First Things First:
SDOC has a significant budget shortfall.
Nearly 33% of state FTE funds for Osceola are reserved for charter schools and Family Empowerment Scholarships (vouchers). SDOC overspent $7 million of the unassigned fund balance last year to maintain operations. A minimum 6% balance is required, and this spending eliminates our cushion and brings us to that limit.
To Make Matters Worse:
New Legislative Updates
The state did NOT provide money for raises for Education Staff Professionals.
The state ONLY provided money for raises for current classroom teachers with 10+ years of experience in Florida.
The state WAIVED PERCENTAGES for performance pay (effective/highly effective pay) for this year.
So What Can They Pay?
Non-Recurring Supplement vs. Recurring Raise
Non-Recurring Supplements give a one-time, lump-sum payment taxed at a higher value and not applicable to retirement.
Recurring Raises permanently raise the base salary, are split equally over all paychecks, and apply to retirement benefits requiring SDOC to pay an additional 22% of the raise each year to FRS.
SDOC’s Proposal for ESPs of all experience levels & Instructional Staff with 0-9 years of experience:
A 2% Non-Recurring Supplement
OCEA offered multiple counterproposals, but SDOC rejected them outright saying 2% is their best offer. This is more than most surrounding districts are offering.
SDOC & OCEA’s Tentative Agreement for Current Classroom Teachers
Signed June 29, 2026
10-14 Years:
25% of state funds (approximately $2,100 each) as a recurring raise.
15+ Years:
75% of state funds (approximately $2,900 each) as a recurring raise.
The division in years aims to eliminate the wage compression which occurred in 2011 when teachers were forced into “grandfathered” status and were blocked from ever receiving highly effective pay, even when it had been earned.
What about the 338 Instructional Staff the state ignored?
Instructional staff with 10+ years of experience who were barred from salary funds by the state due to an assignment outside of the classroom include: media specialists, deans, psychologists, coaches, compliance specialists, and many more.
SDOC has NOT proposed a plan to ensure these employees are fairly compensated.
Insurance: SDOC’s Proposed Changes for All Staff
SDOC has proposed:
- Creating a schedule of higher premiums for new hires.
- Eliminating Wellness Points and their required appointments.
- Eliminating Tier 2 Options.
- Raising premiums for all plans except the Employee Only plan at the Health Center.
- Increasing out of pocket costs for families and spouses.
OCEA Counter-Proposed:
- Eliminating increases to the Employee- Only costs in Plan 1 and 2.
- Reducing the family increases by 50%
- Eliminating out of pocket cost changes for Plan 1.
- Giving employees who earned Wellness Points board leave for healthcare visits.
- Guaranteed summer coverage after leaving the district and paying for a full year.
Working Conditions:
Employee Safety & Training
SDOC is planning to increase the Workers Compensation budget by $1 million next year, an unusal and significant amount.
OCEA’s bargaining survey showed that the number one priority of ALL employees is a guarantee of workplace safety and protection from wrongful accusations. Additionally, employees have repeatedly asked for de-escalation and documentation training.
OCEA has submitted proposals for both of these items and has been largely ignored by SDOC.
Other Agreements & Proposals.
One Signed and Two Awaiting Response
- Continued Remote Work Days, now including VPK leads!
- Clinic Coverage Supplement
- IT Tech Supplement Increase
Time to Take Action!
What will you do for your working conditions?
Though funds are limited, they do exist. It’s our responsibility to tell our board members how we want our taxpayer money spent. Speak up for yourself AND your colleagues.
We’re all in this together!
Take OCEA Survey (Personal Email)
