Updated Guide to Contract Negotiations

This is the same proposal for all 0-9 Year Classroom Teachers. This means Instructional Coaches, Deans, and other campus leaders would be receiving the same one-time payment as the new teachers they are meant to lead.

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 Chief Negotiator, John Boyd, noted that another executive session has not occurred to discuss the ESP counterproposal nor solutions for the experienced instructional staff who were left out of the state-funded raises.

SDOC’s bargaining teams is still operating under the assumption that the board does not want to consider ANY recurring raises.

Provide a one-time non-recurring 1% supplement

AND

Provide a 1% recurring raise

The cost of this 2% for the 338 affected employees is $480,000 per year.

OCEA firmly refused to consider any insurance increases unless meaningful salary increases were also considered.

We will NOT allow our employees to take home LESS money.

OCEA’s budget analysis found that an extra $1 million was budgeted for Workers’ Compensation increases next year.

SDOC admitted that this was in anticipation of legislation which did NOT pass. We believe these funds could now be considered as part of the salary budget.

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.

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.

• Continued Remote Work Days, now including VPK leads!
• School Psychologist Rights
• Expanded Paid Compassionate Leave & Sick Leave Bank Options

• Clinic Coverage Supplement
• De-Escalation Training
• Employee Safety Language
• Insurance Coverage Protection

Reminder: The state ONLY provided raise money for this employee group

25% of state funds (approximately $2,100 each) as a recurring raise.

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.

This was a result of the job description change authorized by the school board on 6/23/26.

Computer Tech 1 & II Positions have all been increased by one step on the salary ladder. This is the result of a third-party recommendation for wages which better reflect the increased tech workload for the coming school year. Any raises/supplements obtained through bargaining will be in addition to this money!

Our Board Members MUST Be Informed!
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 can keep winning.
We’re all in this together!

Email Board Members

Attend the School Board Meeting on July 28th at 5:30!