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Negotiations Updates

PVUSD REACHES TENTATIVE AGREEMENT WITH CSEA - June 19, 2018 (Español aqui)

 

PVUSD and CSEA Reach Tentative Agreement on Multi-Year Package
(June 19, 2018)  

The bargaining teams for PVUSD and CSEA are pleased to announce that a Tentative Agreement was reached on June 19, 2018. The teams were collaborative, professional and creative enabling us to reach agreement after only four meetings on eleven articles. It was critical to our Superintendent, Dr. Michelle Rodriguez, and our PVUSD Governing Board of Trustees to demonstrate our deep appreciation for classified employees’ contributions to student achievement and district operations, while remaining responsible fiscal stewards. We believe this Tentative Agreement shows our mutual commitment to working together to find a resolution that is respectful of the hard work that our classified staff put in every day, while protecting the financial future of our shared educational community. 

 

Our PVUSD Business Services Team will be submitting documentation to the Santa Cruz County Office of Education as required for oversight on fiscal affordability. CSEA scheduled an informational meeting for their members for Tuesday, June 26 from 4PM to 6PM in the Human Resources Conference Room and has invited their membership to vote on the agreement on Wednesday, June 27, 2018 at the Veterans of Foreign Wars (VFW), 1960 Freedom Blvd, 4PM to 6PM. Along with an identical multi-year package for our confidential and professional services employees, this item will be submitted to the Board of Trustees for review and consideration at the June 27, 2018 meeting. The item will remain on the Board’s agenda pending ratification by CSEA membership.

 

For your information, a summary is provided below with the full agreement available here. Highlights of the Tentative Agreement include updating contract language to ensure compliance with changes to laws and regulations. Other significant elements include a 3% increase to the salary schedule for 2017-18 (1% “me too” clause for 2016-17); 3% for 2018-19 and percentage increases to longevity stipends. Much of the salary and longevity increases were offset by adjustments such as the end of double coverage on medical benefits for a cost savings of over $340,000 as well as adjustments to copay/prescriptions for all employees to cover the 2% salary increases for 2017-18.

 

Article III Organizational Rights (see article for details)

Update/add language to Section A CSEA rights

Modify AB119 agreement on Section C

Add new Section D “Release Time for CSEA Representatives”, add “Association Leave” language from Article IX Leaves.

Article VIII: Hours and Overtime (see article for details)

The parties agree to add two more work days to the work year for the following positions:

  • School Bus Driver (these days shall be used to allow bus drivers to test run their bus routes and whenever needed to conduct mandatory trainings).
  • Food & Nutrition Services Assistant
  • Food & Nutrition Services Cook/Baker I & II
  • Food & Nutrition Services Site Leader I, II, III, & IV
  • Warehouse Delivery Worker (Food Service)

The parties agree to add four more work days to the work year for the Library Media Technician, Additionally, the FTE shall be increased from six (6.0) to eight (8.0) hours for all elementary Library Media Technician. The parties agree to add six more work days to the work year for School Office Assistants in all elementary school sites.

Article IX Leaves (see article for details)

The parties agree to modify language for the Catastrophic Leave Bank. New Donation/Request forms shall be added to the appendix during the 2018-19 school year after it has been approved by the District and CSEA. Remove “Association Leave” language – transfer to Article III, Section D.

Article XIII Evaluations (see article for details)

Revise language for Section I, Evaluation Committee. An Evaluation Committee shall be created to review current evaluation form. The parties agree to meet during the 2018 Fall Semester to review any modifications to the form. The committee shall make a recommendation no later than January 31, 2019 subject to CSEA ratification and Superintendent’s final approval.

Article XIV Health and Welfare (see article for details)

CSEA agrees to the changes recommended by the Health and Welfare Committee to copay & prescriptions for the PPO Plans. Additionally, CSEA agrees to end the double coverage program effective October 1, 2018. These changes will be used to fund on-schedule salary and longevity increases.

The parties agree to modify Section B to include new language negotiated by PVFT. This will allow for both units to have the same language in regard to the Health Benefits Committee.

Add/ Remove  outdated language throughout the Article.

Article XV Pay and Allowances

For the 2017-2018 school year, the District shall provide a 3% (three percent) on-schedule raise to the classified salary schedule, retroactive to July 1, 2017 on base salary.

For the 2018-2019 school year, The District shall provide a 3% (three percent) on-schedule raise to the classified salary schedule, effective July 1, 2018 on base salary.

The parties agree to make changes to the longevity stipends.

The parties agree to close total compensation (salary and health and welfare benefits) for the 2017-18 and 2018-2019  negotiations for the Collective Bargaining Agreement.

Article XVI Compensation for Training (see article for details)

The parties agree to update Section B to remove outdated language and make additional changes to comply with current laws. Trainings / mandatory requirements constantly change based on current state/federal law. None of these changes shall affect the current practice of the District paying for these mandatory trainings.

Article XVII Grievances

The parties agree to add a Grievances Form to the Appendix of the Classified Contract

Article XXVIII Year-Round Education (YRE)

The parties agree to remove Article XXVII. PVUSD no longer has Year-Round Education.

Article XXX Drug and Alcohol Testing/Transportation Employees (see article for details)

The parties agree to remove outdated language and make additional changes to comply with laws and regulations related to drug testing.

Article XXIX Bilingual Pay (see article for details)

The parties agree to add and clarify the scope of work and responsibilities for classified employees who receive the 5% Bilingual Stipend and work with SELPA. Additionally, CSEA and PVUSD shall meet no later than Fall 2018 to further review the scope of work and responsibilities. Any recommendations made shall be discussed and negotiated for the 2018-2019 contract negotiations.

Article XXXII Term

Update the term for the duration of the Classified Collective Bargaining Agreement to July 1, 2018 to June 30, 2021.

 

Thank you.

Dr. Chona M. Killeen

Assistant Superintendent, Human Resources

Pajaro Valley Unified School District

PVUSD BOARD OF TRUSTEES APPROVES PVFT TENTATIVE AGREEMENT

Watsonville, CA, May 23, 2018 – Today, the Pajaro Valley Unified School District Board of Trustees welcomed the opportunity to vote and approve the Tentative Agreement with the Pajaro Valley Federation of Teachers. Assistant Superintendent of Human Resources, Dr. Chona Killeen, and PVFT Chief Negotiator, Nelly Vaquera-Boggs, presented on the Agreement, highlighting the most significant   components.

Dr. Michelle Rodriguez, Superintendent, said that, “Due to us being forward thinking and having the support of the Board of Trustees, we were able to provide the best compensation package possible by working with the Benefits Committee using the new LCFF funding Districts will received for the 2018-19 school year.  We truly value our teachers.”

On May 18, 2018, PVFT membership voted to ratify the Tentative Agreement.  Approximately 85% of 952 of the PVFT bargaining unit members voted in favor the Tentative Agreement.  The County Office of Education reviewed the Agreement and made a declaration to its financial feasibility. 

Leslie DeRose, President, Board of Trustees, was unable to attend the meeting but her excitement was also evident in her communication with the District after the agreement was ratified by PVFT: “PVUSD’s leadership team has worked diligently with PVFT to ensure teachers receive the best compensation package we can afford. Congratulations to both, PVUSD and PVFT negotiations team, for coming together in this agreement that ultimately benefits our students.”

Vice President Maria Orozco, who presided over the meeting in President DeRose’s absence, stated that, "As a board, we respect and value the work of our teachers. We hope this multi- year agreement helps provide teachers with the best possible compensation at this time, while also helping us attract and retain educators."

Here are the highlights for the 3-year agreement:

2016-17

  • 1% on-schedule raise to each salary schedule for K-12, Adult Education, ECE, Psychologists/Speech Language Pathologist /Program Specialists; retroactive to July 1, 2016
  • One-time, off-schedule of 2% to all PVFT members who were employed through 2016-17 

2017-18

  • 2% on-schedule raise to each salary schedule retroactive to July 1, 2017
  • 6% additional, retroactive to July 2017, for Early Childhood Education Programs and Adult Education/Independent Study
  • $1,612 stipend for qualifying bilingual teachers and roving teachers, retroactive to July 2017 
  • Benefits changes to become effective October 2018
    • Generic prescription drug increase from $3 to $5
    • Non-Generic prescription drug increase from $15 to $20
    • Co-pay increase from $10 to $20
  • School Nurses will be placed on the same work year and higher salary schedule as School Psychologists

2018-19

  • 4% on-schedule raise to each salary schedule, effective July 1, 2018
  • 2 additional days added to the work year for all PVFT bargaining unit members on an ongoing basis
    • 1 day to be a teacher workday
    • 1 day to be District-determined
  • Clarity around the purpose and function of the District-Wide Health and Welfare Benefits Committee
  • $2,500 signing bonuses for teachers in areas of mathematics, science, and special education – established through 2020 unless extended by mutual agreement of negotiating parties

 

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Español

 EL CONSEJO DE FIDEICOMISARIOS DE PVUSD APRUEBA EL ACUERDO PROVISIONAL DE PVFT

Watsonville, CA, 23 de mayo de 2018 - Hoy, la Mesa Directiva del Distrito Escolar Unificado del Valle de Pájaro dio la bienvenida a la oportunidad de votar y aprobar el Acuerdo Provisional con la Federación de Maestros del Valle de Pájaro (PVFT). La Superintendente Asistente de Recursos Humanos, la Dra. Chona Killeen, y la Negociadora Principal de PVFT, Nelly Vaquera-Boggs, presentaron el Acuerdo, destacando los componentes más significativos.

La Dra. Michelle Rodríguez, Superintendente, dijo: "Debido a que pensamos con anticipación y contamos con el apoyo de la Mesa Directiva, pudimos proporcionar el mejor paquete de compensación posible trabajando con el Comité de Beneficios utilizando los nuevos distritos de financiación de LCFF recibido para el año escolar 2018-19. Realmente valoramos a nuestros maestros ".

El 18 de mayo de 2018, la membresía de PVFT votó para ratificar el Acuerdo Tentativo. Aproximadamente el 85% de 952 de los miembros de la unidad de negociación de PVFT votaron a favor del Acuerdo Provisional. La Oficina de Educación del Condado revisó el Acuerdo e hizo una declaración sobre su viabilidad financiera.

Leslie DeRose, presidenta de la Junta de Fideicomisarios, no pudo asistir a la reunión, pero su emoción también fue evidente en su comunicación con el Distrito después de que el acuerdo fue ratificado por PVFT: "El equipo de liderazgo de PVUSD ha trabajado diligentemente con PVFT para asegurar que los maestros reciban los mejores paquete de compensación que podemos pagar. Felicidades a ambos, el equipo de negociaciones de PVUSD y PVFT, por unirse en este acuerdo que finalmente beneficia a nuestros estudiantes".

La Vicepresidenta María Orozco, quien presidió la reunión en ausencia de la Presidenta DeRose, declaró que, "como mesa directiva, respetamos y valoramos el trabajo de nuestros maestros. Esperamos que este acuerdo plurianual ayude a proporcionar a los maestros la mejor compensación posible mientras nos ayuda a atraer y retener a los educadores ".

Estos son los aspectos más destacados del acuerdo de 3 años:

  • 1% de aumento permanente para cada salario para K-12, Educación de Adultos, ECE, Psicólogos / Especialistas de Programa de Patología del Habla / Programas); retroactivo al 1 de julio del 2016.
  • Una sola vez, 2% para todos los miembros de PVFT que estuvieron empleados durante el 2016-17

2017-18

  • 2% de aumento permanente para cada salario, retroactivo al 1 de julio del 2017
  • 6% adicional, retroactivo a julio de 2017, para programas de educación infantil temprana y educación para adultos / estudio independiente
  • Estipendio de $1,612 para maestros bilingües elegibles y maestros ambulantes, retroactivo a julio de 2017.
  • Cambios en los beneficios que entrarán en vigencia en octubre de 2018

o Aumento genérico de medicamentos recetados de $ 3 a $ 5

o Aumento de medicamentos con receta no genéricos de $ 15 a $ 20

o Aumento del copago de $ 10 a $ 20

  • Las enfermeras escolares se colocarán en el mismo año de trabajo y un horario de salario más alto que los psicólogos escolares.

2018-19

  • 4% de aumento en el cronograma para cada cronograma de salario, efectivo a partir del 1 de julio de 2018
  • Se agregaron 2 días adicionales al año de trabajo para todos los miembros de la unidad de negociación de PVFT en forma continua.
    • 1 día para ser un día de trabajo docente
    • 1 día para ser determinado por el Distrito
  • Claridad en torno al propósito y la función del Comité de Beneficios de Salud y Bienestar del Distrito
  • $2,500 en bonos incentivos para contratar maestros en áreas de matemáticas, ciencias y educación especial - establecidos hasta 2020 a menos que se extiendan de mutuo acuerdo por las partes negociadoras

Press Release, May 11, 2018

PVUSD REACHES TENTATIVE AGREEMENT WITH PVFT

Watsonville, CA, May 11, 2018 – Pajaro Valley Unified School District is delighted to share with our community that a tentative, multi-year agreement with Pajaro Valley Federation of Teachers has been reached. The positive outlook of the Governor’s education budget, as well as the work of the Benefits Committee, provided opportunity for a significant agreement. 

Leslie DeRose, President, Board of Trustees, was pleased with the reached agreement: “We owe a great deal of thanks to our district leadership team for their diligent work in bringing negotiations to a close. Our teachers are deserving of the best compensation package we can afford, and we have accomplished that. Thanks to PVFT for their unwavering support of teachers. This agreement is a great way to celebrate Day of the Teacher.”

Here are the highlights for the 3-year agreement; you can access the complete file here:

2016-17

  • 1% on-schedule raise to each salary schedule for K-12, Adult Education, ECE, Psychologists/Speech Language Pathologist /Program Specialists); retroactive to July 1, 2016
  • One-time, off-schedule of 2% to all PVFT members who were employed through 2016-17 

2017-18

  • 2% on-schedule raise to each salary schedule retroactive to July 1, 2017
  • 6% additional, retroactive to July 2017, for Early Childhood Education Programs and Adult Education/Independent Study
  • $1,612 stipend for qualifying bilingual teachers and roving teachers, retroactive to July 2017 
  • Benefits changes to become effective October 2018
    • Generic prescription drug increase from $3 to $5
    • Non-Generic prescription drug increase from $15 to $20
    • Co-pay increase from $10 to $20
  • School Nurses will be placed on the same work year and higher salary schedule as School Psychologists

2018-19

  • 4% on-schedule raise to each salary schedule, effective July 1, 2018
  • 2 (two) additional days added to the work year for all PVFT bargaining unit members on ongoing basis
    • 1 day to be a teacher workday
    • 1 day to be District-determined
  • Clarity around the purpose of the District-Wide Health and Welfare Benefits Committee
  • $2,500 signing bonuses for teachers in areas of mathematics, science, and special education – established through 2020 unless extended by mutual agreement of negotiating parties

The excitement around the agreement is palpable. Dr. Rodriguez stated, “The District remains committed to our teachers and values the impact they have on our students every day. Through mutual collaboration and both sides’ willingness to consider a 3-year contract, we were able to meet the objectives of valuing our teachers through an improved compensation offer and maintaining fiscal solvency, which allows us to maintain our focus on students, the District’s top priority.”

District Negotiations Update With PVFT

May 10, 2018

It is a pleasure to share with you the following message from Pajaro Valley Unified School District and Pajaro Valley Federation of Teachers:

 

Working with a Fact-Finding panel, led by Bonnie Castrey, we are pleased to announce that a Tentative Agreement was reached today by the bargaining teams for PVUSD and PVFT.  Please see the image of Negotiations Update below. 

 

Thank you.

 

Dr. Chona M. Killeen                                                                       Nelly Vaquera-Boggs

Assistant Superintendent, HR                                                     Math Teacher

PVUSD Chief Negotiator                                                                PVFT Chief Negotiator


 

 

April 18, 2018

From Dr. Chona Killeen, Assistant Superintendent, Human Resources

 

PVFT requested a negotiations session on April 18, 2018 to discuss the District’s last Total Compensation proposal.  The District answered clarifying questions regarding the proposal and the District’s budget.  PVFT did not make a counter proposal. 

 

The Parties have scheduled a Fact-Finding hearing to take place on May 10, 2018.  This hearing is the next step in the impasse process. 

 

A copy of the District’s full proposal is attached.

 

The District prepared responses to FAQs below:

 

FAQs Regarding District’s March 21, 2018 Proposal

  1. How much will PVFT members receive under the current proposal?  PVFT members will receive a total of 6% on schedule over three years, as follows:
    1. 1% on-schedule retroactive to July 1, 2016
    2. 2% on-schedule retroactive to January 1, 2018
    3. 3% on-schedule effective July 1, 2018
    4. In addition, the District proposed a 2% off-schedule bonus for 2016-17
  2. Is it true that PVFT members will have to work extra days to receive the increases?  There were no extra workdays in 2016-17 or 2017-18.  There would be two extra days in 2018-19, which has a value of 1.1%.  (One teacher workday and one PD day.)  This allows the District to meet the legal requirements to fund part of the salary increase out of “supplemental/concentration” funds.  The District has offered a total of a 3% raise for 2018-19.
  3. The proposal includes changes to health and welfare.  Won’t that negate the raise?  No.  There were no changes to health and welfare implemented for 2016-17 and 2017-18.  Therefore, the raises and off-schedule bonus for those two years go directly to the pocketbook. 

Effective October 1, 2018, there are minimal changes for employees.  There are no changes to health and welfare premiums, which remain for single ($0), two party ($56) and family ($90).  Doctor visit co-pays will increase by $10, brand prescriptions by $5, and generic by $2.  Generic prescriptions from Costco remain free (even if you’re not a Costco member).  Here are some examples:

  1. If a new single teacher goes to the doctor once per month and has two brand prescriptions per month, they would spend an additional $240 annually.  Their 2% increase for 18-19 would be $880.
  2. If an 11 year teacher with a family of four has 3 doctor visits per month and 5 generic prescriptions per month, they would spend an additional $480 annually.  Their 2% increase for 18-19 would be $1177.
  1. Has the District proposed language that would allow even more changes to health and welfare?  All changes to health and welfare premiums and plans are negotiable.  Nothing in the District’s proposal changes that.  Since the District’s proposal would close negotiations through June 30, 2019, there would be no changes to health and welfare until the parties return to negotiations for the 2019-20 school year.
  1. What is the financial impact of PVFT’s current salary proposal?  The PVFT proposal is not affordable.  If the District implemented PVFT’s last proposal, the District would be in the negative by $8.5 million in 2021.  The District is required to show that it can afford the proposal over a three-year period, or the District’s budget will not be approved by the County Office of Education.
  2. What is the financial impact of the District’s current proposal?  Under the District’s proposal, PVUSD remains financially solvent over the required three-year period.  A chart showing the impact of each proposal is attached.

Attachments:

Negotiations Proposal Comparison

Total Compensation Proposal for March 20, 2018

 

 

Preguntas frecuentes sobre la propuesta del 21 de marzo de 2018 del distrito

 

1. ¿Cuánto recibirán los miembros de PVFT bajo la propuesta actual? Los miembros de PVFT recibirán un total del 6% según lo programado durante tres años, de la siguiente manera:
a. 1% de calendario retroactivo al 1 de julio de 2016
b. 2% en el cronograma retroactivo al 1 de enero de 2018
c. 3% a tiempo efectivo a partir del 1 de julio de 2018
d. Además, el Distrito propuso un bono de 2% fuera del salario permanente para 2016-17

 

2. ¿Es cierto que los miembros de PVFT tendrán que trabajar días adicionales para recibir los aumentos? No hubo días de trabajo adicionales en 2016-17 o 2017-18. Habría dos días más en 2018-19, que tiene un valor de 1.1%. (Un día de trabajo del maestro y un día de Desarollo Profesional). Esto permite que el Distrito cumpla con los requisitos legales para financiar parte del aumento salarial con fondos "suplementarios/de concentración". El Distrito ha ofrecido un aumento total de 3% para 2018-19.

 

3. La propuesta incluye cambios a la salud y el bienestar. ¿Eso no negará el aumento? No. No se implementaron cambios en la salud y el bienestar para 2016-17 y 2017-18. Por lo tanto, los aumentos y las bonificaciones no programadas para esos dos años van directamente al bolsillo.

 

A partir del 1 de octubre de 2018, hay cambios mínimos para los empleados. No hay cambios en las contribuciones para beneficios, que siguiran siendo para solteros ($ 0), dos personas ($ 56) y familiares ($ 90). Los copagos de visita médica aumentarán por $ 10, las recetas de marca por $ 5 y genéricos por $ 2. Las recetas genéricas de Costco son gratuitas (incluso si no es miembro de Costco). Aquí hay unos ejemplos:

 

a. Si un maestro nuevo nuevo va al médico una vez al mes y tiene dos prescripciones de marca por mes, gastaría $ 240 adicionales anuales. Su aumento del 2% para 18-19 sería de $ 880.

b. Si un maestro de 11 años con una familia de cuatro tiene 3 visitas al médico por mes y 5 recetas genéricas por mes, gastarían $ 480 adicionales anualmente. Su aumento del 2% para 18-19 sería de $ 1177.

 

4. ¿El distrito ha propuesto un lenguaje que permitiría aún más cambios a la salud y el bienestar? Todos los cambios a los deducibles y planes de salud y bienestar son negociables. Nada en la propuesta del Distrito cambia eso. Dado que la propuesta del Distrito cerraría las negociaciones hasta el 30 de junio de 2019, no habría cambios a los beneficios hasta que las partes regresen a las negociaciones para el año escolar 2019-20.


5. ¿Cuál es el impacto financiero de la propuesta salarial actual de PVFT? La propuesta de PVFT no es asequible. Si el Distrito implementara la última propuesta de PVFT, el Distrito tendría un balance negativo de $ 8.5 millones en 2021. Se requiere que el Distrito demuestre que puede pagar la propuesta durante un período de tres años o el presupuesto del Distrito no será aprobado por la Oficina de Educación del Condado.


6. ¿Cuál es el impacto financiero de la propuesta actual del Distrito? Bajo la propuesta del Distrito, PVUSD sigue siendo financieramente solvente durante el período de tres años requerido. Se adjunta información adicional que muestra el impacto de cada propuesta.

 

DISTRICT REQUESTS FACT-FINDING

(Español abajo)

 

The District and PVFT were unable to reach an agreement in mediation, and we were certified to fact-finding by the mediator.  Yesterday, the District formally requested to start the fact-finding process.  The District has been transparent regarding our proposals and the District’s budget, which drives our ability to afford raises for PVFT and all employees.  The fact-finding process will be an opportunity to present our budget information to the fact-finding panel to show that the District’s offer represents a fair and fiscally responsible package to the teachers of our District. 

 

Although we have requested fact-finding, we remain fully committed to trying to reach an agreement with PVFT.  To that end, the District and PVFT are scheduled to meet again on April 18 to see if we can resolve our remaining issues. 

 

We will continue to keep the community informed on this process and regarding the date of the fact-finding hearing.

 

****

 

EL DISTRITO SOLICITA HALLAZGOS

 

El Distrito y PVFT no pudieron llegar a un acuerdo en la mediación, y el mediador nos certificó para la investigación de hechos. Ayer, el Distrito solicitó formalmente iniciar el proceso de búsqueda de hechos. El Distrito ha sido transparente con respecto a nuestras propuestas y el presupuesto del Distrito, lo que impulsa nuestra capacidad para pagar aumentos para PVFT y todos los empleados. El proceso de búsqueda de hechos será una oportunidad para presentar nuestra información presupuestaria al panel de investigación para mostrar que la oferta del Distrito representa un paquete justo y fiscalmente responsable para los maestros de nuestro Distrito.

 

A pesar de que hemos solicitado la determinación de los hechos, seguimos plenamente comprometidos a tratar de llegar a un acuerdo con PVFT. Con ese fin, el Distrito y PVFT están programados para reunirse nuevamente el 18 de abril para ver si podemos resolver nuestros problemas restantes.

 

Continuaremos manteniendo informada a la comunidad sobre este proceso y sobre la fecha de la audiencia de determinación de hechos.

Negotiations Update: New District Proposal

(Español abajo)

March 21, 2018

To: All PVUSD Staff

From: Dr. Chona Killeen, Assistant Superintendent, Human Resources

 

On March 20, 2018, the District made a formal proposal to PVFT for a three-year compensation package.  This package provides a total of 6% on the salary schedule over the three year period for all unit members, in addition to a 2% one-time payment.  The District improved its previous multiyear proposal with the release of the Governor’s budget on January 2018 which would allocate additional ongoing funding  beginning with the 2018-19 school year through the closure of LCFF originally slated for 2020.  The details are as follows:

  1. 2016-17: 
    1. The District will provide a 1% (one percent) on-schedule raise to each salary schedule, retroactive to July 1, 2016
    2. The District will also provide a one-time, off-schedule payment of 2% (two percent) of base salary
  1. 2017-18:
    1. The District will provide a 2% (two percent) on-schedule raise to each salary schedule, retroactive to January 1, 2018 on base salary; and
    2. Early Childhood Education Programs:  In addition to the 2% (two percent) increase item a., the District will also provide a 6% (six percent) on-schedule raise, retroactive to January 1, 2018 on base salary; and
    3. Adult Education/Independent Study: In addition to the 2% (two percent) increase item a., the District will also provide a 6% (six percent) on-schedule raise retroactive to January 1, 2018 on base salary; and
    4. The Parties will implement the changes to the PPO Health and Welfare plans recommended by the Health and Welfare Benefits Committee on March 7, 2018.  Those changes are as follows:  Generic prescription drug increase from $3 to $5; non-generic (brand) prescription drug increase from $15 to $20; co-pay increase from $10 to $20.  These changes would be effective October 1, 2018.
    5. Stipends of $1,612 for Roving Teachers and Bilingual Teachers
    6. Effective July 1, 2018, all Nurses shall be placed on the same work year and same salary schedule as Psychologists.
    7. $2500 signing bonus for math, science and Special Education
  1. 2018-19:
    1. The District will provide a 3% (three percent) on-schedule raise to each salary schedule, effective July 1, 2018; and
    2. Effective July 1, 2018, two additional days will be added to the work year for all PVFT bargaining unit members on an ongoing basis.  One day will be a teacher workday and the other day will be District determined.

The District presented this offer to PVFT and has invited the PVFT bargaining team to meet with the District to discuss the proposal. 




 

 

21 de marzo de 2018
Para: Todo el personal de PVUSD
De: Dra. Chona Killeen, Asistente de la Superintendente, Recursos Humanos

 

El 20 de marzo de 2018, el Distrito hizo una propuesta formal a PVFT por un paquete de compensación de tres años. Este paquete proporciona un aumento salarial total de 6% durante el período de tres años para todos los miembros de la unidad, además de un pago único del 2%. El Distrito mejoró su propuesta multianual anterior con el lanzamiento del presupuesto del Gobernador en enero de 2018, el cual asignaría fondos continuos adicionales comenzando con el año escolar 2018-19 mediante el cierre de LCFF originalmente programado para 2020. Los detalles son los siguientes:


2016-17:

a. El Distrito proporcionará un aumento del 1% (uno por ciento) en el cronograma para cada cronograma de salarios, retroactivo al 1 de julio de 2016

b. El Distrito también proporcionará un pago único fuera de horario del 2% (dos por ciento) del salario base

 

2017-18:
a. El Distrito proporcionará un aumento salarial permanente para todos del 2% (dos por ciento), retroactivo al 1 de enero de 2018 sobre el salario base; y
b. Programas de Educación Infantil Temprana: Además del 2% (dos por ciento) de aumento bajo "a"., el Distrito también proporcionará un aumento salarial permanente del 6% (seis por ciento), retroactivo al 1 de enero de 2018 sobre el salario base; y
c. Educación de Adultos / Estudio Independiente: Además del 2% (dos por ciento) de aumento bajo "a"., el Distrito también proporcionará un aumento salarial permanente del 6% (seis por ciento), retroactivo al 1 de enero de 2018 sobre el salario base; y
d. Las Partes implementarán los cambios a los planes de Salud y Bienestar de PPO recomendados por el Comité de Beneficios de Salud y Bienestar el 7 de marzo de 2018. Esos cambios son los siguientes: Aumento genérico de me
dicamentos recetados de $3 a $5; aumento de medicamentos recetados no genéricos (marca) de $ 15 a $ 20; el copago aumenta de $ 10 a $ 20. Estos cambios entrarán en vigencia el 1 de octubre de 2018.
e. Estipendios de $ 1,612 para maestros itinerantes y maestros bilingües
f. A partir del 1 de julio de 2018, todas las enfermeras se colocarán en el mismo año de trabajo y el mismo cronograma de salario que los psicólogos.
g. Bono de motivación de $2,500 para  para maestros/as de matemáticas, ciencias y educación especial


2018-19:
a. El Distrito proporcionará un aumento salarial permanente del 3% (tres por ciento) para todos, efectivo a partir del 1 de julio de 2018; y
b. A partir del 1 de julio de 2018, se agregarán dos días adicionales al año de trabajo para todos los miembros de la unidad de negociación de PVFT en forma continua. Un día será el día de trabajo de un maestro y el otro día será determinado por el distrito.

 

El Distrito presentó esta oferta a PVFT y ha invitado al equipo de negociación de PVFT a reunirse con el Distrito para discutir la propuesta.

PVUSD/PVFT Negotiations - Mediation Update

(Español abajo)

On March 19 2018, our District Negotiations Team met with the Pajaro Valley Federation of Teachers (“PVFT”) in a final mediation session. Our hope was that with a neutral mediator we would be able to resolve negotiations on total compensation. Despite our best efforts, we were unable to reach a mutual agreement that would ensure the long-term financial health of our schools and meet PVFT’s demands.

 

What’s Next? Fact-Finding

The neutral mediator certified the Parties to move forward to Fact-Finding, a process which is intended to review current negotiations proposals and our District budget.  The next step will be to select the Fact-Finding panel and choose a date for that hearing.  According to School Services of California, this process can take about 50 days (if time lines are not waived).  A chart with the timelines is shown below.  We will notify the community when we have a date for Fact-Finding.  

 

Even with the Fact-Finding process in progress, the District will continue to look for opportunities to reach an agreement with PVFT.  We are committed to finding a resolution that is respectful of the hard work that our teachers provide every day, while balancing our need to be stewards of tax payer resources and protect the financial future of our District.

 

Continuing Information Updates

To help provide additional information, a series of Frequently Asked Questions (FAQs) have been prepared and posted on our website.  As well, we will continue to post regular updates on the negotiations and Fact-Finding process. These resources can be viewed at www.pvusd.net/negotiations

###

 

El 19 de marzo de 2018, nuestro Equipo de Negociaciones del Distrito se reunió con la Federación de Maestros del Valle de Pájaro ("PVFT") en una sesión de mediación final. Nuestra esperanza era que con un mediador neutral pudiéramos resolver las negociaciones sobre la compensación total. A pesar de nuestros mejores esfuerzos, no pudimos llegar a un acuerdo mutuo que garantizara la salud financiera a largo plazo de nuestras escuelas y cumpliera con las demandas de PVFT.

 

¿Que sigue? Investigación de los hechos
El mediador neutral certificó a las Partes para avanzar hacia la búsqueda de hechos, un proceso que tiene la intención de revisar las propuestas de negociaciones actuales y nuestro presupuesto del distrito. El siguiente paso será seleccionar el panel de búsqueda de hechos y elegir una fecha para esa audiencia. De acuerdo con School Services of California, este proceso puede tomar alrededor de 50 días (si no se renuncia a las líneas de tiempo). Un cuadro con las líneas de tiempo se muestra arriba. Notificaremos a la comunidad cuando tengamos una fecha para la Búsqueda de hechos.

 

Incluso con el proceso de Búsqueda de hechos en progreso, el Distrito continuará buscando oportunidades para llegar a un acuerdo con PVFT. Estamos comprometidos a encontrar una resolución que sea respetuosa del trabajo arduo que nuestros maestros brindan todos los días, a la vez que equilibramos nuestra necesidad de ser administradores de los recursos de los contribuyentes y proteger el futuro financiero de nuestro Distrito.

 

Actualizaciones continuas de información
Para ayudar a proporcionar información adicional, se han preparado y publicado una serie de Preguntas frecuentes (FAQ) en nuestro sitio web. Asimismo, continuaremos publicando actualizaciones periódicas sobre las negociaciones y el proceso de búsqueda de hechos. Estos recursos se pueden ver en www.pvusd.net/negotiations.

Community Letter and FAQ's Re: Negotiations with PVFT

(Español Abajo)

Letter from Dr. Michelle Rodriguez, Superintendent Dear PVUSD Family,

 

We want to provide the community with an update regarding the ongoing conversations between PVUSD and PVFT. As many of you are aware, we have been at the table with the bargaining unit representing our teachers since December of 2016 in an effort to reach an amicable agreement with PVFT regarding overall teacher compensation and benefits. We are pleased to have reached agreement on a number of issues, and we are hopeful that we will be able to reach a shared solution on remaining issues related to salary and benefits.

 

To ensure the community understands where we are in the process, we are providing the following update about the next steps in the negotiations. PVUSD remains committed to working collaboratively with PVFT to resolve the outstanding issues in a fiscally responsible manner, and we welcome their continued partnership in these negotiations.

 

Where are We & What's Next?

On March 2nd, PVUSD and PVFT met for a second round of mediation. While no agreement was reached, both PVUSD and PVFT agreed to return to mediation on March 12th. The hope is that the neutral mediator will help to move the process forward. By adding this third day of mediation, we are optimistic that we can make meaningful progress on a deal that is amicable to both sides - providing fairly for our teachers and ensuring PVUSD's ongoing financial stability and health.

 

If mediation is unsuccessful, PVUSD and PVFT will move forward to fact-finding. The fact-finding process is intended to review the details of the proposals and the District's budget and would be the necessary next step in the impasse process.

 

We are committed to working with PVFT to find a solution that is respectful of the hard work that our teachers put in every day, while balancing the need to be stewards of tax payer resources and protect the financial future of our shared educational community.

 

Attached is a file with FAQ's regarding negotiations for your information.  

FAQs.pdf

 

Estimada Familia PVUSD,

 

Queremos brindar a la comunidad una actualización sobre las conversaciones en curso entre PVUSD y PVFT. Como muchos de ustedes saben, hemos estado en la mesa de negociaciones con la unidad de negociación que representa a nuestros maestros desde diciembre de 2016 en un esfuerzo por llegar a un acuerdo amistoso con PVFT con respecto a la remuneración y los beneficios generales de los docentes. Nos complace haber llegado a un acuerdo sobre una serie de cuestiones, y tenemos la esperanza de que podamos alcanzar una solución compartida sobre los problemas restantes relacionados con el salario y los beneficios.

 

Para asegurarnos que la comunidad comprenda dónde estamos en el proceso, proporcionamos la siguiente actualización sobre los próximos pasos en las negociaciones. PVUSD mantiene su compromiso de trabajar en colaboración con PVFT para resolver los problemas pendientes de una manera fiscalmente responsable, y agradecemos su continua colaboración en estas negociaciones.

 

¿Dónde estamos y qué sigue?

El 2 de marzo, PVUSD y PVFT se reunieron para una segunda ronda de mediación. Si bien no se llegó a un acuerdo, tanto PVUSD como PVFT acordaron regresar a la mediación el 12 de marzo. La esperanza es que el mediador neutral ayude a avanzar el proceso. Al agregar este tercer día de mediación, somos optimistas de que podemos lograr un progreso significativo en un trato que sea amistoso para ambas partes, que ofrezca justicia a nuestros maestros y garantice la salud y estabilidad financiera constante de PVUSD.

 

Si la mediación no tiene éxito, PVUSD y PVFT avanzarán hacia la búsqueda de hechos. El objetivo de esta parte del proceso de investigación es revisar los detalles de las propuestas y el presupuesto del Distrito, y sería el próximo paso necesario en el proceso de estancamiento.

 

Estamos comprometidos a trabajar con PVFT para encontrar una solución que sea respetuosa del trabajo arduo que realizan nuestros maestros todos los días, mientras se equilibra nuestra responsabilidad de administrar los recursos de los contribuyentes y proteger el futuro financiero de nuestra comunidad educativa compartida.

 

Adjunto esta un documento con preguntas frecuentes acerca de estas negociaciones.  

FAQs.pdf

2016-17 Certificated Salaries by District

There has been significant discussion about beginning teacher salary and its effects on being able to acquire teachers.  The 2016-17 J90 information was just released by the California Department of Education.  Below you will see that PVUSD has a very competitive base salary, not including the preferred benefits provided by the District.   In Monterey County, there are only two basic aid districts with significantly higher compensation.  There are 7 districts with higher pay of less than $1500.  The remaining 8 districts pay less than us.  In Santa Cruz County, only Santa Cruz City Schools has a higher base salary, however, their employees pay a 70/30 split on benefits which reduces their overall pay.  The remaining districts pay less than PVUSD.  There are five districts within the two counties that did not submit their J90 to the California Department of Education and therefore we do not have their data.

 

                                                                                         Monterey County

Name of District

1st Year Teacher Salary

Carmel Unified*

$59,994

Pacific Grove*

$54,005

Monterey County Office of Education

$45,457

Salinas City Elementary

$45,362

North Monterey County Unified

$45,339

Salinas Union High

$45,292

Mission Union Elementary

$44,950

Monterey Peninsula Unified

$44,875

Alisal Union Elementary

$44,149

Pajaro Valley Unified

$44,030

Gonzales Unified

$43,237

Greenfield Union Elementary

$42,517

Lagunita Elementary

$42,000

San Antonio Union Elementary

$41,695

King City Union Elementary

$40,118

Chualar Union Elementary

$39,145

San Lucas Union Elementary

$38,426

Graves Elementary

$35,320

Bradley Union Elementary

Did not submit J90 to CDE

San Ardo Union Elementary

Did not submit J90 to CDE

 

                                                                                          Santa Cruz County

Name of District

1st Year Teacher Salary

Santa Cruz City Schools

$51,134

Pajaro Valley Unified

$44,030

Bonny Doon Elementary

$41,583

Santa Cruz County Office of Education

$40,884

Scotts Valley Unified

$40,768

Soquel Elementary

$35,988

Happy Valley Elementary

$35,759

Live Oak Elementary

Did not submit J90 to CDE

Mountain Elementary

Did not submit J90 to CDE

Pacific Elementary

Did not submit J90 to CDE

 

 

 

Negotiations Process

PVUSD is currently going through Mediation in negotiations.  Below is a chart identifying the process of phase in negotiations as provided by School Services of California (SSC).
 

 




If the process reaches fact-finding, there is an established timeline of 50 days in place which can be waived by either party. Below is a glance at the process that takes place during fact-finding:  


 

Update: December 15th, 2017

Message from the Superintendent:

We are hopeful that out teachers continue to give 110% all of the time as do our administration, classified staff, and other support staff on a daily basis in the best interest of our students. 

 

We are proud of the number of programs and initiatives that are proactive measures to ensure that our student are supported at all times.  As the district diligently works to ensure that we are providing our staff with the most accurate budgetary information, we are sharing a letter from School Services of California, the company that provided the district with an independent budget analysis, highlighting their findings in the multi-year projections and a comparison of certificated salaries and benefits with districts of similar demographics to PVUSD.  Please take a moment to review their findings.  It is the District’s commitment to provide authentic transparency to its community and establish opportunities for open communication with our valuable stakeholders.    

 

PVUSD School Services Budget Review

Update: November 10, 2017

We met with the PVFT Negotiating Team on November  1, 2017.  There were two topics for discussion, AB 119 (Union Rights to Access) and Total Compensation.  We are close to a tentative agreement on Article III Union Rights, specifically as related to AB 119 a new law providing access to new employees by the union during the onboarding process. In addition to the District’s Total Compensation proposal already on the table, the District proposed the following for 2017-18 (attached) with the summary below:

  • A 2% on-going increase to the salary schedule, effective upon ratification; and
  • Modifications to co-pays and prescriptions that are currently being discussed in the Benefits Committee.  These changes would avoid increases to employee premiums.
  • The 2017-18 proposal is contingent on the Benefits Committee making the ongoing cost saving recommendations to afford the ongoing salary increase.

The 2017-18 proposal is in addition to the package previously proposed, which is worth over 5.7 million dollars to PVFT.  The proposal would still give up to $3,200 to PVFT members who were employed for 2016-17 and continued in 2017-18, as well as:

  • Bilingual Stipend
  • Roving Teacher Stipend
  • Improvements to the ECE salary schedule
  • Improvements to the Adult Education/Independent Study Salary Schedule
  • Nurses on the same work year and salary schedule as Psychologists
  • Signing bonus for math and special education, effective July 1, 2018

The District reassured PVFT that teachers are a priority in the budget. The District has only added six new positions. Five of the six positions are either revenue generating (Grant Writer and Manager of Risk and Safety) or focused on accelerating student achievement (District Lead Counselor, TOSA for Research, Accountability and Evaluation, Early Literacy Coordinator). The Public Information Officer was identified as a required position from the Grand Jury findings in June of 2016.


PVFT has not provided a proposal on compensation since March 29, 2017.
Future negotiations are scheduled for December 6 and December 11, 2017.

 

Under the District’s new proposal, employees will not pay any increase to their Health and Welfare premiums during the 2016-2017 and 2017-2018 school years.  Our next negotiations sessions with PVFT have been scheduled for December 6 and 11, 2017.