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Lockwood K-12 staff press for higher pay and clearer duty language in contract talks
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Summary
At a Lockwood K-12 staff meeting, members disputed proposed pay-matrix language, pushed for larger step increases and targeted stipends for life-skills duties, and asked that applicants indicate willingness to perform certain duties on hiring forms. They will circulate a revised proposal and meet next Tuesday at 4 p.m.
At a Lockwood K-12 staff meeting, attendees debated proposed changes to paraeducator contract language and the district pay matrix, pressing for larger step increases and clearer rules about duty assignments. Carrie, who spoke for several staff members, said the current draft does not sufficiently separate starting pay from experienced rates and urged stronger increases.
Why it matters: Staff said the matrix as drafted narrows the gap between new hires and long‑serving employees, which they argue undermines retention and rewards experience. The group discussed specific add‑ons (a proposed $1.50 add for certain duties and a $1.15 hourly stipend for life‑skills pairs), whether to keep a $200 incentive used to offset lost pay days, and whether to align contract length with the teachers' unit.
Carrie criticized the matrix as presented, saying, “I'm only making $19 an hour,” and arguing that the starting‑wage increases in the draft leave too little separation between new and veteran employees. She and others urged the committee not to go below a 4% general increase and to preserve language that ensures experienced employees see meaningful step progression. The draft under discussion includes a step structure and proposed starting‑wage bump that participants said needs recalculation to reflect increments across years.
The meeting included a debate over duty pay: one participant objected to adding a $1.50 premium for tasks described in the draft (noting those tasks have long been in job descriptions), while others suggested targeted stipends as an alternative. Committee member (S3) proposed a practical change to hiring paperwork: add a one‑time checkbox or short survey to the district application so new applicants indicate whether they are willing to perform duties such as 40 minutes of outdoor supervision or 20 minutes of duty, reducing the need for repeated surveys during the year.
Other points of discussion included professional‑development hours (options discussed included 20 or 24 hours), removing Saturday‑school language because the district has not run that program for years, and questions about the district's insurance contribution for staff; members requested comparative data from other districts to evaluate the current contribution level. Carrie suggested moving to a one‑year contract term to align timing with the teachers' unit.
The group agreed to prepare another proposal for review: members will mark desired language changes and circulate a revised draft sooner rather than later. They tentatively scheduled the next meeting for next Tuesday at 4:00 p.m. to review the edited contract language and compensation matrix.
No formal motions or votes were recorded during the session; members described it as a working discussion to refine language and compensation proposals before formal negotiation steps.
