Education | Oregon | School Strikes And Labor Disputes

Portland Teacher Contract: Details Released Of Tentative Agreement

OPB | Feb. 24, 2014 3:07 p.m. | Updated: Feb. 25, 2014 6:33 a.m.

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Portland Association of Teachers president Gwen Sullivan, left, and Portland Public Schools Superintendent Carole Smith

Portland Association of Teachers president Gwen Sullivan, left, and Portland Public Schools Superintendent Carole Smith

Rob Manning / OPB

The Portland Association of Teachers provided details of a tentative agreement on Monday. Below are the details of the tentative agreement compared with Portland Association of Teachers and Portland Public Schools last known proposals.

Portland Public Schools Portland Association of Teachers Tentative Agreement
School year: Add two days to the school year (three days at high schools). School year: Keep the school year the same length at most schools; add three days to the year at focus and priority schools. Adding teachers and reducing class size takes priority over extending the academic year. School year: Adds two days to the school year at all schools. District can add three more days to “priority” and “focus” schools. If budget cuts are required, added days will be cut before laying off staff.
Health insurance: Continue the health insurance split, with the district paying 93 percent of costs and employees paying 7 percent. Health insurance: Continue the health insurance split, with the district paying 93 percent percent of costs and employees paying 7 percent. Change insurance carrier to save money. Health insurance: A 93/7 cost split remains. The union shifts members on a PPO plan to a new, less expensive provider.
Workload: Establish a joint workload committee.  Increase planning time for elementary teachers. In a side agreement, the district proposes spending $7.8 million to hire 88 full-time equivalent teachers and returning to 2010-11 workload levels by the 2016-17 school year. Workload: Establish a joint workload committee.  Increase planning time for elementary teachers. Reduce workload by 5 percent to 10 percent, with a focus on reducing class sizes. Hire 175 to 200 full-time equivalent teachers to accomplish workload goals. Workload: The district promises to add at least 150 full-time teachers (50 to HS, 70 to elementary/middle/K-8, and 30 to special ed).
Early retirement: Phase out early retirement incentives over the next five years.  Until then, guarantee teachers with at least 15 years experience a $425 per month payment for five years if they take early retirement. Early retirement: Maintain the status quo. The union says that encouraging more senior employees to retire sooner saves the district money, because retirees tend to be replaced by lower-paid staff. Early retirement: Phases out health insurance and stipends for teachers who retire early. District will only offer those benefits to teachers with at least fifteen years experience in PPS by September 2016.
Hiring: Limit teacher hiring to one round of internal hiring. Hiring: Accepts one round of hiring as a concession to the district. Hiring: Condenses to one round of internal hiring.
Pay increases: Offer a 2 percent per year cost of living adjustment for each of the next three years. Also pay 1.05 percent more per year as compensation for extra instructional days. Pay increases: Cost of living increases: 2.6 percent in year one; 2.55 percent in year two; 2.5 percent in year three.  Pay increases: Offers 2.3 percent per year (not including additional pay for extended school years).
Length of contract: Three-year agreement. Length of  contract: Three-year agreement for most items, with six-year agreement on some topics. Length of contract:Three Years.

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