At the Dec. 13, 2016 board meeting, the Tucson Unified School District Governing Board approved employee raises for the 2017-2018 school year. Employees will see the raise next school year when they will be advanced one step on their assigned salary schedule. Classified employees can expect a 1% raise through their step increase. This increase may be in addition to any pay increase and/or step increase subsequently agreed to during further negotiations for the 2017-2018 school year.
There is even better news for certified employees. Last night, the Governing Board also approved a plan to transition certified employees (other than OTs, PTs, and SLPs) who are in non-classroom teacher classifications to the TDR(B) salary schedule. This plan provided additional raises for the certified employees through the transition process. This means that certified employees (other than OTs, PTs, and SLPs) can expect a $700 raise next year. The OTs, PTs, and SLPs will see similar raises through the step increase approved for them last night. More information about the transition plan can be seen at: http://tusd1.org/contents/govboard/packet12-13-16/12-13-16-BAI14-MOA-TEA-Consensus-signed.pdf.
The transition plan assures that no certified employee working in the same position next year will receive a pay cut next year. The plan includes special protections for the counselors who worked as an LSC in the 2015-2016 school year. It also includes protections for employees who hold teaching certificates and receive Fund 12 (301 Pay for Performance) funds this year by allowing them to continue to qualify for future Performance Funds as long as their teaching certificate remains valid and they work with their site administrator to provide direct instruction to students.
Employees can review their assigned salary schedules in the employee agreements located at:
Below are some examples of what certified employees can expect to see through the transition plan approved last night:
A counselor/nurse/social worker who is currently placed at step 5 on the TDR(A) salary schedule earning $37,700 will be transitioned onto the TDR(B) salary schedule on July 1, 2017 at step 7 and then given the annual step increase upon Governing Board approval of a 2017-2018 Consensus Agreement. This means the counselor/nurse/social worker would be guaranteed to earn a minimum of $38,400 for school year 2017-2018 which is a $700 raise through the transition plan.
A teacher who is currently placed at step 5 on the TDR(A) salary schedule earning $37,700 will be guaranteed a minimum of a $200 salary increase effective July 1, 2017 and given the annual step increase upon Governing Board approval of a 2017-2018 Consensus Agreement. This means the teacher would earn a minimum of $38,400 for school year 2017-2018 which is a $700 raise through the transition plan.
An employee who worked as a counselor for the Tucson Unified School District prior to working as a LSC in the 2015-2016 school year will be placed on the TDR(B) salary schedule for the 2017-2018 year as if the employee had worked as a counselor during the 2015-2016 contract year. This means a counselor/former LSC currently placed at step 5 on the TDR(B) salary schedule will be placed at step 7 on the TDR(B) salary schedule on July 1, 2017 and then given the annual step upon Governing Board approval of a 2017-2018 Consensus Agreement. This means that the LSC turned counselor would be guaranteed to earn $38,400 for school year 2017-2018 which is a $1,500 raise through the transition plan.
An Equal Opportunity Employer
Tucson Unified School District is committed to a policy of nondiscrimination based on disability, race, color, religion/religious beliefs, sex, sexual orientation, gender identity or expression, age, or national origin. This policy will prevail in all matters concerning Governing Board, District employees, students, the public, educational programs and services, and individuals with whom the Board does business.
La igualdad de oportunidades de empleo
El Distrito Escolar unificado de Tucson está comprometido a una política no discriminatoria basada en discapacidad, raza, color, religión, sexo, orientación sexual, identidad o expresión de género, edad u origen nacional. Esta política prevalecerá en todos los asuntos relativos a la Mesa Directiva, los empleados del Distrito, estudiantes, el público, los servicios y programas educativos y las personas con las que la Mesa Directiva realiza negocios.
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