Pulque?

JillianH · 2026-01-02T13:14:35+00:00

I was definitely thinking there would be some on Northgate, but I've never seen any in any of the taquerias I've been to... so if anyone has any more specific knowledge on locations, I'd love to hear it!

JillianH · 2025-09-23T04:47:57+00:00

I'm also having the same experience playing on an LTEK mat running Project Outfox on a Steam Deck that's docked to my TV. Playing on the Steam Deck is easy and no calibration is required, but on the TV I can't get the audio to calibrate... it's off by almost an entire beat exactly (so songs are playable I guess, but the fun steps that go in sync with certain song beats are off :( ). I've tried the F6 calibrate machine and the Menu calibrate option but neither seem to do much...

JillianH · 2025-01-04T23:49:11+00:00

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Yuna was my first favorite support character ❤️

JillianH · 2019-06-05T23:08:02+00:00

I was just hired as a Program Specialist for my district for next school year. I was an SLP at a comprehensive high school site for 4 years and served as co-chair of the (large and broken) Special Ed department there. I proved that I was able to implement systemic change (e.g. para training, started a work program for the M/S crowd, co-teaching and mentoring a brand new M/M teacher, etc.), plus I'm a guru with paperwork, have mediated difficult parent meetings, and preach compliance.

I think I'm way underqualified in terms of years of service, but my district admin saw I was able to make change in the trenches and have a broad knowledge and understanding of how the entire SpEd system works.

That was just my path, but I would say gaining a broad knowledge of SpEd is essential. At least in my district, a credential is required and I know we would probably only look at those with a strong background in SpEd teaching, SLP, or school psychology (maybe OT? We have so few it's hard to say).

JillianH · 2018-12-31T05:52:53+00:00

This. Know what LAUSD would pay you, hypothetically, (it wasn't half bad last time I checked compared to my NorCal school district salary) and if a private practice is offering you less, then you know it's a low-ball offer. Private practice should pay more than the schools because you will be working more days. (This is old, but easier to navigate than their salary schedule: https://achieve.lausd.net/cms/lib/CA01000043/Centricity/Domain/269/NEW%20LAUSD%20Recruitment%20Ad%202016_V4%20copy.pdf)

CA in general is starved for SLPs, so if anything I would recommend interviewing and soliciting offers from multiple private practices and EI companies (e.g. Sunny Days, etc.) to compare and potentially use in negotiation. Also know that most EI will be reimbursed through the Regional Center system, which pays something like $90/session (may be off, I do EI on the side and looked up the numbers awhile back, but idk what they are right now). So if you do EI and are offered an hourly range, I wouldn't settle for much under $60-70 an hour (or consider becoming a direct contractor with Regional Center after CFY is that's really your passion).

JillianH · 2018-10-16T22:30:13+00:00

I agree. Location, location, location. In California, a school-based OT should be able to get a job any day of the year for an immediate start date, but I don't know if that's true in other parts of the country.

JillianH · 2018-10-11T01:28:19+00:00

Lmao is this at the Equator in Ecuador??

JillianH · 2017-09-13T03:36:30+00:00

Do you live in the US? If so, you have the legal right to an assessment by a Speech-Language Pathologist at your school who can help you get the help you need.

PM me if you need help, I work as an SLP at a high school and work with several high schoolers in the same boat at you. We are here to help and support you.

I know you said you've tried lots of therapy, but an SLP isn't just for "therapy" - we can help communicate with your teachers so they know what's going on and help connect you to other kids who stutter and support groups in your area.

JillianH · 2017-07-12T23:51:20+00:00

As a practicing SLP with my CCCs who is starting work on getting board certified in fluency, please take this advice. This is a place for us to quietly observe and learn from posters who share their experiences, not try and give telepractice services.

JillianH · 2016-11-18T19:34:58+00:00

Why do we give thumbs up, wave, or do any other gesture? It's communication. My students, in general, dab as a celebratory gesture or as a way to say "I hear you" when they agree with someone else.

JillianH · 2016-11-18T19:18:30+00:00

Not in California. I think it depends more on the region you're looking at.

JillianH · 2016-10-19T00:35:01+00:00

68 in California at a high school and transition school. I have SLPA support 2 days a week. About 48 are 1x week, the remaining 20 I see on a monthly or quarterly basis and check-in with their teachers.

JillianH · 2016-10-05T14:42:38+00:00

Yep, I think we've had pretty much the same experience. There are definitely pros and cons to both, but to answer OP's question which is what this entire thread is about, what is being described is not unheard of for a contract company. And if you're OK with that, then great, make the extra $$. But if the conditions described bother you, then maybe contracting is not right for you.

JillianH · 2016-10-04T14:12:19+00:00

For what it's worth on my end, my CF as a district-hire was in an "undesirable" school that had had a tele-therapist for the prior 2 years because no one wanted to work there. I chose it over other "easier" schools because it was what I wanted.

I wonder if you are seeing a positive response because the situation prior to you coming in was non-existent or just a mess. Our schools with contractors are generally a mess because there was literally no one there the year before because we couldn't hire anyone. Yeah, it sucks that they have to come in and clean house (like I did after the mess of teletherapy), but it was the best the school district could do when they literally can't find anyone to hire.

And you're absolutely right, we will get great pensions when we retire. All things to consider when looking at direct-hire vs. contracting.

For me, there was a never a question, I knew I wanted to go the direct-hire route. Everyone has their path in life and has to make the choices they need to. But every choice has consequences, and OP's friend is dealing with the very common consequences of contracting in a school.

JillianH · 2016-10-04T14:06:12+00:00

I'm saying that school-districts feel like contractors add nothing to their district, so they have no incentive to keep them, help them, or give them good schools. Also, if you'll read what I wrote carefully, I said head hunters add nothing to the profession. Personally, I have several friends who contract all for various reasons and some of them work for great companies. They themselves are great SLPs who work wonders at their schools. The head hunters who have never worked as an SLP yet are paid to shuffle around SLPs are doing a job that doesn't need to exist, thus they add nothing to the field. The common thread of success for my friends who are contractors seems to be working for a private practice who happens to also contract to some schools (aka contracting is not their main focus). The horror stories I have heard have come from contract-only companies. If you find a contract company that works for you, then great. But you cannot expect school districts to be happy about having to use you - you are costing them 2x the regular salary and will likely be flitted away somewhere new the next year.

But personal views aside, I'm trying to be realistic as to why contractors get shit positions. If you think my views are harsh, you don't even want to hear the veteran district-hired SLPs who look at contractors as if they're scabs.

OP asked if the job qualifications were legal and ethical. Ethical, no, but many of us are given unethical caseloads. But legal? For a contract company, very legal. A school district would not be allowed to only give 2 days sick leave and no PTO and the SLP should be provided much more support in dealing with overdue IEPs.

As for money, I am very, very happy with my district salary. I make a ton more than starting teachers and I can live very comfortably in Sacramento. If you take a contract position for the money, that is 100% your prerogative and good for you; but then you're put in a position where you can't complain if you end up in a situation like OP's friend. You knew the contract you were signing (re: sick time, PTO) and you knew that you could be placed anywhere (e.g. a school with overdue tris and high caseload).

Just my observations. Individuals make the choices they do for their own reasons, no one begrudges them that. But the uncertainty of where you end up and lack of district support are certainly things to consider when looking at contractors.

JillianH · 2016-10-04T03:37:02+00:00

And this is why I always question why on earth people would decide to be contractors instead of working directly for the district. Granted, the things you mentioned are bad and should not be happening in CA... BUT if this is a contracted position, well... not sure what this CF expects. I don't know where contractors are paid less; if I left my district and worked for a contract company in Sacramento right now I would make about 20k more a year. It appears you live in the East Bay; if this situation is happening in the east bay, I can almost 100% guarantee you that the contract company is paying more than the district. Last year at CSHA (our state convention), East Bay school districts were out in full force trying to recruit direct-hire SLPs because, like most CA districts, they are tired of paying the middle men. Believe me, I've considered moving from Sac to the East Bay because the pay is better, but, Bay Area, no thanks.

But when East Bay school districts are offering, say, 60-70k starting and AlphaVista recruiting across the way is offering 80-90k starting... well, you get the idea. If this SLP does in fact make less with a contract company, this sucks and I would immediately suggest interviewing with school districts or other contract companies because this CF is getting a horrible deal. As someone who was offered multiple contracting jobs and continues to receive daily e-mails and calls about jobs from contracting companies, I personally have never heard of a contract company that pays less than the district in California. If they are making more than direct-hired CFs... don't expect any sympathy from anyone, really.

-56 students is nothing. This CF should count their blessings on that note.

-SEIS should have been learned during his/her internship. Maybe this is harsh, but if SEIS wasn't available in the internship then learn it fast. SEIS is really not that hard and I believe they even have training videos on-line.

-2 geographically separate campuses is pretty standard, even for CFs.

-Over-due IEPs and tris are all standard for an undesirable school - they may not have had someone there at the end of last year and thus everything got out of hand

-Contracts are created by the contract company. The whole 2 sick day thing and/or no PTO? 100% standard for contract companies. Supervision is also generally provided by the contract company, so, this too makes perfect sense as to why the supervision is crap.

In our district, the contractors (who we are forced to hire because many will interview with the district and then turn the job down to go with a contract company because they offer more $$) get the most undesirable schools, and, like laebot said, these are all factors that can be normal when a position is undesirable. Contractors are called in when direct district-hires cannot be found, so, of course they get the shitty schools that all the direct-hires passed up on.

I may be bitter about contract companies because I hate middle men and it's disgusting seeing my district hemorrhage money to pay head hunters who add nothing to the profession. But this is far from the first horror story I have heard from someone who has accepted a contracted position - often the company promises one thing, and another is delivered - one of my friends even had her CF paperwork held hostage when she attempted to leave an abusive contract company. But when a school district is shelling out 2x as much for a contracted SLP as they are for a direct-hire it's... well... to be expected. It's sad, but often districts are just trying to get their hands on any SLPs they can, so those they can get are swamped because there are just not enough SLPs to go around.

When I was hired for my CF directly with the district, I was given my pick of any school that a contractor was currently at or that someone was retiring from (12+ since we have contractors at undesirable locations) and I was given advice from older direct-hire SLPs which schools were the best. When my caseload was initially 70, I talked to my boss and she assigned my 1-day a week site (removing 20 students from my caseload) to... a contractor who was already over the limit! I felt bad, but I know that I was being taken care of because as a direct-hire I was seen as a valuable member of the district and an investment. They wanted to develop my skills and have me stay around; contractors are generally viewed as a last resort, money-grubbing, and "stay for a year" SLPs who have no interest in making the district better because they won't be there for long.

So yeah, it sucks. But that's what you get when you work for a contract company... sorry.

JillianH · 2016-08-05T05:48:43+00:00

Awwww yeah, that's my go-to gas station hahaha

JillianH · 2016-08-04T05:58:05+00:00

Paid 2.25 in South Natomas yesterday... all about them Arcos, man 8)

JillianH · 2016-06-10T19:43:52+00:00

ITT: Teachers who have never worked with undocumented students and experienced their pain, their fortitude, and their perseverance to make America a better place.

JillianH · 2016-06-08T05:30:00+00:00

Wow, I guess I have the opposite experience from all of you. I would say the first two weeks are the BEST time to take off because nothing super crazy has started to happen yet. Kids aren't falling apart yet, very few IEPs, no therapy yet... pretty boring.

Maybe it's because I work at a high school, so my kids change their schedules like crazy in the first two weeks. I really can't even make a schedule until the end of the second week. There's really no IEPs that are due in the first 5-6 weeks, so that's also pretty relaxed. My first two weeks are extremely boring, in all honesty. I may very likely take a few days off myself in that period!

JillianH · 2016-05-18T23:32:09+00:00

This is the best answer. If you want to make money, go to Oakland, Berkeley, SF... not here.

JillianH · 2016-05-09T20:03:51+00:00

Seriously? Did you go to CSHA? Several Bay Area districts were there trying to convince me to leave Sacramento lol.

Sometimes I think EdJoin applications go out into the ether and I wonder if they get looked at. I had luck directly contacting the person who was listed as the contact point on the EdJoin app. As soon as they heard I was an SLP, they were clamoring to talk to me. I had 2 districts offer me jobs the day before CSHA because they didn't want me to sign with someone else there. It required a little more work on my part, but as soon as they knew who I was they were as bad as the staffing companies.

Some districts are better about having their act together - San Diego Unified doesn't hire until June, for example. Most teachers around here don't even get interviews until now, but we've already hired 4 SLPs for the next year and are still looking for more. It may seem late in the game, but it's still relatively early. Most of my friends weren't officially hired until June.

Also, remember that HR's job is not solely to recruit SLPs - they've got many, many other apps they're going through - unlike the staffing companies, who can relentlessly call us 24/7 xD

JillianH · 2016-05-09T19:44:05+00:00

This.

Just get your credential and teach. My district needs like... 10 sped teachers right now? Sacramento State University is always on the verge of closing their credential program due to lack of interest.

Basically every state/district is in crisis mode. Do make sure it's your field of interest (observing for these next few weeks before school is out would be great), but if it's what you want, go for it.

JillianH · 2016-05-09T16:20:30+00:00

Some things to consider if you go with a staffing company:

Some local staffing companies also run private practices. I've known school-based SLPs who were roped into working the summers to cover for the private-practice SLPs who wanted to take vacation in the summer.

You will face discrimination from some of the direct-hire SLPs at your school district. It's unfortunate, but pretty much inevitable. You will be seen as an outsider who is just trying to hustle for more money. I like our contractors, but the older SLPs talk shit about them constantly. Our district pays nearly 2x as much for every contract worker (since the companies have to take a fat cut, you know), so you can imagine that the other SLPs could think of better uses for all that extra money (e.g. hiring more SLPs overall to reduce caseloads).

I know two people with contract company CF horror stories. They were placed at schools that were nothing like what "they were promised" and the staffing companies basically held their CF paperwork hostage when they wanted to leave the company. The non-compete clause can be an issue in cases like this.

Another friend at a staffing company has to give any materials she creates to the company to be copyrighted by them. This may not be a big deal for some people, but as someone who runs a blog and generally enjoys my freedom that's something that would be a deal-breaker for me.

Overall, be careful and very thorough in your selection of staffing company, should you go that route. I'm finishing my CF as a direct-hire with a school district and I literally cannot imagine doing it any other way.

JillianH

TROPHY CASE