Bargaining is finished.  Pending ratification by support employee vote, this is the proposal:

• Everyone $0.75 added to pay scale retroactive back to July 1, 2021
• RN/LPN $1.50 added to pay scale
• One-time bonus:
  • 9 mo $1250
  • 10 mo $1500
  • 11 mo $1750
  • 12 mo $2000

CESPA’s Bargaining Team has reached a TENTITIVE AGREEMENT with the District 12/13/21. Being most care about Compensation only. Here it is.

The Board of Clay County District Schools recognizes the dedication and commitment of their support employees and is proud to present the following salary increase and bonus for the 2021-2022 school year. The following proposal represents the maximum authorized proposal by the Board while maintaining fiscal responsibility.

The District has contributed a total of $2,010,597.00 toward insurance contribution, from budgeted funds, for the 2021-2022 school year to provide all District employees health care coverage with no premium increase. The District provides Plan B coverage at no employee cost to those who do not select Plan A.

The Board has authorized the following proposal to be presented to the CESPA bargaining team for acceptance.

Proposal:

The District proposes a salary increase for all support personnel of $0.75 to each cell of the support personnel pay structure. This salary increase will be retroactive to July 01, 2021, or the beginning of the employee's Clay County District School’s contract and will be part of the permanent salary schedule for future years. The $0.75 salary increase for rates affecting field trips will go into effect the first day of the pay period after contract ratification by both the School Board and CESPA. The retroaction of the salary increase is for contracted hours only. The cost for the $0.75 salary increase, from budgeted funding, retroactive to the start of the 2021-2022 employee contract date, including benefits is: $2,531,724.61

The District proposes to increase the minimum starting pay for any support pay assignment to $12.00 an hour. This proposal will create a competitive starting salary for Clay County District Schools. The cost plus benefits, from budgeted funds, to create a minimum $12.00 starting pay is: $182,288.18

The District proposes to add an additional $1.50 an hour salary increase to Table IIC - Special Compensation - LPN and RN salary schedule. This additional salary increase is needed to provide nursing services in Clay County schools. The cost plus benefits, from budgeted funds, for the additional $1.50 an hour increase to Table IIC - Special Compensation - LPN and RN Salary Schedule is: $134,271.00

Total recurring District cost for Salary Increase Proposal plus benefits: $2,848,283.79

Appendix D: Salaries

Table I: Rules for Implementation

BOARD PROPOSAL DECEMBER 13, 2021

Rules for Implementation of Support Personnel Salary Schedule

1.0.0 Salary Schedule Structure

1.1.0 The salary schedule will include twenty five (25) steps for each Band/Grade. There shall be a constant percentage between each step within the Band/Grade.

1.1.1 A $500.00 permanent longevity supplement will be given annually to all employees who complete twenty-five (25) years of service and beyond.

1.2.0 The range spread between step 1 and step 25 shall be greater for the higher Bands/Grades.

1.3.0 Placement on Salary Schedule

1.3.1 After initial implementation of the schedule, new employees shall be placed at the step (1 -5) associated with approved years of verified, directly-related experience in their same job category.

1.3.2 Step 1 through Step 5 shall correspond to 0 to 4 years of experience. Step 5 shall be the maximum step for initial placement of new employees.

1.3.3 This limitation shall not apply to support personnel who elect to transfer from their support position to an administrative or Table I managerial position, and then back to a support position. Step placement for such personnel shall be in accordance with section 3.6.0 of this Table.

1.3.4 The Waste/Water Operator, Wastewater Operator and/or Lead Waste/Water Operator will be able to bring all approved years of verified, directly-related experience to the job entry level.

1.3.5 Positions which require subsequent acquisition of State School Bus Mechanic Certification will be able to bring up to ten (10) years of verified, directly related experience to the job entry level t^pen â– successful completion of the certification.

1.3.6 The positions of Programmer/Analyst, Network Specialist, Instructional Application Specialist, Network Security Specialist, Lead HVAC Technician, HVAC Technician, Lead Electrical Technician, Electrical Technician, Lead Electronics Technician, Electronics Technician, Lead Plumber, Plumber, Boiler Tender, Lead Painter, Painter, Lead Carpenter, Carpenter, Lead Roofer, Roofer, Lead Heavy Equipment Operator, Heavy Equipment Operator, Maintenance Mechanic, District-Wide School Maintenance Mechanic, Lead Pest Control Operator, Pest Control Operator, Locksmith, Building Automation Specialist (BAS) Technician, Building Automation Specialist (BAS) Specialist, Cafeteria Kitchen Equipment Technician, and Lead Cafeteria Kitchen Equipment Technician will be able to bring up to ten (10) years of verified, directly-related experience to the job entry level upon successful demonstration of the directly-related experience. Beginning July 1,2015, RN and LPN positions will be able to bring up to ten (10) years of verified, directly-related experience to the job entry level upon successful demonstration of the directly-related experience. 

Bonus:

The District proposes a one time scaled bonus for those employees who are employed at the time of the 2021-2022 contract ratification, by both the School Board and CESPA. The scaled bonus will be based on $1,500.00 for 10-month employees.

• 9 month contract employee one time proposed bonus: $1,250.00

• 10 month contract employee one time proposed bonus: $1,500.00

• 11 month contract employee one time proposed bonus: $1,750.00

• 12 month contract employee one time proposed bonus: $2,000.00

Total one time bonus cost plus benefits: $3,103,818.63

Insurance:

The District and CESPA signed an MOU earlier this school year for District Insurance contribution of $2,010,597.00. This MOU is for the 2021-2022 school year and provides all District employees health care coverage with no premium increase.

The total compensation proposal for the 2021-2022 school year, including benefits, is: $5,952,102.42. Insurance contribution plus compensation proposal is an approximate total package of $7,962,700.00. This is the largest compensation package offered by the District.

Salary increases for the 2021-2022 school year will be for those support personnel who are employed by Clay County District Schools upon the date of contract ratification, by both the School Board and CESPA. Bonus payment will be made upon receipt of American Relief Act funding received from the state.