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Bargaining Updates

January 29, 2019 - Administrative Bargaining Update 

Moses Lake School District and the Moses Lake Association of School Principals are pleased to announce they have reached a tentative agreement. The agreement has been approved by the members of the Moses Lake Association of School Principals. The Moses Lake Board of Directors is expected to take action on this agreement as part of their regular meeting on February 14, 2019.

January 27, 2019 - Administrative Bargaining Update

Moses Lake School District and the Moses Lake Association of School Principals continue negotiations in an attempt to reach a contract agreement. The most recent school district three-year proposal included:

  • 3.1% base salary increase and an additional $75,000 per year for base salary increases

  • $50,000 guaranteed for performance compensation during the 2018-2019 school year

  • $125,000 guaranteed for performance compensation during the 2019-2020 school year

  • $300,000 guaranteed for performance compensation during the 2020-2021 school year

  • An increase of vacation buyback

  • Continuation of all paid leaves including 12 holidays, 25 vacation days, 3 personal days, and 10-15 responsibility days allowing for the administrator to be available to attend to school business while out of the office.

The base salary range proposed in this proposal establishes a base salary between $94,449 to $139,092, which is an increase ranging from $4,969 to $7,318 annually per employee.  This does not include the additional performance-based compensation which will allow principals to earn up to an approximately $15,000 additional per year, in year three, if they achieve their goals collaboratively established with the district.  In addition, each administrator is also provided the following: insurance benefits, contribution from employer to retirement, cell phone stipends, employer-sponsored life insurance, professional development funding, and an opportunity for vacation leave buyback.  These additional forms of compensation are valued at approximately $38,529 per year. This proposal was not accepted by members of the Moses Lake Association of School Principals on January 7, 2019.

The Moses Lake School District proposed an innovative approach to employee compensation for its school leaders though performance compensation. As the district aggressively targets district-wide improvements and efficiencies, school leaders would have a portion of their compensation based on the progress toward those goals and their individual contributions toward the district vision. This new compensation structure proposed recognizes those outcomes and provides clarity on district vision and direction. The 2018-2019 school district goals target improvement in math instruction and system-wide efficiencies and focused effective resource management with sweeping changes to statewide school funding. A state provided regionalization adjustment, which provided a 6% annual funding boost, primarily funds this performance compensation.

The school district and association bargaining teams have agreed to have a state-provided mediator utilized for the purpose of seeking an agreement. An initial mediation session is scheduled for January 29, 2019. Both teams have indicated a desire to reach agreement through this process. The previous three-year agreement expired on June 30, 2018. Collective bargaining efforts began in August 2018. The Moses Lake School District Board of Directors rejected a district-presented proposal on September 21, 2018. Bargaining teams worked again to find an agreement and members of the Moses Lake Principals Association rejected an agreement on October 29, 2018. Bargaining teams worked once again to find an agreement and reached one on January 2, 2019. This proposal was not accepted by members of the Moses Lake Association of School Principals on January 7, 2019.

The Moses Lake Association of School Principals represents the collective bargaining interest of 27 school administrators including Principals, Assistant Principals, Athletic Director, Director of Special Education, and Assistant Director of Teaching and Learning. Administrators covered by this agreement have been earning a base salary in 2017-2018 ranging from $89,480 to $131,773. The average years of certificated teaching and administrative experience for this group is over 23 years. In addition to the base salary MLASP employees have also been receiving the following forms of additional compensation: insurance benefits, contribution from employer to retirement, cell phone stipends, longevity pay, extended days for completion of teacher evaluations, employer-sponsored life insurance, professional development funding, and an opportunity for vacation leave buyback. MLASP employees work on a year-round work calendar (260 days) that also includes paid leave including 12 holidays, 25 vacation days, 3 personal days, and 10-15 responsibility days allowing for the administrator to be available to attend to school business while out of the office.

November 2018 - District Leadership Bargaining Update

Moses Lake School District approved an unprecedented and innovative approach to employee compensation for its district leaders and Superintendent. The district is aggressively targeting district-wide improvements and efficiencies, and school district leaders will now have a portion of their compensation based on the progress toward those goals and their individual contributions toward the district vision. Moses Lake School District prides itself on recruiting and retaining the very best leaders that have the skills and vision to lead a high-quality school district. This new compensation structure has been established to recognize those outcomes and provide clarity on district vision and direction.

Superintendent Dr. Joshua Meek commented, “Every day in our classrooms we challenge students to stretch themselves, try new approaches, and grow. Our new district leader compensation structure models that same mindset from our office as well. Across the state this year there have been many changes to traditional compensation for school employees, and we have elected to be pioneers in aligning our compensation packages in recognition of the meaningful and important work that our team does every day.”

Highlights of the new compensation structure set performance goals for each leader aligned with district goals and offer the opportunity for successful leaders to receive a Performance Incentive Bonus. In addition to minor language clean up, each manager and administrator received a 3.1% base salary increase generated as part of the Consumer Price Index (CPI) increase funded by the state. Future years of the labor agreements shift the automated salary increases to opportunities within the Performance Incentive Bonus. District Administrators, the Assistant Superintendent, and Superintendent also had their extended day contracts merged into their base salary. Additional language negotiated into to Dr. Meek’s contract make a long term commitment for leadership between the district and Dr. Meek more clear.

In reference to Dr. Meek’s contract Board Member Elliott Goodrich states, “We are proud of the district’s and board’s investment in our Superintendent. Our only regret is in light of the budget reductions we aren’t able to pay him more for the effective leadership of our district and direction moving forward. This decision reinforces our commitment to Dr. Meek and his future within our district.”

August 2018 - Certificated Bargaining Update  

On August 23, 2018, the Moses Lake School District Board of Directors ratified the Moses Lake Education Association Collective Bargaining Agreement.
 
For a full version of the agreement CLICK HERE.

July 2018 - Classified Bargaining Update  

An updated salary schedule has been agreed to by Moses Lake School District and Public School Employees of Washington.
 
For a version of that salary schedule CLICK HERE.

June 2018 - Certificated Bargaining Update  

On June 13, 2018, the Moses Lake School District (MLSD) Bargaining Team met with the Moses Lake Education Association (MLEA) Bargaining Team as part of the bargaining process. The MLEA represents all certificated staff in our district including:

  • Teachers
  • Secondary Librarians
  • Instructional Coaches
  • Counselors
  • Nurses
  • Psychologists
  • Occupational Therapists
  • Physical Therapists
  • etc.

Prior to today’s meeting, the groups had worked together four times this spring. Today’s session did not reach a final agreement. The district presented an MLEA salary schedule proposal that is reflective of our budgeting estimates of what is affordable with the new changes to state funding for schools, and of previous contractual commitments. Current 2017-2018 Certificated Salary Schedule. The MLEA offered a counterproposal of an MLEA salary schedule. Additionally, there was conversation and discussions regarding Shared Decision Making (Article IV; Section C). While a final decision and agreement were not reached today, another bargaining session has been scheduled for July 19.