UPDATE: More Info on Teachers' Contract

The following was written by Kevin Haslam of LRSC Patch and Phil Ellingsworth Jr., representing the Spring-Ford Area School District.

ROYERSFORD — The Area School Board to ratify the terms of a state mediator’s report that provides the Spring-Ford Education Association with a retroactive two-year contract which covers the 2011-12 and 2012-13 school years.

"We've been working on this, I think, for at least six or seven months with the teacher representative," said Board President Tom DiBello. "We're very excited that we were able to get to a point with the teacher representative and the teachers to getting a contract finalized in January."

The ratification of the mediator’s report, which was approved by a majority of Spring-Ford Education Association membership during a Tuesday meeting, draws to a close almost a year of contract negotiations.

"The very fact that we've been able to negotiate a contract is a step in the right direction," said Superintendent David Goodin. "My understanding is that here at Spring-Ford, this is the first time in a long time that there has been a contract that was not an early bird."

Among the highlights included that "effective with the 2012-13 school year, compensation for all curricular or extra-curricular activities will be based upon experience as determined by District Administration based on the following:

• Year 1:  60 percent of job rate
• Year 2: 70 percent of job rate
• Year 3: 80 percent of job rate
• Year 4: 100 percent of job rate

"It gives the school district a little bit of latitude in recognizing past experience," Goodin said. "If we bring in someone with experience, we're able to adjust that salary accordingly."

Rates listed in the current CBA will remain the same for 2011-12 and 2012-13 and will be considered 100 percent of the job rate.

If a non-district employee is hired for an extra-curricular position s/he may opt to volunteer for the position rather than be compensated for it.

Tuition reimbursement would continue in accordance with the collective bargaining agreement for all bargaining unit employees who have not yet achieved a master’s degree. For those bargaining unit members who have achieved a master’s degree, there will be no entitlement to tuition reimbursement for the life of the two year contract. Anticipated saving to district is between $370,000 and $400,000.

"We very much want our teachers to have their advanced degrees," said Goodin. "Again, the question is, how far does the district need to provide reimbursement for that advanced degree? Teachers are required to get 24 credits beyond their original masters degree. So, we're taking that a little step further and saying okay, if you get a masters, we'll reimburse you up to that point."

As for benefits, in 2011-2012, they will be status quo, meaning the employee pays 12 percent for PC10; five percent for PC 10/20/70; and nothing for PC310; (Rx is $10/$20). In 2012-2013, the same will be true until midyear, in which PC310 becomes the base plan. Employees pay percent of the premium for PC310 and will buy up 100 percent from PC310 to the PC10 or PC 10/20/70 plans. The Rx will change to $5/$30/$50. Savings to district will be approximately $415,000.

"The benefits, obviously, that's one of those escalating costs for the district," Goodin said. "We're just very appreciative that the association recognizes that's an area we have to work together to reign in those costs. It's really spiraling. From our perspective, we appreciate their willingness to recognize that as an issue for the district, and also to be proactive in helping us to address that concern."

Overall, the board was happy with the cooperation and professionalism that was displayed from all sides.

"The most important items within the contract are related to step movement and health care," DiBello said. "They're the biggest impacts to the district as far as increases. The district is still going through a very tough time as far as revenues and expenses and the reassessments and all that. I'm glad they were able to support us in trying to reduce the increases in expenses as much as possible."

Aside from the school administration and representatives from the teacher's association, the school's attorney and the personnel committee (DiBello, Julie Mullin and Bernie Pettit representing the board) were also involved in the process.

"Both sides worked diligently in finding a resolution to the process, and should be commended for their dedication and hard work in accepting an equitable and fair agreement," Goodin said.

A copy of the full report can be obtained at the district office.