what is going to happen to teachers' salaries next year?

[Anonymous]

Anonymous wrote:

Teachers in VA are not legally allowed to strike. The presidents of the FEA and FCFT locals are typically teachers who leave the classroom. I don’t know about FEA, but I believe the FCFT president is basically paid at what his or her teaching salary would have been, plus additional days in the contract based on that same rate. FCPS does not pay union leaders.

Who pays for the paid time off to go to meetings? Pretty sure that was in the contract.

I’m not sure what you mean. If the presidents are on leave from the classroom they don’t need time off.

Their salaries are paid by their unions.

[Anonymous]

Anonymous wrote:Woah - FCPS has gone up a lot since the last time I checked. How many years of your experience will they give you if you switch over from another district?

You can see the initial step placement on the left side of the chart.

https://www.fcps.edu/sites/default/files/media/pdf/fy25-teacher-195-day.pdf

https://www.fcps.edu/sites/default/files/media/pdf/FY26-teacher-195-day-draft.pdf

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

How do you figure?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Teachers in VA are not legally allowed to strike. The presidents of the FEA and FCFT locals are typically teachers who leave the classroom. I don’t know about FEA, but I believe the FCFT president is basically paid at what his or her teaching salary would have been, plus additional days in the contract based on that same rate. FCPS does not pay union leaders.

Who pays for the paid time off to go to meetings? Pretty sure that was in the contract.

I’m not sure what you mean. If the presidents are on leave from the classroom they don’t need time off.

Their salaries are paid by their unions.

It's not just the presidents:

"Union Leave
Union Officials shall be permitted a cumulative total of 1,600 hours per contract year of paid
leave for Union Business and Representational Purposes. Union Business shall mean union
training and educational conferences, regional and national meetings, and professional
development. Representational Purposes shall mean representation of Employees in
disciplinary meetings pursuant to this Agreement, processing grievances, and attending
meetings between management and the Union.
Upon a showing of good cause, the Division shall grant a total of up to 400 additional hours
per contract year, based on written request from the Union. Requests for additional hours
must be made in increments of no more than 200 hours each. "

By my figures, that comes out to 40 weeks of paid leave for union members (not per individual). That comes out to a year of paid leave total paid for by FCPS. Also can ask for additional 200 hour increments.

That is a year's worth of subs.
No leave hours granted by this section shall carry over into the next year.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

How do you figure?

The salary scales are compressed every time there is a step freeze, and right now they are really compressed at the lower end, which has a ripple effect throughout the scale. The scales are public information and have already been compressed for next year. A teacher in their third year will still be at the first step, a teacher in their 16th year will only be on step 11, etc.

https://www.fcps.edu/careers/salary-and-benefits/salary-scales

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

How do you figure?

The salary scales are compressed every time there is a step freeze, and right now they are really compressed at the lower end, which has a ripple effect throughout the scale. The scales are public information and have already been compressed for next year. A teacher in their third year will still be at the first step, a teacher in their 16th year will only be on step 11, etc.

https://www.fcps.edu/careers/salary-and-benefits/salary-scales

Thanks. We are both long-time teachers and the scale doesn’t show that a 4th year teacher is paid the same as a first year teacher. It also doesn’t show that a teacher with 3 years experience in FCPS will still be on step 1, but it does show that someone coming into FCPS with 3 years will be placed at step 2. Likewise a teacher coming in with 16 years experience will be placed at step 12, not that a current teacher is still on that step with 16 years experience.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

How do you figure?

The salary scales are compressed every time there is a step freeze, and right now they are really compressed at the lower end, which has a ripple effect throughout the scale. The scales are public information and have already been compressed for next year. A teacher in their third year will still be at the first step, a teacher in their 16th year will only be on step 11, etc.

https://www.fcps.edu/careers/salary-and-benefits/salary-scales

Thanks. We are both long-time teachers and the scale doesn’t show that a 4th year teacher is paid the same as a first year teacher. It also doesn’t show that a teacher with 3 years experience in FCPS will still be on step 1, but it does show that someone coming into FCPS with 3 years will be placed at step 2. Likewise a teacher coming in with 16 years experience will be placed at step 12, not that a current teacher is still on that step with 16 years experience.

DP. The scales only show initial step placement based on years of experience. The steps that teachers are on depend on the number of years without step increases during their tenure. For instance, I'm going into my 6th year and am on step 3.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

How do you figure?

The salary scales are compressed every time there is a step freeze, and right now they are really compressed at the lower end, which has a ripple effect throughout the scale. The scales are public information and have already been compressed for next year. A teacher in their third year will still be at the first step, a teacher in their 16th year will only be on step 11, etc.

https://www.fcps.edu/careers/salary-and-benefits/salary-scales

Thanks. We are both long-time teachers and the scale doesn’t show that a 4th year teacher is paid the same as a first year teacher. It also doesn’t show that a teacher with 3 years experience in FCPS will still be on step 1, but it does show that someone coming into FCPS with 3 years will be placed at step 2. Likewise a teacher coming in with 16 years experience will be placed at step 12, not that a current teacher is still on that step with 16 years experience.

DP. The scales only show initial step placement based on years of experience. The steps that teachers are on depend on the number of years without step increases during their tenure. For instance, I'm going into my 6th year and am on step 3.

Right. That's what I was saying.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

not true.

whatever contributions Fcps is making to my plans are based on my current step value.

for example, I may be making 4% more last year but because the step didn't increase, the contributions at 1 or 2.5 being matched, are matched at the step amount, which is lower than the 4% increase in salary.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Woah - FCPS has gone up a lot since the last time I checked. How many years of your experience will they give you if you switch over from another district?

You can see the initial step placement on the left side of the chart.

https://www.fcps.edu/sites/default/files/media/pdf/fy25-teacher-195-day.pdf

https://www.fcps.edu/sites/default/files/media/pdf/FY26-teacher-195-day-draft.pdf

Other districts will only give you 10 years for example even if you have 20 years experience (DCPS I believe, but not sure of the exact numbers). If FCPS gives all the experience then thats great, but is annoying for loyal teachers who have been there for a while that aren't on that step yet.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Didn't FCPS just say that now they have the lowest vacancy rate since during the school closures for Covid (no one was quitting that sweet gig).

Yes, Reid has said they have their lowest vacancy rate. They also didn’t do anything to cut costs or target raises to high vacancy spots (I am guessing special ed teachers are still in that category). Instead they proposed a huge across the board raise for all their employees. I have no idea what the union was thinking when they bargained for that. Such a lost opportunity. I’m pretty sure the vast majority of residents would support good raises based on need as shown by vacancies, or at least for just teachers and other direct student-facing roles. Instead, central office employees who either make huge salaries or do purely administrative work would get the same raises as teachers! And the county told them the amount of money that was available and the school board still put forth a budget that blew that amount out of the water. Makes no sense.

The unions did not collectively bargain for an across the board increase. They bargained for their members, instructional and operational employees, which are student facing work categories. Reid added in an across the board increase when she presented her budget.

And there are still plenty of school-based openings, despite the “low vacancy rate”:

https://careers.fcps.edu/vl/vacancy.htm

+1

Why are people thinking they bargained for people not represented by the bargaining unit? Where is that idea coming from?

I have seen zero push back from the union to Reid’s budget that extended the raises to all employees. Instead, the unions have fallen in line with Reid’s BS excellence at a crossroads PR campaign. I also don’t know why the union didn’t bargain for a step instead of a massive percentage raise?

My spouse has dealt with unions a lot. During the push for collective bargaining rights, I asked whether this was a good thing or a bad thing for teachers. Spouse's reply: a good thing if the union is competent and a bad thing if it's incompetent. I wasn't aware that retirement was based on steps (if what a PP said is true) but if so, it sounds like the union is incompetent.

Retirement is based on average salary of the top 3-5 consecutive years, depending on the plan, and the plan is determined by a teacher's hire date. So anything that increases salary helps with retirement. The problem with all of the step freezes that have occurred over the past 20 years is that we now have fourth year teachers making the same salary as first year teachers, 25 year veterans on step 20, etc. A mix of step increases (to recognize experience, which also typically comes with more unpaid work load such as mentoring new teachers, being a team lead, etc.) and COLAs (to help keep pace with inflation) would be more equitable.

I wasn't referring to what retirement was based on...

I am talking about what FCPS is contributing to your 403/401/457 plans now as you are building those plans....they go by what your step is, not what you are currently earning.

So when steps don't go up, neither do the contributions to our plans on FCPS's behalf.

Which FCPS contributions are based on an employee's step number vs. the employee's salary amount?

FCPS isn't matching 403b contributions. For hybrid members with 457 plans, FCPS contributes 1% of salary (regardless of step number) plus a match that is based on the percentage that employees choose to contribute. There is a maximum 2.5% match when an employee contributes 4%.

Higher earnings = higher matches. The step number is irrelevant, outside of the hit to morale that has fourth year teachers being paid the same as first year teachers.

not true.

whatever contributions Fcps is making to my plans are based on my current step value.

for example, I may be making 4% more last year but because the step didn't increase, the contributions at 1 or 2.5 being matched, are matched at the step amount, which is lower than the 4% increase in salary.

The step did increase, step 2 is 4% higher this year then it was last year.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Woah - FCPS has gone up a lot since the last time I checked. How many years of your experience will they give you if you switch over from another district?

You can see the initial step placement on the left side of the chart.

https://www.fcps.edu/sites/default/files/media/pdf/fy25-teacher-195-day.pdf

https://www.fcps.edu/sites/default/files/media/pdf/FY26-teacher-195-day-draft.pdf

Other districts will only give you 10 years for example even if you have 20 years experience (DCPS I believe, but not sure of the exact numbers). If FCPS gives all the experience then thats great, but is annoying for loyal teachers who have been there for a while that aren't on that step yet.

FCPS suppresses the steps each time there is a step freeze. New teachers won't come in making more money, they will be given initial placement that matches current FCPS employees.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Woah - FCPS has gone up a lot since the last time I checked. How many years of your experience will they give you if you switch over from another district?

You can see the initial step placement on the left side of the chart.

https://www.fcps.edu/sites/default/files/media/pdf/fy25-teacher-195-day.pdf

https://www.fcps.edu/sites/default/files/media/pdf/FY26-teacher-195-day-draft.pdf

Other districts will only give you 10 years for example even if you have 20 years experience (DCPS I believe, but not sure of the exact numbers). If FCPS gives all the experience then thats great, but is annoying for loyal teachers who have been there for a while that aren't on that step yet.

They don’t, if you come in with more than three years. Did you look at the chart?

[Anonymous]

Just fyi, I teach in a state where most districts only offer between 2-5 years of experience on the pay scale, no matter how many years you have. Because I've moved around some, I make about 30-35K LESS than I should if I was paid for all my years. My best advice to young teachers is to find a district you can tolerate (if you can find one), get a masters or two, and stay until you retire.

[Anonymous]

PP . . . Your salary is negotiable. If you e taught for a number of years, just tell HR and they will bump you up to the step you deserve. Don’t be a victim.