Copy
View this email in your browser

Negotiations Update
Oceanside Teachers Association 
October 23, 2017

The Oceanside Unified School District (OUSD) has been in labor contract negotiations for 2016-17 with both bargaining units, Oceanside Teachers Association (OTA) and Classified School Employees Association (CSEA) Chapter 370, beginning on May 27, 2016. This newsletter will give an update on the negotiations status with OTA.

Negotiations Timeline Overview
  • When a labor agreement expires, the existing contract shall continue to remain in force while parties negotiate a new agreement. 
  • To date, a total of eight negotiation sessions have been held with OTA.
    • 2016
      • May 27
      • Sept. 1
      • Oct. 18
      • Nov. 15
    • 2017
      • Jan. 24
      • Mar. 21
      • May 25
      • Sept. 7
  • Proposed Negotiations Reopeners were approved by the Oceanside Unified School District Board of Education on April 26, 2016.
  • OTA opened contract language on:
    • Article 1: Agreement
    • Article 8: Salaries
    • Article 9: Retiree Coverage
    • Article 10: Workday/Workweek/ Work Year
    • Article 11: Class Size
    • Article 25: Term of Agreement and Renegotiation
  • OUSD opened contract language on:
    • Article 8: Salaries
    • Article 9: Fringe Benefits
    • Article 12: Peer Assistance and Review Program
    • Article 13: Leaves
    • Article 15: Evaluations
    • Article 17: Reduced Workload Program
  • Proposed Negotiations Reopeners were approved by the Oceanside Unified School District Board of Education on April 18, 2017.
  • OTA opened contract language on:
    • Article 1: Agreement
    • Article 8: Salaries
    • Article 9: Retiree Coverage
    • Article 10: Workday/Workweek/Work Year
    • Article 11: Class Size
    • Article 25: Terms of Agreement and Renegotiation
  • OUSD opened contract language on:
    • Article 8: Salaries
    • Article 9: Fringe Benefits
    • Article 13: Leaves
Discussion Items 
In chronological order: 
  • OTA has maintained that salary increases be part of any settlement.
  • The District has maintained throughout negotiations that the District's financial picture would have to improve for any salary improvements.
  • There was hope that in the fall of 2016 the passage of Prop 30 would help improve the budget, however, this only maintained current revenue and did not add any new money.
  • Unaudited Actuals were presented to help ensure all members of the negotiating team have the same set of facts.
  • Unaudited Actuals are Year-end financial statements as of June 30. They:
    • Reconcile our “check book” for the year
    • Are an accounting of each categorical fund
    • Make sure all revenues and expenses are accounted for
    • Put aside money for planned activities, for example, field fees go toward maintenance costs or lunch fees go toward nutrition services costs
    • Compare estimated expenses to actual expenses
    • Helps to determine the finances for future years
  • Committee work on Professional Growth System contract language was shared.
  • Group discussion held on reduced workload in regards to changing the application submission date.
  • Discussion around declining enrollment and tracking families to see why they were leaving. The State funds public school districts on a per pupil basis, so enrollment is vital to our revenue and overall fiscal health. 
  • In November 2016, OTA proposed a 3% salary increase. The District informed OTA that the proposed 3% increase was not fiscally feasible due to budget uncertainties and lack of ongoing funding.
  • The District suggested ideas to raise revenue for salary increases. One discussion item was to implement a cap on health and welfare costs.
  • OTA requested that the District model various benefit options to quantify potential savings. 
  • The modeling was completed by the District’s insurance broker and taken to the Insurance Committee for review and no recommendations were made by the committee.
  • In January 2017, Governor Brown's State Budget recommendations for public education resulted in a reduction to our District's budget by approximately $5 million for the 2016-17 budget.
  • In March 2017, the District submitted a Qualified Budget to the San Diego County Board of Education.
  • The groups decided to look at the Governor’s May 2017 budget in hopes of new state revenue. No additional money was granted due to the governor’s release of a conservative budget with little increases to funding state education.
  • On May 25, 2017, due to budget uncertainties and lack of ongoing funding, the District’s counter proposal was a 0% pay increase for 2016-17.
  • At the closing of the 2016-17 school year, the District had a qualified budget, was impacted by a reduction of funding in January and a decrease in student enrollment which provided justification to wait for updated fiscal information from the state prior to reaching any financial settlement.
Financial Factors Impacting Negotiations
The District has been bargaining in good faith. Unfortunately, the funding from Local Control Funding Formula is not sufficient to cover the increasing costs of doing business.

The following expenses are factors that have significantly reduced the District's budget:
  • Reduction in student enrollment has resulted in an approximately $7.5 million ongoing loss in revenue over the last two year period.
  • Special Education unfunded liability from 2015-16 to present is $23 million annually. This must be paid from the general fund.
  • Increased costs to employee pension contributions between 2015-2016 and 2016-17 was $4.1 million.
  • Yearly Step and Column salary raises for 2016-17 was $1.5 million.
  • Workers compensation employer mandatory tax for 2016-17 was $5.7 million.
Overview of Employee Compensation
  • Seventy-six percent of all certificated employees receive pay increases on an annual basis.
  • Certificated employees have 22 Step and Column advancements on their salary schedule, which occur each year, resulting in an increase of $1.16 million annually. This does not include any degree stipends an employee may earn.
  • Fifty (50) National Board Certified educators receive a 6% base salary increase at an approximate cost of $115,000 per year.
  • Psychologists receive a 15% base salary differential.
  • Speech and Language Pathologists receive a 10% base salary differential.
  • Counselors receive a 5% base salary differential. 
Qualified Budget

In March 2017, the Oceanside Unified School District Board of Education approved a “Qualified Budget”. A Qualified Budget means OUSD:

  • May not be able to meet expenditures in the next 3 years.
  • Has a history of a structural deficit by using one-time money for ongoing expenditures.
  • Has ongoing declining enrollment resulting in decreased revenue.
  • Is reviewing all options to assist with the millions of dollars needed to pay for expenditures.
Salaries, Pension Liability 
and Labor Related Costs 
2016-17 Unaudited Actuals
2015-16 Unaudited Actuals
2014-15 Unaudited Actuals
2013-14 Unaudited Actuals
Next Steps 
Upcoming OTA Negotiations meetings
  • Oct. 24, 2017
  • Oct. 31, 2017
Copyright © 2017
Oceanside Unified School District, All rights reserved.

August 2017

Our mailing address is:
2111 Mission Ave.
Oceanside, CA 92054






This email was sent to <<Email Address>>
why did I get this?    unsubscribe from this list    update subscription preferences
Oceanside Unified School District · 2111 Mission Ave. · Oceanside, CA 92058 · USA