[{"_1":2,"_124":-5,"_125":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,76,88,100,112],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},"mediaId",6063868,"mediaKeyId","3262331-2bfde9cdba411a0583abdb84e134189b","parentId",3262331,"title","IBB debates salary-lane movement and AP leadership definitions; no contract change adopted","audioSeconds",420,"startMs",1619000,"endMs",2039000,"viewUrl","/Search/View?dp=1&key=3262331-2bfde9cdba411a0583abdb84e134189b&start=1619&end=2039","thumbnailUrl","https://assets.pipeline.soar.com/3262331-2bfde9cdba411a0583abdb84e134189b/thumbnail_1619000.jpg","articleUrl","/articles/6063868/Idaho/IBB-debates-salary-lane-movement-and-AP-leadership-definitions-no-contract-change-adopted","mediaUrl","https://secure.pipeline.soar.com/6063868-c18d15e215670de3d993fa9e7e66ebd6/orig.mp4?Expires=1775514922&Signature=Fqf0i6gv8qX1K9-pAncsSCMmF7WN-sWumPtEn3iRpwsU3dyVUbD9BG7UQKyv4EF1BuEuIfD84hpvUUBcYkPgrxButLS-vfTifcgSh5IVZIGGGnj4LO5dzHsMXaxPm3aZDrD2Z4r3nfcQ3pWmrvZX7LtgI8Nv5MWpl5gkUf3VLmqdurWVUFrQpNHrlNHSa7oapEfj-LM9XJUUNSg3wzENMmi4nimFhmzC8aTSlxxzH1nFv38f0d4qD2B2wJZNWQEKCz2ZHO-odS~hNgNn2SxFX2Di~fq7OMP~gZ6DWx-yOYvc3eoSDNIBbKwktFbyvpTbykrVRD-GetwF1ZlkZD0Ayw__&Key-Pair-Id=KUT5TJCACFTXG","author","Moscow School District","date","2025-05-09T12:49:45Z","article","Members of the Moscow School District IBB group spent substantial time discussing how teachers move on the salary schedule (\"lanes\" or \"columns\") after graduate credits, and whether the district should limit year-to-year movement or reshape incentives tied to the advanced-professional (AP) rung.

Options considered included: a maximum of one lane movement per year, a maximum of two lanes per year, keeping the current unlimited movement, redefining leadership positions that count for AP eligibility, encouraging (rather than financially \"incentivizing\") teachers to pursue AP distinctions, and a planning option asking teachers to state their intention to submit credits to aid budgeting.

No option was adopted as an immediate contract change. Participants repeatedly returned to a core question the group identified as missing: objective criteria for what counts as leadership and for evaluating the quality or rigor of accelerated degree pathways. One participant said of the term \"incentivize\": \"Incentivize to me means monetary.\"

Why it matters: lane movement affects salary calculations and district payroll planning; the AP rung can carry significant extra compensation when teachers qualify. IBB members were concerned that rapid lane movement might outpace budget projections and that the district and union lack shared criteria for judging whether a quick degree pathway should be treated the same as a traditional, longer program.

Discussion vs. decision: this item was framed as discussion and problem-definition rather than a decision. Directions were set: the district will convene administrators to draft a clearer district list of positions/activities that count as leadership for AP purposes; the union and district agreed to explore mentoring and communication strategies to help teachers understand the AP pathway; the parties committed to continue the conversation rather than impose a lane limit without shared criteria.

Next steps: district administrators will compile examples of leadership activities that could count toward AP leadership at the district level and share them with IBB; the union and district will explore mentoring, evaluation feedback, and communication to help teachers pursue distinguished/AP status; the group did not set a final timeline for potential contractual change.","mediaType","Video","parentTitle","May 8, 2025 - Interested-Based Bargaining","oneSentenceSummary","The IBB group discussed limits on salary-lane movement, whether to offer financial incentives to reach the advanced-professional rung, and how to define leadership for AP qualification, but did not adopt contract changes.","taxTitle","Moscow School District, School Districts, Idaho","taxId",49337,"location","Idaho","headline","","shortSummary",{"_33":77,"_35":36,"_37":38,"_39":78,"_41":79,"_43":80,"_45":81,"_47":82,"_49":83,"_51":84,"_53":85,"_55":56,"_57":58,"_59":86,"_61":62,"_63":64,"_65":87,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},6063873,"IBB agrees to pay certified non-teaching staff $25/day when asked to substitute; language to be drafted",386,1020000,1406000,"/Search/View?dp=1&key=3262331-2bfde9cdba411a0583abdb84e134189b&start=1020&end=1406","https://assets.pipeline.soar.com/3262331-2bfde9cdba411a0583abdb84e134189b/thumbnail_1020000.jpg","/articles/6063873/Idaho/IBB-agrees-to-pay-certified-non-teaching-staff-25day-when-asked-to-substitute-language-to-be-drafted","https://secure.pipeline.soar.com/6063873-5e7b9ccfdf6b10c35055913fba8082fd/orig.mp4?Expires=1775514922&Signature=BqJpOTYQT-OUGJu46a0bdKjsOVxqKR9Yf67MCBL840cmdIm28jyvtgiagUw66qU3kZ1eu0LUPWaFtCBWu5XRYGI5P6qC2CGXJZXsYOTZ41us8uVIpxYqf2odh4-SWdRtqSNkPFoOckGL468wC-kwChZFZ3gxnNkf-QqGZjQhDO7AKYYifF2gQTXHJWF47kgLXTcDuu0QEk37LYYMFhS~Au5IA9PV8JcPJdaMuUz6A~kfAEKI6RXoRyEfSghm8Dn2XMZtRbpWAoFA-fe~l4sa3sLY~gLZ5u4AZIGv8-6JcENleZvc3coiE6RKtAnzUjB3WzJPbBn-Xnop~0Q9oB0imQ__&Key-Pair-Id=KUT5TJCACFTXG","The IBB team agreed to add language compensating certified non-teaching staff who are asked to substitute for classroom teachers at a rate of up to $25 per day (payment tied to coverage of a class period). The option was accepted for inclusion in the white paper and negotiation materials.

The proposed language presented reads in part: \"pay up to 1 class period of coverage at $25 per day.\" Participants clarified that the intent is to compensate certified non-teaching staff (for example, counselors or librarians who are certified) when they must cover a teacher’s class period, and discussed how the provision would operate where staff sometimes cover more than one period but only receive the stated $25 payment for substitute coverage. One participant summarized the adopted direction: certified staff will be paid $25 when asked to substitute; Sean and Rachel will draft precise language and add it to the negotiation agreement (the item was referenced to H5 in the negotiating agreement draft).

Why it matters: the change aims to create equitable compensation when certified staff who are not classroom teachers are asked to cover classes; meeting participants noted differences in how counselors and librarians schedule prep time and how coverage may be assigned in elementary vs. secondary contexts.

Discussion vs. decision: the discussion covered equity and operational questions (how many periods constitute a pay trigger, whether non-certified library staff are covered). The formal action taken was to accept the $25/day option for inclusion in the white paper and negotiation draft and to assign two members to produce redlined language for the negotiating document.

Next steps: Sean and Rachel will draft language (track changes in a Word document) and return the revised wording for the group to add as a d/clean-up insertion into the negotiating agreement (page H5 was referenced).","The IBB group endorsed an option to pay certified non-teaching staff up to $25 per day for substituting for classroom teachers; Sean and Rachel will draft contract language and add it to the white paper and negotiation materials.",{"_33":89,"_35":36,"_37":38,"_39":90,"_41":91,"_43":92,"_45":93,"_47":94,"_49":95,"_51":96,"_53":97,"_55":56,"_57":58,"_59":98,"_61":62,"_63":64,"_65":99,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},6063877,"IBB team sets yearlong review on classroom-safety design; recommendation due during 2026 negotiations",79,917000,996000,"/Search/View?dp=1&key=3262331-2bfde9cdba411a0583abdb84e134189b&start=917&end=996","https://assets.pipeline.soar.com/3262331-2bfde9cdba411a0583abdb84e134189b/thumbnail_917000.jpg","/articles/6063877/Idaho/IBB-team-sets-yearlong-review-on-classroom-safety-design-recommendation-due-during-2026-negotiations","https://secure.pipeline.soar.com/6063877-f7c980f04554cf69ecaacaefd503dccf/orig.mp4?Expires=1775514922&Signature=ZQtChTlhWtIKMf0JmJXQIB5ybh6x92C2vms7Ksou9J6XdvHWPEAtUofPVoGqGV1lddGcpQOV3X3ncbFpdno9q4LuDfwRhJgGY66FO9aplExrG43y1pGY7RD5MCAlLnrXJ5AbRnRKMuYrSCYJVH3rv6uyofkuPoZBFku-cEC2ungou6apmM5coNjnXYR9HYigbxRwX94Qvi9f3grrnUSm21evsp65C2zR2IbU5jfwhc2cBETfbuTr617e0Tidt8Wn7CxZhuvyBpPkP0PKGHFoz8rud0EXMUumTJSpZ~r9yOUh2~gvWmM8CurEBh-PaiatUtdjtRPMYbX2IHBJhXHfYw__&Key-Pair-Id=KUT5TJCACFTXG","The Moscow School District IBB joint team agreed to continue work on a classroom-safety design and to prepare a recommendation for the 2026 negotiation season.

A participant read the draft design aloud: \"Classroom safety. The issue discussed this year was need to create a safe classroom environment for all. The joint IBB team has agreed that we will continue discussing classroom safety during the 2025, '20 '6 monthly IBB meetings, and we'll have a recommendation ready to report during the 2026 negotiation season. During these meetings, we plan to address ways to empower staff to create a safe classroom environment, explicit procedures for maintaining classroom safety, ways to support teachers in providing a safe learning environment.\" The IBB team will schedule topics and invite relevant positions to those monthly meetings, and will gather data and feedback from district employees.

Why it matters: the work plan formalizes an ongoing, cross-stakeholder review of classroom practices and procedures. The group moved the draft from the \"wood\" stage to \"brick,\" signaling a decision to include the subject in later white-paper or negotiation discussions rather than to finalize immediate contractual language.

Discussion vs. decision: this item is a planning commitment, not a final policy change. The team agreed to continue monthly attention to classroom safety in 2025–26 and to produce a recommendation for the 2026 negotiation season.

Next steps: create a schedule of topics at the September monthly meeting; gather employee feedback and set the agenda at the end of each meeting for continuing work; include the classroom-safety work plan in the white-paper discussions as the group moves toward brick and formal negotiation.","The IBB joint team agreed to continue monthly discussions of classroom-safety practices through the 2025–26 meetings and to prepare a recommendation for the 2026 negotiation season.",{"_33":101,"_35":36,"_37":38,"_39":102,"_41":103,"_43":104,"_45":105,"_47":106,"_49":107,"_51":108,"_53":109,"_55":56,"_57":58,"_59":110,"_61":62,"_63":64,"_65":111,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},6063882,"IBB approves one-year MOU offering two optional supplemental days for special-education teachers",719,99000,818000,"/Search/View?dp=1&key=3262331-2bfde9cdba411a0583abdb84e134189b&start=99&end=818","https://assets.pipeline.soar.com/3262331-2bfde9cdba411a0583abdb84e134189b/thumbnail_99000.jpg","/articles/6063882/Idaho/IBB-approves-one-year-MOU-offering-two-optional-supplemental-days-for-special-education-teachers","https://secure.pipeline.soar.com/6063882-275b8e34a8623ce2325eba48006de10e/orig.mp4?Expires=1775514922&Signature=KhUcP1dqk076iHebXZSaljI2I54VXyUu0PbQeo-~bb7TRDBD2EhOJBkyBijhGOTC6~fJF5r-PeTru7NbbnnCpTmp5u1GXEUgIB9jjCxHN1uZhsKd81kvZPdASm7yWFOjNza1CK6l-pthYwhfsDNVLQb9HXjNK4op7La3eV3Jkl-h3ttxY7DuB7ajaGQD1wWEr8XndyA7uxAn6vMGv0t3AEyKxD~Va~LoP4Vwws~urgwfR2uLVkHeMD5Cc-AoGOkCzQ5cO82ddbLXoV6HgMhNXP8qJSxjy7SAbiVtsIfJzX4GJtiQs4IV98WnR5Ee3mV2qTYgQc6Ph5qE0-BZ~AlZfA__&Key-Pair-Id=KUT5TJCACFTXG","The Moscow School District’s interest-based bargaining (IBB) team voted to add a memorandum of understanding that offers all special-education teachers an optional two-day supplemental contract for the 2025–26 school year.

The MOU, read aloud during the meeting, states: \"All special special education teachers in the Moscow School District will be offered an optional 2 day supplemental contract for the 2526 school year. The 2 supplemental contract days can be used before the 2025–26 regular contract starts or after the 2025–26 school year ends or 1 day at the beginning and another day at the end of the 2025–26 contract.\" The group agreed by show of hands to include the MOU in the negotiation agreement for one year and to revisit it after the 2025–26 year.

Why it matters: the MOU creates a short-term, negotiated option intended to give special-education staff planning time and paid work outside the regular contract window. Board and union members debated whether building administrators should have the authority to require that one of the supplemental days be scheduled on a particular day to allow building-level planning, or whether both days should remain fully optional for the employee.

Most important facts: meeting participants repeatedly emphasized that the current language describes the days as optional. One participant summarized the MOU language and the short-term implementation plan: \"It will become an MOU as part of the negotiation agreement for 1 year.\" Administrators reported that a one-time, building-specific request had previously worked well at the middle school, where a principal asked special-education staff to come in for one day of extra planning when a new teacher joined the building. That episode prompted discussion about whether the district should reserve limited authority to require one day in exceptional circumstances, but the group ultimately left the MOU as optional for the coming year.

Discussion vs. decision: the team distinguished discussion (possibility of district or principal discretion to require a day) from formal action (the MOU’s inclusion in the negotiation agreement for one year). The formal action adopted was to insert the optional two-day supplemental-contract language into the next-year negotiation agreement; the team did not adopt a change giving administrators blanket authority to require attendance on a supplemental day.

Next steps and follow-up: participants agreed to monitor how the option is used during 2025–26 and to revisit the issue at next year’s negotiations. The meeting record also notes that administrators may still request staff to use other existing contracted days for building-level planning, and that informal outreach (email invites to staff) could be used to encourage voluntary participation in building planning days.

Ending: The MOU will be added to the negotiation agreement for one year; the IBB team will collect experience and feedback during 2025–26 and return to the topic in next year’s negotiations.","Moscow School District IBB agreed to include a memorandum of understanding that offers special-education teachers two supplemental contract days for the 2025–26 school year, keeping the days optional and scheduling a one-year review.",{"_33":113,"_35":36,"_37":38,"_39":114,"_41":115,"_43":116,"_45":117,"_47":118,"_49":119,"_51":120,"_53":121,"_55":56,"_57":58,"_59":122,"_61":62,"_63":64,"_65":123,"_67":68,"_69":70,"_71":72,"_73":74,"_75":74},6063864,"IBB discusses broadening 5-day parental leave to cover major family medical events; issue moved to next meeting",344,4261000,4605000,"/Search/View?dp=1&key=3262331-2bfde9cdba411a0583abdb84e134189b&start=4261&end=4605","https://assets.pipeline.soar.com/3262331-2bfde9cdba411a0583abdb84e134189b/thumbnail_4261000.jpg","/articles/6063864/Idaho/IBB-discusses-broadening-5-day-parental-leave-to-cover-major-family-medical-events-issue-moved-to-next-meeting","https://secure.pipeline.soar.com/6063864-670a098c4bf8555691efedc0374d840c/orig.mp4?Expires=1775514922&Signature=EjprGXR5C9R9pE0GIiHrtjFIGhAC9bhxIVM0KCTFeAtKbzevUyN5frn4eeJqEYme916XFFrC~YKfPvmr1Auwhn5r0DFmXmJgrkbZext5QHBQv06l4wQ5eM8HN2QTnci1Tm5-hPc3Up8wVhbYnuKHH4BU0I3j2SOLBWjNPnfkEKQvk3HwswaB2k7vOnY8awgYD3yPi2u7Q72~g8Jk5LtBMIbNHBBTm18y8-m-JbdffkBONQUB~Xa-7paZH3mQTF9uTg1zDKZlj59l1fZ3ZaKKekmlI9NGBgDT7-emZM3G927a-Sbt38o0Id5wI5LzlvFWdPmkoV1kI37RnMMpBx~GSQ__&Key-Pair-Id=KUT5TJCACFTXG","The Moscow School District IBB team discussed a proposal to broaden the parental-leave language negotiated last year—five days for birth or adoption—to cover significant family medical events that require short-term caregiving, such as a parent recuperating from surgery or a close family member beginning chemotherapy.

A participant summarized the proposed scope: \"Last year, we negotiated for 5 days of parental leave that could be taken by an employee who have a life event, the birth of a child or the adoption of a child, recognizing the need for that employee to have additional time to adjust to the change. In the interest of equity, we would like to broaden the definition used for this leave to encompass both ends of the spectrum. Throughout an employee's life, they will often be required to care for an immediate family member with extensive health needs. So an example would be a parent recuperating from surgery.\" The group discussed whether the new language would be a simple expansion, how to define qualifying events, whether a doctor's note or other verification would be required, and how to avoid duplicating existing sick-leave provisions.

Why it matters: broadened leave would provide short-term paid time for employees facing significant family medical events, but it raises administrative questions about how to define \"significant\" events and whether the new leave should be limited to a single qualifying event per year. Participants also noted differing needs across employee cohorts (e.g., newer employees with less accumulated sick leave versus more senior staff caring for elderly relatives).

Discussion vs. decision: the team did not adopt new language. They discussed framing the leave as \"up to five days for one significant family occurrence\" (taken sequentially or piecemeal to be decided) and agreed the proposal required more discussion and options. The topic was added to the agenda for the next meeting rather than advanced to a formal vote.

Next steps: continue the discussion at the next meeting, develop clearer drafting alternatives (eligibility, verification, whether leave is one event per year), and gather input about operational impacts on sick-leave balances and payroll.","The IBB group considered expanding the five-day parental leave negotiated last year to include major family medical events (for example, a parent’s stroke or surgery). Participants raised administrative and definitional challenges and decided to continue the discussion at a later meeting.","actionData","errors"]

Article not found

IBB debates salary-lane movement and AP leadership definitions; no contract change adopted

IBB agrees to pay certified non-teaching staff $25/day when asked to substitute; language to be drafted

IBB team sets yearlong review on classroom-safety design; recommendation due during 2026 negotiations

IBB approves one-year MOU offering two optional supplemental days for special-education teachers

IBB discusses broadening 5-day parental leave to cover major family medical events; issue moved to next meeting