BEA-BSD Labor Negotiations
Beaverton School District and the Beaverton Education Association (BEA), the union that represents our licensed staff (teachers, counselors, nurses, social workers, school psychologists and speech language pathologists) have been in contract negotiations since February 15, 2024. The bargaining teams are currently negotiating an updated contract while teachers and other licensed staff continue to work under the terms of the existing 2021-2024 contract.
In BSD, we value our educators and are committed to securing an equitable contract that reflects their vital roles. We also are steadfast in our commitment to delivering an exceptional education for every student in our district while being good stewards of public funds. The district has bargained in good faith and has presented a fair and competitive compensation package that would keep Beaverton teacher salaries among the highest in Oregon.
Unfortunately, progress at the bargaining table has stalled. The teams have not reached tentative agreements on any parts of the contract since May 2. After more than 150 days, 58 hours and 13 sessions of bargaining, BEA and BSD remain far apart on key issues including salaries, benefits and other proposed contract changes.
BEA has made no movement toward agreement on compensation since May, re-presenting three times the same salary proposal of a 9% increase this year and 7% next year. Since June, BEA has reduced its insurance increase proposal by just $7 per month. More recently, the union reversed progress, bringing back costly proposals it had previously dropped. Currently, the district's and union's proposals are more than $229 million apart.
The District is requesting assistance from a state mediator to help us move forward and reach a fair and sustainable agreement. We understand that as long as negotiations are prolonged, licensed staff continue to go without cost-of-living salary increases and continue to pay a greater portion of their health insurance premiums.
We invite you to compare the proposals put forth by BSD and BEA and examine the financial implications of each offer. In addition, we encourage you to learn more about the key issues at the center of this negotiation: compensation, benefits and working conditions.
BSD is committed to achieving a resolution that supports educators, provides long-term sustainability for our schools and keeps our students at the forefront of every decision. We will continue to be transparent and provide regular updates on the progress of negotiations.
What is the Cost of BSD and BEA Compensation Proposals?
Below, we’ve outlined what the financial implications for each proposal would be over the next two years. (While the District has proposed a 3-year contract, BEA has proposed a 2-year contract, so the figures you see below only reflect this school year and next school year.)
Both BSD and BEA have proposed salary and benefit increases. BEA also has proposed limits on class sizes and caseloads that would require adding staff or giving extra pay for any overages. This additional cost has been accounted for in the calculations.
Financial Breakdown
Financial estimates are based on budget projections and the best current information available.
The District’s proposal would increase costs by about $42.3 million over the first two years. The union’s latest proposal would cost about $271.7 million over two years. The difference in cost between the two proposals is more than $229 million.
Total Costs of BSD vs BEA Proposal
Assuming current and projected revenue, BSD’s proposal would result in a deficit of $29 million next year. BEA’s proposal would result in a deficit of $161.8 million next year.
General Fund Projected Deficit
General Fund Reserves (Ending Fund Balance)
While the District has financial reserves and will dip into those reserves to mitigate the financial impact of increasing costs, these reserves are limited and dwindling.
Bottom line, both proposals would require the District to make cuts; accepting BEA’s more costly proposal would require much deeper cuts. As a district, we have only three ways to substantially lower costs:
- Cut staff positions
- Eliminate specific educational programming and related staff positions
- Reduce the number of school days
What are the Key Issues?
EMPLOYEE
COMPENSATION
FOR LICENSED STAFF
EMPLOYEE
BENEFITS
FOR LICENSED STAFF
WORKING
CONDITIONS
FOR LICENSED STAFF
How do BSD and BEA Compensation Proposals Compare?
Currently, the District is proposing a cost-of-living salary increase (COLA) of 11.5% over three years for an average of 3.8% per year. BEA is proposing a 16% COLA increase over two years for an average of 8% per year. These salary increases are in addition to the raises for experience (called step increases) that teachers already receive each year until they reach the top of the salary scale.
To understand more about how much teachers and other licensed staff are currently paid and how those salaries compare to other districts, please review our Compensation webpage.
BSD vs BEA COLA Proposal
| Year 1 2024-2025 |
Year 2 2025-2026 |
Year 3 2026-2027 |
|
|---|---|---|---|
| BSD | 3.75% | 3.75% | 4% |
| BEA | 9% | 7% | - |
2024 Bargaining Teams
BSD Team
- Susan Rodriguez, Chief Human Resource Officer
- Michael Schofield, Associate Superintendent of Business Services
- Janine Mobley, Executive Administrator for Human Resources
- Erica Marson, Executive Administrator for Human Resources
- Curtis Semana, Executive Administrator for Human Resources
- Matthew Casteel, Aloha High School Principal
- Johanna Castillo, Meadow Park Middle School Principal
- Laurie Huntwork, Jacob Wismer Elementary Principal
- Veronica Galvan, Administrator for Curriculum, Instruction & Assessment
- Shirley Valladares, Assistant Administrator for Special Education
- Karen Perez, School Board Chair
- Michelle Fowles, Human Resources Supervisor
- Brian Hungerford, Hungerford Law Firm Partner
BEA Team
- Lindsay Ray, BEA President
- Katie Lukins, BEA Vice President
- Emily McCann, BEA UniServe Consultant
- Robert Young, OEA
- Sara Whelan, OEA Statewide Organizing Coordinator
- Suzanne Albrich, Cooper Mountain Elementary Teacher
- Julia Barto, Fir Grove Elementary Teacher
- Amy Borlaug, Five Oaks Middle School Teacher
- Lora Dee, Sexton Mountain Elementary Teacher
- Alysoun Lowe, International School of Beaverton Teacher
- Elizabeth Lynch, Scholls Heights Elementary, Teacher
- Adam Oyster-Sands, Westview High School Teacher
- Janine Weir, Merlo Station Campus Teacher
Bargaining Sessions & Recaps
- February 15, 12-4 p.m.
- March 7, 4-8 p.m.
- March 14, 12-4 p.m.
- April 4, 12-4 p.m.
- April 10, 12-4 p.m.
- May 2, 12-4 p.m.
- May 16, 2-8 p.m.
- May 30, 10-4 p.m.
- June 10, 4-8 p.m.
- August 20, 4-8 p.m.
- September 10, 12-6 p.m.
- September 19, 4-8 p.m.
- September 24, 12-4 p.m.