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Packet includes RPEA 2025–2027 master agreement with pay, benefits and Q‑Comp details; no vote recorded
Summary
The May 6, 2026 special meeting packet for the Rushford‑Peterson School Board included the full RPEA (River Valley Education Association) 2025–2027 master agreement that specifies salary lanes, 403(b) matching, PTO, ICHRA/HSA rules and an expanded Q‑Comp evaluation and performance‑pay structure; the transcript records the document but no board vote or discussion.
At its May 6, 2026 special meeting in the Forum Room, the Rushford‑Peterson School Board (Independent School District No. 239) included the full text of a proposed 2025–2027 master agreement between the district and the River Valley Education Association (RPEA) in the meeting packet.
The agreement text in the packet sets out parties and legal basis, recognition under the Public Employment Labor Relations Act (P.E.L.R.A.), teacher rights and grievance procedures, detailed salary and goal‑attainment schedules for both the 2025–2026 and 2026–2027 school years, and numerous benefits and work‑rule provisions. Key provisions in the document include a multi‑tier goal‑attainment salary schedule (Appendix A), longevity payments at 15/20/25+ years, and explicit 403(b) employer matching levels that range from $480 (0–5 years) up to $1,200 (16+ years) annually for eligible teachers.
The packet also specifies benefits administration and contributions: an Individual Coverage Health Reimbursement Arrangement (ICHRA) and Health Savings Account (HSA) rules with employer contributions; dental contributions (including up to $100.90 per month toward family coverage in 2025–2027); and district contributions toward disability and group life insurance. The contract describes eligibility rules for ICHRA/HSA and the district’s administrative limits on carrier selection.
Leave and time‑off provisions in the agreement include 12 days (96 hours) of PTO for full‑time teachers annually, a sick leave bank that may accumulate to 150 days, bereavement and emergency leave rules, and payment of unused sick leave into a 403(b) account for eligible separations. The contract establishes teacher duty‑day and contact‑time limits, preparation time, and rules covering substitutes and long‑term substitutes.
The agreement contains extensive Q‑Comp provisions defining site leaders, lead teachers, the Q‑Comp committee, mentor roles, evaluation schedules, and performance‑pay pathways. The Q‑Comp language describes four ways teachers may earn performance pay (schoolwide gains; student achievement measures; individual teacher evaluation payments; and goal‑attainment/salary schedule movement), appeal processes, committee composition (three teacher representatives and two administrators), and specific stipends for Q‑Comp roles (for example, site and lead teacher augmentations noted in the text).
The packet documents seniority, unrequested leave of absence (ULA) procedures, recall/reinstatement rules for up to five years, and specific timelines for posting vacancies and determining seniority ties. The document closes with signatures for both parties, listing named representatives for RPEA and ISD #239.
The transcript provided with the packet records the full agreement text and the meeting agenda (including an item titled “HVED Agreement to Reimburse for Student Membership”) and lists attendees at roll call, but it does not show any recorded motion, vote or spoken deliberation approving or rejecting the agreement. The agenda also lists future regular meetings (May 18; June 15; July 20; August 17; September 21; October 19; November 16; December 21).
