PUBLIC INFORMATION

LABOR CONTRACT SYNOPSIS

SPECIAL SCHOOL DISTRICT NO.1, MINNEAPOLIS PUBLIC SCHOOLSand

Minneapolis Principals Forum

2013-2015 Contract

Proposed for Board of Education Approval on Tuesday, April 8th

Contract Term: July 1, 2013, through June 30, 2015

Work Year: Effective 2014-2015, principals will work an annual contract consisting of 221 duty days; increased from 220 duty days

Group Benefits: Increases to health insurance contributions as follows:

January 1, 2014: Increase family contribution from $9,999 to $11,750 January 1, 2015: Increase family contribution from $11,750 to $13,500

Personal injury liability for medical, dental, surgical, or hospital expenses limited to a maximum of two (2) years

Severance: New language to encourage retiring principals to notify the District at times that maximize our opportunity to recruit and fill positions. Changes effective in 2014-2015 include:

Full 60% sick leave payout if a principal notifies the District by February 1st

If notifying the District after February 1st but before March 31st, there will be a deduction of up to $3,500 from the sick leave payout

If notifying the District after March 31st, there will be a deduction of up to $5,000 from the sick leave payout

Principals hired after July 1, 2014 will have their severance capped to a maximum of one hundred (100) days

Salary:

PUBLIC INFORMATION

2013-2014: 1.00% added to the existing salary schedule

2014-2015: Create a new 12-step salary structure for all positions

Move K-8 principals to the Junior High salary range

Eliminate building stipends – retain PhD stipend

Superintendent Flexibility:

Discretion to move principals through the salary range more than one (1) step each year, based on competitive salary offers, exceptional performance, taking on additional assignments, etc.

Optional recruitment payment of up to $10,000

High Priority Schools and Community Partnership Schools:

Incentive of up to $10,000 to be used at the discretion of the Superintendent, which can be used for recruitment stipends, performance bonuses, retention bonuses, etc.

Fiscal Impact: Final costing has been reviewed by the Chief Financial Officer and budget team. The increased cost to the District is $495,935; or a 3.64% total package.

Alignment with MPS Priorities and Strategies:

This section has been redacted as it is non-public labor relations information under the Minnesota Government Data Practices Act, Minn. Stat. §13.39, Subd. 1(c).