Under the provisions of ESSSB 6362, all Vancouver Public Schools employees are eligible to receive up to a 3.1 percent overall cost-of-living adjustment for the 2018-19 school year. Of that 3.1 percent cap, only 1.9 percent of it is passed through as state funding increases. Per the expired VAESP contract, only pass-through state-funded increases shall be granted until an agreement is reached on a new contract. The remaining 1.2 percent must be collectively bargained.
Following recent negotiations with the Vancouver Education Association, VPS settled a three-year contract that provides a total compensation increase of 13.6 percent for VEA members. Over three years, the total compensation increase is 18 percent.
VPS must address a $9.1 million shortfall in 2019-2020 to pay for the VEA contract, which will require budget cutting and spending from the district’s ending fund balance.
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In 2017-18, VAESP Uniserv Director Lynn Davidson raised concerns about special education staffing allocations, which were based on language in the 2016-18 contract with the Vancouver Education Association. In response to this concern, VPS and VEA agreed at the bargaining table that contract language of concern would revert to previous contract language.
The table below shows 2017-18 contract language and staffing ratios compared to 2018-19 contract language and staffing ratios. These contract changes affected 13 paraeducators at nine school sites. VPS currently has 500 paraeducator positions. None of the paraeducators impacted by these changes lost their jobs or wages.
Staff-to-student ratios were maintained. The only reduction of staffing in this program would occur if an IEP team determined that a student no longer needed one-on-one paraeducator support, or if a student moved out or graduated/aged out.
| 2017-18 | 2018-19 | |
|---|---|---|
| Contract language | 10.23D Structured Communications Centers: These classrooms serve students who are eligible under the category of Autism Spectrum Disorder or have related disabilities with significant communication, behavior, organizational, and sensory needs. Instruction shall take place in a self-contained environment designed for safety of students and staff with opportunities for generalization of learned skills in the school and community as deemed appropriate for each individual student. Students in these classrooms shall have the opportunity to access general education experiences based on their IEP.
One (1) teacher and three (3) paraeducators for up to ten (10) students. Program paraeducators shall count as the first one-on-one paraeducators. |
10.23D Structured Communications Centers: These classrooms serve students who are eligible under the category of Autism Spectrum Disorder or have related disabilities with significant communication, behavior, organizational, and sensory needs. Instruction shall take place in a self-contained environment designed for safety of students and staff with opportunities for generalization of learned skills in the school and community as deemed appropriate for each individual student. Students in these classrooms shall have the opportunity to access general education experiences based on their IEP.
One (1) teacher and two (2) paraeducators for up to nine (9) students. |
| Certificated staffing caseload | One teacher – caseload cap of 10 | One teacher – caseload cap of 9 |
| Classified staffing/program | Three program paraeducators – program para serves as first 1:1 | Two program paraeducators |
| 1:1 paras per class | Bay SCC x 2 classes: 13 1:1’s to 19 students
Discovery SCC x 2 classes: 11 1:1’s to 16 students Marshall SCC x 3: 10 1:1’s to 28 students Hough SCC x 2: 9 1:1’s to 20 students |
Hudson’s Bay SCC x 2 classes: 15 1:1s to 20 students
Discovery SCC x 2 classes: 8 1:1s to 12 students Marshall SCC x 3 classes: 7 1:1s to 26 students Hough SCC x 4 classes: 7 1:1’s to 32 students |
| Resulting adult:student ratio | Bay SCC x 2 classes: 17:19
Discovery SCC x 2 classes: 17:16 Marshall SCC x 3 classes: 19:28 Hough SCC x 2 classes: 13:20 |
Bay SCC x 2 classes: 19:20
Discovery SCC x 2 classes: 12:12 Marshall SCC x 3 classes: 16:26 Hough SCC x 4 classes: 19:32 |
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- See all frequently asked questions about contract negotiations with VAESP.
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Under the provisions of ESSSB 6362, all Vancouver Public Schools employees, including the superintendent, are eligible to receive up to a 3.1 percent state cost-of-living adjustment for the 2018-19 school year. Many employees other than the superintendent are receiving additional improvements to their compensation per negotiated union contracts and district business practices.
In 2013, a basic, builder-quality shower enclosure and water and drain pipes were added to a bathroom adjacent to the superintendent’s office. The bathroom itself was there prior to 2008, when Dr. Webb was named superintendent. In response to community concerns and media coverage about the shower installation, a generous local patron reimbursed the district $4,000 to cover the full cost of the project. In addition, Dr. Webb donated another $4,000 to the Foundation for Vancouver Public Schools, which distributed the money to programs that benefit students. So, the shower did not cost the district any money.
No. A bond measure approved by voters in Feb. 2017 is paying for the school construction projects and sports field installations underway in VPS. Bond funds cannot be used for teacher salaries or any other purpose except to build and/or improve school facilities and grounds.
The table below summarizes recent wage and contract improvements for all VPS employee groups.
| Group | 2009-10 | 2010-11 | 2011-12 | 2012-13 | 2013-14 | 2014-15 | 2015-16 | 2016-17 | 2017-18 |
| VEA | .55% decrease (state legislated) | .55% decrease (state legislated) | 9% TRI wage increase/1.9% schedule decrease (state legislated) | 0% wage increase | 1.65% TRI wage increase/1.94% schedule wage increase | 1% wage increase | 1% wage increase | 5% TRI increase | 2% TRI increase |
| COLA | 0 | 0 | 3% | 1.8% | 2.3% | ||||
| VAPA | 0% wage increase | 0% wage increase | 0% wage increase | 0% wage increase | 2.5% wage increase | 2.2% wage increase | 1.7% wage increase | 3% wage increase | 3.5% wage increase |
| COLA | 0 | 0 | 3% | 1.8% | 2.3% | ||||
| Mgmt. | 0% wage increase | 0% wage increase | 0% wage increase | 0% wage increase | 6.45% wage increase | 1% wage | 1.7% wage increase | 3% wage increase | 3.5% wage increase |
| COLA | 0 | 0 | 3% | 1.8% | 2.3% | ||||
| VAESP | 0% wage increase | 0% wage increase | 0% wage increase | 0% wage increase | 1.025% wage increase, added $.10 to legevity stipend amounts | 1% wage increase | 1% wage increase | 4.5% wage increase | 2% wage increase |
| COLA | 0 | 0 | 3% | 1.8% | 2.3% | ||||
| Pro-Tech | 0% wage increase | 0% wage increase | 0% wage increase | 0% wage increase | 1.025% wage increase | 1% wage increase | 0 | 2% wage increase | 2% wage increase |
| COLA | 0 | 0 | 3% | 1.8% | 2.3% | ||||
| SEIU | 0% wage increase | 0% wage increase | 0% wage increase | 0% wage increase | 2.5% wage increase | 1% wage increase | 2.2% wage increase, & 1% increase for targeted positions chosen by SEIU | 2% wage increase | 2% wage increase |
| COLA | 0 | 0 | 3% | 1.8% | 2.3% |
The district’s budget development process begins each December with the release of the Governor’s budget proposal, which provides a starting point for budget deliberations at the state level. The releases of the Senate and House budgets follow, and then the legislature works toward producing a consensus budget. The superintendent and chief fiscal officer assess the potential impacts of each version of the state’s budget and present that information to the board of directors.
Concurrently, the superintendent’s cabinet members collaborate with department managers to complete a zero-based budgeting exercise that identifies resources necessary for the next school year. They also submit needs-based budget requests for additional items that cannot be funded within their existing budget allocation. At this stage, input on budget needs and priorities is invited and received from school principals.
In the spring, after the legislature releases its consensus budget, the superintendent and chief fiscal officer present a set of preliminary budget recommendations to the board. The superintendent and chief fiscal officer then incorporate any changes from the board and prepare a final set of budget recommendations for board action. Throughout the entire process, budget updates are provided in the Inside VPS e-newsletter and on the district website. The board conducts a public hearing on the budget in August and then adopts the final budget.
Key point: District administrators work collaboratively with department and school leaders to create budget recommendations that are based on need and aligned with state and federal requirements.
Related
- Don’t see the answer to your question? Please send us a message.
- See all frequently asked questions about contract negotiations with VAESP.
- See more information about contract negotiations with VAESP.