the Common Good
Here's What We Won!
- Educators who were NOT harmed by the loss of steps will receive a 13.5% increase over the contract term
- Educators who were harmed by the loss of steps but not yet at Step 20 will receive up to a 22.5% increase over the contract term
- Educators who were harmed by the loss of steps and are currently at Step 20 will receive a 12.5% increase over the contract term
- An additional $500,000 in tuition reimbursement for a total of $2 million in each contract year
- Outside applicants will be hired at a maximum entry-level of Step 10 on the salary scale
- Five days for special educators to complete student IEPs and other paperwork
- Additional leave for Athletic Directors and Unit I member coaches
- Accountability and publication of the amount and time taken by mandated testing of our students by September 2020
- Access to information and status of work orders
- Contract language on bullying and harassment
- Contract language on buildings with mold, water, and other environmental quality issues
- A task force on class sizes and caseloads
- Substitute pay for covering co-taught classes
- A substantive overhaul of educator evaluations from a punitive system to a professional growth system
- Training, support, and resources for the implementation of restorative practices
- Additional days at the beginning and end of the school year for educators to work autonomously to prepare for their teachers
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@example.com.
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.