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A Comparison: TPS & TEA bargaining proposals

The following table provides a side-by-side comparison of the latest proposals offered at the bargaining table between Tacoma Public Schools and the Tacoma Education Association on the three main unresolved issues.

Issue: Class Size

Tacoma Public Schools
 
Maintain the existing class size limits in the current collective bargaining agreement
 
Tacoma Education Assn.
 
Reduce class size limits by 1 at each grade level
Notes
 
·         The District withdrew its original proposal to increase class size; TEA has not changed its position on reducing class size since negotiations began
 
·         The TEA proposal ignores the fact the district has lost $13 million in state funding for smaller class sizes
 
·         The TEA proposal would cost the district an ongoing cost of $1.8 million a year
 
 
 
Issue: Dealing with the State’s 1.9% reduction
to the teacher salary schedule
 
Tacoma Public Schools
 
The TEA bargaining unit can accept one of the following options:
 
Option A
Maintain the current salary schedule
AND
Effective Sept. 1, 2011
·         One (1) less personal day
·         One (1) less individual optional day
·         One (1) less building day
 
OR
 
Option B
Reduce the salary schedule by 1.35% and offer teachers the equivalent of 2.5 furlough days and scheduled individually in full- or half-day increments with the principal.
 
For A and B, the District will reinstate these days should the Legislature reinstate the 1.9% reduction
 
For A and B, reopen the contract to address salaries for the 2013-2014 school year.
 
Tacoma Education Assn.
 
Maintain the current salary schedule
Convert 4 full student days to 4 half days
 
Notes
 
·         The TEA proposal maintains their consistent goal of achieving a pay increase despite funding cuts
 
·         The TEA proposal results in teachers working fewer hours in classroom for the same pay
 
·         The TEA proposal reduces student learning time by making four full school days into four half days
 
·         The TEA initially proposed to increase salaries by 1%
 
·         The TEA proposal has not changed since August 31
 
                                                                                                                                   
 
Issue: Assignment/Reassignment/Involuntary Transfer
 
Tacoma Public Schools
 
For the 2011-2012 School Year
Maintain current seniority-based standard
 
Establish Joint Committee with TPS and TEA to review best practices related to credentials, performance and building fit as categories for decision-making; Superintendent and certificated staff to meet in groups to develop additional input from staff; accept anonymous feedback electronically.
 
In July 2012, the Committee shall meet to prepare findings and recommendations to be provided to the Superintendent and TEA President.
Establish a Peer Review Committee of 5 to 7 K-12 certificated employees who have applied for and been trained to accept petitions from employees who disagree with a displacement decision. The review will be blind and Committee members will not know the identities of the Principal and staff involved.  The Committee will make a recommendation on the petition to the Superintendent.  Committee recommendations and the Superintendent’s decision will be subject to Article XIV- Grievance Procedure, including arbitration by a neutral third party.
 
For the 2012-2013 School Year
Revise contract assignment/ reassignment/involuntary transfer criteria:
With all criteria being equal, the district will involuntarily transfer the least senior employee; provided, however, an employee will not be involuntarily transferred if another employee volunteers to transfer.  The criteria include the following:
1.    Requirements of the position
2.    Endorsements
3.    Highly qualified status
4.    Appropriate Certificate
5.    Evidence of setting high expectations of learning and respecting student differences
6.    Evidence of creating and maintaining a safe and effective learning environment that supports learning for all students
7.    Demonstrating knowledge of subject content and elements of effective instruction
8.    Using ongoing assessment to reinforce and evaluate student achievement as well as planning instruction
9.    Contributing to school effectiveness through collaboration with others
10.  Promoting positive interactions with families.
 
An employee will not be involuntarily transferred if another employee volunteers to transfer, provided the volunteer is considered to be equal in regards to the above criteria.
 
Tacoma Education Assn.
 
Continue the current language: “The District will involuntarily transfer the least senior employee within the staffing category; provided, however, an employee will not be involuntarily transferred if another employee volunteers to transfer.”
Notes
 
·         TEA has not changed its proposal since August 31
 
On Saturday, Sept. 10, the district offered to change its proposal to make displacement decisions based on the following:
• Length of service
• Experience
• Building Alignment
• Ability
• Credentials
 
Furthermore, the district was willing to agree that an employee’s prior evaluation shall not be used for purposes of making displacement decisions and was willing to negotiate over the types of supporting materials behind these factors.
The TEA rejected this “culture change."
 
·         TEA believes straight seniority is more student-focused than the TPS proposal that takes into account staff credentials and performance, as well as building fit, and which uses seniority as a tie-breaker.