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updated: 2/23/2011 3:41 PM

Tim Corrigan: Candidate Profile

Lisle Unit D202

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  • Tim Corrigan, running for Lisle Unit D202

    Tim Corrigan, running for Lisle Unit D202




Note: Answers provided have not been edited for grammar, misspellings or typos. In some instances, candidate claims that could not be immediately verified have been omitted.

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BioKey IssuesQ&A



City: Lisle

Website: Candidate did not respond.

Office sought: Lisle Unit D202

Age: 48

Family: Married; two children in Lisle Senior High School

Occupation: Human Resources Consultant and small business owner

Education: Illinois State University - Business & Psychology

Civic involvement: Community and school volunteer; Girl Scout volunteer;

President, Illinois State University Delta Chi Fraternity, Alumni Board of Trustees; Member, Millikin Delta Chi Fraternity Alumni Board of Trustees

Elected offices held: President, Delta Chi Fraternity, Alumni Board of Trustees

Have you ever been arrested for or convicted of a crime? If yes, please explain: No

Candidate's Key Issues

Key Issue 1

First and foremost I am running to do my best to insure the district be allowed to continue on its current path toward excellence. This will be best accomplished with a Board of Education that asks intelligent questions of the District administrators, holds them accountable to provide quality education to our students and takes all measures possible to provide a safe environment for learning.

Key Issue 2

I would like to see consistent reporting/tracking and clearly defined plans to improve AYP at the high school level.

Key Issue 3

Advance the goals as stated by the Board: to improve academic achievement; ensure a healthy, safe, nurturing and empowering learning community; increase communication regarding District 202 success; continue to achieve financial recognition from the Illinois State Board of Education through effective management of resources that promotes fiscal stability and financial accountability.

Questions & Answers

How satisfied are you that your district is preparing students for the next stage in their lives, whether it be from elementary into high school or high school into college or full-time employment? What changes, if any, do you think need to be made?

The District 202 Report Card for 2010 reflected that our students are, for the most part, keeping pace with State goals in most categories. I believe there is still room for improvement. Each of our school's Improvement Plans seems cognizant of the issues and challenges at the school and attempts to appropriately addresses them.

What budget issues will the district have to confront? What measures do you support to address them? If cuts are needed, be specific about programs and expenses that should be reduced or eliminated. Do you support any tax increases for local schools?

Previous board members have responsibly planned for the future of our district. From thoughtful policy decisions to the passage of a referendum, which has continued to support the long term district goals, I believe the district is in a stable position. I would strive to ensure fiscal responsibility in all district programs and open reporting to the taxpayers.

Is experience as a teacher or support from a union valuable because it suggests educational insights or detrimental because it creates pro-teacher bias? Please clarify whether you have such experience or would accept union support.

I do not have such experience, but believe being as informed as possible on every subject is important. Though endorsements from unions or other groups can be viewed as a potential bias, it is important that Board of Education members remain true to the spirit of the Board and not to individual, narrow agendas.

As contract talks come up with various employee groups, what posture should the board take? Do you believe the district should ask for concessions, expect employee costs to stay about the same as they are now or provide increases in pay or benefits?

The Board, as always, needs to keep quality education of our children at the forefront, with the understanding that we have a fiscal responsibility to our taxpayer base. If unreasonable increases are requested by the employee groups, then the Board needs to take a tough stand. As costs increase, we also need to be aware that quality does have a price. If we can utilize information from similar districts across the state, we will be able to determine the reasonable price point for the level of services our district requires to maintain and exceed our goals.

If your district had a superintendent or other administrator nearing retirement, would you support a substantial increase in his or her pay to help boost pension benefits? Why or why not?

I expect our administrators to be compensated fairly on an ongoing basis. I don't believe there would ever be a situation where I would put an individual ahead of the needs of our current and future students by artificially inflating pension benefits for any position.