2014-2015 ACE NEGOTIATIONS BALLOT
As a result of the annual negotiations process, the following negotiated agreement on compensation,
benefits and working conditions effective for the 2014-2015 school year is being presented to the
employee groups for a ratification vote.
Compensation and Benefits
ACE negotiated for a compensation agreement that includes a total of a 5.6% salary increase for
the 2014-2015 school year from the following:
 3.3% Cost Of Living Adjustment (COLA)
 A step increase which equals 2.3% for Classified.
 Approved market adjustments for classified and administrative employees and lane changes
for licensed staff.
 A 0% employee share increase to health and dental benefits and no major changes to either
benefits plan.

An increase of .9% in the District contributions made to PERA on the employee's behalf to
meet legislative requirements (currently 17.45% of the employee’s salary, and increasing to
18.35% on January 1, 2015). PERA members will continue to pay 8% in addition to district
contributions.
Each classified employee will receive an email no later than July with specific information
regarding his or her salary which includes any market adjustment, if applicable, for the 2014-2015
school year.
Changes to the Employee Agreement

Article 3.7 - will be changed to reflect new start and end dates
o
This agreement shall take effect on July 1, 2014 and shall expire at the end of the
day on June 30, 2015.

Article 9 - Administrative Evaluations - Changes were made to include all administrators and
determine a method for staff feedback.

Article 10 - Licensed Evaluations- Changes were made as Senate Bill 10-191 takes full
effect.
o
Note: Per SB14-165, a summative evaluation rating of Ineffective or Partially
Effective in the 2014-2015 school year will not be counted towards loss of nonprobationary status in PSD.

Article 12.23 – PERA Contribution Required from Employees Working After Retirement –
remove from the Employee Agreement

Article 13 – Language changes:
o
Definition of immediate family member for use of Bereavement, Sick and Family
Leave
o
Leave time calculations for licensed staff – all leave time will be calculated using an
8-hour day instead of the “pupil contact hours” of 6 hours per day. The 8-hour day
applies exclusively to leave time calculation.
Classified Working Conditions/Job Expectations


Training and Communication:
o Communicate - care, respect, wellness, empowerment, promoting self-advocacy,
morale, restore collaboration (leadership, principals, supervisors, managers, etc.)
o More of a systemic communication on FLSA - reach out to everyone
o Create collaborative like work groups to find best practices, efficiencies, and
support
o Training on hiring positions - how to determine appropriate position utilizing job
descriptions, etc.
Look systemically for long term solution: what has happened, what is different now?
o Look strategically for how to restore positions that were cut during state budget
crisis
o Look at SBB formula and special factors - risk, population, and facility for example
o Look strategically for efficiencies - What can we do different? What can we stop
doing?
 Create collaborative work groups to find best practices, efficiencies and
support
o Consider implementing WorkForce (time collection) system to other non-exempt
employee groups
Classified One-Time Pay Schedule
A specific stipend schedule will be added to the Special Salary Schedule (S) to compensate
classified employees in the form of a one-time, lump sum payment for additional job
responsibilities that are outside of their job description and are temporary in nature. Stipends
paid to classified non-exempt employees are in addition to regular compensation requirements as
defined under the Fair Labor Standards Act.
Review of Extra Duty Stipend Schedule and Elementary Teacher Responsibility Pay
An inclusive committee of ACE, PASE, PEA and HR members will review the Extra Duty Stipend
Schedule (E) to include 12.5 and 12.6 of the Employee Agreement, and Elementary Teacher
Responsibility Pay (12.2) to make recommendations for revisions based on market alignment and
internal equity.
Usage of Collaboration Time
For the 2014-15 school year, the 2-hour early release heat days will be used as follows:

August 19th – 2 hours teacher work time (K-8)

August 20th – 29th – 50% Principal/Building directed time and 50% teacher directed time

Building plans for the use of this time will be submitted to the appropriate assistant
superintendent for approval.
2014-2015 Collaboration Days:
 December 1, 2014- 50% Principal/Building directed collaboration and 50% teacher directed
collaboration (K-8)

February 16, 2015- 50% Principal/Building directed collaboration and 50% teacher directed
collaboration (K-12)

April 13, 2015- 50% Principal/Building directed collaboration and 50% teacher directed
collaboration (K-8)
Definition of Collaboration: People working interdependently toward a common goal for which they
are mutually accountable for achieving. Decisions are arrived at utilizing the school's decision
making model.
Workload Relief – Licensed
Literacy testing (11.2.7) - Each K-3 teacher who administers literacy assessments will have
up to three days of substitutes available to complete assessments. This will be extended for
the 2014-15 school year. Schools with seven identified students on ILP's/READ Plans in
fourth and fifth grade will receive one day of substitute coverage. Schools with more or less
than seven students receive substitute coverage on a pro-rated ratio of seven to one.
Floating Workday (11.2.6) - T wo full substitute days, which may be split into half days, will
be available for each licensed staff member as a floating workday. The date shall be
determined at least 5 days in advance in consultation with the principal and shall be used at the
discretion of the teacher to relieve workload issues. Work may occur at any PSD location after
consultation with principal. Part-time staff will receive a partial day based upon their
assignment.
These days may not be used on variance or high use training days.
These days are limited to one day per month.
These days may not be used on consecutive work days.
In addition, during the 2014-15 school year the district agrees to explore other means of
addressing workload relief through consideration of the following for possible implementation in
the 2015-16 school year:
 Late-start/early-release calendars
 Trimester grading periods for elementary
 Assessment efficiencies
 Review of SBB and current formulas
 Administrative efforts to monitor and evaluate staff feedback related to workload
issues