Doing what is arguably one of the most important jobs on behalf of the citizens of Harford County, Robert M. Tomback has just wrapped up his second year as superintendent of schools, putting him at the midway point of a four-year, $190,000 contract. How is he doing so far? The answer will come, in part, from an internal review process known as a “360 degree evaluation.”
Designed to improve performance by helping employees recognize their strengths and weaknesses, a 360 degree evaluation gathers feedback about an employee from the people above, below, and alongside them on the organizational chart. The feedback is shared with the employee but the exact sources are to be kept strictly anonymous: the idea is to encourage candor among the employee’s evaluators, some of whom are being asked to rate the boss. That’s a bit tricky inside HCPS, where the superintendent is everyone’s boss, and trickier still considering that Tomback handpicked all of his evaluators.
Professionals in the field say that evaluators can be picked in a variety of ways, depending on the philosophy and goals of the evaluation. But HCPS insiders are crying foul, saying that anonymity and objectivity were undermined by allowing Tomback to pick his own raters, and that the “360s” were done for differently other employees, where the subject picked some evaluators and a third party picked the rest.
Mark Wolkow, who was the president of the school board at the time Tomback’s 360 was implemented, defended the practice, saying that in his experience, that’s the way 360s are always done when they are used as a self-development tool, adding “The Superintendent’s 360 is no different.”
Process aside, Wolkow said that Tomback’s 360 degree evaluation was intended to provide the superintendent with feedback he might not otherwise get from school board members, who collectively act as Tomback’s employer. Wolkow stressed that the 360 would be separate from the school board’s evaluation, which determines Tomback’s eligibility for a 10 percent bonus each year–a bonus that HCPS spokeswoman Teri Kranefeld said would not be paid this year due to budget constraints.
Bonus or no, Dagger readers are invited to complete the circle by offering their own evaluation of Tomback’s performance below. But first, here is a word from Dr. Tomback about his second year in office, followed by a sampling of Dagger news stories from the second year of his tenure.
The Dagger invited Dr. Tomback to share his reflections on year two, posing the following questions:
Looking back on your second year as superintendent of HCPS, what would you say are your major accomplishments and/or what initiatives were begun or continued in year two that you think will have a positive effect on student learning?
Was there anything – actions/decisions within your control – that you would do differently?
Looking forward, what are your major concerns for HCPS and for public education in general?
Tomback’s response to the above questions follows:
Our students strive to achieve great things every day and they are supported by our highly skilled, dedicated, motivated, and inspirational teachers, support staff, and administrators. As the Board’s strategic plan clearly demonstrates, our system goals remain squarely focused on student achievement as the result of the effectiveness and efficiency of all aspects of school system organization.
It is vital that we strive for continuous improvement by collaborating with our colleagues and stakeholders and by assessing our performance, reviewing our progress and making necessary adjustments. Our unalterable and unwavering focus is on the success of all students.
Year Two – News in Review
Salary Swing
In a dramatic reversal from his first year as superintendent, when Tomback proposed a 2 percent salary cut for all employees, his proposed budget for fiscal year 2012 included funding for salary increases. Those increases were later negotiated to provide a 3 percent cost of living increase for all employees, plus longevity and step increases for those who were eligible.
Tomback said he recommended the increase, to be funded by Harford County government, to avoid falling further behind with employees who hadn’t had a raise in two years. But citing the still-weak economy, County Executive David Craig didn’t provide the $15.3 million needed to fund the negotiated salary boost. Craig’s budget was later approved by the County Council, throwing the school board and employee unions into renegotiations that are still in progress.
New Blood and the Transfusion from Baltimore County
A management reorganization that Tomback began in year one combined with vacancies from several high level departures brought new blood to HCPS leadership–mainly from Baltimore County, where Tomback was last employed as an area superintendent.
Among the new central office employees with Baltimore connections: Tomback’s right hand man Bill Lawrence; the head of human resources, Jean Mantegna; the budget director, Ed Fields; the head of guidance and counseling, Kevin Ensor; and the head of community engagement and cultural proficiency, Jonathan Brown. One notable exception to the Baltimore County trend was the elevation of Fallston High School Principal Joe Schmitz to replace Dave Volrath as executive director of high school performance, although Schmitz’ Fallston post was filled by Richard Jester, a Baltimore County high school principal.
Talent can come from anywhere, of course, and it’s not surprising that Tomback would tap former colleagues for open spots. But behind the scenes, HCPS insiders, along with some elected officials, have questioned the moves, noting that Harford County residents pay the salaries of several key people who live outside the county, starting with Tomback himself. No single employee has raised as much consternation as Bill Lawrence. His detractors say that Lawrence is a poor collaborator who acts as the gatekeeper to Tomback. Lawrence, who rejects the characterization of gatekeeper, sat down with The Dagger for an extensive interview in November.
Elementary School Redistricting
Few issues generate more angst from parents than school redistricting, and an elementary redistricting completed in Tomback’s second year started out no differently. Undertaken to create an attendance area for the new Red Pump Elementary School in Bel Air and to relieve overcrowding and balance enrollment among the 32 other county elementary schools, the issue dominated the school news from November through March.
Tomback took a public back seat to veteran operations chief Joe Licata, who headed up redistricting committees under several previous superintendents. This time, Licata suffered less than his usual quota of slings and arrows, in part because parent input was used to revise some of his committee’s initial proposals and while not perfect, the recommendations made in Tomback’s name were much improved. Not only did Tomback emerge from the process largely unscathed, he received public expressions of thanks from a number of grateful parents.
Demotion Debacle
Tomback suddenly demoted the principals of Joppatowne and Aberdeen high schools, telling them in April that they would be reassigned elsewhere within the system for the next school year. The school system wouldn’t comment on the reason behind the moves affecting the longtime school leaders, citing law preventing the discussion of personnel matters. But the demotion of Aberdeen Principal Tom Szerensits sparked an unprecedented backlash. Over 100 students spilled out of school in a traffic-stopping protest one morning in early May, holding placards and chanting “Save Szerensits.” In an open letter to the Aberdeen community, Szerensits said that he was crushed and confused by the move.
Tomback kept a low profile in the aftermath, failing to attend a signature event for Aberdeen students, and the school board pushed back a bit, temporarily holding up the approval of related employee appointments. Eventually, Tomback got board approval to transfer Szerensits to Bel Air High as an assistant principal for next year and Joppatowne Principal Macon Tucker was transferred as an assistant principal to Patterson Mill, which has leadership problems of its own.
Patterson Mill Theft
Under Principal Wayne Thibeault, a felony theft of more than $10,000 occurred at Patterson Mill sometime during the nine-month period between December 2009 and September 2010. Following a criminal investigation that began in October, the Harford County Sheriff’s Office recently announced that no charges would be filed due to a “lack of accountability in the handling of money.” Despite demands for accountability from parents and questions from The Dagger, Tomback has yet to provide a full response. (Please see related story)
High School Credit Where Credit is Due
When middle school students complete high school level math courses, Superintendent Tomback said that it only made sense for those students to receive high school credit. He vowed in his first year to take up the issue and kept his promise in year two, bringing the measure up for board approval in April. It passed in June, although on a split vote over some of the details that highlighted what Tomback called his “philosophical differences” with some school board members.
At issue was whether such students could use the high school math credits they earned in middle school to offset the four math credits required in high school. Board members who supported the idea said that it would allow students who didn’t want to take calculus or other high level math courses to pursue other subjects in high school. Tomback’s philosophy, approved by a majority vote of the board, was that in addition to any high school math credits earned in middle school, students should also have to earn four math credits while in high school.
Free AP Exams
In addition to salary increases, one of the few new initiatives in the superintendent’s recommended budget was $223,000 to pay the exam fees for students who take Advanced Placement tests. The college level tests cost $87 each, a cost currently borne by students or waived for students living in poverty. Tomback’s idea was to increase AP test-taking by setting aside enough money to offer one free test per AP student, based on the previous year’s participation rate. But the budget item was defeated by the school board in a 4 to 3 vote.
Bel Air-area School Ranked Among Nation’s Best
In related news, three Harford County public high schools – Bel Air, C.Milton Wright and Patterson Mill- were listed among the top high schools in the nation by The Washington Post, which ranks schools based on the number of AP exams given at a school. Student performance on the exams is not a factor; schools make the list only when the number of test given equals or exceeds the number of graduating seniors.
Test Scores Beat State Average
Fairly or not, state and federal governments measure the success of public school systems in part by student performance on state tests, and overall, Harford County beat the Maryland average again in the 2010-11 school year. High school data has yet to be released by the state, but the results of third through eighth grade tests in reading and math were put out in late June and are still being evaluated by Harford County school officials. In a preliminary analysis, The Dagger made note of the county elementary and middle schools where results were up or down by 10 percentage points or more.
Picking his own personnel to complete the evaluations makes this an exercise in futility with no meaning. Save the money and just publish whatever you want, it does not mean anything.
I say fire him now, bite the bullet. I hear outstanding things about Joe Schmitz. Promote him.
It appears he only hires his friends from Baltimore County. Why not promote some current employees or g!o outside of Baltimore County for administrators who will relocate here.
Something is fishy!
he was a waste of time. let someone else have him! the teacher’s are afraid to walk into the room and teach they way they always have because of his new ways! there is definitely ways to change things for the better but he has changed them for the worse. a great county, full a AMAZING teacher’s will continue to slip away as long as he is superintendent.
People I have spoken with who “followed” the hiring process 2 years ago felt he was by far the weakest of the final 4 candidates. I believe we are now seeing first hand what a waste of $190k/year his selection was/is. Thanks BOE!!!
After a six-month investigation by the Harford County Sheriff’s Department into the theft of more than $10,000 in cash from Patterson Mill Middle/High School in Bel Air the case has been closed without any charges filed or prosecution of any suspects planned.
The Harford County State’s Attorney’s office declined to prosecute due to “too many questions surrounding employee accessibility [to the money] and a lack of accountability in the handling of the money.”
Why did the Coordinator of Security, Bob Benedetto wait so long to report this crime? In fact, not only does he corrupt the crime scene by destroying any forensic evidence, he actually has the safe re-keyed before reporting the crime?
By playing an amateur CSI investigator, Benedetto not only contaminated the crime scene, but he interviews potential suspects and thereby placed them on notice that a criminal investigation is forthcoming.
The school system has an Internal Auditor who should be overseeing all missing funds, although there wasn’t any mention of her in the investigation. And furthermore, the school system doesn’t even know how much money is missing, i.e. between $10,000 and $20,000 dollars?
The school system has a Coordinator of Security, a Coordinator of Internal Investigations, an Internal Auditor, and a Harford County Sheriff’s Deputy assigned full time to this particular school as a School Resource Officer.
What were they doing?
Patterson Mill Middle/High School is a new school with a multi million dollar surveillance system that is supposed to prevent theft? What happened?
What success has the Fraud Hotline achieved in the past three years of operation?
Concerned citizens and employees can report suspected fraud, waste or abuse of school system resources by calling 410-809-6056. The call automatically goes to a voice mailbox that is monitored daily. The information reported is reviewed by the Office of Internal Audit.
Callers have the option to leave contact information. All information will remain confidential.
Examples of what to report:
Missing cash
Embezzlement
Falsified documents
Theft of supplies or equipment
Abuse of work hours
Computer/technology abuse
Vendor fraud
Contractor fraud
Worker’s compensation abuse
Other improper activities
24 hours a day, 7 days a week
Will Dr. Tomback find the answers to these and other perplexing questions on his junket to China?
Incompetence resigns and we all are getting soaked!
Based solely on anecdotal evidence, aA large majority of those in the field that work for Dr. Tomback have no faith in his leadership. He is seen as dictatorial and inaccessible, and because he has chosen to surround himself with his own people, he gives the appearance of insulating himself from criticism.
Contrary to what Mr. Lawrence has said about his role of gatekeeper, his reputation is exactly that. He has developed a reputation amongst the teaching corps as tyrannical and intimidating. For all intents and purposes, in the new power structure of HCPS, all the heads of various instructional departments (English, mathematics, science, curriculum and instruction, etc.) now report to Mr. Lawrence, and he alone controls what information gets through to Dr. Tomback. Dr. Tomback has little day-to-day contact with his subordinates in the field.
HCPS teachers now live in fear for their jobs. Long time teachers with spotless records have received unsatisfactory evaluations. Some teachers feel that schools have been given mandates to give more teachers poor evaluations in an effort to show that poor teachers are responsible for low student test scores, when in fact the primary reason for low student test scores is low effort by the students from an early age, and lack of responsibility for such.
I hope that I am around to see the next superintendent.
Well, it was said to me by an HCPS “higher up” that Tomback stated that each principal should have a minimum of two teachers on “plans of assistance” during the school year. Low and behold…veteran teachers with outstanding personnel records now find themselves humiliated and insulted and placed on “plans of assistance”. We are all watching our backs…we don’t know when our turn on the chopping block will take place. How I wish I was in another field. (I’m hoping to hear from Baltimore County in the next few days. If I’m offered a position…I am gone!)
Good Luck, Jeff. I tell all my young teaching colleagues to either look for another profession or transfer out of this county. We will be losing lots of wonderful, dedicated and caring teachers because we are tired of always having to “watch our backs”!
Jeff, I have heard the same thing and have even had an unnamed principal confirm this policy. Also, if schools have several teachers on plans, then they can point to these poor teachers as the reason for not making AYP. It is really happening.
When a fellow teacher asked the Instructional Facilitator to provide some meaningful suggestions to improve instruction, she had not one idea. Another example of a waste of money. These IFs are a joke and an extension of the Superintendent’s power and vision. It is a very scary time to work for HCPS.
I have been teaching well over ten years and never have I heard of so many of my co-teachers leaving the county or the teaching profession. I believe this reflects the low morale due to Mr. Tomback ‘s initiatives as well as seeing teacher’s salary and benefits decrease. In these tough economic times, the lack of funds to provide raises is understandable. However, this combined with negativity that stems from Robert Tomback’s office is making the teaching profession painful. Seldom is administration held accountable. A perfect example of this is the theft at Patterson Mill. I truly worry about the future of education in Harford County if this trend continues.
Based on the health insurance controversy, two popular principals being re-assigned, the reluctance or refusal to hire locally or from within, trying to change everything at once instead before taking a look at the procedures and policies already in place, and treating experienced teachers like new “at will employees,” it’s apparent Mr. Tomback is extremely unpopular and not a good fit with HCPS.
It’s amazing how some people who get into these positions feel the need to treat the school community like their own personal kingdom—and forget how their actions will affect teachers, other employees, students and their families. If you don’t want to be accessible to the very people your decisions will influence, perhaps it’s time to find a new line of work.
When presented with the fact that Harford County businesses were seeking HCPS graduates who were capable of dressing appropriately for an interview with the ability to look someone in the eye and shake their hand, Dr. Tomback’s response was, “In some cultures it is considered rude to look someone in the eye or to touch them when first meeting them.” Does anyone else see the problem, here?
Again, another example of Dr. Tomback refusing to participate in OUR world. Such an extreme lack of responsiveness to the community at large should not be unnoticed. Thank you for bringing it up, as I was not aware of this interaction. Why should the business community support our schools and our students when the Superintendent so completely dismisses their needs and desires?
FYI: the statement was made at a “conference” held at Harford Community College in 2010 at which many business leaders were present. It was an utterly shocking statement and one which no one had the immediate ability to respond. There were a lot of gasps, though, you can be sure.
Frankly, wish I’d the ability to point out that it is NOT the case in the American culture.
I’m sick of that. This is our culture, not “some cultures.”
I have never heard or read anyone speak positively about the superintendent. The closest I’ve seen is those who want to “give him the benefit of the doubt”. Everyone else thoroughly trashes him, yet it will take two more years before something can be done to remove him, and by that time, he will likely have the entire school board in his corner.
I wouldn’t bet on that. It is already clear that some on the BOE are less then pleased with the superintendent.
It would appear that you were mistaken about Tomback’s ability to corral the BOE. The past two years have shown the number of dissatisfied BOE members has grown. It has been a great deal of speculation that is the real reason Tomback and Lawrence are leaving and that others are soon to follow them out the door.
Just observed our esteem leader at the Open Doors Cafe at 11:00 in the morning with another gentleman and still sitting there one hour later. Hopefully, he was plotting his departure from this county.
I urge county teachers who are placed on Improvement Plans to challenge these observations and plans. Keep good data on your work. Record negative or inappropriate comments with time and dates. These records can be entered in a court of law. If you are doing your job, teaching the outcomes within the Md curriculum, and have data to support that your students are learning, you can overcome this new trend within our schools.
He will be out of here. Just hang in there. We have a great school system and produce great students. Our families are the best as well. I hope they will support us in our endeavors.
Carol, you can’t do anything to further antagonize the situation. Even the Union President says that we have to, “suck it up” and get past it because if we don’t, we will only make the situation worse for ourselves. People need their jobs…it doesn’t matter how much progress your students make or how much the parents appreciate your work…If the principal gives you a poor observation, you are stuck with it. I know that the hope at the central office is, if they make it uncomfortable enough, you will leave your position so that they are then free to hire a new, lesser paid teacher.
Every teacher that receives a poor observation should challenge it through channels all the way to the school board. Let them see what is happening.
I was told that I could have lost my job if I continued fighting the “plan”. The principal where I work is a typical “bully boss”. She is incapable of having a professional discussion and will only continue to verbally deride teachers who challenge her. When I asked her to model for me how she wanted me to teach, she refused to come to my classroom. She, without any discussion with the faculty, moved personnel about the building…made teachers move their classrooms, separated teachers and para-professionals that had worked together for years, moved teachers to grade/age levels with whom they had no prior experience…the list goes on. (we lost 18 talented professional and para-professionals after this incompetent woman’s first year! If I am unable to take a postion in Balto. Co. I will have to suffer another year with her) The Union advised me to “suck it up” and work to get myself off of the plan. I have done so, but I now have a blemish on my career that is undeserving. I was once an enthusiastic teacher. I volunteered for practically everything because I loved my work. That is saying a lot for being in the profession for over twenty years. Now, I voluteer for NOTHING. I teach my classes and go home being sure to avoid the “cold-sore” that is our principal.
Is this the John Archer school?
Finally!! I’ve just accepted a position in another county! I feel so sad for all of the teachers left behind in Harford County Public Schools.
Now that you are safely away please identify the school you left.