Board ratifies first behavioral interventionist master agreement after mediation; includes longevity steps and small reimbursement pilot

The Monticello Public School District board on July 1 approved the district’s first Behavioral Interventionist Master Agreement, ratified earlier by the bargaining unit after mediation. The contract covers two years and includes salary steps, longevity, a differential for high-need placements, benefits parity, leave provisions and a pilot reimbursement for damaged eyeglasses or contact lenses.

Rob Daneker, director of human resources, summarized the negotiations: the unit organized in late winter 2024, the district and unit met multiple times and participated in two joint mediation sessions. The tentative agreement was reached June 10, 2025; the bargaining unit ratified the agreement June 27, 2025.

Key provisions recorded in the meeting include: - A four-tiered step salary schedule informed by the prior base hourly rate; new hires start at the district’s 2023–24 base of $27.64 per hour, which is Step 1. Step increases in year one range from about 3.999% to 4.99% depending on step; year-two schedule increases range from about 2.01% to 5.93% depending on step. - A longevity scale mirroring the Education Support Specialist schedule (an added $0.45/hour after five years and additional $0.05/hour increments every five years, capping at 20 years). - A $0.50 hourly differential for interventionists assigned to Special Education setting 4 (highest-need) programming. - Benefits parity language linking group insurance and dental contributions to the faculty master agreement; a district dental contribution cited at $90 per month in contract language. - A duty-year structure aligned with similar noncertified groups: work days equal student contact days plus eight holidays and up to 24 hours (three eight-hour days) of professional development; a paid 30-minute lunch for shifts over six hours. - A long-term leave of absence provision allowing an employee to request up to one school year of unpaid leave; the district is not obligated to hold a position unless a vacancy exists and the employee must notify the district by Feb. 1 of intent to return. - A retirement contribution of $2,500 per year into an HRA for eligible employees in years 11–20. - A memorandum-of-agreement pilot reimbursing employees up to $500 one time per year for eyeglasses or contact lenses damaged in the course of duties (with reporting and receipt requirements); the pilot sunsets in less than one year for review.

Daneker described the total package value over two years as 11.17 percent (MSBA reporting); the board approved the agreement on a motion by Jeff Hegley, seconded by Casey Root. The voice vote was 5–0. The board recognized the lengthy negotiations but recorded no additional changes at the meeting.