The District and the California School Employees Association Porterville Chapter #38 (CSEA), opened successor negotiations for the 2026–2029 agreement. CSEA presented its initial proposal, and the District presented its response at today's session.

Today's session was positive and productive. Both teams engaged constructively, identified items where the parties are close, and set a clear path for continued conversation.

Topics Discussed

Compensation. Both teams brought forward salary proposals for 2026–2027.

Health Benefits. Both teams proposed increases to the Health & Welfare benefit cap, with active conversation on the size, duration, and funding mechanism. The District's proposal also includes a premium-offset structure that would use available plan underage to reduce active employee and retiree out-of-pocket costs.

Retirement Notice Incentive. Both teams proposed a financial incentive for employees who provide advance notice of retirement. The District presented a structured framework built around Education Code §45201 with tiered incentives based on length of advance notice and work year, and will continue refining the structure with CSEA.

Leaves. The parties discussed adjustments to Personal Necessity and Personal Business leave to provide additional flexibility, along with clarifying language on leave reporting, verification, and medical documentation.

Alternative Work Schedule. CSEA proposed allowing certain high school custodial assignments to remain on evening schedules through the summer. The District expressed openness to continued use of evening assignments during summer, based on summer school needs, individual employee circumstances, and operational requirements, while maintaining current scheduling practices outside of summer. The parties are both collecting additional information and feedback on the issue.

Personal Appearance. Consistent with the approach in certificated negotiations, the District proposed replacing blanket prohibitions on visible tattoos and piercings with standards focused on safety, professionalism, and consistency with the student dress code.

Transfers, Promotions, and Vacancies. The parties discussed several items in this article, including eligibility for subsequent promotion and applicant notification.

Operational and Clean-Up Items. The parties discussed a range of additional items, including organizational rights and facility access, rest periods, work-year days for certain clerical classifications, holiday early-release provisions, athletic coaching leave, summer assignments, and position/range adjustments in Appendix A. Several reached tentative agreement; others are in continued discussion.

Continuing Current Contract Language

On a number of items, the District proposed continuing the current contract language where it is working as intended. The District's focus this cycle is on changes that produce a clear and meaningful benefit, while preserving language that is already providing the intended protections.

What Comes Next

The next bargaining session is scheduled for Friday, May 29, 2026.

The District appreciates CSEA's engagement at the table and the constructive tone of today's session, and looks forward to continuing the conversation.

The District and the Porterville Educators Association (PEA) met today, May 15, for a negotiation session. Consistent with the joint norms adopted by both teams, this update is being shared to keep staff informed about what was discussed at the table.

Today’s session was productive. The parties reached agreement on several items and continued to make meaningful progress on others, building on the work from the May 11 session.

Highlights from Today’s Session

Class Size and Overage. The parties reached agreement on reductions to class sizes in the primary grades and the restoration of class size thresholds at the intermediate grades along with the associated overage amounts at all grades.

Special Education Preparation Time. The District proposed new language to better define the use of additional preparation time for Special Education teachers, paired with one-time funding to extend the provision.

Scicon Stipend. The parties agreed to increase the Scicon stipend from $125 to $200 per night.

Preparation-Period Substitutions. The District proposed adjustments to the compensation for preparation-period substitutions, with substitution time rounded up in 15-minute increments.

Leaves. The parties discussed adjustments to leave provisions to provide greater flexibility in the use of Personal Necessity and Personal Business leave.

Negotiation Procedures. The parties reached agreement on Negotiation Procedures and release time.

Ongoing Communication. Both teams agreed to establish regular informal meetings between District leadership and PEA to support communication outside of formal bargaining sessions.

District Proposals Withdrawn. The District withdrew several of its own proposals, including items related to leaves, faculty meetings, and duty on minimum days.

CTE/BDVE Framework. The District proposed forming a joint committee of PEA and District members to work toward a recommendation on the proposed CTE/BDVE framework.

What Comes Next

The District is now costing out all areas where agreement has been reached, along with the additional costs and impact associated with those provisions. This work includes an estimate of the cost and impact of the new Pregnancy Disability Paid Leave reflected in the State’s May Revision. The District is also developing an alternative mechanism and evaluating the associated costs for spousal health coverage, similar to the approach used in the classified employee contract.

At the next session, the District will present an adjusted total compensation proposal, including proposed stipends, that reflects the May Revision. The proposal will also include language addressing how the final enacted State budget will be accounted for in the cost-of-living adjustment (COLA).

The next bargaining session is scheduled for Tuesday, May 19, 2026.

The District appreciates PEA’s continued engagement at the table and the significant progress made today, and looks forward to the next session.

The District and the Porterville Educators Association (PEA) met today, May 11, for a full-day negotiation session covering PUSD’s response to PEA’s initial proposal. Consistent with the joint norms adopted by both teams, this update is being shared to keep staff informed about what was discussed at the table.

The session focused on the District’s response to the items raised by PEA at the April 15 session. Both teams worked through proposals collaboratively, identified items where agreement could be reached, and engaged in continued discussion on items still in development.

Understanding the Full Picture

To help staff understand the full scope of items currently on the table, the District has now costed out the majority of items included in PEA’s proposal. A summary of those costs, along with how each item compares to the equivalent percentage of a salary increase, is available through the cost calculator below. When totaled, PEA’s proposals reflect an estimated cost of approximately $20 million, equivalent to roughly a 23% salary increase.

Cost Calculator

Cost estimates reflect the general fund (unrestricted) and exclude charter funds. Figures are subject to the May Revision. Estimates for the proposed health insurance changes reflect contribution amounts only and do not reflect the potential impact on the self-insurance plan.

Among the District’s Proposals

Employee Benefits. The District proposed increasing the benefits cap from $20,000 to $21,000 for the next three years using one-time dollars, with the maximum contribution reverting to $19,000 (rather than $18,000) after that period.

Retirement Notice Incentive. A new incentive for employees who provide advance notice of retirement:

• 1.5% bonus at the time of retirement for employees providing one year of advance notice
• 3% bonus at the time of retirement for employees providing two years of advance notice

Combination Class Stipend. The District proposed a stipend for teachers assigned to combination classes, and agreed to stipends for Impact support providers.

Optional Days Beyond the School Year. Up to five (5) optional days beyond the regular school year, compensated at the employee’s daily rate, for purposes such as training, professional development, collaboration, and instructional planning.

Leaves. Proposed expanding the instances in which Personal Necessity leave may be used, and increasing the number of days of Personal Business leave that may be taken without advance approval from Human Resources.

Counselor Overage. Proposed an increase to the overage compensation for counselors.

Personal Appearance Language. Proposed removing blanket prohibitions on visible tattoos and piercings, replaced with language that addresses safety and operational concerns.

Class Size and Overage

The District proposed adjustments to class size and overage amounts informed by data from neighboring districts.

Other Items in the Package

Beyond the items highlighted above, the District’s proposals also include changes related to scheduling, meeting structures, supplementary leaves, and other operational provisions. These items are part of the broader package now under discussion and will be shaped by continued conversation with PEA in the coming session.

Continuing Current Contract Language

On a number of articles, the District proposed continuing the current contract language, including Management Rights, Association Rights, Academic Freedom, Grievance Procedure, Transfers and Reassignments, Learning Environment, Evaluations, and Layoffs. The District’s focus this cycle is on changes where there is clear and meaningful benefit, and on continuing language that is already providing the intended protections.

Items in Continued Discussion

Salary. Compensation discussions are ongoing. The District is committed to a competitive salary package within the fiscal parameters described above.

CTE/BDVE Frameworks for Salary Schedule Placement. The District has indicated it is open to discussing these frameworks; outstanding questions remain and language will need to be refined.

Negotiation Procedures. The District proposed an alternate expansion to the bargaining team.

Contract Clean-Up. Both parties agreed to various corrections of typos and other artifacts in the contract.

What Comes Next

Both teams will continue working through the package in the coming session, including items still in development and other remaining areas where feedback is needed from stakeholders and additional conversation is needed.

The next bargaining session is scheduled for May 15, 2026.

The District appreciates PEA’s continued engagement at the table and looks forward to the next session.

Overview

The District and the Porterville Educators Association met today, April 15, for a full-day negotiation session covering PEA's initial proposal package. Consistent with the joint norms adopted by both teams, this update is being shared to keep members and staff informed about what was discussed at the table. 

The day opened with a financial overview from the District and continued with a section-by-section walkthrough of PEA's proposal. The teams engaged in collaborative discussion to clarify each proposed change, ask questions, and surface the rationale behind specific items. The District is now preparing its response, including cost analysis of PEA’s proposal, for the next session.

Fiscal Context Shared at the Table

Initially, the District's Business Office shared a budget presentation.  Key points presented:

• Enrollment continues to decline. PUSD enrollment is down 913 students (−6.7%) since 2017-18, while charter enrollment in the area has grown by roughly 42% (+377 students) over the same period. Because LCFF funding is enrollment-driven, this trend continues to shape the District's revenue base.
• Statutory COLA does not equal actual COLA. While the statewide statutory COLA for 2026-27 is 2.41%, PUSD's actual COLA, after declining enrollment is factored in, is projected at only 0.94% — less than half of statutory. This is the most important number for understanding new revenue capacity.
• Special Education contributions are the single largest operational cost driver, up $4.43M (+80.5%) since 2023-24. Utilities and property and liability insurance also continue to climb.
• Cost of compensation increases. A 1% salary increase costs the District approximately $1.14M on its own. When step-and-column movement (about 1.5%) is layered in, which happens automatically every year regardless of settlement, the combined cost rises to roughly $2.77M.
• The District remains in a sound position with respect to required reserves, but available capacity for new ongoing commitments is significantly tighter than in prior years.

The full presentation is available here: PUSD Fiscal Review 2026-2027

PEA acknowledged the financial overview and indicated its proposals are intended as an opening package for discussion.

PEA Proposal: Topics Discussed

PEA's package spans the contract, and the items below are not a complete list of all the changes PEA proposed, but include a high-level summary of the topics covered.

General language and definitions (Article 1). PEA proposed updating terminology throughout the contract from "teacher" to "bargaining unit member" to more accurately reflect the range of certificated roles covered.

Association rights and meetings (Articles 5–7). Proposed adjustments included additional bargaining-team release time, a regular meeting between the Association and the Superintendent, and revised language in the management rights article.

Academic freedom and instructional materials (Article 9). PEA raised concerns about scripted instruction, sought clarification around the use of supplemental materials, and the impact these and related items should have or not have on evaluations.

Grievance and arbitration (Article 10). PEA proposed expanding the categories of contract provisions subject to the grievance and arbitration process.

Leaves (Article 11). Proposals included expanded discretionary-leave provisions and adjustments to leave for in-district interview opportunities.

Transfers (Article 13). PEA proposed additional procedural parameters related to involuntary transfers and reassignments, including documentation requirements.

Class size and overage (Article 14). PEA proposed lower class-size targets at several grade spans and increases to per-period overage compensation at the secondary level. Related proposals addressed special education caseloads, English Learner concentrations, and counselor caseloads.

Prep time and combined classes (Articles 4, 24, and related sections).PEA proposed changes to prep-time protections, the use of Wednesday collaboration time, the rate paid when teachers cover during their prep, and compensation when classes are combined due to substitute shortages. The teams also discussed the existing 8:00–8:25 pre-student window and how it interacts with proposals around before-school tutoring.

Evaluation (Article 18). PEA proposed clarifying the evaluation process for itinerant staff who serve multiple sites and other changes related to scheduling.

Calendar (Article 19). PEA proposed establishing a calendar input committee.

Compensation and stipends (Articles 20, 26, 28, and Appendices).Proposals addressed the certificated salary schedule, stipend column placement for special education, the addition of new fine-arts assistant positions and percussion-director positions tied to growing programs, department-chair compensation at the middle-school and high school level, the SCICON stipend, induction/Impact mentor stipends, the workshop rate, and a new master's/doctorate stipend. PEA also proposed adjustments to vocational/CTE column placement and pathways for movement on the salary schedule for CTE teachers, as well as additional compensation for teachers delivering dual-enrollment courses.

Coursework for horizontal movement. PEA proposed allowing pass/fail coursework from accredited institutions to count toward column movement under defined criteria.

The day was spent engaged in collaborative discussions and the District team asking clarifying questions on most items to better understand the underlying concerns, the source of the language (PEA member surveys, comparison districts, or specific site experiences), and the practical operation of each proposal. PEA was responsive in providing context and acknowledged that several items are starting points open to refinement.

What Comes Next

The District is now reviewing the full package and preparing its responses. This includes:

• Costing each compensation-related item, individually and as a package.
• Analyzing the operational and cross-article implications of language proposals.
• Preparing the District's own proposal items to bring back to the table.

The next bargaining session is scheduled for May 11, 2026.