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Ridge School District Negotiations Finding Creative Solutions through Negotiations

Ridge School District Negotiations Finding Creative Solutions through Negotiations. Teachers Association: Cummings, Fideli, Oliveira ,Smith,. Teacher Association Negotiation Team. Planning For Success Association Pre-Planning.

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Ridge School District Negotiations Finding Creative Solutions through Negotiations

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  1. Ridge School District Negotiations Finding Creative Solutions through Negotiations Teachers Association: Cummings, Fideli, Oliveira ,Smith,

  2. Teacher Association Negotiation Team

  3. Planning For SuccessAssociation Pre-Planning 1.After assigning roles-we broke out sections of the contract for research. 2.Individuals became proficient in their topics and wrote proposals for association positions. 3.Association debated over positions(internal) and set parameters. Parameters defined as: points of no negotiation and areas for discussion. 4.Ground Rules drafted. 5.The Association decided to place mission/vision forward to Board. A.Collaboration and Trust B.Student Achievement C.Teacher Improvement D.Fiscal Awareness

  4. Association Intrests(Fisher and Ury) OUR ASSUMPTION OF MAJOR BOARD INTRESTS: 1. From the onset we anticipated that the board will present changes that have impact on salary,insurance,work load and decision-making. 2. We also predicted that the board will want to change old contract practices-sabbatical awards. OUR INTRESTS AND RATIONALE: 1. Based on wealth of district- we believe the Board has minimal fiscal problems. 2. Teachers are not from the community - that will be a consistent message. 3. Continous teacher improvement is a goal to reach through management changes.

  5. Association Intrests(Fisher and Ury) Initial Goals: • Want salary increases 6, 6.5, and 7.0. • Adjust columns for easier movement. • Early Retirement • Child Care –take one year • Remove- hall, duty, recess, lunch • Establish site based management • Teachers have to be inside the interviewing process of new teachers • Vacancies be available to current staff • Establish child care centers.

  6. Creating The Ground RulesSeparating the People from the Process Highlights 1. Communication will flow through the spokesperson and the word “Draft” will indicate for review by both parties. 2. We can change the rules if it hinders the negotiation process. 3. Off-the record meetings are permitted to occur- but parties are supposed to report minutes to spokesperson. 4. If impasse is sensed issues will be tabled for review. 5. If mistakes or calculations are in question each party has the right to table the topic.

  7. Introducing the Interests The Board and Association Meet Highlights 1. Technical issues were settled language and grammer, plus contract dates. 2. Before interests were introduced - mission/vision was introduced from both sides. Common theme: student achievement. Board wants fiscal integrity and responsibility to the community. Teachers were focused on collaboration, teachers outside of community due to cost. 3.The interests were read from both sides and questions were asked about what “they really mean”. We also realized that deletions are significant. 4. Common ground: Professional Development and Early Retirement. Exploratory Committees were developed. Reports by next meeting.

  8. Negotiations-Finding Mutual GainExploratory Committees Proposal Exploratory Committee Proposals: Pg 14-17 ART 3 Early Retirement Incentive(New -Association) A. Legal ages are modified and NYS requirements are stated.15/55 B. Technical Issue:Must notify by March 1. C.Incentive : $37,000 amount for early retirement $200 per day unused sick days(185 days). D. ERTI gives the ability to carry insurance.

  9. Negotiations-Finding Mutual GainExploratory Committee Proposals Exploratory Committee Proposals: pg 45 ART XIII Professional Development: A. Sabbatical is reduced to leave with benefits. B. Funding plan of $70,000 for PD with collaborative decision-making. C. Professional Development monthly meetings: a two hour and a one hour. D. Financial Incentive for National Certification $3,000 per year E. Eliminate MA 15- New: BA, MA+30,MA+60, PhD

  10. Negotiations-Mutual SolutionsSolutions for Open Items Both groups decide to discuss and settle issues on open issues. 1. Normal Working Hours- Study,Hall, Bus, Professional, Lunch Duties. 2. Class Size- Assoc. as is - Board new proposal: 3. Sick Leave - # of days from 15 to 12 days- 4a. Layoff and Recall- question about seniority upon return. 4b.Vacancies and Promotions 5. Hiring salary sole decision of superintendent. 6. Classroom Evaluations Unannounced-Board Point of View • It was decided to settle the issues above before the issues below. Salary and Insurance and Child Care - It was decided to conduct a joint caucus with members of each side.

  11. Negotiations-Mutual SolutionsSolutions for Open Items Both groups decide to discuss and settle issues on open issues. 1. Normal Working Hours- Study,Hall, Bus, Professional, Lunch Duties.-Settled: Lunch Paid, Study is in ,PD is required, No - Hall or Bus(pg 28 section C) 2. Class Size- Assoc. as is - Board new proposal: Settled: Original wording stays and secondary teachers will be compensated for extra students-1/6 of MA. (Section D pg26). 3. Sick Leave - # of days from 15 to 12 days- Settled: 13 days.(pg 26 section 1) 4a. Layoff and Recall- question about seniority upon return.- Settled: back to original 4b.Vacancies and Promotions- Settled: back to original 5. Hiring salary sole decision of superintendent.- Settled: compensation for minimum step 3 (WITH NYS QUALS) and the remaining years at discretion of superintendent.(p 7 Section B part 1) 6. Classroom Evaluations Unannounced-Board Point of View- Settled: Both Informal and Formal evaluations will determine the overall performance of the teacher.(section 1 pg 48).

  12. Reaching Final Solutions Salaries, Insurance, and Child Care Child Care Services: Side Letters of Agreement for further January 2006-see addendum Salary Initial: Assoc.- 6,7,8(BEFORE IT WAS 7,8,9) Board- 1year - step only, 2 year-1800 no step, 3 year- step + 2% Salary Settled: 6, 6.5, 7 Insurance Initial: Assoc.- No Change. Board- 90% to 80% FT 45% to 42% PT Plus: remaining years 70% to 60% Insurance Settled: HMO- 100% PPO- 85% , 80% , 80% capped until next contract Buyback- If you choose not to participate- 30% of HMO

  13. Association Intrests(Fisher and Ury)HOW DID WE DO? Initial Goals: • Want salary increases 6, 6.5, and 7.0. • Adjust columns for easier movement. • Early Retirement • Child Care –take one year • Remove- hall, duty, recess, lunch • Establish site based management • Teachers have to be inside the interviewing process of new teachers • Vacancies be available to current staff • Establish child care centers.

  14. Negotiation AnalysisLessons Learned Previous negotiation experience helps. Advance planning to avoid time loss. Exploratory and Side Bars settle issues faster. Spokespersons set tone of meetings and should know how the team thinks. Ask the other side to clarify and ask for examples when language is confusing. Deletions and small changes make big differences.

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