2018 CSD/Centralia Education Association
Collective Bargaining Information
Please email negotiations questions and comments to email@example.com. We will do our best to respond within 24 hours.
NOTICE: We made a correction to our 9/7/18 update. We inadvertently transposed two digits in the percentage increase for our offer on year one. The percentage increase of the CSD offer in year one is 12.3 percent (we originally pubished 13.2) and year two is 1.9 percent.
UPDATE REGARDING MOTION FOR PRELIMINARY INJUNCTION
The Centralia School Board is committed to getting our students back to school as quickly as possible. The injunction we are seeking isn’t about forcing teachers to work without a contract. We are simply requesting that the Court direct the Centralia Education Association to discontinue their work stoppage and continue to bargain in good faith while our children are in school. We believe we can come to a settlement in a fair, reasonable manner, while providing access to education for our students. The Centralia School Board is committed to providing fair compensation for our teachers that is fiscally sustainable for the long-term. We will resolve our collective bargaining issues together, at the bargaining table, and not in any other venue.
The negotiating teams ended their session at about 4 p.m. this afternoon. Here is a summary of the proposals exchanged:
Yesterday's proposal from the CEA decreased from $4.5 million to $4.4 million (including benefits). The district offered a counter proposal this morning that increased to $1.75 million in year one to $2.09 million in year two. The CEA counter offer at the end of the day maintained their $4.4 million increase. The CSD's proposal has increased to 12.3 percent in year one and 1.9 percent in year two.
Starting and ending salaries. CSD numbers are base + TRI, CEA numbers include Base + TRI + "Professional Responsibility Pay," which is not a feature of the CSD proposal.
The negotiating teams will meet again on Saturday, September 8th.
Here is the salary schedule as it would exist for teachers under the district’s latest proposal of an 11.3 percent increase in year one. The district's offer proposes an additional increase of 1.9 percent in year two. This table includes base salary plus TRI.
The tables below show how real, but anonymous, teachers in our district would benefit under the district's latest salary proposal:
Second Year Teacher - BA + 0 Credits
Twelve Year Special Education Teacher - BA + 45 Credits
Sixteen Plus Year Teacher - MA + 90 Credits
Ten Year Teacher - BA + 90 Credits
Sixteen Plus Year Teacher - BA + 90 Credits
Our negotiating teams met from 10 am until 3 p.m. today. There was no agreement at the end of the day, however the CEA has agreed to meet again on Saturday, September 1, and possibly on September 4th.
The District's salary offer at the end of the day was and 11.3 percent increase in year one followed by a 1.9 percent increase in year two (or a CPI increase if the state allows it). This increase would mean a starting total salary of $46,293 and a top-level salary (step 16) of $87,256 in year one. In year two starting salary would increase to $47,083 and step 16 salary would increase to $88,745. The average 11.3 percent increase is in addition to compensation teachers currently receive from their base salary and all TRI days.
We remain ever-hopeful that contract negotiations will be completed without causing a delay in the start of our school year.
After months of negotiations and the District team following a commitment to bargaining protocol, we are now finding it necessary to communicate our process and offers to date. We entered this process willing to work back and forth to reach a respectful agreement while protecting the District’s financial ability to support the construction projects currently underway. Part of the reason our general fund balance sits where it does is because we placed money there to support our construction projects. We also need to be certain that our funding decisions maintain resources and supports vital programs for improving outcomes for all of our students. We are determined to keep this district strong and reward our teachers as best we can. The following illustrates our offers on the table and other state information that helps us determine why and how much any organization should know when deciding the future of community schools. We truly want to do this right.
-Superintendent Mark A. Davalos-
The District and the Association have been exchanging proposals since the first day of negotiations on April 24, 2018. The Association presented its initial salary proposal on May 8, 2018, with the understanding that additional financial issues were forthcoming. The remaining financial issues were presented by the Association on May 17, 2018. The District responded to all issues on May 22, 2018. Since then, the District and Association have exchanged a number of proposals in an attempt to reach an agreement. The following is a summary of the proposals presented prior to the first day of mediation on August 17, 2018. At the mediator’s request, proposals shared during mediation are not included below.
Centralia School District proposal, presented 6/26/18:
The compensation table below shows a base salary for 180 calendar work days plus compensation equivalent to 16 TRI days. It also includes nine days that the District was previously providing as district-directed professional development. This package represents an 8 percent average pay increase in 2018-19, and then a cost of living adjustment in 2019-20 (projected to be 1.9%). THIS SALARY SCHEDULE DOES NOT REPRESENT THE DISTRICT'S CURRENT OFFER of 11.3 percent plus 1.9 percent in year two.
Here are real examples of how anonymized real teachers in our district will benefit under our proposal. Outcomes may vary. For example, a 16 plus year teacher with a master's + 90 credits who is not also a coach would not have the same final salary from all sources as one who does. Every teacher receives the base salary plus TRI days. Some special education teachers may receive extra pay from days spent working on IEPs. Teachers who have more experience may receive a longevity payment. Other teachers may receive stipends for various other assigned duties.
Have Centralia's teachers received pay increases in recent years?
Yes. Since 2015, the average starting teacher salary has increased by 9 percent. Our top tier teacher salary has increased by 8.9 percent. The average total salary from all sources for teachers in Centralia has increased by 6.7 percent since 2015. The table below shows base salaries plus 25 additional TRI days
What are TRI days? How many TRI days do Centralia Teachers Get?
TRI, or Time, Responsibility, and Incentive days are a source of additional salary for teachers in compensation for work performed outside of their base contract schedule. Centralia’s teachers currently receive 25 TRI days. The compensation from all previous TRI days are included in our salary proposal plus an additional 8 percent in addition in year one. In year two we have proposed a 1.9 percent increase.
Is it true that Centralia School District is not willing to use reserve funds to pay for salary increases?
No. Our proposal calls for substantial use of our reserve funds in order to meet our salary obligations. These investments are one-time dollars that fund ongoing expenses. Common budget practices call for school districts to maintain reserve funds up to two months’ worth of expenses. These funds can be used in emergencies or state budget crises.
The 2018-19 annual budget passed by our Board of Directors on August 22,2018 included a four-year projected fund balance. We are projecting a negative general fund balance at the end of four years. (Click here to view the 2018-19 Budget Presentation)
The table below shows our general fund balance four-year projections. The four year projection is a new state budget requirement intended to demonstrate the financial state of a district over time. New state mandates have created financial obligations that exceed the new allocation of funds provided by the McCleary legislations. Additional allocations will be necessary by 2021 to preserve a positive fund balance.
Didn’t the state give the district more money?
Yes and no. New limitations on levy collection and use means that Centralia’s voter-approved levy is reduced by more than 42 percent this year. In the 2018-19 fiscal year we will lose $1,350,358 from our local levy. In 2019-2020 we will lose an additional $895,831
At the same time, the state has provided additional funding from other sources. However, most of this money has categorical stipulations on how it must be used. We cannot use it all however we want. School districts are now prohibited from using levy funds for basic education salaries.
The “McCleary” lawsuit and resulting legislation also made dramatic changes to the way teacher salaries are funded. We no longer have a statewide salary table. Instead, districts receive $65,216 per teacher, regardless of years of experience or education level. According to a letter from state superintendent Chris Reykdal dated August 22, this means that “not every district will have an equal opportunity to provide compensation increases with double-digit percentages.” Click here to Read Reykdal’s letter. The same letter also stated that a district must consider the sustainability of their salary increase offers. This is not the first time that OSPI has publicly commented on the inequity of the distribution of new funding from the McCleary legislation.
Two neighboring districts with the same number of teachers will have differing levels of ability to offer wage increases.
Why are other Lewis County districts offering larger wage increases?
Centralia will receive two percent less from the state in per-teacher salary funding in 2018-19 than we actually paid in 2017-18. Our teachers are already the highest paid in Lewis County, earning more on average than the $65,216 the state provides per teacher. In the new funding system, we no longer receive additional funding for highly experienced or highly educated staff.
Some districts, like Pe Ell and Chehalis for example, will receive 4 percent more in per-teacher funding than Centralia due to their highly experienced staff level. Other districts in the Puget Sound region will receive as much as 24 percent more per teacher because of “regionalization” factors.
The table below shows local districts, their current average teacher salary from all sources, and the difference the state salary allocation makes for them in 2018-19. The data below comes from OSPI (link to OSPI spreadsheet - requires microsoft excel)
Is it true that the Superintendent just got a large raise, makes more than the governor/as much as Seattle Public Schools Superintendent? Why does he make more than the state allocates for an administrator?
No. These rumored figures have been brought up in various board meetings and at other opportunities. Superintendent Davalos has not been granted a salary increase for 2018-19. Mr. Davalos’ total compensation has increased by 10.9 percent since 2015.(link to current superintendent contract). The superintendent receives the same cost of living increases (COLA) as other employees.
As we must offer competitive wages to attract highly qualified teachers, so must we offer competitive salaries for administrators. Our teachers, on average, also make more than the state allocation. Our Board of Directors aims to offer the Superintendent a salary package that is approximately in the middle range of Washington State school districts of similar enrollment, budget, and demographics.
After a full day of mediation we remain hopeful for a settlement very soon. The ability to fully spend all newly-allocated salary dollars will result in every employee moving considerably forward in their compensation, more significant than I have ever seen in my forty years as an educator.
Mark A. Davalos, Superintendent
What is McCleary?
The McCleary decision was a 2012 Washington Supreme Court case that determined that the state was falling behind in their obligation to “fully fund” basic education. Our legislature responded in 2017 with EHB 2242, legislation designed to supplement basic education funding. That legislation caused sweeping changes in the ways we receive funds, and how teacher salaries are determined.
Why are we losing local levy funds?
EHB 2242 limits local levy collections to $1.50 per thousand in assessed property value or $2,500 per student, whichever is smaller. In Centralia, we're limited to $1.50 per thousand which is less than $1,000 per student. More affluent districts like those around Seattle are able to collect $2,500 per student from their local levies. Local Effort Assistance (LEA, sometimes known as equalization) will bring our levy to $1,500 per student. This still holds us at a significant disadvantage compared to more affluent school districts around the state.
Our 2014-2018 levy provided $5.625 million in annual funding. The new levy approved by voters in February 2018 will provide $3.3 million in year one, and up to $3.5 million in year two. If local property values decline, levy collections will also decline.
What is the new state teacher salary funding model?
In the previous funding model, the state set a salary schedule for all teachers. If a local district chose to go beyond that allocation, they did so using other funding sources such as locally approved levy funds. Centralia has long paid above the state allocation.
The state no longer has a statewide salary schedule for teachers. In 2018-19 we will be allocated $65,216 per state-funded teacher. The state provides funding for the number of employees it believes we should have, not necessarily for the number we employ. It us up to the District and the CEA to reach an agreement on a salary schedule that includes all experience and education levels from that funding. Some districts receive more funding for teacher salaries than others due to “regionalization” factors. Centralia does not receive a regionalization factor. This will lead to salary schedules varying considerably between neighboring districts.
Additionally, school districts receive funding based on a state formula, not based on the number of teachers they actually employ.
Neighboring districts with the exact same number of employees will receive the same amount of funding. They can see vastly different results if their staffing mix is substantially different. A district with a higher number of average years of experience and higher education will struggle to have the same leeway to provide raises as a district with the exact same amount of funding but a less experienced staff. The more experienced district is likely already paying higher average salaries. Similarly, districts with more TRI (time, responsibility, incentive) days are already paying their teachers more than neighboring districts. Centralia's teachers currently receive pay for 25 TRI days above the regular 180 day school year. This is compensation for work performed beyond their reguar contract day.
What is "regionalization?" How does it affect Centralia?
Some districts receive additional teacher salary funding.. Everett, for example, receives 24 percent more per teacher than Centralia, which receives no equalization factor. This means that Everett receives $15,651.84 more per teacher annually than Centralia. Bellevue has a regionalization factor of 18 percent. They will receive $11,738.88 more per teacher. North Thurston's regionalization factor is 6 percent. They will receive $3,912.96 more in in per-teacher state funding than Centralia. In total, 138 districts in the state will receive more per-teacher funding from the state than Centralia under the new funding model.
What others are saying:
"The Legislature paid for new education investments with a statewide property tax and then reduced the amount of funds local school districts can collect in the form of local voter-approved levies. These reductions will take place in January 2019, and they will affect some districts more than others based on how dependent they were on local levies to pay salaries, benefits, and programs prior to this year."
"Your practical limitation on collective bargaining is your ability to fund compensation increases in the short-term AND your ability to sustain those increases. Not every district will have an equal opportunity to provide compensation increases with double-digit percentages."
"Lawmakers approved a massive increase in state funding for education. But much of that money — billions, in fact, over the next few years — is designed to replace the local property taxes that for too long have been propping up the state’s failure to amply fund schools."
"When lawmakers overhauled the state’s education budget, they were well aware they were setting in motion a chain of events that would lead to the most chaotic summer of teacher-contract negotiations in recent memory."
"Some districts benefit greatly from salary and levy model changes while others may not. This funding variability and the fact that, for just one year, districts will see an inadvertent funding surplus, makes it difficult for shareholders in some districts to develop responsible, sustainable budgets."
"School districts will not receive the same amount of funding for the same amount of teachers. This means that one district’s ability to provide a salary increase may be dramatically less than another district located right next door."