Seattle Schools Puts Forth Their Offer

Here's the Bargaining Updates page. There is a notation at the top of the page that there will be daily press conferences starting Monday, August 31st. I will endeavor to try to attend.

Here's their summary.

Highlights: 

- A guaranteed salary increase of 2.6% in 2026-27, 3.6% in 2027-28, and 2.6% in 2028-29, totaling nearly 9% over three years. This is in addition to annual salary step increases, which average around 4% per year for eligible employees.

In comparison, management and non-represented staff will receive a 1.73% increase and are required to take two furlough days. This means that the district's offer to SEA in the 2026-27 year is more than 2.5 times greater than what management and non-reps will receive.


The creation of VEBA accounts for employees in 2026-27, with district contributions of $10 per month in 2027-28 and $15 per month in 2028-29 to support future health care needs after retirement.


- Because Special Education is a service and not a place, SPS is proposing a new special education structure that allows most students with disabilities to remain in their own neighborhood schools and not have to move to a different school based on their needs.


Improving the staff-to-student ratios for almost 70% of all our students with IEPs, thus lowering the caseload for these teachers.

 

Creating 40 new paraprofessional and certificated staff positions for a proactive district-wide program to support academic, behavior, social, and emotional needs of students.


Creating 70 paraprofessional and 20 certificated positions that will be deployed strategically to address student needs.


The creation of six new school psychologist positions to support student evaluations.


- Increasing elementary school support by providing additional funding so that every elementary school with over 350 students has either a full-time counselor or social worker.*


- Lowering instructional assistant ratios from 35 students per instructional assistant to 33, while maintaining current teacher ratios


- Providing 10 consulting teachers to support educators who are new to the profession or who need additional support.


Creating training plans for paraprofessionals and SAEOP employees beginning in the 2027-28 school year and developing a mentoring program for classified staff.


Increasing the annual building-based Teacher Leader Cadre stipend from $3,471 to $5,000, an increase of more than 40%.


Implementing targeted early-release time for professional learning, planning, and collaboration aligned to district and school goals.


Lowering the number of mandated staff meetings from every week to three times a month.




Select Agreements That Have Been Reached

Artificial Intelligence

Establishes clear guidelines for responsible AI use in schools to protect privacy, fairness, and student-centered relationships while also supporting teaching and learning.


ASL Interpreters

Supports educational interpreters in meeting new state certification requirements while maintaining services for deaf and hard-of-hearing students.


Building Access

Strengthens school safety through improved access procedures and a collaborative process for addressing security concerns.


Paraprofessional Laptops

Provides paraprofessionals with reliable access to technology and tools that help them support students and communicate with school teams.


Personnel Files, Representation Rights, Due Process, and Arbitration

Clarifies workplace rights and processes, supporting fairness, transparency, and accountability.


Right to Return

Increases stability for students and school communities during staffing adjustments by expanding opportunities for displaced employees to return to available positions at their previous schools.


Safe School Zones and Protections

Reinforces safe, welcoming, and inclusive schools by strengthening protections for students and staff and supporting family engagement.


Time and Attendance Tracking

Allows SPS to modernize systems to improve accuracy, efficiency, and accountability while ensuring employee impacts are addressed through bargaining.


Voluntary Transfer for Paraprofessionals and SAEOP Employees

Creates clearer opportunities for current classified employees during transfer processes.

Comments

Post a Comment

Popular posts from this blog

Tuesday Open Thread

The speaker list is up for the Board meeting tomorrow; not as packed as I thought with just four people on the waitlist. The majority of the speakers are speaking on high school boundaries (with several wanting to talk about Ballard High). There are only three of us speaking about the Green Dot resolution asking the City to not grant the zoning departures that Green Dot has requested.  It's me, long-time watchdog, Chris Jackins, and the head of the Washington State Charter Schools Association, Patrick D'Amelio.  (I knew Mr. D'Amelio when he headed the Alliance for Education and Big Brothers and Big Sisters; he's a stand-up guy.)
Read more

Nepotism in Seattle Schools

Update: Following a scandal at Aki Kurose Middle School, apparently the district has pulled the principal, Caine Lowery who leaves Aki for a promotion to Central Office to support/train/guide principals. Hmm. I also note that former Rainier View Elementary principal Anitra Jones, who was removed from that school, still doesn't show up on the staff roster at Rainier Beach High School where it was stated she would be. Where is she? Who knows?  end of update   This is going to be a difficult post to write because it is sad to see what looks like a norm now at JSCEE. The norm I speak of is largely an occurrence with principals as well as JSCEE senior staff. I also know that this is not going to surprise most who works at JSCEE. The norm I'm referring to is the one where some personnel have personal connections within the district that sees them moving between jobs and even getting promoted based on those relationships. In short, nepotism.  This district is risk-adverse wh...
Read more

Kindergarten Sibling Waitlists Explained

Thanks to StepJ who let us know the district had posted a document about the kindergarten sibling waitlists . There are 148 siblings on the waiting lists for schools that are not their attendance area school. There is a fairly even city-wide distribution of siblings who didn't get their sibling assignment with the largest for Kimball at 19 and John Hay at 18. Here's the document summary : "The following chart shows results for non-attendance area K siblings who applied for their sibling’s attendance area school during Open Enrollment. In summary: • 556 non-attendance area K students applied for their older sibling’s school.2 • 73% of these applicants (408 students) were assigned to their sibling’s school. • 27% of these applicants (148 students) are on waiting lists for their sibling’s school. These results are in addition to: • Students assigned to their attendance area school their older sibling attends. • 132 K siblings assigned to the Option School their older si...
Read more