PNT Contractsurveydatasummary2014

1 | P a g e
DRAFT 6/11/2014 3:20:20 PM

PRINCIPAL'S ASSOCIATION OF ROSEMOUNT 2014-2016
Contract Feedback Survey (Data Tables & Comments)
DEMOGRAPHIC DATA:

2. ARTICLE IIV: Purpose Recognition Definitions Rights

3. ARTICLE V. COMPENSATION Section 1: Salary

We have taken zero-zero for contract salary settlements to help the district with budget reductions, etc. Yet I do not see the value of being an
administrator (in terms of salary) being an incentive versus that of a highly paid veteran teacher. In terms of hours, days, and time commitment
I see administrators who have accumulated large amounts of sick leave and continually not using all of their vacation days. The administrators
in District 196 are very talented and very dedicated... I believe most are putting in excessive amounts of time that is not aligned with the admin.
compensation package.
5/17/2014 7:10 AM View respondent's answers
Where does someone who has been an assistant principal in the district start on the salary schedule. The difference between Step 4 Asst
Principal and Step 1 Principal is $5,000
5/12/2014 2:57 PM View respondent's answers
4. ARTICLE V. Section 4: College Credits

More money directed to this area per credit.
2 | P a g e

5. ARTICLE V. Section 5: Holidays

As noted above in my comments on compensation. The issue here is not that we do not get holidays, it is that administrators are working on
holidays and giving up (or not using) all of their vacation days simply because the demands of the job require it.
6. ARTICLE V. Sections 67: Work Year & Contract Period

I would suggest one of a few ways to make the job role of administrators more aligned with the compensation: that is, to increase pay: Add one
week to the contract and a proporation per day increase in pay to admin salaries that is NOT part of the percentage increase for the salary
scale. Or, perhaps allow admin to cash in unused vacation days... after all, nobody is using all of their vacation days and the accumulation is a
significant one.
Look at ways we can cash in days that we do not use for vacation.
Unhappy that the district has scheduled so many summer work days (10 at the elementary level this summer)
7. ARTICLE V. Section 8 Professional Organization Fees

I consider this part of the compensation package and am content at the inclusion of professional organization fees in the contract
Can we add the $75 Board of Admin Fee
This is great, but doesn't this actually come out of building budgets?
Can we look at having our annual administrative fee paid for to the state of MN board of school administrators. $75/year at this time.
Why do professional dues come out of our building budgets
This should not come out of the building budget.
Should not come out of school budget

3 | P a g e

8. ARTICLE V. Section 9: Vacations

None of us are using our allotted vacation days. If the district wants the buildings to run well, then either allow us to cash in unused vacation
days, or add admin staffing to each building so that we can actually use our vacation time. Of concern is the district's insistence on having all
sites open for business for all hours over the summer time. Yet for the admin to use their vacation time (and for the clerical staff to use their
vacation time as well), this means reduced hours, or some days (in July in particular) where the building is closed or has a bare-bones staff
present
It would be nice if we could cash in unused vacation days into a 403B.
High school principals quantity should be increased to match assistants.
9. ARTICLE V. Section 11: Conventions

eliminate the words "with prior approval"
School district should pay for one National Convention...it should come out of school budget
The district has not been interested in hearing from administrators what types of admin professional development WE think is/are important.
We continue to be channeled into PLC conferences when they have become repetitive and stale... there are many other conferences out there
that can be of great value to us as administrators. It feels like a professional slight to be told what the D.O. wants us to attend rather than
having a true partnership on this
We need the flexibility to attend conventions for professional development
In 8 years, I have never been to a national conference. With travel limitations and limited budgets it didn't seem even appropriate to travel.
Would like the opportunity to do this someday.
The language needs to be modified and a process must be determined so that there is more of an opportunity for administrators to attend a
state or national convention.
What and where are these conventions?
I would appreciate more PD that is not just Literacy related.
This should not come out of building budget.
Staff development system for principals needs to change. Principals have little option for staff development of their choice due to district
required trainings and we also cannot attend conventions of any kind
can't attend with restrictions

4 | P a g e

10. ARTICLE V. Section 12: Stipends

add $2500 to each degree level
.6 Assistant Principals should get full stipend for Doctorate
This sort of comes back to compensation. As an overall package, none of us seek reimbursement for mileage or expenses because it comes
from a building budget.
Encourages people to get their specialist or doctorate.
Looking at past 4 year average, we should be due for substantial increase here.
11. ARTICLE V. Section 13: Longevity

add $2500 to each "years completed" category
.6 Assistant Principals should full longevity pay
An increase to longevity would be nice.
More money to longevity stipend...perhaps include some sort of technology device stipend
Looking at past 4 year average, we should be due for substantial increase here.
12. ARTICLE V. Section 15: Daily Rate of Pay

If our daily rate of pay is getting closer to that of our highest paid teachers, this should be a concern for us (PAR) and the district. The demands,
time, and stresses of being an administrator should make this a self-evident and warranted issue to attend to IF we have slipped back toward
the annual or per day/per hour pay that the highest paid teachers receive. I believe our per day compensation figure should be calculated by
factoring in UNUSED vacation days by administrators. If I as a middle school principal get 30 vacation days per year, but I am only using 20, then
this is an important per-day factor.

5 | P a g e

13. ARTICLE VI. GROUP INSURANCE Section 1: Selection

Keep all insurance at a no cost to employee contribution by district.
14. ARTICLE VI. Section 2: Health and Hospitalization and HMO

Let's keep the 100% Health & Dental coverage for all retired PAR employees who have met the retirement qualifications for this benefit.
I truly hope we are able to return to full health care for retirees.
This is the number one priority - keeping the health insurance premiums at a minimum is a large part of our contract!
We have great insurance. A nice benefit that sets us apart from the other bargaining groups
15. ARTICLE VI. Section 3: Term Life

Retiree term life reduces after retirement. I would like to see it kept at the same life as sitting principals
Huge as this job will kill us someday.

6 | P a g e

16. ARTICLE VI. Section 4: Income Protect

17. ARTICLE VI. Section 5: Dental

Let's keep the 100% Health & Dental coverage for all retired PAR employees who have met the retirement qualifications for this benefit.
COntinue to pay the full premium for all dental insurance.
18. ARTICLE VI. Sections 67:Claims/Duration

Insurance is a HUGE deal for those of us providing for families. Any additional help would be greatly appreciated!
19. ARTICLE VII. LEAVE OF ABSENCE: Sections 19

7 | P a g e

20. ARTICLE VIII. SEVERANCE Section 1: Severance Pay

Let's not backslide on this one! (Improvements only, no take a-ways)
The district is getting a bargain in the amount of pay for contract day for admin. as no one uses all of their allotted vacation time. Can any
progress be made on factoring unused vacation days into the severance?
21. ARTICLE VIII. Section 2: Insurance for Principals Eligible for Severance

Let's not backslide on this one! (Improvements only, no take a-ways)
Don't give an inch on this!!!!!!!!
22. ARTICLE VIII. Section 3: Accumulated Leave Contributions for the Savings Plan

I still need to understand this better, but perhaps this is a way for us to get something for unused vacation days.
I know all this will be important someday, but I am not near retirement so I don't know or spend too much time on this section.
Would be nice if we could expand
23. ARTICLE VIII. Section 4: Death Benefit

8 | P a g e

24. ARTICLE IX. REASSIGNMENT, UNREQUESTED LEAVE OF ABSENCE AND
REINSTATEMENT Sections 16

25. ARTICLE X. GRIEVANCE PROCEDURE: Sections 18

No ability to grieve practices of elementary director with current system
26. ARTICLE XI. PUBLIC OBLIGATION: Sections 12

27. ARTICLE XII. DURATION: Sections 14

9 | P a g e

28. SCHEDULE A

I would like to see dollars added to Schedule A
I believe we are due a pay increase that makes up for some past years and recognizes the increased demands of the administrative role
I am not sure we are competitive in this market any longer. It would be nice to be a leader and not a follower in the pay salary.
The importance in keeping up with the cost of living is second to keeping insurance premiums at a minimum. Please look at a reasonable
percentage increase.
Past settlements have been modest. Would be nice to see a substantial increase here.
29. SCHEDULE B

$5270 (equal dollar amount increases at each level)
The importance in keeping up with the cost of living is second to keeping insurance premiums at a minimum. Please look at a reasonable
percentage increase.
Past settlements have been modest. Would be nice to see a substantial increase here.
Evaluation of teaching staff and the workload related to this new task needs to be brought up and discussed in negotiations
5/12/2014 8:50 A
(OPTIONAL)
Please provide additional information which you believe is important to the success of the
negotiation process in the comment box below.

PRINCIPAL'S ASSOCIATION OF ROSEMOUNT 2014-2016 Contract Feedback Survey
1 / 1
Q30 (OPTIONAL) Please provide additional
information which you believe is important
to the success of the negotiation process
in the comment box below.
Answered: 9 Skipped: 17
# Responses Date
1 I know you wi l l each do your best once agai n. It i s not your faul t that thi s process i s l ess about
actual "negoti ati ng" and more about "take thi s offer, i t's the onl y one you wi l l get." I understand the
pressure appl i ed to keep the sal ary i ncrease at the same % l evel as other 196 contract settl ements,
maybe more $$ can be appl i ed behi nd the scenes (i n the Longevi ty and Adv Degree categori es).
Wi th onl y 1-2 years l eft, I am not worri ed about any l anguage changes. I am more at the "l et's keep
thi ngs as-i s" poi nt of my career. Good l uck! Steve Degenaar
5/26/2014 2:36 PM
2 Thanks for your hard work. I trust that you al l know the i mportance of mai ntai ni ng reti ree benefi ts.
Thanks!
5/19/2014 8:49 PM
3 Sal ary and Heal th/Dental Insurance seem to be pri ori ti es for most and I'd i ncl ude mysel f i n that. I'm
grateful for the work of thi s Negoti ati on Team. Thank you.
5/19/2014 10:53 AM
4 Thank you for your work and commi ttment to thi s process. 5/18/2014 1:15 PM
5 I see three factors that contri buti ng to a growi ng concern about the rel ati onshi p between admi n.
and the di stri ct: 1) We have had si gni fi cant budget cuts (and zero-zero pay i ncreases), but the
demands conti nue to grow and the "l evel of servi ce" the di stri ct expects i s not al i gned wi th the
budget cutti ng real i ti es of the past 4-6 years... thi s fal l s l argel y on si te admi ni strati on. 2) The di stri ct
has not been professi onal i n acknowl edgi ng the i nput and partnershi p of tal ented admi ni strators: no
i nput on conferences, no out-of-state travel whi l e l arge amounts of money for teachi ng and
l earni ng are bei ng spent. If i t i s true that they have no money, how i s the shi ft i n dol l ars to teachi ng
and l earni ng or other DO i ni ti ati ves taki ng pl ace? 3) Admi ni strators are worki ng far more than the
parameters of the contract wi thout recogni ti on.
5/17/2014 7:14 AM
6 Very concerned regardi ng the di stri ct norm of professi onal devel opment (strong engagement) and
the systemati c l i mi tati ons for admi ni stators ( i f we do others cant or programs wi l l not be funded).
5/16/2014 4:48 PM
7 Negoti ati ng a contract before school year begi ns... 5/14/2014 6:57 AM
8 I di dn't know where to add thi s, but i t woul d be real l y ni ce i f we had the opti on to work from home
on bad weather days. Not al l of us l i ve cl ose to our school s. I understand that someone needs to be
there to i nsure that students don't report, but i f we can work i t out wi thi n our school s, i s i t possi bl e
that pri nci pal s coul d work from home? Some of us are i n daycare cri si s as wel l when the school s
are cancel l ed. I am not aski ng for a "free" but an opti on to work from home woul d be very ni ce.
5/13/2014 8:18 PM
9 Di stri ct needs to fund al l contractual benefi ts and di sconti nue taki ng them out of our school
budgets.
5/12/2014 11:09 AM

PNT Contractsurveydatasummary2014

Diunggah oleh

Informasi Dokumen

Judul Asli

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

PNT Contractsurveydatasummary2014

Diunggah oleh

Hak Cipta:

Format Tersedia

1 | P a g e

DRAFT 6/11/2014 3:20:20 PM

Anda mungkin juga menyukai