News

BROOKSVILLE, FL -- April 15, 2022

While it is certainly true that ALL elections have consequences, perhaps no election is of greater consequence for our neighborhood public schools than the election of members to our local school board. More than just a governing body, the school board is entrusted with our collective vision of vibrant public schools that help EVERY child who walks through the doors achieve thier highest potential. The individuals we choose to serve the community as school board members are uniquely positioned to set policies and direct the work of district leaders in delivering that vision. And this year, Hernando County School Board Districts 1, 3 and 5 are all on the ballot. 

As is customary and appropriate, Hernando Classroom Teachers' Association will be actively engaged in this year's local elections. Invitations have been emailed to all candidates vying for seats on the Hernando County School Board. Candidates are asked to submit a completed endorsement screening questionnaire by April 25th. Interviews will be held on May 14th at the HCTA office. 

School Board candidate screening timelines:

• 4/15/22 – Invitations and candidate questionnaires forwarded to all candidates
• 4/25/22 – RSVP & completed questionnaires returned to committee
• 5/14/22 – Candidate interviews
• 5/24/22 – Recommendations announced

Candidates for the Hernando County School Board who have not received an email invitation to participate in the HCTA endorsement screenings are encouraged to contact HCTA as soon as possible.

Meet the 2022 Local Elections Endorsement Committee:

The members of HCTA’s Local Elections Endorsement Committee provide a balanced representation of our HCTA membership.

• All levels and multiple disciplines, including CTE
• Experience ranging from 6 to 30 years, and a cumulative total of 138 years in teaching
• Ages ranging from 29 to 65
• Most with children attending or having graduated from HCSD
• All residents of Hernando County
• All actively engaged in community and/or union leadership
• Balanced representation of party affiliations (R, D, I and NPA)

Through an open and non-partisan process, this committee endeavors to identify candidates for local offices who most align with the values and priorities of our membership. All candidates for the offices being reviewed will be invited to participate in the screening process to be considered for endorsement. To ensure recommendations of the committee best reflect the interests of members, participating candidates will be vetted using tools created from input provided through recent survey of HCTA members.

2019-2020 Changes to Best & Brightest

How is the Best and Brightest award different in 2019-2020?   As part of Senate Bill 7070, all of the previous requirements for Best and Brightest were scrapped, and the program now has three components, Recruitment, Retention and Recognition. Only the Recognition portion of the award is subject to collective bargaining.

Recruitment will be a one-time bonus of up to $4000. Award is for newly hired K-12 classroom teacher who is a “content expert” in mathematics, science, computer science, reading or civics.” Neither the term “newly-hired” nor “content expert”

As is true of every year's bargaining efforts, HCTA is dedicated to ensuring all educators in Hernando Schools receive substantive and equitable pay raises. Each year seems to present a different set of challenges--performance pay requirements, Best & Brightest bonuses, etc--and this year is no exception.

The Teacher Salary Increase Allocation (TSA for short) is the latest iteration of legislatively mandated contraints on the bargaining of teacher salaries. The TSA funds are provided in the state budget for the purpose of increasing the minimum base salary for full-time classroom teachers as

Tentative agreements have been reached regarding the addition of athletic supplements for new girls’ sports and clarification of priority for choice placement of employees’ kids at the school where the bargaining unit member works. The district team also indicated that they are gathering information regarding how parity bonuses might be paid to instructional staff left out of the state’s $1000 relief payments, though no agreement has been signed yet.

Given the current spike in the number of COVID infections in the community, HCTA proposed that the district offer 10 days of emergency sick leave again this year. It was noted that the district would be meeting with the health department later this week and that more information regarding health and safety measures may be available then. For now, it is expected that sanitizing of buses and high-touch areas will continue along with other precautionary routines, but teachers may rest assured that there is NO plan to continue Hybrid classrooms!

The likelihood that protocols and procedures will evolve with changes in the community's COVID conditions is high. We encourage our members to stay vigilant and inform HCTA leadership of any specific concerns as they arise. We will continue to provide bargaining updates through home email and social media. If you are not already receiving these communications, please ask your worksite leader to confirm your contact info and help you connect with our private FB group for members.

In the coming weeks, we will begin addressing the Teacher Salary Increase funds. This year's funds are legislated to AGAIN be distributed primarily to lifting the minimum base salary. 

Next scheduled bargaining session will be a joint meeting with HUSW to discuss the local referendum funds on August 25th.

BROOKSVILLE, FL -- April 12, 2021    In a letter issued by the US Department of Education in February, states were advised that they would have flexibility in determining how to apply the results of this year's standardized tests. Since then, districts have been awaiting clarification from Tallahassee regarding what--if any--accountability components might be waived. That clarification arrived late last week when the Commissioner of Education for the state of Florida issued an Emergency Order waiving accountability standards tied to standardized tests.  Read the order here:

FLDOE Emergency

This week, HCTA and District bargaining teams reached tentative agreement on Instructional salaries for 2020-21. The agreement combines the state’s Teacher Salary Increase Allocation (TSIA) with additional Board dollars to offer:

• $46,120 minimum salary (impacting 48% of all instructional salaries)
• Additional funds provided by the Board to ensure ALL instructional remain on the same salary schedule
• At LEAST a 2% improvement to every teacher’s base salary
• Salary improvements will be retroactive to July 1, 2020
• Adjusted instructional placement schedule to ensure new hires with experience are not placed at higher salary levels than current employees with equal or greater experience

The settlement concludes a months long bargaining conversation complicated by scarcity of district funds and the statutory requirements of the TSIA. Challenges associated with the TSIA funds include:

• Creation of salary compression in raising the minimum base salary
• Requirements and funding for minimum base salary applying only to full-time classroom teachers, leaving out other instructional staff like School Counselors and Instructional Coaches

As other districts’ distribution plans were rejected by the FLDOE for failure to comply with statute, it became apparent that HCTA’s efforts to minimize salary compression with a ‘banded’ approach to distribution may have resulted in the state withholding funds. In absence of significant additional District funds, resolving the issue of compression became unlikely.

As a result, the bargaining team presented a proposal that sought to address our other two primary goals: maintain a single salary schedule for all instructional employees and ensure that salary improvements help offset insurance increases. The additional Board dollars included in the final agreement addressed these priorities. Ultimately, HCTA was able to improve upon the District’s initial salary improvement offer of a flat $668 minimum increase to a full 2% while also ensuring that non-classroom teachers would not be left behind on a lower salary schedule. The adjusted instructional placement schedule will ensure that new hires will not come into the District at a higher pay level than current employees with the same years of experience.

It is worth noting that the HCTA proposal also sought a significant increase ($45/month/member) in the Board’s health insurance contribution. As the benefits offered to instructional staff cannot differ from the benefits offered to other employees, the increased contribution would have required an additional $1.5 million from the Board. Citing the uncertainty of current year funding due to lower than expected student enrollment, the District was unable to commit to the additional dollars needed.

The teams also discussed the impact of the recently approved millage increase. The increase will take effect in the 2021 property tax rolls, with these new local dollars available for bargaining in the 2021-22 school year. The District acknowledged at the table the Superintendent and Board’s intent for the majority of funds raised for staff salaries to be applied to instructional salaries. The parties will continue meeting in the months ahead to plan for the distribution of referendum dollars.

On Monday, October 12th, the board and union teams met to continue discussions over the teacher salary allocation. HCTA offered a counter proposal to the district’s initial offer, in the hopes of reducing compression. 

While the district’s proposal would push the vast majority of TSA funds to the very bottom of the pay schedule, HCTA‘s proposal seeks to create tiers within the bottom half of the pay schedule ensuring that TSA dollars are spread more equitably, establishing $45,500 as the new minimum salary,  and achieving the aspirational goal of $47,500 for many. HCTA’s proposal also seeks to improve non-classroom teachers to the same levels as classroom teachers. Finally, HCTA’s proposal requests that in addition to the TSA dollars, the school board provide a little less than a half million dollars to ensure all instructional staff receive at minimum a 2% increase this year 

The district team expressed concern that the HCTA proposal may be rejected by the DOE or could be flagged during audit for applying a tiered/banded approach to the distribution of funds. Nevertheless, the district team agreed to take the proposal back for consideration with the understanding that HCTA clearly does not want non-classroom and classroom teachers on different pay schedules and is pushing to ensure salary improvements are not entirely negated by health insurance premium increases. It is anticipated that insurance increases will be again be necessary.

In addition, HCTA proposed an agreement which would reserve a proportionate amount of referendum dollars for instructional salaries and positions. Should the referendum pass, the actual distribution of salary dollars would be negotiated. Funds raised through a local referendum could provide flexible dollars needed to create more equitable salary improvements in future years. To learn more about the local referendum, please visit the Hernando Schools webpage.

No agreements were reached on Monday, but the teams anticipate returning to the bargaining table within days. 

It is worth noting that the challenges associated with achieving equitable salary improvements can be attributed to the statutory requirements which limit flexibility of funds. You can learn more about the TSA on the HCTA website:  http://www.myhcta.org/resources/teacher-salary-allocation-what-you-should-know