AALA STAFF:Maria E. Nichols, PresidentAdministratorsJuan A. Flecha, Chief-of-StaffIrene HylandSteve QuonConsultantsMaria Elena Rico-AguileraField RepresentativesJulie GonzalezDr. Rosa Maria HernandezDr. Windy WarrenUnit J StewardsIgnacio ChavezOliver HamentCesar MercadoMauricio PintoAlfred SixtosOfﬁce StaffJavier MelendezGema PivaralGloria SouquetteMarissa TindelNeed to contact us?Associated Administrators of Los Angeles1910 Sunset Blvd., Suite 410Los Angeles, CA 90026Ofﬁce 213/484-2226Fax 213/484-0201Web www.aala.usEmail ofﬁce@aala.usNewsletter (assistance) info@aala.us02 The State Of LAUSD Leadership Letter from the ﬁeld06 Community Heroes & Student Scholars Fêted by Friends of AALA Visual Memories From the Banquet09 Healthcare FAQs 8 Things You Should Never Do When You Visit the Doctor, According to Nurses11 Human Resources Updates 13 Become an AALA Angel! Positions Available (links) Michael Payne Bids Bon Voyage!14 District Announcements Interest Group Contact Information 15 Interest Groups ACSA-R End-of-Year LuncheonWEEK OF JUNE 2, 2025CONTENTS

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AALA/TEAMSTERS LOCAL 20108JUNE 2, 2025As of 4/1/2024, all applications are subject to approval. Rates are subject to change. The actual terms will vary based on theborrower's or borrowers' characteristics. Floor rate at 5.65% for 72 months. Direct deposit or payroll deduction from a qualifiedsource is required. Maximum monthly contribution of $2,000. Total deposit will be transferred to Primary Share account on thefirst business day of July. This is a variable rate account. As of the date of this advertisement, 6.60% APY / 6.44% Rate. Must bea current school employee (classified or certificated). Visit our Home Loan Center at www.SchoolsFCU.org. + Access providedby COOP. Service restrictions may apply.1 2345www.SchoolsFCU.org(866) 459-2345Join Today!Who Are We? We were founded by LAUSD employees in 1939.Established in 1939, we are a not-for-proﬁt ﬁnancial cooperative founded by a group LAUSDand LACCD employees. Our ﬁeld of membership is exclusively focused on serving ourcommunity. This specialization enables us to oﬀer meticulously crafted ﬁnancial products andservices tailored to the membership. Unlike traditional for-proﬁt banks driven by shareholderinterests, our foremost objective is your ﬁnancial well-being, both in savings and earnings.• Rate Reduction Auto Loan   (reduce your current or oﬀered rate by 2%!*)• Summer Safeguard Savings Account    (Prepare for the summer and get rewarded)• Classroom Supply Loan   (Borrow up to $1,000 @ 0% for 12 months)• Utility Loan for Classiﬁed Employees    (Borrow up to $1,000 @ 0% for 12 months)• Technology Loan    (Borrow up to $2,500 @ 1% for 24 months)• Mortgage Programs 12, 32, 42, 425Federally insured by the NCUA | Supplementary coverage is provided by ASI.• Free Checking• Free Savings / Holiday Account / U Name It!• Individual Retirement Accounts• Debt Consolidation Loan• Non Variable - Visa Credit Card• Personal Loan (Special Occassions)• Credit Builder / Rebuilder Loan Programs• Auto Buying ServicesCurrent School EmployeesAnd so much more...Nationwide Branch and ATM Access• +5,000 Nationwide Branches (Service Centers)• +30,000 Surcharge Free ATMsMore Branch & ATM access than most!

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NEWSLETTER9JUNE 2, 2025Because clinicians must quickly address your top concerns, update records, discuss new symptoms, and coordinate follow-ups all within a limited time frame, medical appointments often feel rushed. To get the most out of your visit, it’s important to be strategic with your time. That said, nurses warn there are certain things you should never do during an appointment to ensure you receive the best care possible.Self-DiagnoseThough self-diagnosing can show that patients want to take an active role in their health, problems arise when it’s done without clinical training, often leading to misinterpretation of information.“When patients present with a diagnosis rather than symptoms, it can lead providers down a narrow diagnostic path, potentially overlooking the true root cause of their healthcare concerns,” says Dr. Danielle K. Miller, DNP, MSN, BSN, RN, Founder of The Pivot Nurse, Inc. This can delay an accurate diagnosis if the provider follows a patient’s assumption instead of the clinical presentation and evidence-based guidelines. It can also create cognitive bias for both patient and provider, potentially resulting in overtesting, unnecessary treatments, or wasted time.Instead, Dr. Miller recommends focusing on describing your symptoms, including when they started, how they’ve changed, and any patterns you’ve noticed, to give your provider the best chance of identifying what’s really going on.Arrive UnpreparedIf you’re a new patient, your provider likely has less than 20 minutes to review your history, address your concerns, and create a treatment plan. “If you do not have a list of medicines, allergies, medical diagnoses past and present, prior procedures, and surgeries, it will make it more difﬁcult for the clinician to narrow down what tests and treatments need to be done,” says Terry Bartmus, DNP, nurse practitioner and assistant professor. She adds that it also cuts into the time available to develop an appropriate plan.To make the most of your appointment, Bartmus recommends keeping a document, either printed or on your phone, that includes your medications, allergies, medical diagnoses, past procedures and surgeries with dates, and any relevant family history. “If you have speciﬁc concerns for your visit, make sure to write those down. Remember, you may only have time to discuss one to two concerns, so prioritize.”Downplay SymptomsWhen patients downplay their symptoms by minimizing how often they occur, how intense they feel, or how much they interfere with daily life, it can lead providers to underestimate the seriousness of the issue. This may result in skipped tests, delayed treatment, HEALTHCARE FAQS — 8 THINGS YOU SHOULD NEVER DO WHEN YOU VISIT THE DOCTOR, ACCORDING TO NURSESWritten by Vivian ChungPublished on May 26, 2025Real Simple8 THINGS – PAGE 10

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AALA/TEAMSTERS LOCAL 201010JUNE 2, 2025or missed early signs of conditions like heart problems, infections, or neurological issues.“Patients often minimize symptoms out of fear, shame, or a desire not to make a fuss or be a bother,” says Dr. Miller. But these downplayed symptoms often emerge later through lab results, imaging, or deeper questioning. “This then requires the provider to go back and reassess the situation, which disrupts the natural progression of the clinical evaluation and treatment planning process.” Being upfront from the start helps your provider make the most accurate and efﬁcient care decisions for you.Wait Until the End to Bring Up the Real ConcernKnown as the doorknob phenomenon, blurting out your biggest health concern just as the doctor is about to leave can make it difﬁcult for your provider to conduct a full evaluation, as there may not be enough time for a detailed discussion or planning.“It’s a human response to delay or be hesitant when it comes to personal vulnerability,” says Dr. Miller. “Unfortunately, it often works against their best interests in the clinical setting because it can result in delayed care and treatment and even adverse healthcare outcomes.” She adds that patient-centered care depends on timely communication.Aim to share your top concern within the ﬁrst few minutes of the visit. “Prepare a prioritized list of symptoms or concerns before the appointment,” Dr. Miller advises. And above all, be honest. “Trust your instincts and bring it up clearly. You are your best advocate and know your body and how it feels better than anyone.”Be Rude to StaffMedical visits can be stressful, especially if you’re not feeling well or are anxious about a diagnosis. But taking that stress out on staff can disrupt communication, cause delays, and even affect the quality of care you receive. “Staff may feel ﬂustered, hesitant, or even avoidant, which can delay check-in, vitals, chart updates, or communication with the doctor,” says Selby. “If someone has been difﬁcult in the past, the team may enter future visits on high alert, maintaining more emotional distance.”Instead, lead with kindness. “Staff are more likely to go the extra mile when treated with respect. Even if you’re frustrated, keep your tone polite,” Selby adds.Let Someone Else Speak for YouBringing a family member to a doctor’s appointment can be helpful, especially if you’re feeling overwhelmed, navigating a language barrier, or managing cognitive challenges like memory loss or speech difﬁculties. But whenever possible, it’s best to speak for yourself.“When your physician isn’t hearing directly from you, there’s a higher risk of miscommunication or incomplete information,” says Karen Selby, RN, Patient Advocacy Director at The Mesothelioma Center at Asbestos.com. “Family members usually mean well, but when they describe your symptoms or history for you, important details can get lost or misrepresented.” This includes how something feels, when it started, and what makes it better or worse, all of which are essential to accurate care. But loved ones can still be valuable during the visit by taking notes, helping you recall details, or asking follow-up questions.Discuss Concerns With Healthcare Pros Other Than Your ProviderIt’s easy to mix up roles in a medical ofﬁce and assume a medical assistant or lab technician is your provider. But sharing important information with the wrong person can mean those details never reach your doctor. “Going directly to the source is essential for receiving the correct diagnosis and a treatment plan that best ﬁts your needs,” says Selby.If you’re unsure who you’re speaking with, just ask. “Say, ‘Are you the person I should discuss this with, or will the doctor go over it with me?’ This avoids confusion and helps you direct your questions to the right person,” Selby suggests.Leave the Appointment Without Clearly Understanding Your Next StepsNot fully understanding your treatment plan can unintentionally disrupt your care. “For example, if your clinician ordered an X-ray and you did not know you had to schedule it yourself, you would cause a delay in your diagnosis,” explains Bartmus. “Make sure to ask questions, and it is OK to ask the clinician to provide written instructions for the treatment plan.”A simple but effective step is to repeat the plan back to your provider, which conﬁrms you’re on the same page and reassures your clinician that you understand what’s next.8 THINGSFROM PAGE 9

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FINAL EVALUATION ACTIVITIES: If you have issued evaluations but have yet to complete them on the MyPGS platform, please make sure to do so right away, including completing electronic acknowledgements and uploading the scanned signed hard copy/attachments in the Final Conference Notes, Signed Hard Copy, and Attachments step.END-OF-YEAR CONFERENCE and Final EvaluationDue DatesEDST Final EvaluationSchool Support AdministratorsB BasisE BasisA Basis5/12/20255/21/20255/23/2025Assistant Principals & APEIS 5/13/2025Principals 5/20/2025Principal Supervisors 5/27/2025Executive Ofﬁcers 6/13/2025Early Education Centers 5/30/2025EDSSL Certiﬁcation to Conduct Leader Evaluations All leaders need to be certiﬁed in the Educator Development and Support for School Leaders (EDSSL) to observe and evaluate Principals and Assistant Principals. Register for our two-day in-person training June 20 and June 23 on MyPLN (EDSSL Certiﬁcation). Summer 2025 EDS CalibrationHuman Resources Division, Educator Development and Support (EDS) Unit invites school and district leaders to participate in the annual calibration event for administrators who have completed the Observer Certiﬁcation Training. Participation in the calibration event helps ensure that teacher observation ratings are accurate when implementing the District’s EDS processes.The calibration event will be offered online via the My Professional Growth System (MyPGS) platform during the different windows listed below. Please click here to register to participate.Participants must individually complete the calibration event online within one of the selected windows listed below during their assigned basis:June 11 – 16, B Basis Administrators July 21 – Aug 13, A and E Basis AdministratorsJune 11 – 25, A and E Basis Administrators July 30 – Aug 13, B Basis AdministratorsParticipants will watch a recorded lesson and align and rate evidence for the 15 LAUSD Teaching and Learning Framework focus elements. Directions and resources will be made available in the MyPGS platform. Participants will have the opportunity to improve their performance level on the “Accuracy of Ratings” measure. An administrator cannot receive a lower overall certiﬁcation status by participating in this calibration event.Zoom Ofﬁce HoursThe Educator Development and Support (EDS) staff are available to assist you with all phases of the EDS evaluation cycle during virtual Ofﬁce Hours on Fridays, from 3:00 pm to 4:00 pm, using this Zoom link: https://lausd.zoom.us/j/81789342230. For additional assistance, contact us Monday–Friday, 7:30 AM–4:30 PM at (213) 241-3444. NEWSLETTER11JUNE 2, 2025UPDATES

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CERTIFICATED positions are-open to certiﬁcated and classiﬁed employees who meet the position requirements.All positions are posted HERE. They are no longer separated by school-based and non school-based.CLASSIFIED positions are open to certiﬁcated and classiﬁed employees who meet the position requirements.Click HERE for current job opportunities.THE ODYSSEY RESTAURANT15600 ODYSSEY DRIVE, GRANADA HILLSPARTY BEGINS AT 11:30 AMLUNCH AND NO HOST BAR<<<<<<<<<<<< CHEERS < < < < < T O T H E < < < < < LUCKY RETIREE >>>>>>>>>>>><<<<<<08092025>>>>><< < < < S E E Y O U T H E R E > > >>><<<<<>>>>>>><<>>>>>>>>MICHAELPAYNEP A S S P O R T T O R E T I R E M E N TTYPEPASSPORT IDRETIREMENT09 AUGUST 202511:30 AMTHE ODYSSEY RESTAURANT15600 ODYSSEY DRIVEGRANADA HILLSMICHAEL PAYNE08092025D A T E : T I M E :L O C A T I O N :N A M E : JOIN US AS WE CELEBRATE THE RETIREMENT OF08.09.25PLEASE COMPLETE THIS SURVEY TO RSVPAND PRVIDE PAYMENT INFORMATIONPLEASE RSVP BY 7/15/25 C O S T :$75 PER GUESThttps://bit.ly/PayneRSVPNEWSLETTER13JUNE 2, 2025Note to Applicants: Please be advised that you are responsible for making sure all the District requirements have been met. Do not contact AALA for information regarding positions; for detailed requirements for positions and employment updates use the contact phone number provided in the announcement or visit the District website at http://www.lausdjobs.org (classiﬁed) or https://careers.lausd.org/hr/go/Administrator/9692000/ (certiﬁcated). Employees who change basis during the school year may not earn a full year of service credit and annualized employees who change their basis during the year may sustain an annualized settlement.Have you earned your AALA Angel wings yet? For as little as $5 or $10 per pay period you can earn some! This is the simplest way to become an AALA Angel. Think about it, for about the cost of a latte or spirit you can fund college dreams. And who knows, the scholar you support may someday saves lives.AALA established FRIENDS OF AALA, a 501(c)(3) nonproﬁt corporation in January 2011 to fund our student scholarship program for deserving LAUSD students. This Spring AALA awarded 43 $2,500 and 15 $1,500 scholarships to graduating seniors representing high schools and community adult schools. The Board of Friends of AALA meets its annual fundraising goal by seeking donations from AALA’s active and alumni members, private foundations, service clubs, organizations, and businesses. The generosity of these donors is much appreciated.Scan this QR code and earn your wings! All donations to FRIENDS OF AALA are tax deductible! SEND ME AN ANGEL, SEND ME AN ANGEL, RIGHT NOW!

AALA Newsletter 06022025

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