The RTMEA Position
Objectives for a Settlement Negotiate. We have not been across the table with the Board since October. A fair and equitable contract for the members and the community. Set a standard for future negotiations.
Negotiation’s History Began in January 2009. Board threatened to keep everyone out of school until September 1, 2009. Slow progress to October. In November, the Board rolled back their economic position to their January proposal. Refused intensive mediation and requested fact- finding. One member attended fact-finding and we have not met since October. Why did we take a strike vote?
What are the issues? Involuntary Transfer Association Leave Hours – Teacher day and Teacher Year Planning Periods Base Compensation – Wage Scales Supplemental Compensation Insurance Benefits Tuition Reimbursement Class Coverage Sick Leave Buy-back Grievance Procedure
Fact- Finder’s Decision …..I am persuaded that the District has been a prudent guardian of the publics’ funds and, as a result, does not appear to be facing imminent financial crisis. Be that as it may, the District has recently experienced a reduction in its tax base, and is justifiably concerned about increasing its wage obligations in a challenging economic environment and certain increases in the costs of health care and pension. I am also persuaded that based upon historical experience in this and other districts, the incremental costs the District will actually be required to pay will likely be less than it has projected. I am also of the view that the Association has made a good case that its members should receive an actual increase in wages over-and-above increases resulting only from movement on the salary schedule.
Fact- Finder’s Report Proposed vs. actual RTM RTM Year Savings Proposed increases? Actual Have not paid a proposed 2001 4.90% 2.98% -1.92% increase in ten years. 2002 4.90% -1.21% -6.11% 2003 4.90% 3.63% -1.27% Cumulative average from 2004 4.90% 3.72% -1.18% 01-04 was 10.47% less than bargained. 2005 4.00% -0.82% -4.82% 2006 4.00% 3.85% -0.15% Cumulative average from 2007 4.00% 1.80% -2.20% 05-08 was 9.31% less than 2008 4.00% 1.85% -2.15% bargained. 2009
Fact- Finder’s Report Since the last RTM RTM Projected Actual Year Proposed Actual Average Average time we negotiated a 2001 4.90% 2.98% $58,992 contract, our 2002 4.90% -1.21% $ 61,883 $58,281 2003 4.90% 3.63% $ 64,915 $60,396 actual average 2004 4.90% 3.72% $ 68,096 $62,644 is almost 2005 4.00% -0.82% $ 70,820 $62,132 $13,000 less 2006 4.00% 3.85% $ 73,652 $64,524 than 2007 4.00% 1.80% $ 76,598 $65,688 projected. 2008 4.00% 1.85% $ 79,662 $66,904 2009
Fact- Finder’s Report While our members have not been able to General Fund Change Year Balance keep up with CPI, our 2003 $4,893,374 tax money has been 2004 $5,447,842 11.3% growing in the 2005 $6,575,399 20.7% General Fund. 2006 $6,579,187 0.1% Despite the large 2007 $8,628,165 31.1% 2008 $10,956,524 27.0% balance, a 3.5% 2009 $14,491,702 32.3% increase has been recommended for next year.
The General Fund $16,000,000 $14,000,000 $12,000,000 $10,000,000 Balance $8,000,000 $6,000,000 $4,000,000 $2,000,000 $0 General Fund Balance $4,893,374 $5,447,842 $6,575,399 $6,579,187 $8,628,165 $10,956,524 $14,491,702 2003 2004 2005 2006 2007 2008 2009
Funding of our Pension • Since 2001, our members contributed an average of 7.1% • The district contribution has averaged 4.23% • The district received a 50% refund each year • The final district contribution was actually 2.2% Average Employee Contribution Rate Employer Contribution Rate 10 7.3 7.3 8 7.3 7.2 7.1 7.1 7.1 6.4 7.2 5.8 Percent 6 5.7 6.4 4.0 4.0 4.0 4.0 4 3.0 1.6 2 0.2 0.0 0 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 Year Source: PSERS Actuarial Valuation, Table 1
Rose-Tree Media Budget 2008-09 Budget 2009-10 Budget 1000.100 $26,906,160.00 1000.100 $28,749,782.00 2100.100 $2,419,766.00 2100.100 $2,551,169.00 2200.100 $4,053,649.00 2200.100 $4,030,305.00 2400.100 $559,889.00 2400.100 $562,364.00 Totals $33,939,464.00 Totals $35,893,620.00 Salaries $22,178,712.45 Salaries $23,455,711.52 Cost % 65.35% Cost % 65.35% Increase 5.76% • There are four lines in the budget labeled “Instructional Salaries.” • 65% of the total was spent on our members. • 65% of the this year’s budget would allow a 5.76 % proposed increase.
Our Experience and Education Masters Masters Masters Bachelor Permanent Masters PHD 2009 + 20 + 40 + 60 14 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 13 2.00 0.00 1.00 0.00 0.00 0.00 0.00 3.00 12 2.30 0.00 1.00 0.00 0.00 0.00 0.00 3.30 11 5.00 0.00 5.80 0.00 1.00 0.00 0.00 11.80 10 6.00 0.00 5.80 0.00 1.00 1.00 0.00 13.80 9 9.00 0.00 7.00 0.00 1.00 0.00 0.00 17.00 8 8.95 2.00 8.80 2.00 6.00 3.00 0.00 30.75 7 1.00 3.00 19.00 5.00 1.00 1.00 0.00 30.00 6 0.00 1.00 10.00 2.00 2.00 3.00 0.00 18.00 5 3.00 14.00 3.00 3.00 4.00 0.00 27.00 4 0.00 8.00 1.00 3.00 2.00 0.00 14.00 3 3.00 11.00 3.00 1.00 7.00 0.00 25.00 2 0.00 6.00 0.80 0.00 2.00 0.00 8.80 1 0.00 5.25 1.00 1.00 4.00 0.00 11.25 0 5.00 52.40 8.50 9.00 30.00 3.00 107.90 Staff: 321.60
Incremental Cost for 2009 Masters Masters Masters Bachelor Permanent Masters PHD + 20 + 40 + 60 1 2 $323.00 $155.00 $300.00 $300.00 $300.00 $300.00 $300.00 3 $251.00 $206.00 $300.00 $300.00 $300.00 $300.00 $300.00 4 $191.00 $211.00 $300.00 $300.00 $300.00 $300.00 $300.00 5 $349.00 $290.00 $300.00 $300.00 $300.00 $300.00 $300.00 6 $374.00 $365.00 $2,059.00 $2,542.00 $1,730.00 $2,292.00 $2,314.00 7 $751.00 $1,119.00 $2,275.00 $1,943.00 $1,728.00 $2,292.00 $2,319.00 8 $1,804.00 $1,373.00 $2,276.00 $2,760.00 $2,325.00 $2,893.00 $2,318.00 9 $1,078.00 $2,427.00 $2,167.00 $2,758.00 $3,662.00 $4,200.00 $4,245.00 10 $1,390.00 $2,166.00 $2,664.00 $3,665.00 $4,201.00 $4,247.00 11 $3,278.00 $3,034.00 $3,315.00 $3,970.00 $4,198.00 $4,247.00 12 $4,855.00 $4,334.00 $4,377.00 $2,324.00 $4,202.00 $4,245.00 13 $6,073.00 $5,634.00 $7,345.00 $6,949.00 $3,602.00 $4,248.00 14 $5,218.00 $6,501.00 $5,466.00 $5,166.00 $2,256.00 $2,281.00 15 $5,615.00 $6,501.00 $4,853.00 $4,148.00 $4,597.00 $4,699.00
How do we compare? 1 Tredyffrin� -Eastown School District (Chester) 2 Lower Merion School District (Montgomery) • From 2007 to 2008, we 3 Radnor Township School District (Delaware) 4 Unionville� -Chadds Ford (Chester) went from #23 to #12. 5 Wallingford� -Swarthmore (Delaware) • 7 of 11 Central League 6 Upper Dublin School District (Montgomery) schools are ranked in 7 New Hope� -Solebury School District (Bucks) 8 Great Valley School District (Chester) the top 20. 9 Methacton School District (Montgomery) • 9 of 11 Central League 10 Central Bucks School District (Bucks) schools are ranked in 11 Wissahickon School District (Montgomery) 12 Rose Tree Media School District (Delaware) the top 50. 13 Haverford Township School District (Delaware) • We are ranked with an * 14 Hatboro� -Horsham School District (Montgomery) 15 Council Rock School District (Bucks) 16 Colonial School District (Montgomery) ‘*’ – best bang for your 17 Lower Moreland Township (Montgomery) buck! 18 Garnet Valley School District (Delaware) 19 Downingtown Area School District (Chester) 20 Haddonfield Borough (Camden)
Central League Comparisons Compensation for School District Career Rate our veteran Lower Merion: $101,129.00 teachers is below Radnor: $ 97,066.00 average compared Wallingford-Swarthmore: $ 96,000.00 to our peers Tredyffrin-Easttown: $ 94,900.00 Haverford: $ 90,070.00 Our members pay Springfield: $ 88,000.00 more than anyone Garnet Valley: $ 84,300.00 for benefits Upper Darby: $ 88,400.00 Our tuition *Ridley: $ 72,825.00 reimbursement ranks 10 th out of 11 Average: $ 90,298.89 Rose-Tree Media: $ 87,329.00 Increase to reach League avg 3.40% *grandfathered career rate. Compare to other Top 50 6.57%
Central League Comparisons Lower Merion $101,129.00 $120,000.00 Radnor $97,066.00 $100,000.00 Wallingford $97,066.00 Tredyffrin-Easttown R $80,000.00 $94,900.00 o s Haverford $90,070.00 e $60,000.00 Upper Darby $88,400.00 T r Springfield $88,000.00 e e $40,000.00 Rose-Tree Media M $87,329.00 e Garnet Valley $84,300.00 d $20,000.00 i a Ridley $72,825.00 $-
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