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Personnel committee reviews MOUs, unit-clarification and job reclassifications for Keystone Central SD
Summary
The personnel committee reviewed an MOU preserving an incumbent secretary's Act 93 pay pending retirement after a PLRB unit-clarification, discussed a workforce-reduction transfer step, and considered job-description changes for lead mechanical maintenance, cafeteria manager (ServSafe certification details), and the annual school police contract.
The Keystone Central SD personnel committee on Thursday reviewed a set of personnel and bargaining-unit items that the administration plans to send to the full board, including an MOU to preserve the incumbent compensation of a recently unit-clarified secretary position until her retirement.
Wendy Zimmerman, administrative secretary at Liberty Curtain Elementary School and president of the Clinton County Education Secretarial Professional Association, told the committee the administration requested an MOU so the current employee can remain on Act 93 compensation until she retires on June 30, 2026. "I am here to advocate for the administrative liaison for safety and compliance and virtual school position to remain in our bargaining unit and be filled when the current employee retires as of June 30th of 2026," Zimmerman said.
Zimmerman recounted a PSEA review in November 2025, an administration agreement on Dec. 4, 2025, and a Pennsylvania Labor Relations Board communication to the superintendent on Jan. 21, 2026, that made the position part of the bargaining unit effective Feb. 10, 2026. She told the committee she was concerned that eliminating the role or distributing its duties across multiple secretaries would create audit risks and overload remaining staff, especially after the tax-office staffing reduction.
Administrators confirmed the MOU's purpose: to maintain the current employee’s Act 93 terms until her retirement; after the incumbent leaves, the duties determined by the unit clarification will move into the secretarial bargaining unit. Committee members asked if legal counsel had reviewed the draft MOU; staff reported it had been sent to David Lindsey for review.
Separately, administrators described a workforce-reduction MOU that adds a step permitting an employee to be moved into a same-classification vacancy before a reduction in force is implemented, a measure staff said is consistent with earlier temporary arrangements used when the tax office changes were made.
The committee also reviewed several job-description items tied to reclassification plans: a proposed lead mechanical maintenance description to shift the position from Act 93 to the service/support bargaining unit when the current incumbent retires (staff cited a roughly $4/hour lead differential in parallel positions); edits to the cafeteria manager description clarifying ServSafe certification (not required as a prior qualification, $38 cost paid from food services, renewal every five years) and explaining booster-club concession support; and the annual school police contract template and job description for the 2026–27 year, which staff said has been compared with neighboring districts in past years and currently yields qualified applicants.
No final board action was taken during the public session; administrators said the items would appear on the board agenda and legal review and bargaining discussions will continue.
