Sunnyside staff presented proposed pay raises and an IBB PTO buyback plan; board to consider policy revisions

District staff presented proposed salary schedule increases and a new PTO leave buyback plan developed through interest‑based bargaining, with staff estimating total additional annual costs and outlining specific eligibility and payout rules; the board received the information and staff will bring formal policy and schedules back for approval.

The virtual presentation—delivered by district labor/staff lead Walters and discussed with Superintendent Gastelum and board members—proposed a $1,000 base increase plus a $1,000 level increase for certified staff (a $2,000 total raise), estimated to cost about $2.1 million for roughly 850 certified positions. For classified hourly employees the proposal would raise entry levels by $0.70 and authorize a $0.30 level increase (a total of $1.00/hour) with an estimated cost of about $1.5 million for roughly 760 positions. Proposed professional non‑teaching (P& T) and administrative schedules would be adjusted proportionally; total estimated costs for those groups were provided (P& T combined scenarios and administrators were itemized in the presentation).

The presentation also described a new PTO leave buyback plan agreed through the IBB process. Key details presented: eligibility requires a minimum of three years of service; an employee must retain a 240‑hour minimum bank after any buyback; employees may sell up to 40 hours per year (hours in excess of 240 at the end of the prior fiscal year); notice of intent to participate must be given by September 30; payout would occur by January; and participating groups include certified, professional non‑teaching and administrative employees. Classified employees opted to retain their current payout plan while proposed policy language would clarify classified payout rates.

Payout tiers (level 1 pay grade reference) presented in the proposal: 3–9 years of service — 50% of level‑1 pay; 10–19 years — 66%; 20–29 years — 75%; 30+ years — 100%. Staff said the district will fund the proposed increases using carryforward funds if state revenue measures are not available; presenters noted ongoing uncertainty about state funding and referenced Proposition 123 discussions. Next steps are to place proposed salary schedules on a board agenda for approval and to bring the PTO buyback policy forward for required reads and formal adoption, targeted to be in place by March before issuance of contracts for the next school year.

Board members and staff described the proposal as a step toward competitiveness in regional teacher pay and employee retention. No formal vote was taken on the schedules or the PTO policy at this meeting; the presentation was informational and consensus was reported among IBB participants. Staff estimated aggregate costs and the groups affected and noted final budget impact will depend on board action and any future state funding changes.