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Teachers' association seeks overhaul of supplemental pay, retention incentives and placement rules
Summary
The association proposed updating the district's supplemental pay structure, adding longevity for supplements, moving plan‑time teaching pay onto the supplemental schedule and exploring placement credit to help recruit and retain returning teachers.
Negotiators spent a substantial portion of the meeting on association proposals to revise the supplemental pay schedule, improve pay for department chairs and team leads (particularly at the middle‑school level), and explore retention incentives and placement credit for returning or "grow‑your‑own" educators.
Association representatives said the supplemental schedule has not been updated in several years and proposed tying supplemental amounts to a percentage of base pay with automatic adjustments tied to cost‑of‑living changes. They also proposed a longevity component so that staff who remain in a supplemental role for several years would see increases in their supplemental pay.
On extra teaching duties, negotiators said the association would like to restore a prior practice of placing teachers who teach during their plan time onto a supplemental salary schedule rather than having them complete time sheets for hourly pay. "Whereas, from what I'm told, that was a prior practice that somehow got lost, and they would like to return to that," an association representative said. The association argued this would simplify administration and better compensate teachers who give up planning time to cover classes.
Association negotiators also proposed changes to placement on the salary schedule for returning staff or for district "grow‑your‑own" hires, including potentially crediting verified prior certified experience and in some cases honoring previously accumulated leave days as part of a recruitment/retention approach. District counsel advised that reciprocal agreements among districts would be unusual and could require state approval, and noted that the district already has some discretion to place experienced hires on the schedule where appropriate.
Department chair and team‑lead pay drew attention from association members who said middle‑school team leads carry more duties (PLC facilitation, BLT responsibilities and after‑school advisory) and that current pay does not reflect the workload. The association asked the district to review comparables and consider raising middle‑school team‑lead pay.
District human resources staff said they did not yet have concrete dollar proposals for base salary increases but would like the association to provide written supplemental proposals so the district can run cost estimates. The parties agreed to share proposals and data ahead of the next bargaining session.
No formal agreements were reached; both sides agreed to continue bargaining and to exchange written proposals and cost estimates.
