CONTRACT SETTLEMENT

THE LANGUAGE Limits on IEP, 504 and PST meetings during planning Planning time for Part Time Teachers Guarantee interview for transfers if you participate in the transfer fair and a position is open at one of the 3 schools you selected Better Language for annual contract teachers with advanced degrees hired after July 1, Now a letter from the university that indicates an area of focus in a certification area will allow for the advanced degree supplement. A committee to look at Tax Sheltered Annuities offered to employees Increase for tuition reimbursement for $130 per credit to $350 per credit

SUPPLEMENTS A change from department, lead teacher and curriculum committee supplement to a new School Instructional Leadership Team Member Supplement. A committee will develop the new supplement performance order. This change does not go into effect until next school year. A change in the class load supplement from 151 to 181 students. This change does not go into effect until next school year. Ends the outdated merit pay program. This change does not go into effect until next school year.

PERFORMANCE PAY Is not in effect this year. Uses a formula that includes a Cost of Living Adjustment Has Effective at 75% of highly effective, the highest amount allowed by law. Has the grandfathered schedule at 88% of highly effective (grandfathered is tenured teachers. Includes performance pay supplement for teachers at title 1 schools, DDD or F schools, and critical shortage areas. This will apply to all teachers at the school (tenured and annual contract), law only required annual contract

THE SALARY INCREASE An average of 2.8% No one is getting less than $1,000 Everyone who qualifies moves up two steps (that is part of the 2.8%), however the steps were modified to allow movement within the money available Everyone does better than where the district started (a $360-$620 onetime payment) Almost everyone does better than were the district went to impasse ($750 for most, plus the employee paying 100% of the dental) Almost everyone does as well or better than the best district offer ($1,000 across the board, with the implementation of performance pay) Retro to July 1, 2014 Dental – Requires that we pay half the dental ($4.80 per pay for 20 checks). This does not go into effect until next school year.

FINAL THOUGHTS The most asked question has been “why is someone else getting a raise larger than I am?” This is a hard question to answer, because not everyone can get the largest raise. Someone will always get more, whether it is a dollar amount or a percentage amount. The directive from members was to get steps. Our salary schedule has always had larger steps near the top because the steps ended at step 26 (used to end at step 25). Those larger steps were in recognition that no more steps would be given. In the past 7 years, we did not get steps or raises in 3 of the years, pay at the top of the schedule did not increase in 5 of those years and beginning teacher pay did not increase in 6 of those years. Remember, equitable does not always mean equal.

FINAL THOUGHTS CONTINUED Negotiations this year: The district improved upon its initial offer by $4.4 million. The district improved upon its offer at impasse by nearly $2 million The district improved upon its offer in the last day of negotiations by nearly $600,000. This was all done thanks to you! Your hard work. Your willingness to stand together. By you showing up at board meetings and more. This is not the perfect deal. It is a deal that looks at now and the future. We must remember, fair is not always equal. For those reasons, we ask you to Vote yes on ratification and then let’s turn our attention to next year’s budget and a better raise!

CONTACT US If you have any questions or concerns, please do not hesitate to contact the VTO office – You may also me an or call my cell