At the heart of the meeting was a discussion surrounding the distribution of TSIA funds, which was described as the “elephant in the room.” The allocation presents constraints due to its exclusivity, applying only to full-time teachers and certified pre-kindergarten teachers with at least ten years of full-time experience in Florida public schools. This restriction leaves many educators, particularly those with less experience, ineligible for these funds. The exclusion was a point of concern as it affects 513 individuals who do not meet the criteria, raising questions about the ratification of the negotiated agreement.

The district’s total TSIA allocation stands at $1,146,022, with $1,009,246 available after accounting for charter school allocations. Following deductions for benefits, $825,552 remains to be distributed among 504 eligible teachers. Several approaches to distribute the funds were considered, including a flat rate or a tiered system based on years of experience. A tiered approach was emphasized for its flexibility and potential to accommodate varying experience levels. Examples from other districts that have successfully implemented tiered structures were suggested for consideration.

Despite the challenges posed by the new TSIA legislation, maintaining the integrity of the existing salary schedule was paramount. Previous agreements have successfully mitigated salary compression, resulting in competitive regional salaries. However, the exclusion of several teachers from TSIA funds adds complexity to the task of preserving morale among all educators.

Further complicating matters is the need to address salary compression and enhance starting salaries within the district. The current starting salary is $51,300, with an additional $3,000 from millage for teachers with no experience, totaling $54,300. The board is committed to maintaining a competitive edge in salary offerings compared to neighboring districts while ensuring salary progression for employees across various experience levels. A proposed tiered salary structure aims to prevent leaving any employee behind, categorizing teachers and instructional personnel into three tiers based on experience.

Tier one includes those eligible for TSIA dollars, while tiers two and three encompass teachers with five to nine years, and one to four years of experience, respectively. The proposal strives for uniform compensation across roles. This approach seeks to comply with statutory requirements and prevent new compression issues between experience brackets.

The proposed changes call for a district contribution of approximately $561,000, with a total salary proposal amounting to $1.5 million, inclusive of $1 million from TSIA. Specific increments for different tiers were outlined, with tier one employees set to receive TSIA-funded increases, tier two secured a district-funded increase of $1,000, and tier three a district-funded increase of $900. Attention was given to ensuring that excluded instructional personnel receive corresponding amounts based on their experience.

A significant aspect of the proposal involved revising the salary schedule to incorporate new experience grids. The proposal does not include a pay-for-performance element, relying instead on established ratings for effective and highly effective categorizations.

After an initial presentation, the need for time to caucus and digest information was recognized. Upon reconvening, recalculations were made to increase the board’s contribution to $800,850. Updated figures were prepared for dissemination to key board members. Two TSIA distribution proposals were considered: a flat rate for eligible employees and a tiered approach based on experience. The flat rate for those with ten or more years of experience would cost $825,552, excluding benefits.