by Lisa Haver
The Philadelphia Board of Education is just days away from renewing several charter schools, many of which have not met the basic standards set by the Board. The Board’s policies and practices ensure that the public has fewer opportunities to testify on how renewing the charters affect their neighborhood schools. The Board will also be voting to expand the enrollment of Keystone Academy Charter by over 40%, again with no public review. At its May action meeting, the Board added a Charter Schools Office presentation to the agenda just hours before the meeting convened and after they closed the window to sign up to testify. The Board holds no renewal hearings as other districts in the state do. Yet the Board will be voting to renew most of the twenty-two schools in this year’s cohort. Anyone who spoke at the May meeting–not knowing that the Board would be voting on the renewals next month– may be barred from speaking in June.
Two decades ago, charters were sold to the public with the promise of performing better than District schools in every way. They claimed that children “trapped” in public schools should have a choice to go to a charter school. The promise of “innovative” learning was a major part of the sales pitch, but like many other promises, that never materialized. Charter schools, in fact, set off a race among all schools, public and charter, for higher and higher standardized test scores. That resulted in more scripted curricula and test-based instruction, thus cheating children out of creative learning and engaging electives. After over twenty years, the data shows that charters have not exceeded the outcomes of public schools. That is why pro-school choice lobbyists no longer refer to a “better choice”, just choice for the sake of choice.
The Board conducts all charter business in secret. The Board, like the School Reform Commission before it, treats charter operators as business clients and extends them the privilege of negotiating in private meetings with District officials. The public is completely shut out. Unlike all other official items on the agenda, no cost is attached to any of the 5-year charter renewal items. Why? The Board still operates under the false justification that charter matters are “quasi-judicial”. But they have refused repeated requests from APPS to explain how they become a quasi-judicial body for charter business only. The Board hides behind this falsehood to take all charter votes in secret, not releasing the terms of the renewal agreements to the public until after they vote. That is a violation of the Pennsylvania Sunshine Act and clearly illegal.
When highly-paid charter CEOs accuse the district of “bogus” charter evaluations because they show their failure to meet standards, those charter officials fail to mention that just a few years ago charter operators were invited to secret meetings in order to take part in the formulation of their own evaluation system.
The biggest loophole provided by the Board is the “approaches standard” rating. In every other place except for charterworld, an individual or organization either meets a standard or does not. The district allows charter schools to appear to meet the academic standard even with a rating below 50%. In public schools, anything below 70% is not passing.
Local charter operators, especially when faced with non-renewal, attempt to portray charters as pro-community. In reality, charters are funded and supported by corporations and their foundations, including the Walton Foundations and the Bill and Melinda Gates Foundation. Charter lobbyists are funded by right-wing PACS including Jeffrey Yass’s Susquehanna lobby. The Philadelphia School Partnership, funded by wealthy individuals and businesses both national and local, has been a major force for charter expansion.
The Board rewards charters who erect barriers to enrollment, fail to provide due process to students in disciplinary matters, and discriminate against students of color and English Language Learners. Charters are rewarded for expelling students without due process—Multicultural Charter expelled 7% of its student body over the past four years. The Board rewards charters who spend inordinate amounts on CEO and administrative salary and compensations. West Oak Lane Charter paid its top three administrators a total of approximately $726, 000 in annual salary and compensation.
An analysis of the data in the District’s 2022 charter evaluations shows that most have failed to meet academic standards. Many violate the rights of parents through barriers to enrollment and the rights of students by not providing students the legally required due process in disciplinary matters. Many have failed to meet the conditions set in their last renewal agreement. But the Board—through its secretive processes, last-minute changes in agenda, private negotiations with charter operators, and its speaker suppression policies—will renew these substandard charter schools.
Note: All data on charter schools is taken from the District charter renewal reports and school profiles. SPR scores are based on Achievement in the most recent tested year. Because charter school employee salaries are not public information as District employees’ are, all charter salary and compensation is taken from 2020 or most recent IRS 990 forms. Projected costs of 5-year renewal costs are based on vendor allotments from the District’s most recent quarterly budget report.
Diane Payne and Lynda Rubin contributed to this report.
Recommended: 5-year Renewal
Only one of the five schools recommended for a 5-year renewal with no conditions rated a
“Meets” in academics. Four of the five rated below 70% in Academics. Two fell into
the lowest SPR category–Intervene; one fell into Watch, the second lowest.
Green Woods Charter
2022 Renewal ratings: (Ac) Approaches (54%)–(Org) Approaches–(Fin) Meets
Roxborough 19128
Enrollment: 680
Opened 2007
Renewed in 2017 with conditions
Demographics: 64% White; 6% living in poverty
2018-19 SPR: 64% Reinforce
CSO evaluation citations: Attendance rates of students attending 95% of days/more is lower at GWC than similar schools for all years in this term. The School did not serve English Learners during the current charter term. Several employees were found to have expired background checks during the charter term.
Annual CEO salary and compensation per 2019 IRS 990: $171,812.00 ($124,349 + $47,463)
Teacher retention average: 7.1 years v SDP average13.3 years
Projected cost of 5-year renewal: $45, 153, 573.
Keystone Academy Charter
2022 Renewal ratings: (Ac) Meets 94%–(Org) Meets–(Fin) Meets
Tacony 19135
Grades K-8
Enrollment: 642
Opened: 2007
Renewed in 2017 with conditions
2018-19 SPR: 54% Reinforce
Teacher retention average: 6.6 years v SDP 13.3 years
Annual CEO salary and compensation per 2019 IRS 990: $259,590.00 ($193,469 +$66,121)
Projected cost of 5-year renewal: $46, 577, 065.
CSO is also recommending that the Board approve a 43% enrollment increase. No hearings were held on the amendment.
Mastery Cleveland (Renaissance)
2022 Renewal ratings: (Ac) Approaches 66%–(Org) Approaches–(Fin) Meets
Tioga 19140
Grades K-8
Enrollment: 694 (down from 755 in 2018); Authorized enrollment: 745; 61 % of student body lives in catchment area
Taken over: 2012 Renewed in 2017 with conditions
2018-19 SPR: 13% Intervene
CSO citations: Math, ELA, Science PSSA proficiency rates lower at this school than in District schools in all tested years. Attendance 95% of days/more only 36% in 2021.
Teacher retention average: 5.1 years v SDP average 13.3 years
Annual CEO/administrative salary/compensation per 2019 990: Principal $188, 903.00 ($140,144 + 48,759); Asst. Principal $112, 716.00 ($100,537 + 12,179)
Projected cost of 5-year renewal: $52, 707, 328.
Sankofa Charter
2022 Renewal ratings: (Ac) Approaches 69%–(Org) Meets–(Fin) Meets
19125 East Kensington
Grades K-12
Enrollment: 651
Opened 2009
Renewed 2017 w/ conditions (Academic rating “Does Not Meet”)
2018-19 SPR: 17% Intervene
CSO citations: Attendance in 2021 for 95% of days/more was lower in elementary and high schools than both SDP and similar schools. ACT/SAT college readiness significantly lower than SDP in all rated years.
Teacher retention average: 5.8 years v SDP average 13.3 years
Annual CEO/administrative salaries and compensation per 2020 990: CEO $191,075.00 ($132,122 + 44,248 +$14,705); Chief Operations Officer $162,929.00 ($115,931 + $38,825 + $8,173)
Projected cost of 5-year renewal: $47, 473, 995.
West Oak Lane Charter
2022 renewal ratings: (Ac) Approaches 56%–(Org) Approaches–(Fin) Meets
19138 West Oak Lane
Grades K-8
Enrollment: 999 Authorized enrollment: 1200
Opened 1998
Renewed 2017 w/conditions
SPR: 26% Watch
CSO citations: WOL charter served no ELL students in the past 5 years.
Teacher tenure average: 4.9 years v 13.3 SDP average
Annual CEO/administrative salaries and compensation per 2020 IRS 990: CEO $277,738.00 ($197,983 + 67,888 + 11,867); Chief of Staff $260, 191.00 ($174,973 + 59,998 + 25,220) ; Principal $188,534.00
($131,515 + 45,096 + 11,923). Total costs for these 3 administrators (does not include salary/compensation for 3 assistant principals): $726, 463.00
Projected cost of 5-year renewal: $67, 570, 297.
Recommended: 5-year Renewal with Conditions
Of these 12 schools, 7 fell into the lowest SPR category of Intervene.
Four schools fell into the second lowest category, Watch.
Only one school scored above 50%.
Alliance for Progress Charter
2022 renewal ratings: (Ac) Approaches 54%–(Org) Approaches–(Fin) Meets
K-5 campus and 6-8 campus both 19121, North Philadelphia
Opened: 1998
Renewed in 2017
Enrollment: 552
2018-19 SPR: 25% Watch
CSO citations: Attendance rates lower than both similar and district schools in all years of term. AFP charter served no ELL students in past 5 years. CSO cited several violations in enrollment practices and policies. CSO found several lapses in staff background checks; for example, “8 of 10 employees did not have evidence of active background checks for the duration of the charter term.” CSO cited several food safety violations.
Teacher retention average: 2.6 years v SDP 13.3 years
Annual CEO salary per 2020 IRs form 990: Former CEO (until 5/2/20) $181, 715.00 ($129,127 salary + $52,588 other compensation); Current CEO (EFF) 4/20 $129, 814.00 ( $110, 042) + $19,775 other compensation)
Projected 5-year renewal cost: $37, 557, 604.
Boys’ Latin
2022 renewal ratings: (Ac) Approaches 55% –(Org) Approaches–(Fin) Approaches
2 campuses: MS 6-8, 19139; HS 9-12, 19143 West Philadelphia
6-12 Enrollment: 781 (down from 818 in 2018; authorized enrollment 800) )
2018-19 SPR: MS, 6% Intervene; HS 1% Intervene
Opened: 2007
Renewed 2017 with conditions (HS did not meet academic standard)
CSO citations: HS outcomes in ELA below SDP in both tested years; MS outcomes in both ELA and Math below SDP in both tested years. Attendance below both SDP and similar schools; chronic absenteeism in both MS and HS exceeds both SDP and similar schools. High School graduation rates below similar schools in all years of term. SAT/ACT college readiness rates for HS below SDP in all years. Boys’ Latin served no ELL students since 2017. School did not follow required due process procedures for both expulsions. Statements of financial interests missing for 3 school officials.
Teacher retention average: 4.2 years v SDP 13.3 years
Annual CEO salary per 2020 IRS 990: $253,936.00 ($178,500 + 60,440 + 14,996)
Projected 5-year renewal cost: $59, 189, 721.
First Philadelphia Preparatory Charter
CSO: (Ac) K-8 Approaches , HS Does Not Meet–(Org) Approaches–(Fin) Meets
Bridesburg 19124
Grades K-12 (school has 1 elementary principal and 2 high school principals)
Enrollment 1815
Opened 2002; Managed by American Paradigm
Renewed in 2017 with conditions
2018-19 SPR: Elementary 18% Intervene, High School 3% Intervene
CSO citations: FPPC scored lower than SDP in PSSA proficiency rates in Math and Science in all tested years; scored lower than SDP in HS Literature Keystones. HS attendance rates lower than both SDP and similar schools; chronic absenteeism higher than both SDP and similar schools. FPPC scored lower than SDP in all years for ACT/SAT college. readiness; scored lower than SDP and similar schools in first year college matriculation. Barriers to enrollment cited.
Teacher retention average: 5.2 years v SDP 13.3 years
CEO salary and compensation: $189, 324.
Projected cost of 5-year renewal: $136, 993, 232.
Franklin Towne Elementary
2022 renewal ratings: (Ac) Meets 83%–(Org) Approaches—(Fin) Meets
19137 Bridesburg
Opened: 2009
Renewed 2017 with conditions
Enrollment: 932
2018 SPR: 69% Model
CSO citations: FTC 2021 enrollment 79% White enrollment. Barriers to enrollment with no language alignment on forms.
Teacher retention average: 5.1 years v SDP 13.3 years.
Annual CEO salary and compensation: Franklin Towne had no CEO salary listed on IRS 990s for years 2020, 2019, 2018. The 2016 IRS 990 shows a $226,000.00 CEO salary/compensation.
Projected cost for 5-year enrollment: $55, 488, 375.
Inquiry Charter
2022 CSO renewal rating: (Ac) Meets–(Org) Approaches–(Fin) Approaches
West Philadelphia 19104 (same board chair and CEO as Belmont Charter)
Grades K-5
Enrollment 264 Authorized enrollment 303
Opened in 1998
Renewed in 2017 with conditions (Financial rating: Does Not Meet)
School profile shows no ELL students.
2018-19 SPR: 36% Watch
CSO renewal evaluation: Inquiry served no ELL students in this term. Barriers to enrollment cited.
Teacher tenure average: 4.4 years v SDP 13.3 years
Annual CEO salary and compensation: $125, 017.
Projected cost of 5-year renewal: $20, 434, 239.
Mastery Pickett Charter
2022 renewal ratings: (Ac) Approaches 54%—(Org) Meets—(Fin) Meets Germantown 19144
Grades 6-12
Enrollment: 850 (down from 929 from last year)
Taken over: 2007
Renewed 2017 w/conditions (middle school did not meet academic standard)
2018 SPR: MS 6% Intervene; HS 9% Intervene
CSO citations: Mastery Pickett served no ELL students in past 5 years. PSSA proficiency rates in all 3 subjects below both SDP and similar schools in all tested years. MS attendance rates below both SDP and similar schools for all years of term; HS attendance rates below SDP for all years of term. SAT/ACT college readiness 2% rating, below SDP in all years.
Teacher retention average: 6.4 years v SDP 13.3 years
Annual CEO/administrative salaries: Principal $192, 477.00 ( $145,489 salary + 46,988 other compensation); 1st Asst Principal $159,264.00 ($114,256 + $45,008); 2nd AP $148,763.00 ($115,231 + $33,532); 3rd AP $113, 319.00 ($102,650 + 10,669). No CEO salary was listed on most recent IRS 990; 2016 IRS 990 showed CEO salary and compensation of approximately $225, 000.
Projected 5-year renewal cost: $70, 726, 327
Philadelphia Electric & Technical
CSO renewal evaluation: (Ac) Approaches–(Org) Approaches–(Fin) Meets
Center City 19102
Grades 9-12
Enrollment 630
2018-19 SPR: 9% Intervene
Opened in 2002
Renewed in 2017 with conditions
CSO renewal report: attendance rates below SDP and similar schools for all years; chronic absenteeism higher than SDP and similar schools for all years. SAT/ACT college readiness rates lower than SDP and similar schools for all years. First year college matriculation rates lower than SDP and similar schools for all years. In 2 years school did not fully identify student due process rights. School did not have sufficient certification for all SpEd teachers.
Teacher tenure average: 7.7 years v SDP 13.3 years
Annual CEO salary and compensation: $143, 845; Head of student services $101, 040; CAO $100,703; COO $127, 097; Head of Accountability $103, 180.
Projected cost of 5-year renewal: $46, 798, 523.
Multicultural Academy Charter
2022 Renewal ratings: (Ac) Meets 83%—(Org) Approaches—(Fin) Meets
19140 Hunting Park
Grades 9-12
Enrollment: 282
Opened: 1998
Renewed 2017 w/conditions
2018 SPR: 9% Intervene
CSO citations: This school served no ELL students in past 5 years. CSO: “The School did not provide evidence of a student’s right [to due process] in compliance with Chapter 12 for 19 out of 21 expulsions during the charter term.” [bold added] Multicultural expelled 7% of its student body in the past 5 years.
Teacher tenure average: 7.4 years v SDP 13.3 years
Annual CEO salary and compensation per 2021 IRS 990: $191, 529 ($165,814 + 25,715)
Projected cost of 5-year renewal: $18, 927, 316.
Preparatory Math, Sciences, Technology Charter
2022 renewal ratings: (Ac) Approaches 55%–(Org) Approaches–(Fin) Meets
19145 Point Breeze
Grades 9-12
Enrollment: 615
Opened: 1998
Renewed 2017 w/ conditions (M-A-DNM)
2018-19 SPR: 4% Intervene
CSO renewal citations: Attendance lower than both SDP and similar in 3 of past 4 years.
SAT/ACT college readiness lower than SDP in all years of term.
Teacher tenure average: 7.3 years v. SDP 13.3 years
Annual CEO salary and compensation per 2019 IRS 990: $112, 459 ( $107,104 + 5,355); Principal $120,643
Projected cost of 5-year renewal: $112, 529, 298.
Tacony Charter
2022 CSO renewal evaluation: (Ac) K-8 meets, 9-12 Does Not Meet–(Org) Approaches– (Fin) Meets
2 campuses: Grades K-8 Rhawnhurst 19111; Grades 9-12 Tacony 19135
Opened 2009
Enrollment: 1089
Renewed 2017 with conditions (HS Academic rated “Does Not Meet”)
2018-19 SPR: MS 37% Watch; HS 6% Intervene
CSO evaluation report: Tacony scored lower than both SDP and similar schools in all years in Literature, Algebra, Biology. K-8 attendance lower than similar schools in all years of term; 9-12 attendance lower than SDP and similar schools in all years. SAT/ACT college readiness lower than both SDP and similar schools. Violation of due process rights in expulsion matter.
Teacher tenure average: 5.6 years v SDP 13.3 years
Annual CEO salary and compensation: (per 2019 990) $200, 830.00
Projected cost of 5-year renewal: $77, 673, 52.
Universal Creighton (Renaissance)
2022 renewal ratings: (Ac) Meets 79%–(Org) Approaches–(Fin) Approaches
19120 Lawncrest
Grades K-8
Enrollment: 703 (down 83 from last year); Authorized enrollment 835 ; 79% of students live in catchment area
Taken over as Renaissance charter: 2012
Renewed 2017 with conditions (did not meet Financial standard)
2018-19 SPR: 36% Watch
Attendance: below SDP in all years of this term,; below similar schools in last 2 of 4 years;
CSO citations: 20-25% of new students do not meet the Geographic Preference Alignment criteria in the past 5 years.
Teacher retention average: 4.9 years v SDP 13.3 years
Annual CEO/administrative salary and compensation per 2020 IRS 990: Principal $221, 169.00 ($156, 402 + 64, 767). Salary and compensation for Universal and related management companies:
Universal Education Companies
Executive VP Salary per 2020 IRS 990: $214,808 + $30,751 = $245,559
Universal Community Homes Management Services
CEO,CFO, & Treasurer (one position) salary per 2019 IRS 990: $200,000 + $37,685 = $237,685
Former President salary per 2019 IRS 990: $210,000 + $65,562 = $275,562
Chief Operating Officer: salary per 2019 IRS 990: $112,500 + $15,042 = $127,542
Chief Financial Officer salary per 2019 IRS 990: $85,000 + $26,577 = $111,577
(Note: the first listed CFO and the last listed CFO share the same last name)
Projected 5-year renewal cost: $48, 393, 885.
Wissahickon Charter
2022 renewal ratings: (Ac) Meets 77%–(Org) Approaches–(Fin) Meets
2 campuses: Germantown 19144 and East Mt. Airy 19138
Enrollment: 949
Renewed 2017
2018-29 SPR: 30% Watch
CSO citations: Wissahickon Charter served no ELL students at either campus since 2019.
CSO: “The School did not provide evidence of a student’s right in
compliance with Chapter 12 for 2 out of the 2 expulsions
during the charter term. The School did not provide
evidence of a hearing for 2 out of the 2 expulsions during
the charter term.”
Annual CEO salary per 2020 IRS 990: $243, 655.00 ( $163,450 + 80,205)
Projected 5-year renewal cost: $73, 230, 711.
Recommendation for renewal or non-renewal: Pending
Belmont Charter
2022 CSO renewal ratings: K-8 (Ac) Approaches–9-12 (Ac) Meets–(Org) Approaches–(Fin) Does Not Meet
3 campuses all West Philadelphia 19104: K, Grades 1-8, Grades 9-12
(each campus has separate principal)
Enrollment 948 (51 student decrease from last year) Authorized enrollment: 1280
Opened as charter: 2002
Renewed 2017 w/conditions (Academic rating of Does Not Meet)
SPR 2018-19: K-8, 15% Intervene; HS 9% Intervene
CSO report: Belmont scored lower in that District in PSSA ELA and Math for all tested years. High school has no Keystone results for any year of the term. CSO shows 3 instances of barriers to enrollment. Belmont expelled 6 students, violated students’ due process rights in 5 of those.
Teacher tenure average: 4.0 years v. SDP 13.3 years
CEO salary/compensation: $148, 837.
Projected cost of 6-year renewal: $70, 180, 675.
Laboratory Charter
2022 renewal ratings: (Ac) Approaches 64%–(Org) Does Not Meet)–(Fin) Approaches
Enrollment: 686 Authorized enrollment: 1075
2 campuses: Grades K-5 Hunting Park 19140; Grades 6-8 East Falls 19129 (school has 3 principals)
Opened: 1998
Non-renewal recommended in 2017; Renewed in 2018 with conditions; Board granted amendment in 2020 allowing school to move from 2 campuses in West Philadelphia and 1 campus in E Kensington to present locations (no hearings held on amendment)
2018-19 SPR: 32% Watch
CSO report: ELL notifications not in home language. Several barriers to enrollment cited. Due process rights for students not extended in some instances. Multiple lapses in staff background checks found. Food safety violations cited in 3 of the 4 years. School website does not provide information on board meetings. Statements of financial interest missing in most years.
Teacher tenure average: 5.4 years v. SDP 13.3 years
Annual CEO salary per 2020 IRS 990: $265, 300.00 ( $175,000 + 90,300); Principal $181, 342.00 ( $120,000 +61,342)
Projected cost of 5-year renewal: $36, 575, 798.
Memphis Street at J P Jones (Renaissance)
2022 renewal ratings: (Ac) Does Not Meet 34%–(Org) Meets–(Fin) Meets
19134 Kensington
Renaissance charter takeover: 2012
Enrollment: 563 (down from 823 in 2018); Authorized enrollment 880; 88% of students live in catchment area
Grades 5-8
Non-renewal recommended in 2017; renewed in 2018 with surrender agreement.
2018-19 SPR: 1% Intervene
Management company: American Paradigm
Annual CEO salary per 2020 IRS 990: $226, 220 ( $146,933 + 79,287) = $226,220
Other administrative salary and compensation per IRS 990:
American Paradigm Management Co.
Memphis St. C S paid $786,107 to American Paradigm in annual management fees
President/CEO salary per 2020 IRS 990: $291, 451 ($282,933 + 8,518)
Executive Director salary per 2020 IRS 990: $169,702
Chief Talent Officer salary per 2020 IRS 990: $131, 379 ( $122,707 + 3,672)
Chief Academic Officer salary per 2020 IRS 990: $161, 569 ($156,467 + $5,102)
Chief Operations Officer salary per 2020 IRS 990: $124, 177 ( $120,570 + 3,607)
Projected cost of 5-year renewal: $44, 384, 248.
Southwest Leadership Academy
2022 renewal ratings: (Ac) Does Not Meet 31 % –(Org) Does Not Meet–(Fin) Does Not Meet
2 campuses in Southwest Philadelphia, 19142: K-3 and 3-12
Enrollment: 717 Authorized enrollment: 1032
Opened 2007
Renewed 2017 w/ conditions
2018-19 SPR: 6% Intervene
CSO renewal report citations: SWA scored below SDP and similar schools in ELA, Math and Science PSSA proficiency in all tested years. Attendance rates below SDP in all years of the term. CSO cited several lapses in ELL practices and policies. CSO cited several barriers to enrollment. Due process: The School did not provide evidence of a hearing notice that articulated a student’s right in compliance with Chapter 12 for 27 of 27 expulsion recommendations during the charter term. Only 33% of Special Education teachers were appropriately certified. SLA failed to produce background checks for several staff members.
Teacher tenure average: 5.2 years v SDP 13.3 years
Annual administrative salaries: Chief Financial Officer $173, 834; CAO/Principal $158, 810.
Projected 5-year renewal cost: $44, 073, 659.
Edmunds Charter (Renaissance)
2022 CSO evaluation: (Ac) Does Not Meet–(Org) Meets–(Fin) Approaches
19124 Frankford
Grades K-8
Enrollment 1002
Converted to Renaissance charter in 2012 under String Theory management.
Renewed 2017 with conditions
SPR 2018-19: 13% Intervene
CSO: lower PSSA proficiency rates in ELA and Math than SDP and similar schools in all tested years.
Teacher tenure average: 3.5 years v SDP 13.3 years
Annual CEO salary and compensation according to 2019 990: $143,688 ($118,491+$25,197)
String Theory management fee according to 2019 990: 1,124,195.00
Projected cost of 5-year renewal: $79, 947, 736.
Alliance for Philadelphia Public Schools 