Nearly a year went by before all the expired Stillwater Area School District employee contracts were settled. On June 26, the school board approved the consent agenda that included the contracts for the Stillwater Principals Association, as well as the district directors group, the coordinators, supervisors and specialists group, and the technical support group.
The new contracts establish salary and benefit compensations for the 2013-2014 school year, as well as the upcoming 2014-2015 school year. The total cost of compensation to all four of these groups — a total of 134 positions — during the two-year period is $812,000 over the previous contract.
By approving the items as part of the consent agenda, the district deviated from its usual practice.
The three contracts approved earlier this year were presented by Director of Human Resources Cathy Moen during the action section of the meeting. For the final four contracts, Moen did not attend the meeting, and the contracts we put in the consent agenda. A consent agenda is a section of items that the board passes in one vote, and are generally considered housekeeping items.
“The four contracts were fairly consistent between the groups, and there was not any additional information to be presented that was not in the summary given to the school board,” Moen said. “It is not normal for contracts to be put in the consent agenda, but the summary provided was all the information that would have been given in a presentation.”
Of the four contracts, only the principals’ group is a unionized bargaining group. The district directors group; the coordinators, supervisors and specialists group; and the technical support group meet and confer as a group to negotiate their contracts.
According the to terms of the agreement, in the 2013-2014 year of the contract insurance benefits will not change, with a district contribution to the family plan and with single-person plans being fully covered. In the second year of the contract, there is an increase in the employees’ share for the traditional (non-high-deductible) family insurance plan to 12 percent of the plan, and a decrease in employees’ share to the high-deductible plan to 10 percent. That means the district will pay 88 percent of the cost of a traditional plan and 90 percent of the cost for a high-deductable plan.
Effective July 1, 2014, the district’s contribution to the traditional family plan will go up to $1,596.64 per month. The total cost of the district’s contribution will be $1,321.94 for the high-deductible family plan. With the high-deductible plan, the district also contributes $250 per month to a health reimbursement account.
This health insurance plan is the same to all employees across the seven contract groups.
In the principals’ contract, the 17 employees will receive a retroactive salary increase of 0.5 percent for the year 2013-2014, and will receive the step movement within their salary schedule. Performance pay was also embedded into the salary schedule after the increase. The total settlement for year one was $51,633.92.
In the second year of the contract, the principals will receive a 4.5 percent salary increase and step movement within the salary schedule. Principals will have an additional $1,000 added to their salaries for professional development, because their district professional development fund is being eliminated. The total increase to pay over the previous contract is $127,368.33.
In the district directors’ contract, the nine employees received a 0.77 percent salary improvement in the first year of the contract, with step movement in the salary schedule and performance pay embedded after the salary increase. The total retroactive settlement for the first year is $86,150.26. In the second year of the contract, the directors will receive a 4.52 percent salary increase and step movement in the salary schedule. The total increase to pay over the previous contract will be $98,425.21.
For the 46 employees in the coordinators, supervisors and specialists group, the year one salary increase is 0.77 percent and will allow for step movement within the salary schedule. The total settlement for year one is $66,505.66.
In year two, the coordinators, supervisors and specialists group will receive a 4.52 percent salary increase and step movement within their salary schedule. The total settlement over the previous contract is $179,897.51.
In the technical support employees contract, the 62 members of the group will receive a 0.77 percent pay increase in the first year with step movement in the salary schedule. The total retroactive settlement for year one is $65,853.99. For the second year of the contract, the group will receive a 4.52 percent salary increase and step movement with a total settlement of $135,873.91.
The settlement fell within the school board’s established financial parameters.
The board approval of the final four contracts ends the contract negotiations for contracts that expired on June 30, 2013. Currently, work has begun on the contracts for the paraprofessional and the community education groups, which expired June 30, 2014.
Contact Alicia Lebens at email@example.com