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, 2011. 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
Slide 4
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 Ends the outdated merit pay program.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.
Slide 5
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
Slide 6
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.
Slide 7
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.
Slide 8
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 lets turn our attention to next years budget and a better
raise!
Slide 9
CONTACT US If you have any questions or concerns, please do not
hesitate to contact the VTO office 386-238-1605. You may also email
me an [email protected] or call my cell
[email protected] 386-295-9450.