Interest Based Bargaining and Meet and Confer Committee Monday, May 11, 2015, 4:00 7: 00 PM Hilton Garden Ballroom MINUTES

Transcription

1 Interest Based Bargaining and Meet and Confer Committee Monday, May 11, 2015, 4:00 7: 00 PM Hilton Garden Ballroom MINUTES The meeting was called to order by Dr. Mark Stock, Facilitator at 4:00 p.m. Dr. Stock gave a brief overview of his background and experience. He then asked for brief introductions around the table of all employee group representatives. Overview Mark Stock Dr. Stock reviewed the annual process developed by the Organizational Processes Committee earlier this year (attached). Dr. Kessler suggested that as employee group representatives meet with their respective groups that Dr. Stock could be available to attend those meetings to help representatives share and explain information with their groups. It was decided that these Minutes will be sent via to all staff in ACSD1 by Central Office. To ensure that those who do not have a District address receive this information (e.g., monitors, custodians, bus drivers), principals and their staff are asked to post the information where these employees will be able to access it. These Minutes, attachments, and list of employee group representatives will also be posted on the District website, perhaps on a separate Interest Based Bargaining page. Fiscal Presentation Ed Goetz Ed provided an overview of the financial status of ACSD1 (attached). After explaining revenue, expenses, and projected expenses for the future, there will be approximately $1,675,000 for raises this year, including covering an increase in insurance premiums. With the aid of the attached spreadsheet, Ed explained how a step increase and a hit to the base would affect each employee group. How to slice the pie Discussion and voting ensued on the following options for slicing up the pie (described as the $1,675,000 available for raises). A) Slice the pie evenly with the standard approach of a step increase and a hit to the base for all. Dr. Stock asked the representatives to each share the pros and cons of this option. The comments are attached on p. 3. After some discussion it was agreed that those employees who are at the top of steps on their salary schedule will receive the equivalent of a step increase on their salary. These employees are defined as those on Step 26 for teachers and secretaries, Step 25 for Food Service, Bus Drivers, and M&O, Step 19 for Administrators, and Step 17 for Paraprofessionals. Ed Goetz pointed out that although the health insurance premium increase this year is covered by the District, this may not be the case in years to come. It was clarified that with this option retirement and leave benefits will remain the same along with other benefits currently in place. 1

2 Interest Based Bargaining and Meet and Confer Committee MINUTES (continued) Other discussion Dr. Stock presented the following voting scale for Option A: Fist: I disagree and will lead an effort to stop it. 1: I disagree openly about it. 2: I disagree but will support it publicly. 3: I am neutral but will support it. 4: I agree openly about it. 5: I agree and will lead an effort to communicate it and support it. He then asked each representative to vote by holding up the corresponding number of fingers or closed fist. The votes were counted and the results were: Fist: 0 1: 2 2: 1 3: 3 4: 14 5: 15 Since there was a consensus in favor of Option A the group decided not to pursue Options B ( Slice the pie evenly for all groups with meet and confer for each employee group) or C ( Slice the pie unevenly and have meet and confer with non-standard groups) at this time. There were questions about follow-up on commitments and/or unanswered issues from meet and confer processes in previous years. It was agreed that Administration should endeavor to clear those up as quickly as they can, if possible. Improving the process for the future Dr. Stock invited suggestions from the group about improvements in the process. It was suggested that employee groups be given the chance to meet before the representatives meet as a group. Dr. Stock complimented the group on its professional demeanor and the meeting was adjourned at 7:10 p.m. 2

3 ATTACHMENT Comments on Option A of Slicing the pie Pros Cons 1. Everybody gets something 1. If a group is behind in salary, they - I agree have no chance to fix that. 2. It fits the timeline 2. Not able to tweak individual - I agree groups. 3. It is equitable. - I agree - I agree 4. Not equitable in the past. 3. Lack of flexibility 5. Quick and efficient 4. Those topped out on schedule only - I agree get a hit to base - I agree 5. May need to expand number of - I agree employee groups (e.g., mechanics) - I agree 6. Not knowing how many are impacted - I agree 7. Potential market issues unaddressed 6. Fairest way to address inequity 8. Puts a lot of faith in process next year 7. Fits the budget - I agree 9. Some people don t have a say 3

4 August Annual Process for ACSD1 Interest Based Bargaining and Meet and Confer September October November 1. All employee groups select their representatives and forward the names to the Superintendent of Schools by the last Friday in August. Staggered terms may be used in an effort to improve institutional memory. (See attached participant list.) 2. Previous year agreements are reviewed with all administrators prior to start of the school year and plans for implementation of agreements are communicated 1. Representatives and administration mutually agree upon a neutral facilitator to guide the process throughout the year as needed. 2. Memorandum of Understanding is used as needed, to describe the mutually agreed upon scope of work with the facilitator. (Approximate number and length of meetings etc.) 3. All employee groups meet with their representatives to discuss and agree upon non-salary items if any, that they wish to discuss with administration. 4. Employee groups may be provided with a sample activity and forms that can be used to help prioritize their non-salary items. This prioritization is not required to be presented to administration unless by mutual agreement. 1. The first of three Interest Based Bargaining training activities are conducted at a mutually agreed upon time. Training modules must include but are not limited to: a. Brief overview of history of bargaining in ASCD1 for new members b. Review of agreed upon documents describing the goals of bargaining, the process and timeline, the role of the members, the role of the facilitator c. Brief human development activities that build rapport in a non-threatening way d. Review of membership and staggered terms e. Review of known statewide issues that might impact talks f. Defining non-salary and salary items for clarification g. Training should be a joint effort of employees, administration and the facilitator 1. First scheduled meetings for non-salary items (further meetings as needed) 4

5 December no meetings January February March April 1. Second meeting for non-salary items if needed 1. Third meeting for non-salary items if needed 1. Fourth meeting for non-salary items if needed 4. Bargaining group finalizes non-salary agreements 5. Summary of meeting and detailed minutes are kept and made readily available to 6. Employee representatives hold communication meetings with respective groups to update. 7. Evaluation of the non-salary discussion process is conducted and proposed adjustments are considered. 8. Second of three Interest Based Bargaining trainings is held with a special emphasis on new school board members or new members to the team. Training is open to all. Training modules include but are not limited to; a. Basic principles in the Wyoming School Funding Formula b. Estimated cash flow position of the district c. Review of the use of General Fund money versus Capitol Funds etc. 5

6 1. Third of three training modules is conducted. Topics include: a. Revenue projections for the year b. Mutual agreement is arrived on the overall financial picture of the district 2. Salary negotiations begin with the separate employee groups May 1. Bargaining group reaches tentative final agreements on non-salary and salary items 2. Employee representatives hold communication meetings with respective groups to update 3. Final documentation of all agreements is created and vetted by subcommittee of the bargaining group 4. Agreement is supported by representative groups 5. Documentation is sent to all members of the group for approval 6. Clarification changes are made if needed and resubmitted to the bargaining group for approval 7. Final documentation is made available to all 8. Evaluation of the salary and benefits discussion process is conducted and proposed adjustments are considered. 9. End-of-the-year evaluation of the facilitator (if applicable) is discussed and adjustments considered. June 1. Budget is modified based on agreements and shared with school board July 1. School Board approves the final budget 2. Administration builds a plan for implementing all aspects of the agreements for the following year and plans are communicated to all administrators and staff in August NOTE: Short Term Process for the remainder of 2015 could start with step 4 under March of the long term process. Created March 5,