This Pennsbury watchdog website primarily sources its information through Right To Know (RTK) requests. However, whistleblowers also play a crucial role by alerting us to potential misconduct. Typically, we receive a few anonymous emails and investigate the claims before making them public. These communications often report hostile workplace conditions and a variety of misconduct, including hiring discrimination incidents that span the past 15 months.
Ongoing Complaints Go Unaddressed
Despite our efforts to highlight these incidents, the Pennsbury School Board has consistently refused to investigate or take action. There has been no mention of these issues during the Policy and Personnel Committee meetings chaired by Jeannine Delwiche, whose focus remains on progressive-leaning ideologies. Recently, we informed the Pennsbury community about the mysterious departure of the well-regarded Director of Special Education Regina Rausch, as well as the contract extension and promotion of Dr. Cherrissa Gibson. We have submitted at least six emails of concern from contributors to PSD411 to our School Board. However, the only responses we have received have been from Solicitor Erin Aronson, who has denied the allegations. Below is a recent email detailing concerns about promotion and job posting practices, which have led to dissatisfaction among district employees.
RTKs Unveil Discord Behind The Scenes
Upon receipt of this latest whistleblower, PSD411 contributors put forward RTKs to determine the veracity of the last workplace hostility complaint. The specific email sent to Administrative staff by Dr. Smith was requested along with the new hiring procedures noted by the whistleblower. The following RTK response was received from the District exposing the latest tumult in the Administrative building. As asserted in the whistleblower, Smith was challenged by staff over hiring processes and a lack of transparency for which he addresses in the opening paragraph and then shares an attachment with a revised formal hiring process document.
Revised Hiring Procedures Present Concerns
According to the Administrative Interview Procedures, the District has confirmed that the document was last revised in January 2025. Unfortunately, we are unable to discern the exact changes made. However, the document provides insight into Pennsbury’s hiring process for new staff. The process follows a relatively rigid format dictated by the Director of Human Resources, leaving little opportunity for interviewers to get to know the candidates. The District’s inflexible vision is strongly imposed on potential candidates, including their stance on Diversity, Equity, and Inclusion.
The process also outlines how the Interview Team is formed, with the Director of Human Resources dictating which questions can be asked. Notably, Equity Liaisons are included in the Interview Team for all hiring circumstances. Candidates are scored on a rubric by the Interview Team based on their responses. For those unfamiliar, Equity Liaisons are assigned to each school building as DEI (Diversity, Equity, and Inclusion) implementation overseers and receive an annual stipend of $2,841.40. One prominent member of the Equity Liaison Team is Pennsbury Teachers’ Union President Nicole Pierce, who recently negotiated a highly favorable contract through 2031, ensuring a minimum of 2.75% salary increases regardless of national cost of living adjustments.
The revision of these hiring procedures appears to have taken place on January 10, 2025, which directly conflicts with the Executive Order eliminating DEI at institutions receiving federal taxpayer funds, enacted by President Trump on January 20, 2025. PSD411 previously reported that Pennsbury stands to lose $3.4 million in federal funding if it doesn’t update and remove references to DEI in all of its internal policies, including hiring practices and curriculum. Pennsbury has until March 21, 2025, to implement updated policies that remove DEI and to suspend all contracts with outside vendors or risk forfeiture of federal funds.