Bargaining for
the Common Good



The last 18 months have revealed many of the flaws and disparities that have long existed within our school system. Our students have educations defined and prioritized by testing over learning, impacting the opportunity for authentic and meaningful experiences in the classroom. And our educators are bogged down with excessive workloads and overstuffed classrooms that don’t allow them to teach to the best of their ability and give students the individualized attentionthat they deserve. As we look at our priorities for the future, we find ourselves at a critical crossroads for education; we can either return to the inadequate system that we had before, or we can create the schools that our students, educators, and communities deserve. As wecontinue to adjust to this new normal, we must go from ‘pandemic to promise’ by re-imagining our schools and what’s possible to ensure a brighter future for our students. 

Here's What We're Fighting For!

Join our Bargaining Sessions:

Thursday, February 17, 2022

Expansion of Restorative Practices, Trauma Informed Discussion and Social Emotional Learning & Less Testing and More Learning

Tuesday, March 15, 2022

Smaller Class Size, Case Loads, and Service Provider Ratios & Healthy Learning Environment/Safety and Security

Thursday, March 31, 2022

Fair Compensation

Bargaining sessions will begin at 4:30pm.

The Maryland Blueprint for the Future provides additional funds for educator compensation that allows for a new salary schedule. That schedule will help recruit and retain the best educators, keep health care costs reasonable while offering excellent benefits, and guarantee tuition and other continuing education reimbursements to all who qualify.

Research has proven time and again that children learn better in classes that are not overcrowded. Creating smaller class sizes across the Prince George’s County Public School system is a priority for educators and families. Workload for staff who provide student and related services must be based on ratios that allow for intensive and meaningful interventions and support. Parents and educators must be empowered to advocate for changes to class sizes and ratios that negatively impact teaching and learning, and school officials should be receptive to that advocacy. 

Educators want to spend more time planning their lessons and working with their students, and less time on burdensome and unnecessary paperwork and documentation. To prepare Prince George’s County students for college and career, educators need adequate preparation time and instructional support. Unnecessary, duplicative, and time-consuming requirements and non-academic duties must be reduced so educators can focus their time and expertise on their students. 

Educators and their students thrive in safe and positive school environments. From mental health support for students and adults to timely maintenance and repair of facilities, we must strive to create a healthy, supportive, and restorative climate in every school. As the success of our community schools demonstrates, all schools must have strong community involvement and provide essential services to students and families. 

Too often, intimidation of staff by administrators weakens morale and drives educators to leave the school and system. Accountability must be improved to eliminate retaliatory and intimidating behavior by supervisors. 

The evaluation of educators should be based on a professional growth and development model which serves as a tool to support educators, and not as an excuse for punishment or coercion. The evaluation process should be more meaningful, and less burdensome than the current system. 

Many of our students bring a significant legacy of trauma and pain with them to school. The pandemic has increased these experiences but there are now additional federal and state funds to support programs to address these issues. Students need – and deserve–a school system that is responsive to their social and emotional needs.

Educators are best positioned to understand how their students learn, and they deserve the trust and respect to employ classroom strategies that work. Educators must be essential partners in the development of a curriculum that is designed to create a lifelong love of learning that will serve our students well beyond graduation. Educator input must also be valued as PGCPS implements changes required by the Maryland Blueprint for the Future. Adequate and appropriate training, professional development, and time are essential to successful curriculum and program implementation. 

Testing and other assessments can serve an important role, but only when they provide useful and timely data for educators, students, and families. Instructional time should be prioritized over testing. Accountability should be based on authentic and meaningful student experiences. 



You can expect a 13.5% increase over the next three years. On July 1, 2019, you will receive a step increase (3%) and a 1.5% cost of living. On July 1, 2020, you received a step increase (3%) and a 2% cost of living increase. On July 1, 2021, you will receive a step increase (3%) and at least a 1% cost of living increase. This will not affect your summer pay for ten (10) month employees because that money is withheld from the previous school year’s check.

The bargaining committee did everything possible to ensure the dedicated and loyal unit 1 members received as much as possible to restore compensation. We were able to win an additional step (step 21) for those at the top and longevity differentials for those who lost steps in each year of the contract totaling 5% over the term of the contract.

The lunch/recess duty contract language was in the contract for many years; however, it wasn’t until last year that the language was enforced. The language is intended to provide additional time for elementary planning time. The new language in the contract allows member leaders to work with the administration to find a fair way to distribute the assignments. Therefore, after much debate, the bargaining committee decided that the $5 million could be better used for a step increase of ALL unit 1 members.

All the committees in the contract now have an agreed-upon deadline to complete the work. Both PGCEA leadership and rank and file members will be assigned to all committees. If there is a committee you are interested in working with, contact [email protected].

PGCEA and PGCPS have agreed to re-open negotiations should there be additional funding for compensation in FY 2022. We will continue to be at the forefront at the state and local level to make sure that there is additional funding for Prince George’s County Public Schools. View the contract.