001Russell is going to lead us in the pledge. >> I pledge algiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> No response to the Dr. Russell at all. >> He's taking it now. >> As my daddy used to say, I have earned my doctorate from the school of heart. >> All right. All right, >> that one wasn't a slip. Last one was. I was just want you to respond back to me. Uh, has everybody had a chance to take a look at the agenda? Any comments, questions? Do I have a motion? >> All right. >> No motion needed. >> This is the first >> I was talking about the agenda. Oh, I don't. >>
002So, move. >> Okay. Well, let's skip that then. >> So, I'll turn it over to Dr. Taylor. We're here today to talk about teacher contract. >> We did publish this agreement online. The website addressed the post. So all of the details of the summary of the agreement are shared out there. I'm going to hit the highlights. This is a two-year agreement between the United Teachers Association Center. The two-year agreement will not have any reopening clause in the second year. This tative agreement does change our compensation point system. We're coming off an 18 point model with four different areas those points covered. We're going to use evaluation for four points as we move forward and one point for academic to retain our teachers and that will be here for 120 days and return on September 15.
003This means we no longer utilize leadership learning points. Teachers may track those In addition to the point system, we will add two one time flat amount increases for teacher salaries. The first one will be um once a teacher possesses the literacy endorsement as defined by the department of education, they'll receive an additional 75 $75 award, but it's just that one time. Um, and if they receive a new master's degree, again, as defined in the content area by the Department of Education, it would be a onetime added bonus of $1,000. And we will retro that back to 2023. This was a request so that we could correct anything that's happened last years. In 2025 26, we'll apply $859,000 of pool money. And that pool of money is distributed on that five point system that I talked
004about up above. You can see that the current estimates for those flat amounts are $280 per point. And over 90% of our returning teachers will receive a flat amount increase of $1,400 or higher as their base increase. And you kind of see on the chart how that breaks down, whether or not they earn all five points, whether or not they possess that literacy endorsement, and whether or not they add that new master degree. There's actually eight different values, but the majority folks will fall in that five point line with the 1400. We will have some with the literacy endorsement, some masters, and just a few people in each box throughout the rest. Just important to know again that's a flat amount for that first. As we move into the second year, we'll do a percentage
005increase. The amount is equivalent to 1.6% increase the pool of money to be distributed again using those five points. Current estimates are about 32% of per point and over 90% of the teachers will receive a 1.6 increase or higher. Again, you'll see a similar chart breaking down. The only difference here is that we start with a percent and then we add flat amount instead of just adding flat amounts to again most will fall in that five point level at the 1.6 or higher. Moving down, we wanted to continue a provision to catch up teachers who have fallen behind over the years. And this is a provision we've added in the contract for teachers within Grove. We will honor their teaching experience and move them up to where we might hire a new candidate. Um we
006are also adding to that provision an additional statement there. We'll expand this. Um and so once a teacher has worked for Senator for 10 years, we'll actually look back and count all of their professional teaching years. Um so they've committed to us for 10 years and we want to honor the fact that they have that additional experience. And you can see those catchup thresholds listed below. A new provision also for this contract is to raise the minimum salary for all new hires and returning full-time teachers to $52,000. This will be competitive within Johnson County and our nearby schools that we compare ourselves with. This will happen after the base 5 so that we don't have other teachers. So we'll apply that first. >> When is this catch up situation? Does it come to an end
007sometime or is this going to be an ongoing fiveyear increments? We did that because it was a rather large amount of money when we looked at it first. So by doing the five years we can spread that out. It might extend just a little beyond five years but that's kind of what we're target. This agreement can extend beyond into those years but >> right now kind of five years down >> possibly even less. >> Okay. >> There are some ins and outs depending on teachers as they're higher >> if they leave. >> So but the number keeps going down each year >> and we're currently in year three of the catch up. Right. Okay. For the extracurricular activities, we'll do an increase of 2% at 1.5% on that schedule over the next two years. >>
008Make sure I don't mean to interrupt you. I said we're currently in near three. I don't think I stated that very well. This contract will cover years three and four of the catch up, right? I know we've had a lot of these conversations out the public, but we did do it for two years in the last two-year contract we had. So, we'll get two more this year. It will probably expand into the next one if we >> next probably out unless there's one or two or >> I just I didn't know if this was going to be a situation that's just going to be ongoing or we're going to go to a different >> I don't believe so. This is really kind of catching up some of the the roads that were dropped in the
009past. Some especially what it really targets is prior to the co 19 pandmic we were hiring teachers um that might have been a little well experienced but we were capping out on salary schedule and we were doing that because the market was teached drastically and that's changed statewide but we're still quality applicants. We know that we're honoring more experience. We have and the people around the school around us are also >> that is a concern in the future is shortage. >> That market has just changed and that's really this provision really does kind of question. >> All right. Just a few other little provisions we move through. We're extending our we're extending our compensation to virtual campus teachers. We've had global campus for a while. This is higher amount because it's just a little additional
010work. This is just for the students that are taking the virtual campus. These are our center students that we would have lost to another program if we didn't have this in place and it's being taught by center teachers. It's going really well this year. Um did want to note there was a teacher retirement increase. This isn't something we really bargain as much as it's for awareness both sides of the parties at the table. Um it was a 6% increase and that's not something we got much say. The Indiana Retirement Board of Trustes voted on this last spring goes into effect January 1. This is the second increase we had in the last five years and it's something we have to limit coming in. That's money that directly went out that we did not changes to
011healthare trying to keep the cost of healthcare as low as possible to our our staff and our employees. corporation has really stepped up again this year as we have in prior years. You'll see a $340 increase in 2026 and 2757. That's just for the teacher members in the agreement, not including all the other employee groups. And then we kind of broke out what the average is per pay. And you can kind of see there, it's not just the averages, but kind of the spread of how much more the corporation tries to put in to keep that increase as low as possible for teachers. But we do understand teachers, we want them to be good consumers of their healthare as well. And so we do a little bit less of that increase. This is more like
0121.5% of that increase whereas the corporations taking on closer to six. You can see the whole numbers there of what's actually brought in from the employee increase and the dollar amount. Again, trying to keep that as low as possible while we make some small changes there on the single person. And just a reminder of our we have rich for dental insurance. We have a corporation going to take 100% of the increase on this. The change actually happened during 2025. So what you're seeing here is reflecting that change. Actually don't have an increase for 26, but we did want to make sure we formalize that the corporations making that contri. And then the final new uh provision of the of the agreement is day buyback for certified staff a seance package to say this matches what
013the support staff has had for a while administrative uh employee groups received as well so this is a payout it's $20 a day there is an attendance attachment to this like to see the teacher in attendance for 95% of their contracted time to earn that payout in their last year or if they're in for over 90% they earn $20 per day that's spelled out a lot of langage on And then ultimately if there's something that keeps you know a retiring teacher out of school and it's and it's something that we need to look into they can appeal to the superintendent and ask for some additional to evaluate circumstances. We don't mean for this to be any kind of punishment. We understand people often have transitions at the end of their career. We want to be
014a good employer and help with that. But we do also want to make sure that because we're we're stepping up the contribution to this seance package that the teachers are there in front of our students every day. >> Well, we know they're most impactful. >> The main point with that is we want them in the classroom for the students. >> They need to be in front of the students and not three days a week. >> So the last page just really kind of drops all those down onto a table so we can see the total value offer. Want to be real clear up front. every single teacher is going to receive every single percent of provision listed on here. They won't receive those base increases and many will receive um catchups and other things. But
015just want to be clear, that's why we are kind of putting out there that it's a 2.1% base increase. That's new money going to the collective bargaining agreement and then the second year 1.6% base increase. Then we layer on all the other provisions that a teacher very well might qualify for. Um you can see how all of those we talk about new money to the bargaining units adds up to 1.63 million which is actually about 4% and new new compensation which is retirement and then in year two just over 2%. And in a year you know a benium budget that was not friendly to schools especially grow our new amount of money is about 1.3% in new money. So the way we were able to get to this raise honestly is we really tightened it
016up. We made a number of administrative reductions in this in this building. We also have really seen savings from our energy savings and so that made capital support appad what we have in house just like to show there's new money and I appreciate your point because without the energy savings without the trimming the belt elsewhere it would have been it's it's a tight year as it is but it been even tighter so commend uh the whole group for for doing that. >> That's all that I needed to share. I think that's hope informed everyone there action required from board. This is a public hearing for us inut community or teachers Oh, it doesn't have >> I just curious community does it that way. >> We did a separate follow with this and some details for
017all teachers. Miss Brown and myself question. >> It's it's in the form of questions, not necessarily being mad, but just they're questioning. >> There's a lot of extra provisions in here that takes a lot of explaining and folks want to know if they apply or not. >> I'm just I'm glad we have two years. What's coming down the pike is not pretty. It just isn't Thank you, Dr. Taylor. Do you have anything else to present at this time? >> Anything else you'd like to Thank you very much. >> No. And uh now is an appropriate time for members of the public to speak. Is there anyone here that would like to speak um as it relates to the uh the bargaining this year? Seeing no one come forth, now it's time for board comment. I'll
018start with you, Dr. Russell. Do you have Mr. Russell? >> Do do you have anything? I've said it once. I'm going to keep saying it. Mr. Russell, do you have anything to add? >> No, I think I've said it all. >> Miss Dunigan Smith, do you have anything to add? >> No, I don't. No. >> Mrs. Counsel? >> No. >> I would like to thank the teachers um coming to the table this year. We got it done in a in a couple few sessions uh pushing back and forth. They did have some good questions and comments and and we made some changes related to those questions and comments. So, I I thought it was a a a good productive session this year. So, I do want to thank them and uh we all wish there
019was more money there and wish we could give bigger raises, but I think tightening the belt, we're giving the best we can. So, thank you to those that were in the room and those that weren't in the room that were were assisting them. Dr. Long, do you have anything to add? >> No, same thing. Teachers, uh really appreciate you take working with us and that was a great process. >> Dr. Taylor, anything else? >> We don't take a vote this evening. Um, this is we'll we'll meet again on Friday at 7:30 a.m. >> At which time we'll uh take a vote to uh either approve or not. So, um I think that's all we have on the agenda. >> Any uh do I have a motion to close the hearing? >> Salute. >> Thank you,
020Mr. Russell. Second. >> Second. >> Thank you, Mr. Stunning and Smith. >> All those in favor say I. I. Hi. Have a good day.