I have always been bothered by the blue-collar mentality plaguing our public schools. For the longest time, an overwhelming majority of teachers have rallied around the collectively bargained union flag, supported by union leaders that see their members more as steelworkers than the college-educated professionals they are.

It’s a bizarre scenario that directly impacts not only today’s students by contributing to sliding student achievement when compared to their global peers. But also promotes a trend toward lower academic standards that could be detrimental to America’s future.

An April 2009 study of global education showed the United States ranked 25th in mathematics by international standards, behind such countries as the Czech Republic, Iceland, and Hungary.

Conversely, when it came to spending per point earned by students on international tests, the U.S. finished first.

We’re clearly not getting our money’s worth.

That seems to be of little consequence to America’s teachers unions.

Most state teachers unions have field staff, known as UniServ directors. They’re responsible for contract negotiations, handing grievances and discipline and furthering the union’s political ends – you know, all the things they do to “put kids first.”

Every few years, particularly in states where the National Education Association is strong, the union has to bargain with its own staff. You see, the union has its own union. That’s the utopia we have to look forward to in an era of a national card check program.

So, suddenly “labor” becomes “management.” And the fights between the UniServ staff and the union’s management get quite ugly.

In Oregon, UniServ staff camped out in front of their own building and verbally ripped union brass to shreds with personal attacks, foul words, the works. They showed no mercy, and exposed tactics similar to those they employ during negotiations and grievance procedures with school boards.

It is particularly important to understand these tactics in an era when school employees, specifically teachers, are under increased scrutiny. That’s because UniServ directors will go to the same lengths to defend bad teachers as schools try to increase “accountability.”

We’ve provided a document from The United Staff Organization – the UniServ directors’ union – which gives a “Top Ten List” of “what to do when you’re in trouble.” This list is quite helpful to understand how misbehaving teachers are expected to approach their own problems, assuming UniServ directors dole out the same advice they follow.

1. KEEP YOUR MOUTH SHUT…. Never admit anything! Sure, you just want to be honest and admit that, maybe, just maybe, you might have made a little teeny, weenie mistake. In your attempt to be honest, your admission may be construed as guilt of much, much more than you intended. If management accuses, listen carefully, take good notes and admit nothing.

2. NEVER, NEVER, NEVER…. Put your admission, or your account of what happened, in writing. Keep notes for your own purposes and for our defense. Do NOT give them to management.

6. READ THE CONTRACT…. What are your rights? Your contract provides excellent protection against unfair treatment and discipline.

8. DON’T BE RUSHED… If the manager wants to meet with you right away to discuss some problem, take it easy. Take time to get your union rep lined up, to read your contract, and to check things out.

10. COVER YOUR BUTT…. When you’re dealing with management or, perhaps, a dissatisfied member, it’s always a good idea to clarify and restate what happened when.

Is it any wonder there is such a lack of accountability for underperforming public school teachers?

This is what school administrators are forced to deal with when they attempt to remove troublesome teachers, and the example unionized public school teachers are setting for America’s children.

Until this void of accountability is addressed with our public educators, can we really expect anything more from the children they teach?