Memorandum of Understanding
2014 Negotiations
June 11, 2014
Association of Classified Employees
Poudre Education Association
Poudre Association of School Executives
Poudre School District Board of Education
Compensation and Benefits
All parties agree to compensation and benefit package that contains the following:
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Lane changes for licensed staff.
Approved market adjustments for classified and administrative employees.
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 an 8% in addition to district
contributions.
A step increase to licensed employees for 2014-2015 and its equivalent to classified and
administrative groups.
A 3.3% increase to the base (COLA) for licensed employees and its equivalent to classified and
administrative employees.
0% employee share increase to health and dental benefits and no major changes to either
benefits plan.
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 201415 school year. Schools with seven identified students on ILPs/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.
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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
Changes to the Employee Agreement
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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.
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 non-probationary 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 8hour day instead of the “pupil contact hours” of 6 hours per day. The 8 hour day applies
exclusively to leave time calculation.
Usage of Collaboration Time
For the 2014-15 school-year, the 2-hour early release heat days will be used as follows:
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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.
2014-2015 Collaboration Days:
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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)
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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.
Classified Working Conditions/Job Expectations
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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.
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The parties to the Poudre School District Employee Agreement are the Association of Classified
Employees, the Poudre Association of School Executives, the Poudre Education Association and the
Board of Education of Poudre School District R-1. By signing below, authorized representatives of the
parties confirm that the parties agree to the foregoing changes to the Employee Agreement that have
been negotiated for the period July 1, 2014 through June 30, 2015. The parties understand and agree
that after this Memorandum of Understanding is fully executed, language in the Employee Agreement
will be revised in accordance with the changes outlined in this Memorandum of Understanding and the
Employee Agreement as so revised shall be approved by the parties and signed by their authorized
representatives.
Association of Classified Employees President
Poudre Education Association President
Poudre Association of School Executives President
Poudre School District Board of Education President
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