Pajaro Valley Unified School District

• School Bus Driver (these days shall be used to allow bus drivers to test run their bus routes and whenever needed to conduct mandatory trainings).
• Food & Nutrition Services Assistant
• Food & Nutrition Services Cook/Baker I & II
• Food & Nutrition Services Site Leader I, II, III, & IV
• Warehouse Delivery Worker (Food Service)

• 1% on-schedule raise to each salary schedule for K-12, Adult Education, ECE, Psychologists/Speech Language Pathologist /Program Specialists; retroactive to July 1, 2016
• One-time, off-schedule of 2% to all PVFT members who were employed through 2016-17 

• 2% on-schedule raise to each salary schedule retroactive to July 1, 2017
• 6% additional, retroactive to July 2017, for Early Childhood Education Programs and Adult Education/Independent Study
• $1,612 stipend for qualifying bilingual teachers and roving teachers, retroactive to July 2017 
• Benefits changes to become effective October 2018
  • Generic prescription drug increase from $3 to $5
  • Non-Generic prescription drug increase from $15 to $20
  • Co-pay increase from $10 to $20
• School Nurses will be placed on the same work year and higher salary schedule as School Psychologists

• 4% on-schedule raise to each salary schedule, effective July 1, 2018
• 2 additional days added to the work year for all PVFT bargaining unit members on an ongoing basis
  • 1 day to be a teacher workday
  • 1 day to be District-determined
• Clarity around the purpose and function of the District-Wide Health and Welfare Benefits Committee
• $2,500 signing bonuses for teachers in areas of mathematics, science, and special education – established through 2020 unless extended by mutual agreement of negotiating parties

• 1% de aumento permanente para cada salario para K-12, Educación de Adultos, ECE, Psicólogos / Especialistas de Programa de Patología del Habla / Programas); retroactivo al 1 de julio del 2016.
• Una sola vez, 2% para todos los miembros de PVFT que estuvieron empleados durante el 2016-17

• 2% de aumento permanente para cada salario, retroactivo al 1 de julio del 2017
• 6% adicional, retroactivo a julio de 2017, para programas de educación infantil temprana y educación para adultos / estudio independiente
• Estipendio de $1,612 para maestros bilingües elegibles y maestros ambulantes, retroactivo a julio de 2017.
• Cambios en los beneficios que entrarán en vigencia en octubre de 2018

• Las enfermeras escolares se colocarán en el mismo año de trabajo y un horario de salario más alto que los psicólogos escolares.

• 4% de aumento en el cronograma para cada cronograma de salario, efectivo a partir del 1 de julio de 2018
• Se agregaron 2 días adicionales al año de trabajo para todos los miembros de la unidad de negociación de PVFT en forma continua.
  • 1 día para ser un día de trabajo docente
  • 1 día para ser determinado por el Distrito
• Claridad en torno al propósito y la función del Comité de Beneficios de Salud y Bienestar del Distrito
• $2,500 en bonos incentivos para contratar maestros en áreas de matemáticas, ciencias y educación especial - establecidos hasta 2020 a menos que se extiendan de mutuo acuerdo por las partes negociadoras

• 1% on-schedule raise to each salary schedule for K-12, Adult Education, ECE, Psychologists/Speech Language Pathologist /Program Specialists); retroactive to July 1, 2016
• One-time, off-schedule of 2% to all PVFT members who were employed through 2016-17 

• 2% on-schedule raise to each salary schedule retroactive to July 1, 2017
• 6% additional, retroactive to July 2017, for Early Childhood Education Programs and Adult Education/Independent Study
• $1,612 stipend for qualifying bilingual teachers and roving teachers, retroactive to July 2017 
• Benefits changes to become effective October 2018
  • Generic prescription drug increase from $3 to $5
  • Non-Generic prescription drug increase from $15 to $20
  • Co-pay increase from $10 to $20
• School Nurses will be placed on the same work year and higher salary schedule as School Psychologists

• 4% on-schedule raise to each salary schedule, effective July 1, 2018
• 2 (two) additional days added to the work year for all PVFT bargaining unit members on ongoing basis
  • 1 day to be a teacher workday
  • 1 day to be District-determined
• Clarity around the purpose of the District-Wide Health and Welfare Benefits Committee
• $2,500 signing bonuses for teachers in areas of mathematics, science, and special education – established through 2020 unless extended by mutual agreement of negotiating parties

• How much will PVFT members receive under the current proposal?  PVFT members will receive a total of 6% on schedule over three years, as follows:
• 1% on-schedule retroactive to July 1, 2016
• 2% on-schedule retroactive to January 1, 2018
• 3% on-schedule effective July 1, 2018
• In addition, the District proposed a 2% off-schedule bonus for 2016-17
• Is it true that PVFT members will have to work extra days to receive the increases?  There were no extra workdays in 2016-17 or 2017-18.  There would be two extra days in 2018-19, which has a value of 1.1%.  (One teacher workday and one PD day.)  This allows the District to meet the legal requirements to fund part of the salary increase out of “supplemental/concentration” funds.  The District has offered a total of a 3% raise for 2018-19.
• The proposal includes changes to health and welfare.  Won’t that negate the raise?  No.  There were no changes to health and welfare implemented for 2016-17 and 2017-18.  Therefore, the raises and off-schedule bonus for those two years go directly to the pocketbook. 

• If a new single teacher goes to the doctor once per month and has two brand prescriptions per month, they would spend an additional $240 annually.  Their 2% increase for 18-19 would be $880.
• If an 11 year teacher with a family of four has 3 doctor visits per month and 5 generic prescriptions per month, they would spend an additional $480 annually.  Their 2% increase for 18-19 would be $1177.

• Has the District proposed language that would allow even more changes to health and welfare?  All changes to health and welfare premiums and plans are negotiable.  Nothing in the District’s proposal changes that.  Since the District’s proposal would close negotiations through June 30, 2019, there would be no changes to health and welfare until the parties return to negotiations for the 2019-20 school year.
• What is the financial impact of PVFT’s current salary proposal?  The PVFT proposal is not affordable.  If the District implemented PVFT’s last proposal, the District would be in the negative by $8.5 million in 2021.  The District is required to show that it can afford the proposal over a three-year period, or the District’s budget will not be approved by the County Office of Education.
• What is the financial impact of the District’s current proposal?  Under the District’s proposal, PVUSD remains financially solvent over the required three-year period.  A chart showing the impact of each proposal is attached.

 

(Español abajo)

 

The District and PVFT were unable to reach an agreement in mediation, and we were certified to fact-finding by the mediator.  Yesterday, the District formally requested to start the fact-finding process.  The District has been transparent regarding our proposals and the District’s budget, which drives our ability to afford raises for PVFT and all employees.  The fact-finding process will be an opportunity to present our budget information to the fact-finding panel to show that the District’s offer represents a fair and fiscally responsible package to the teachers of our District. 

 

Although we have requested fact-finding, we remain fully committed to trying to reach an agreement with PVFT.  To that end, the District and PVFT are scheduled to meet again on April 18 to see if we can resolve our remaining issues. 

 

We will continue to keep the community informed on this process and regarding the date of the fact-finding hearing.

 

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NEGOTIATIONS CHART

• 2016-17: 
• The District will provide a 1% (one percent) on-schedule raise to each salary schedule, retroactive to July 1, 2016
• The District will also provide a one-time, off-schedule payment of 2% (two percent) of base salary
• 2017-18:
• The District will provide a 2% (two percent) on-schedule raise to each salary schedule, retroactive to January 1, 2018 on base salary; and
• Early Childhood Education Programs:  In addition to the 2% (two percent) increase item a., the District will also provide a 6% (six percent) on-schedule raise, retroactive to January 1, 2018 on base salary; and
• Adult Education/Independent Study: In addition to the 2% (two percent) increase item a., the District will also provide a 6% (six percent) on-schedule raise retroactive to January 1, 2018 on base salary; and
• The Parties will implement the changes to the PPO Health and Welfare plans recommended by the Health and Welfare Benefits Committee on March 7, 2018.  Those changes are as follows:  Generic prescription drug increase from $3 to $5; non-generic (brand) prescription drug increase from $15 to $20; co-pay increase from $10 to $20.  These changes would be effective October 1, 2018.
• Stipends of $1,612 for Roving Teachers and Bilingual Teachers
• Effective July 1, 2018, all Nurses shall be placed on the same work year and same salary schedule as Psychologists.
• $2500 signing bonus for math, science and Special Education
• 2018-19:
• The District will provide a 3% (three percent) on-schedule raise to each salary schedule, effective July 1, 2018; and
• Effective July 1, 2018, two additional days will be added to the work year for all PVFT bargaining unit members on an ongoing basis.  One day will be a teacher workday and the other day will be District determined.
•  

There has been significant discussion about beginning teacher salary and its effects on being able to acquire teachers.  The 2016-17 J90 information was just released by the California Department of Education.  Below you will see that PVUSD has a very competitive base salary, not including the preferred benefits provided by the District.   In Monterey County, there are only two basic aid districts with significantly higher compensation.  There are 7 districts with higher pay of less than $1500.  The remaining 8 districts pay less than us.  In Santa Cruz County, only Santa Cruz City Schools has a higher base salary, however, their employees pay a 70/30 split on benefits which reduces their overall pay.  The remaining districts pay less than PVUSD.  There are five districts within the two counties that did not submit their J90 to the California Department of Education and therefore we do not have their data.

 

                                                                                         Monterey County

 

                                                                                          Santa Cruz County

 

PVUSD is currently going through Mediation in negotiations.  Below is a chart identifying the process of phase in negotiations as provided by School Services of California (SSC).
 

If the process reaches fact-finding, there is an established timeline of 50 days in place which can be waived by either party. Below is a glance at the process that takes place during fact-finding:  

• A 2% on-going increase to the salary schedule, effective upon ratification; and
• Modifications to co-pays and prescriptions that are currently being discussed in the Benefits Committee.  These changes would avoid increases to employee premiums.
• The 2017-18 proposal is contingent on the Benefits Committee making the ongoing cost saving recommendations to afford the ongoing salary increase.

• Bilingual Stipend
• Roving Teacher Stipend
• Improvements to the ECE salary schedule
• Improvements to the Adult Education/Independent Study Salary Schedule
• Nurses on the same work year and salary schedule as Psychologists
• Signing bonus for math and special education, effective July 1, 2018