Weighted ranking by members of the Bargaining Unit when asked to - - PowerPoint PPT Presentation

Weighted ranking by members of the Bargaining Unit when asked to prioritize issues of the concern within Columbia Public Schools

Salaries were frozen in 2008- 2009 and 2009-2010

School Year Cost to Restore Step 2012-2013 $ 798,623 2013-2014 $ 699,544 2014-2015 $ 541,946 2015-2016 projection $ 420,000 2016-2017 projection $ 295,000 2017-2018 projection $ 160,000 2018-2019 projection $ 38,000

Cost to Restore 2008-2009 Step

5 year total expense: $1,454,946

Historical Perspective of the Reserves

There is no law in Missouri stating what can or cannot negotiated

Board Policy HA states: The Columbia School District will negotiate salary and other conditions of employment as required and permitted by law

FROM POLICY HA The Columbia School District recognizes the importance of maintaining ongoing positive relations with employees and consulting with employees when making decisions regarding salary and other conditions of

• employment. If employees request to do so in accordance with the procedures provided by applicable law and

Board policy, the district will bargain collectively with representatives of employees, in accordance with law. The Board and its representatives will engage in respectful negotiations with employee representatives. Negotiations must not disrupt school operations or negatively impact the educational environment. The ultimate goal of all negotiations is to secure the services necessary to deliver an excellent education to the district's students in a safe environment based on a sound, realistic budget. The Board understands that collectively bargained agreements are legally binding and is committed to carrying out the provisions of each agreement. The legal obligation to collectively bargain does not require either the district or employee representatives to agree to a proposal or to make a concession. Board policy and district procedures will govern in the absence of a binding agreement, when the agreement does not address an issue, or when an agreement expires and a new agreement regarding the issue has not been reached.

Scope - from Policy HA The Columbia School District will negotiate salary and other conditions of employment as required and permitted by law. All agreements must state a fixed term or duration. The Board will not ratify an agreement that diminishes or compromises management rights or the district's ability to make administrative decisions and educational policy decisions including, but not limited to, curriculum decisions. The Board will not approve an agreement that could cause the Board to violate any state or federal law, negatively affect the district's accreditation, or disrupt or weaken the district's educational program. The Board will not ratify an agreement that includes impasse procedures for resolution by third parties outside the district including, but not limited to, binding arbitration. All agreements must contain a clause that allows the Board to unilaterally modify the agreement in emergency situations including, but not limited to, natural disasters, financial hardships and pandemics. Once an agreement has been ratified by the bargaining unit, approved by a majority of the whole Board, and signed by the employee representative and Board president, the agreement is considered inclusive and

• complete. Once an agreement is entered into, the district may refuse to negotiate any item that is addressed in

the existing agreement, that was discussed during negotiations for the existing agreement, or that was not included in the discussions for the existing agreement, for the term of the agreement. The purpose of this provision is to provide for a specific period of negotiations during each school year and to protect the finality of agreements once they have been approved.

Parkhill Rockwood Wentzville Springfield Planning Time All classroom teachers (including art, music, and PE) at the elementary level shall be allowed no less than 275 minutes of non- student contact time per week for the purpose of preparation for

• instruction. ...Team

work/planning sessions that are held during teacher plan time will be collaborative in nature.

Full time classroom teachers will be provided with 250 minutes of teacher directed planning time per week. Duty time, including supervision of students before and after school, does not count toward these 250 minutes All certified teachers will be scheduled for a minimum of 250 minutes per week of plan time. If a teacher receives less than 200 mins due to mandatory meetings, the teacher shall receive compensation for lost plan time.

Teachers who are assigned teaching responsibilities during their planning time may be eligible to receive additional compensation in accordance with the District’s practice.

ParkHill Rockwood Wentzville Springfield School Day

Regular teacher contract day is 7 hours and 40

• minutes. See teacher

handbook for arrival and departure times. In addition to the regular hours of duty, attendance at meetings called by the principal’s office

• r Central Services is

considered a part of each teacher’s professional

• responsibility. It is

expected that adequate notice is given and that such meetings are held at reasonable times. Work on Districtwide professional committees outside the regular school day will be voluntary The hours of employment shall be 7 hours & 25 mins and should include student contact time, 25 minute duty free lunch and time before/after classes except when extended for faculty meetings & emergency situations. The minimum work day for Bargaining Unit employees shall begin no later than thirty (30) minutes before the established start time for the building and shall end no sooner than thirty (30) minutes after the students in the building are normally dismissed on a regular school day.

Parkhill Rockwood Wentzville Springfield Meetings All certified personnel may be required to spend up to four (4) additional hours per month for the purpose of attending faculty meetings, department meetings, in- service sessions, and committee meetings.

Reasonable professional expectations are those that benefit the school climate, parent communication, and student participation. Using a collaborative administrative/teacher process at the school level, such as the monthly RNEA/Administration meetings, reasonable professional expectations shall be identified at the start of the school year in

• rder to allow for planning

and scheduling both for the school administration and teaching staff. ….

Attendance at faculty meetings, IEPs, open house and curriculum nights is mandatory. Building extracurricular events like carnivals, fun nights and dances are voluntary.

The District may hold a reasonable number of staff meetings in its

• discretion. A

reasonable effort will be made to schedule meetings either immediately before or after the student instructional day

ParkHill Rockwood Wentzville Springfield Contract Year

Annually, the Board of Education, will establish the work calendar for teachers and the academic calendar for students. The work calendar for teachers will consist of 188 days. The calendar committee will determine when the days will be used. The calendar is inclusive of 1.5 parent / teacher conference dates; 4 professional development days and 5.5 administrative / teacher work days. The contractual teacher orientation days prior to the

• pening of school

will be organized as follows: • One full day on the day prior to the first day

• f student

attendance and

• ne ½ day teacher

work day to be included in the

• rientation

schedule • One day

• f district

curriculum/in- service/PLC…..

4 early release days will be incorporated into the 184 day calendar as follows:

• 2 days will be

district wide PD and time for collaboration between buildings, dept, grades

• 2 days for teacher

initiated and led PD

• The district will

provide a half day for FTE 0.5 & higher to be used for teacher initiated work time in building/district

none

CMNEA’s Original Proposal

• Article II 2.1 Recognition – Add all instructional employees paid from the teacher’s salary schedule to the

Bargaining Unit. REJECTED

• Article III 3.2 Ground Rules – Change the date ground rules for bargaining to be agreed upon to January
• 20. ACCEPTED
• Article III 3.3 Contract Ratification – All employees of the unit shall be permitted to vote. ACCEPTED
• Article III 3.4 Reopeners – CMNEA proposed 10 reopeners per bargaining session. CHANGED
• Article V 5.4 Planning Time – Planning time needs to be teacher-directed and protected during the school
• day. CHANGED
• Article V 5.9 Contract Days – Clear expectations for length of work day - Set limit for school meetings to no

more than 150 minutes per month. REJECTED

• Article V 5.10 Work Year – 187 days/year – Work days/Conference Prep Days would be equal and clearly
• defined. REJECTED
• Article V 5.11 Personal Days – Accrue personal leave up to 5 days. CHANGED
• Article VI 6.1 Salary Schedule – 5% added to base and the minimum starting salary. REJECTED
• Article VI 6.3 Frozen Steps – Restore 08-09 Step - Benefits 630.1 Employees REJECTED

CMNEA’s Counter Proposal Includes

2.1 Recognition:We have conceded our request for a change for the unit to include part-time teachers and other positions that are paid on the teacher salary schedule and whose positions are similar to a teacher’s. 3.2 Ground Rules: We agreed with the District Team on changing the date to finalize ground rules to Jan 20. 3.3 Ratification: We agreed with the District Team on Language to outline contract ratification. 3.4 Reopeners: We initially requested to increase the number of reopeners, the District agreed, but only with changes that would limit our Negotiations further. Our current proposal goes back to original language 5.4 Planning Time: Our current proposal accepts some language change from the District, but also inserts “teacher-directed” in the language. 5.9 Personal Days: Our current proposal accepts some District language but also inserted language to allow for teachers to take more than three consecutive days if approved. 6.3 Frozen Steps: We have conceded an increase to the base, but firmly believe the money is there and the time is right to restore the final step.