What proposal is currently being offered to Teachers by DNUSD? 

• They are being offered up to 8% in total for 2019-20, 2020-2021, and 2021-2022: 
• 2% per year is gauranteed
• An additional 2% is possible based on increasing ADA revenue
• $1000 additional contribution to teachers health insurance costs from the District over 3 years.
• Visit our negotiations page: https://drive.google.com/file/d/1dP5aSVzx6tS7p6jKz-0Iu9bDkBLuKY3e/view?usp=sharing

Why are teacher's being offered this amount?

• The state of California expects school districts to use the COLA to pay for the various rising costs of the district each year. These funds need to be spread out appropriately to avoid canceling critical student services due to a lack of funding
• Over the last 5 years, COLA revenue has largely been used to fund raises for staff, as a result, the increasing costs of other district programs and services have not been properly addressed and the district has begun deficit spending
• A 3.26% COLA equates to a 2.4% increase to the district’s overall revenue for the 2019-20 school year (COLA does not increase funding for all sources of revenue, but only a select few)
• Raises offered over the last 5 years have significantly outpaced the Cost of Living Adjustments’ received by the District
  • https://drive.google.com/file/d/1kssD0QSoAfJ0hpJA0zzwQO_5HSt4WwDo/view
  • https://drive.google.com/drive/folders/1ZDaLZ7jAP3FjRVY6YtsMM2-SqMpk8GGF

How many increases to teacher Salary Schedules have been negotiated from the 2014-15 school year to the 2018-19 school year?

• During those 5 years, teachers have received 15.6% (non-compounded) increase to their base pay. 
• In addition to the 15.6% negotiated increase, a majority of our teachers have received an additional 16% increase to compensation on top of that 15.6% by accumulating 5 years of service and progressing through the salary schedule (step and column)
• The 15.6% negotiated increases to the Salary Schedules over those 5 years have significantly outpaced the combined 7.13% Cost of Living Adjustment (COLA) the district has received in that same period of time. 
• In compounded terms, the base salaries for teachers have increased by 16.6% since 2014 and a total of 18.9% with the district’s current offer. (Not including years of service compensation increases from step & column)
• https://drive.google.com/file/d/1kssD0QSoAfJ0hpJA0zzwQO_5HSt4WwDo/view
• https://drive.google.com/drive/folders/1ZDaLZ7jAP3FjRVY6YtsMM2-SqMpk8GGF

Did the school district raise health insurance costs for teachers and classified staff?

• No, Del Norte Unified School District did not raise health insurance premiums for staff. Those prices are set by the health insurance company we contract with to provide the service.
• The District contributes $10,700 to each teacher’s health insurance costs each year.
• Teachers have ten plan choices to choose from. The current cost of the most expensive plan is $22,032.92 a year. A teacher choosing this plan would have to pay $10,342.92 out of their pocket during that year. The current cost of the least expensive plan is $8,343.12/yr. In this case, the teacher is paid the balance between $10,700.00 and the cost of the plan. Teachers choosing this plan are paid $2,356.88/yr. 
• Health insurance costs have risen across California

Why does the state of California provide COLA funds?

• The state of California provides a COLA to School Districts that increases revenue in order to maintain current services, and is used for, but not limited to:
• Employee Health & Welfare
• Employee Retirement
• Salary Schedule Increases
• Facilities Maintenance
• Equipment Costs & Maintenance
• Energy Costs
• Student Education Programs
• Student Health & Wellness Programs
• Transportation Services
• Student Materials
• Liabilities
• https://www.cde.ca.gov/fg/aa/pa/lcffcola.asp

Is the Cost of Living Increase Adjustment (COLA) for the 2019-20 school year enough to afford increasing yearly costs of operation?

• In short, no. Yearly cost increases to the district have been significantly outpacing new revenue from Cost of Living Increase Adjust (COLA). As a result, the increasing costs of other district programs and services have not been properly addressed
• The 2019-20 Cost of Living Adjustment (COLA) is 3.26%. 
• A 3.26% COLA equates to a 2.4% increase to the district’s overall revenue for the 2019-20 school year
• To maintain the current, budgeted costs, including payroll, student services, transportation, utilities and other expenses, the district would have to have received a 4% COLA yearly. 
• For more information, go to https://www.cde.ca.gov/fg/aa/pa/lcffcola.asp.
• https://delnorte.agendaonline.net/public/Meeting/Attachments/DisplayAttachment.aspx?AttachmentID=1125979&IsArchive=0

What amount of Cost of Living Adjustment (COLA) has the district received from the 2014-15 school year to the 2018-19 school year compared to the raises teachers received during the same time period?

• During those 5 years, DNUSD has received a total 7.29% Cost of Living Adjustment (COLA) increase and gave 15.6% in raises:
• 2014-2015 .85% COLA vs 3% raises for teachers
• 2015-2016 1.02% COLA vs 3% raises for teachers
• 2016-2017 0% COLA vs 3.6% raises for teachers 
• 2017-2018 1.56% COLA vs 2% raises for teachers
• 2018-2019 3.7% COLA vs 4% raises for teachers
• 2019-2020 3.26% COLA vs 1% guaranteed, and 1% conditional raises for teachers
• https://www.cde.ca.gov/fg/aa/pa/lcffcola.asp
• https://drive.google.com/drive/folders/1ZDaLZ7jAP3FjRVY6YtsMM2-SqMpk8GGF
• https://drive.google.com/drive/folders/1pnePJldMmml0kXEWU1CexzuIgzyNoWYX

Are administrators receiving raises while teachers are not?

• No. Teachers are getting raises, and administrators receive raises only after negotiations with staff is complete.
• Site and district administrators typically receive the same raise as teachers, but may receive less.
• Administrators do receive Steps from years of service, just like teachers, but for a much shorter time.  While a teacher can receive annual step increases for 12 years and then steps every three years through their 30th year of service, administrators only have five (5) steps on their salary schedule. See the Admin Salary Schedule.

Did the Assistant Superintendent of Business Services receive a 5% raise in 2019-2020?

• No. The Assistant Superintendent of Business Services was moved to the final step of his 5 step Salary Schedule and received an increase in compensation for years of service worked, similar to other staff.
• The Assistant Superintendent of Business Services is now capped on his Salary Schedule and cannot earn higher compensation for additional years of service.

What are the ways that staff receive an increase in compensation?

• Years of service - https://www.dnusd.org/Page/226
• Each year an employee is with the district, they may move up the salary schedule and may receive an increase in compensation as a result, depending on the step they currently occupy on the schedule. Visit the link above to see a detailed breakout of the Salary Schedules for employees.  A step increase amounts to a 2%-4% increase in compensation depending on your position on the scale.
• Union Negotiated increases to the Salary Schedule  - Click here to see negotiation documents
• Increased Health and Welfare contributions by the District
• Stipends
• Hourly pay for additional work

How much can an employee's compensation increase in total for years of service worked? (Not including increases by negotiated raises)

• Classified Admin positions receive up to a 26% increase in compensation over 9 years for years of service
• Classified Staff positions receive up to a 26% increase in compensation over 9 years for years of service
• Certificated Admin positions receive up to a 10% increase in compensation over 5 years for years of service
• Certificated Teaching positions receive up to a 61% increase in compensation over the first 12 years, and a total of 86% increase in compensation over 30 years of service
• Must meet education requirements to progress to the end of the Salary Schedule. See the certificated salary schedule.

How much of DNUSD’s total revenue is spent on salaries and benefits?

• 83% of all revenue is spent on Salaries and Benefits for employees.
• 8% of all revenue is spent on student services, programs, and service contracts.
• 3% was for the 2018-19 cafeteria fund, child development fund, and deferred maintenance funds.
• Only 6% of all district revenue is available to be spent on materials and supplies for the district and schools.
• https://delnorte.agendaonline.net/public/Meeting/Attachments/DisplayAttachment.aspx?AttachmentID=1125979&IsArchive=0

How large is the DNUSD fund reserve?

• 11.9% of annual expenditures - equaling $5,818,955.
• Last year at the end of the 18-19 school year, the ending fund balance of our reserve was $6,784,137 or 13.9%. In just one year, deficit spending will bring our reserves down to 11.9%.
• By giving unsustainable raises, deficit spending will continue to worsen and reserves will continue to shrink
• https://delnorte.agendaonline.net/public/Meeting/Attachments/DisplayAttachment.aspx?AttachmentID=1125979&IsArchive=0

How large is the required reserve for school districts?

• We are legally required to maintain a 3% reserve which equates to approximately nine (9) days of payroll for all employees.
• The California Department of Education says that Del Norte Unified School District should have a 17% reserve of all expenditures.  According to CDE guidelines, DNUSD does not have sufficient reserves: https://www.cde.ca.gov/fg/ac/co/gasb54atthd.asp
• According to the California Department of Education, DNUSD should maintain a reserve of $7,754,315.

Why does DNUSD have reserves above the required 3%?

• Del Norte Unified School District is committed to maintaining a prudent level of financial resources to protect against the need to reduce service levels because of temporary revenue shortfalls or unpredicted expenditures. The State of California recommends districts have a Minimum Fund Balance Policy that requires a Reserve for Economic Uncertainties, consisting of unassigned amounts, equal to no less than two months of general fund operating expenditures, or 17 percent of General Fund expenditures and other financing uses. https://www.cde.ca.gov/fg/ac/co/gasb54atthd.asp
• We are currently below the target amount of reserve recommended by CDE.

Why do we have reserves?

• Reserves are meant for one-time emergency costs in times of uncertainty and should not be used to fund ongoing yearly expenses.
• The district cannot legally access all options for reducing expenditures in the event of midyear budget cuts or deferrals from the state.  Reserves allow expenditures to be paid until the district can downsize staff, cancel contracted services, eliminate programs, reduce transportation, etc. in the event of a budget crisis. 
• Reserves allow continued operations and time for the board to make revisions and/or cuts to the budget in a thoughtful and planned manner.
• https://www.cde.ca.gov/fg/ac/co/gasb54atthd.asp

Have more questions? Email: Webmasters@dnusd.org

And we will add it to the FAQ

Why does the state of California provide COLA funds?

• The state of California provides a COLA to School Districts that increases revenue in order to maintain current services, and is used for, but not limited to:
• Employee Health & Welfare
• Employee Retirement
• Salary Schedule Increases
• Facilities Maintenance
• Equipment Costs & Maintenance
• Energy Costs
• Student Education Programs
• Student Health & Wellness Programs
• Transportation Services
• Student Materials
• Liabilities

How much is the Cost of Living Increase Adjustment (COLA) for the 2019-20 school year?

• The 2019-20 Cost of Living Adjustment (COLA) is 3.26%. 
• A 3.26% Cola equates to a 2.4% increase to the district’s overall revenue for the 2019-20 school year
• To maintain the current, budgeted costs, including payroll, student services, transportation, utilities and other expenses, the district would have to have received a 4% COLA. 
• For more information, go to https://www.cde.ca.gov/fg/aa/pa/lcffcola.asp.

Is COLA different from revenue?

• Yes.  Increases in COLA do not necessarily mean increased revenue for the district.
• While COLA may increase or decrease in each year, the district is funded through LCFF, which has its own funding calculations that have meant varying increases each year.
• Additionally, COLA is applied to LCFF, which is driven primarily by enrollment and student attendance. 
• For instance, if the state sets a high COLA, but enrollment drops, there may be no additional revenue to the district to current or increased costs.
• However, if a COLA is low, but enrollment increases over projections, the district may have more funds to offer during negotiations.

• In terms of actual revenue, the District received a net 2.4% increase of funds for the 2019-20 school year.

Why are teachers being offered 2% instead of 3.26 (COLA)?

• The state of California expects school districts to use the COLA to pay for the various rising costs of the district each year. These funds need to be spread out appropriately to avoid canceling critical student services due to a lack of funding
• Over the last 5 years, COLA revenue has been used to fund raises for staff, as a result, the increasing costs of other district programs and services have not been properly addressed
• A 3.26% COLA equates to a 2.4% increase to the district’s overall revenue for the 2019-20 school year

What amount of Cost of Living Adjustment (COLA) has the district received from the 2014-15 school year to the 2018-19 school year compared to the raises teachers received during the same time period?

• During those 5 years, DNUSD has received a total 7.29% Cost of Living Adjustment (COLA) increase and gave 13.6% in raises:
• 2014-2015 .85% COLA vs 3% raise
• 2015-2016 1.02% COLA vs 3% raise
• 2016-2017 0% COLA vs 3.6% raise
• 2017-2018 1.56% COLA vs 2% raise
• 2018-2019 3.7% COLA vs 4% raise
• 2019-2020 3.26% COLA vs 1% guaranteed, and 1% conditional raise 
• https://www.cde.ca.gov/fg/aa/pa/lcffcola.asp

What are the ways that staff receive an increase in compensation?

Compensation increases already guaranteed in the contract are usually referred to as “Step and Column,” stipends, hourly rates, and health and welfare.

• “Step” refers to the years of service that an employee has within the district.
• Each year, for up to the first 12 years, that an employee is with the district, they may move up the salary schedule and may receive an increase in compensation as a result, depending on the step they currently occupy on the schedule.  A step increase amounts to a 2%-4% increase in compensation depending on your position on the scale.  (To see a detailed breakout of the Salary Schedules for employees- https://www.dnusd.org/Page/226)
• After the first 12 years of service, teachers on Column F earn steps every three years, maxing out their steps in their 30th year of teaching.
• “Column” refers to the number of units that a teacher has over their bachelor’s degree and teaching credential.  Movement from a column requiring less education to one requiring more education occurs when a teacher provides the district with transcripts showing additional coursework.
• Stipends are for work that occurs outside of the teaching assignment. Several of the stipends are percentage-based and increase based on salary schedule changes. However, there are several flat-amount stipends. These flat stipends received a 6% increase over the past five years.
• The hourly rate is currently $44.15 per hour. The hourly rate is paid for additional time worked by teachers outside of their contract day and not covered by a stipend.  The hourly rate is tied to a specific salary cell on the salary schedule. So for every increase negotiated, the hourly rate increases.
• Health and welfare is tied to the medical, dental, vision, prescription, and life insurance benefits received by employees.  Historically, DNTA has chosen to apply negotiated increases to the salary schedule as opposed to putting them toward health and welfare. However, as health and welfare costs are increasing at a rapid rate, DNTA and the district have been interested in applying compensation increases to the health and welfare cost. 
• Negotiated increases to the Salary Schedule have occurred for many years, regardless of the actual COLA the district received. 

How much can an employee's compensation increase in total for years of service worked? (Not including increases by negotiated raises)

• Classified Admin positions receive up to a 26% increase in compensation over 9 years for years of service
• Classified Staff positions receive up to a 26% increase in compensation over 9 years for years of service
• Certificated Admin positions receive up to a 10% increase in compensation over 5 years for years of service
• Certificated Teaching positions receive up to a 61% increase in compensation over the first 12 years, and a total of 86% increase in compensation over 30 years of service
• Must meet education requirements to progress to the end of the Salary Schedule. See the certificated salary schedule.

Are administrators receiving raises while teachers are not?

• No. Teachers are getting raises, and administrators receive raises only after negotiations with staff is complete.
• Administrators do receive Steps, like teachers, but for a much shorter time.  While a teacher can receive annual step increases for 12 years and then steps every three years through their 30th year of service, administrators only have five (5) steps on their salary schedule. See the Admin Salary Schedule.
• Site and most district administrators do not work under a contract and cannot negotiate for additional compensation each year.  They typically receive the same raise as teachers, but may receive less.

How many increases to teacher Salary Schedules have been negotiated from the 2014-15 school year to the 2018-19 school year?

• During those 5 years, teachers have received 15.6% (non-compounded) increase to their base pay. 
• In addition to the 15.6% negotiated increase, a majority of our teachers have received an additional 16% increase to compensation on top of that 15.6% by accumulating 5 years of service and progressing through the salary schedule (step and column)
• This means that many of our teachers received over a 30% increase in compensation from the 2014-15 school year to the 2018-19 school year
• The 15.6% negotiated increases to the Salary Schedules over those 5 years have significantly outpaced the 7.13% Cost of Living Adjustment (COLA) the district has received in that same period of time. 
• In compounded terms, the base salaries for teachers have increased by 16.6% since 2014 and a total of 18.9% with the district’s current offer.

• What proposal is currently being offered to Teachers by DNUSD? 

  • They are being offered up to 8% in total for 2019-20, 2020-2021, and 2021-2022: 
  • 2% per year is gauranteed
  • An additional 2% is possible based on increasing ADA revenue
  • $1000 additional contribution to teachers health insurance costs from the District over 3 years.
  • Visit our negotiations page: https://drive.google.com/file/d/1dP5aSVzx6tS7p6jKz-0Iu9bDkBLuKY3e/view?usp=sharing

How much of DNUSD’s total revenue is spent on salaries and benefits?

• 83% of all revenue is spent on Salaries and Benefits for employees.
• 8% of all revenue is spent on student services, programs, and service contracts.
• 3% was for the 2018-19 cafeteria fund, child development fund, and deferred maintenance funds.
• Only 6% of all district revenue is available to be spent on materials and supplies for the district and schools.

How large is the DNUSD fund reserve?

• 11.9% of annual expenditures - equaling $5,818,955.
• Last year at the end of the 18-19 school year, the ending fund balance of our reserve was $6,784,137 or 13.9%. In just one year, deficit spending will bring our reserves down to 11.9%.
• By giving unsustainable raises, deficit spending will continue to worsen and reserves will continue to shrink

How large is the required reserve for school districts?

• We are legally required to maintain a 3% reserve which equates to approximately nine (9) days of payroll for all employees.
• The California Department of Education says that Del Norte Unified School District should have a 17% reserve of all expenditures.  According to CDE guidelines, DNUSD does not have sufficient reserves: https://www.cde.ca.gov/fg/ac/co/gasb54atthd.asp
• According to the California Department of Education, DNUSD should maintain a reserve of $7,754,315.

Why does DNUSD have reserves above the required 3%?

• Del Norte Unified School District is committed to maintaining a prudent level of financial resources to protect against the need to reduce service levels because of temporary revenue shortfalls or unpredicted expenditures. The State of California recommends districts have a Minimum Fund Balance Policy that requires a Reserve for Economic Uncertainties, consisting of unassigned amounts, equal to no less than two months of general fund operating expenditures, or 17 percent of General Fund expenditures and other financing uses. https://www.cde.ca.gov/fg/ac/co/gasb54atthd.asp
• We are currently below the target amount of reserve recommended by CDE.

Why do we have reserves?

• Reserves are meant for one-time emergency costs in times of uncertainty and should not be used to fund ongoing yearly expenses.
• The district cannot legally access all options for reducing expenditures in the event of midyear budget cuts or deferrals from the state.  Reserves allow expenditures to be paid until the district can downsize staff, cancel contracted services, eliminate programs, reduce transportation, etc. in the event of a budget crisis. 
• Reserves allow continued operations and time for the board to make revisions and/or cuts to the budget in a thoughtful and planned manner.

Are administrators receiving raises while teachers are not?

• No. Teachers are getting raises, and administrators receive raises only after negotiations with staff is complete.
• Administrators do receive Steps, like teachers, but for a much shorter time.  While a teacher can receive annual step increases for 12 years and then steps every three years through their 30th year of service, administrators only have five (5) steps on their salary schedule. See the Admin Salary Schedule.
• Site and most district administrators do not work under a contract and cannot negotiate for additional compensation each year.  They typically receive the same raise as teachers, but may receive less.

How many increases to teacher Salary Schedules have been negotiated from the 2014-15 school year to the 2018-19 school year?

• During those 5 years, teachers have received 15.6% (non-compounded) increase to their base pay. 
• In addition to the 15.6% negotiated increase, a majority of our teachers have received an additional 16% increase to compensation on top of that 15.6% by accumulating 5 years of service and progressing through the salary schedule (step and column)
• This means that many of our teachers received over a 30% increase in compensation from the 2014-15 school year to the 2018-19 school year
• The 15.6% negotiated increases to the Salary Schedules over those 5 years have significantly outpaced the 7.13% Cost of Living Adjustment (COLA) the district has received in that same period of time. 
• In compounded terms, the base salaries for teachers have increased by 16.6% since 2014 and a total of 18.9% with the district’s current offer.

What raises are currently being offered for Teachers? 

• They are being offered 2% in total for 2019-20: 
• 1% is a guaranteed, on-going increase, and 
• 1% is contingent on attendance not dropping over the course of the year.
• Visit our negotiations page: https://www.dnusd.org/domain/446