Negotiations and Labor Relations

Negotiations Updates 2023-24

The Pleasanton Unified School District is proud to work alongside our labor partners in service to our students and community: Association of Pleasanton Teachers (APT), Classified School Employees Association (CSEA) Union Local 155.

This page serves as the primary resource for updates on negotiations. We hope you find this to be a useful tool to support effective communication.

Association of Pleasanton Teachers (APT)

Update on APT Negotiations (March 11, 2024)

We are pleased to inform our community that following a 14-hour negotiation session we have reached a tentative agreement (TA) with the Association of Pleasanton Teachers.

The TA includes a 10% ongoing salary increase, full Kaiser single health coverage, increases to teacher stipends, credit for years of service, and reduction in high school class sizes, which represents a total compensation increase of 13.22%. This is an increase to the District’s prior offer and exceeds the recommendation brought forward in the Factfinding Panel's Report.

We are pleased to have reached a resolution that represents how we value our certificated team members and the work that they do with students. Thank you to the members of both negotiating teams who dedicated so much time and effort to making this happen.

The on-schedule salary increase of a cumulative 10.00% will be implemented as follows:
4.50% effective July 1, 2023
5.00% effective January 1, 2024
0.50% effective May 1, 2024

The District's next steps will be to bring the Tentative Agreement (ratified by APT on March 14, 2024) and the AB 1200 - Public Disclosure of Collective Bargaining Agreements for review and approval by the Trustees at the April 11, 2024 Board Meeting.

Update on APT Negotiations (March 8, 2024)

We are pleased to report that APT has accepted our invitation to meet on Monday, March 11, 2024.

The District has reviewed the final Factfinding Chairperson’s Report and is fully prepared to enter into a Tentative Agreement with APT consistent with the recommendations set forth in the Report, which includes an ongoing salary increase of 9%, full Kaiser single coverage, increases in stipends, credit for years of service, reduction in class size for grades 9-12, and reduction in the contractual secondary counselor ratio.

We look forward to further collaboration with APT to reach a mutually agreeable conclusion and establish a Tentative Agreement for consideration by the Board and the represented unit members. We appreciate the patience of all of our staff, parents, and community members, as we work to bring this process to a positive conclusion.

Update on APT Negotiations (March 6, 2024)

We are pleased to share that we received the Factfinding Panel’s Report on March 5, 2024.

The next step in the negotiations process is the District and the Association of Pleasanton Teachers (APT) must meet to consider the Report. If no agreement is reached, the Report must be made public within 10 days as required by Government Code 3548.3(a).

We look forward to the opportunity to continue our engagement with APT with the goal of reaching a mutually agreeable conclusion to this process. In that spirit, the District has extended an invitation to APT to return to negotiations with several suggested dates in the coming week. Once a Tentative Agreement is reached, we will share that with the PUSD community.

We continue to appreciate the patience and understanding of our community during this process and are committed to keeping all educational partners informed of our progress toward a resolution that supports our valued educators and, most importantly, our students.

February 26, 2024 Factfinding Session:

On February 26, 2024, an important phase in our ongoing negotiations took place: the Factfinding Hearing. During this session, representatives from PUSD and the Association of Pleasanton Teachers (APT) presented their respective positions and supporting data to a Factfinding Panel composed of three panelists.

The discussions, extending late into the evening, were marked by a shared commitment to reaching an understanding that benefits all parties. Although the day concluded without a definitive agreement, the spirit of constructive dialogue leaves us optimistic about finding common ground.

The next steps include receiving the Factfinding Panel's Report, which will offer an impartial assessment of the negotiations and suggest potential pathways forward. In the interim, PUSD remains engaged and committed to continuing the dialogue in pursuit of a Tentative Agreement. In that spirit, the District has extended an invitation to APT to return to negotiations with several suggested dates in the coming week.

We appreciate the patience and understanding of our community during this process and are committed to keeping all educational partners informed of our progress toward a resolution that supports our valued educators and, most importantly, our students.

Cost Analysis of APT and District 2023-2024 Proposals prior to Factfinding

Past APT Negotiations Updates

Update on APT Mediation (February 9, 2024)

The Public Employees Relation Board (PERB) has selected the Neutral Chair of the three-member Fact Finding Panel.

The Fact Finding Panel has scheduled the Hearing for February 26, 2024. PUSD and APT will present their arguments and date to the Fact Finding Panel for consideration. The Chair will prepare a "Report" of their findings after the hearing. PUSD and APT can reach a Tentative Agreement anytime during this process.

Update on APT Mediation (January 12, 2024)

On Wednesday, January 10, 2024, the State appointed Mediator sent a letter to the Public Employees Relation Board (PERB) releasing the parties from Mediation and recommending the Fact Finding process to reach a settlement. Our next steps in the Impasse Process will be to work with PERB to establish the three-member panel and determine the hearing date, which will be scheduled within 10 days of the panel information.

With the transition in HR Management, the lead negotiator for the District will be Assistant Superintendent of Business Services, Mr. Ahmad Sheikholeslami.

December 15, 2023 Mediation Session:

The District and APT met for Mediation on December 15, 2023. As the session concluded, APT requested additional time to consider the District's proposal. The District agreed to the request in the interest of seeking an amicable resolution in the Mediation process.

November 7, 2023 Negotiations Session:

The Pleasanton Unified School District (PUSD) and the Association of Pleasanton Teachers (APT) returned to continue negotiations, with the shared goal of reaching a mutually satisfactory agreement. Unfortunately, the parties were unable to come to an agreement. If circumstances change, PUSD and APT agreed to return to the negotiations table for further discussion. Otherwise mediation will occur as scheduled on Friday, December 15, 2023.

Update on APT Negotiations (November 6, 2023)

The District is pleased to announce that APT has agreed to return to the negotiations table on Tuesday, November 7, 2023.

On October 24, 2023 APT declared impasse in negotiations, which initiated the State mediation process. This process begins with mediation facilitate by a State of California mediator assigned by the Mediation and Conciliation Service of the Public Employee Relations Board (PERB). Mediation is currently scheduled for Friday, December 15, 2023. This process will continue as scheduled unless APT and PUSD reach an agreement prior to December 15, 2023 which is the outcome sought by both parties.

PUSD extended an invitation to APT to continue negotiations, with the shared goal of reaching a mutually satisfactory agreement. APT accepted this invitation and PUSD is looking forward to constructive discussions aimed at settling the current negotiations.

October 24, 2023 Negotiations Session:

It is our belief that a collaborative and sustainable agreement is the key to maintaining the exceptional quality of education that our community expects and deserves. As such, we have engaged in numerous negotiation sessions and exchanged multiple proposals to address the concerns of both parties and reach an agreement that is beneficial for all. Unfortunately, during our collective bargaining session, APT declared impasse in our efforts to reach an agreement. Given the significant differences in our compensation proposals, the District agreed that the parties are at impasse.

The District stands ready to participate in good faith in the impasse process to reach a settlement as outlined in California law. The District is committed to finding a resolution that is in the best interests of our students, teachers, and community, while remaining fiscally solvent (see October 26, 2023 Board Meeting Budget Update Video and Presentation Slides).

We understand the daily challenges those of us in education face as dedicated professionals who work tirelessly to put students first. We believe and expect that all parties will continue to exhibit that professionalism and focus on the educational experience of our students.

Negotiations Process

October 17, 2023 Negotiations Session:

The District has offered APT:

An increase of 6.5% to the salary schedule
A $12,256 contribution towards health and welfare benefits, representing 100% of the cost of the premium Kaiser Single medical plan
Increases to stipends for Dual Language Immersion teachers, Special Education teachers, and teachers participating in Outdoor Education

The District’s offer:

Maintains the highly competitive compensation structure for teachers as compared to other school districts in our region, placing PUSD teachers among the top paid in the County (see comparison tables )
Provides for the first time 100% health insurance coverage for teachers, at the Kaiser Single Premium medical coverage (valued at $12,256)
Maintains the excellent working conditions for staff and learning conditions for students, which have resulted in PUSD becoming a destination school district
Ensures that the District can meet its financial obligations in the current fiscal year and in the two subsequent fiscal years

APT’s most recent counter-proposal made on October 10, 2023 will cause financial insolvency for the Pleasanton Unified School District.

The District proposal ensures fiscal stability by maintaining the statutory required 3% reserve level in the current and two subsequent budget years. PUSD will need to make programmatic and expenditure reductions to reduce deficit spending in its budget. PUSD is also managing the financial impacts from declining enrollment and will need to continue right-sizing of its staff and programs. In light of these challenges, the current offer is generous and above the annual 2023 Consumer Price Index (CPI) (3.4% Annual, August 2023) and above the 2023-2024 effective Cost of Living Increase (COLA) of 5.88% to our Local Control Funding Formula.

The next Negotiations meeting is scheduled for October 24, 2023.

October 10, 2023 Negotiations Session:

During the October 10 Negotiations session, the District and APT exchanged proposals on Article 9: Class Size, Article 10: Health and Welfare Benefits, and Article 11: Salaries.

Both the District and APT made movement towards consensus on Article 10: The District increased its offer from 80% coverage to 100% coverage for Kaiser Employee Only. APT agreed to this language, but their proposal also includes automatic annual rate increases in future years.

With respect to salaries, APT maintained their previous proposal of 15.0% on-schedule salary increase. In response, the District improved its prior offer from 6.30% to a 6.50% on-schedule salary increase.

The District presented dates to APT for future bargaining sessions.
APT committed to one additional bargaining session on October 17, 2023.

September 27, 2023 Negotiations Session:

During the September 27 Negotiations session, the Business Services Division presented to APT Benefits Open Enrollment Information and a Budget Update (dated September 23, 2023). In addition, the District and APT exchanged proposals on Article 9: Class Size, Article 10: Health and Welfare Benefits, and Article 11: Salaries.

The District and APT are in agreement with the addition of a stipend of $225 per night for certificated staff members participating in Elementary School Outdoor Education overnight supervision.

Both the District and APT made movement towards consensus on Article 10: Health and Welfare Benefits. APT revised their previous proposal from full medical coverage for all plans to full coverage for Kaiser Employee Only and 80% coverage for all other Kaiser plans. The District increased its offer from 75% coverage to 80% coverage for Kaiser Employee Only.

With respect to salaries, APT modified their previous proposal of 15.5% to a 15.0% on-schedule salary increase. In response, the District improved its prior offer of 6.25% to a 6.30% on-schedule salary increase.

The District presented the following dates to APT for future bargaining sessions:

October 4, 2023
October 10, 2023
October 18, 2023
October 20, 2023
October 24, 2023

APT committed to one meeting on October 10, 2023.

September 6, 2023 Negotiations Session:

The Negotiations session on September 6 was productive. The District and APT came to a tentative agreement on Article 20: Calendar, which includes the DRAFT 2024-2025 Instructional Calendar. The District and APT also agreed to a number of changes in Article 9: Class Size.

No movement was made on Article 10: Health and Welfare Benefits. With respect to salaries, APT made no movement from their 15.5% initial proposal for Article 11: Salaries. In response, the District added .25% to its previous offer of 6.0%, for a total 6.25% on-schedule salary increase.

On September 6, the District presented the following dates to APT for future bargaining sessions:

September 20, 2023
September 27, 2023
October 4, 2023
October 10, 2023
October 18, 2023
October 20, 2023
October 24, 2023

APT responded that they could currently only commit to one meeting on September 27, 2023, and declined to schedule any further bargaining sessions.

August 21, 2023 Negotiations Session:

The District and APT met on August 21, 2023 for its first formal bargaining session. The District is pleased to report that the parties made progress towards settling the 2023-2024 bargaining cycle. Progress on the individual articles is summarized as follows:

Article 9: Class Size

The District and APT are in agreement to the reduction in class size for Transitional Kindergarten (TK) from an average of 30 to 24 students, an allocation of funding for no less than fifteen full-time equivalent district school psychologist positions, and the rostering of students with Individualized Education Programs (IEPs) in Special Day Class (SDC) programs in general education for elementary grades TK-5th. The District has proposed a phase-in model for the rostering plan.

APT has proposed, and the District agreed, to revisions to the release time provision for changes in teaching assignments during the academic calendar. These revisions would allow for release time to be requested at any time during the academic calendar, including within the first fifteen days and at the trimester or semester grading periods. The District further proposed language clarifying a “change in assignment” as a “classroom or site change” at the discretion of the supervisor. The District’s proposal would go into effect for the 2024-2025 school year.

Several items within this article are part of continued negotiations, including APT’s proposals to increase the per-student remuneration for exceeding the class size cap and the addition of new language regarding special education caseloads and assessments.

Article 10: Health and Welfare Benefits

Health and Welfare Benefits are an ongoing discussion between the district and APT. In response to the District’s proposal to increase medical benefit contributions from $5000 to $8078, beginning January 1, 2024, APT proposed full medical coverage, inclusive of premium increases, for the following plans: Employee Only, Employee Plus One, and Employee Plus Two or more, beginning January 1, 2023, and an increase to cash-in-lieu of medical benefits from $2000 to $2500, to be effective as of July 1, 2024.

Article 11: Salaries

The District and APT are in agreement to incorporate language from a previously signed Memorandum of Understanding (MOU), dated May 15, 2023, that would allow continuing education units to be considered for advancement on the salary schedule.

APT proposed a 15.5% salary increase for the 2023-2024 school year and multiple stipends with some tied to increases on the salary schedule. The District made a counter proposal for a 6.0% salary increase and an increase to the Dual Language Immersion stipend from $500 to $5555.

APT proposed language that would monetarily match and distribute any new hire signing bonuses to all current APT members and advance any existing bargaining unit member on the salary schedule to reflect previous out-of-district professional service credit experience, up to fifteen years of service. Additionally, APT proposed language that would change the number of semester hours of unit credit earned from Staff Development Reform (SDR) from a 45-hour career cap to 45 hours annually. The District did not agree to these changes to the Collective Bargaining Agreement.

Article 20: Calendar

The District and APT have agreed to the DRAFT 2024-2025 Instructional Calendar. The calendar includes an Alternate Work Day option that was developed by the Joint APT and District Calendar Committee and includes:

A staff development day shall not fall on the last day of the instructional calendar.
Three additional minimum days for grades TK-5 are to be scheduled around the first trimester reporting period for the purposes of assessment, grading, and report cards.
Certificated staff will no longer be required to make up time for missed mandatory staff development days and will be given the option of providing verification of a statutory leave or docked pay for an absence.

Upcoming Scheduled Negotiation Dates:

The District and APT are scheduled to meet on September 6, 2023, to continue formal negotiations. The District has proposed additional subsequent meeting dates and is awaiting a response from APT.

May 22, 2023 Negotiations Session:

APT indicated they needed more time to discuss the District's counter to Article 9, 10 and 11.
The District presented a counter to Article 20. APT indicated they needed more time to provide their counter.
Negotiation Dates Discussed:
- The District Proposed Negotiation Dates:
  - June 12, 2023
  - June 21, 2023
  - Aug. 1, 2023
  - Aug. 2, 2023
- APT Countered with Negotiation Dates:
  - Aug. 8, 2023 (This is a staff development day)
  - Aug. 21, 2023: Agreed to by District

April 25, 2023 Negotiations Session:

APT presented Article 20.
APT was not ready to discuss the District's counter to Article 9, 10 and 11.
The District Proposed Negotiation Dates:
- Tuesday, May 9, 2023
- Tuesday, May 16, 2023
- Monday, May 22, 2023: Agreed to by APT
- Wednesday, June 7, 2023

April 19, 2023 Negotiations Session:

The District presented in response to Article 9 - 22-23 Class Size Data Cost Analysis.
The District Countered Article 9 and Proposed Article 11 and 10
The District asked for additional Negotiation Dates and APT tentatively accepted April 25th at this time with no additional dates proposed.

March 6, 2023 Negotiations Session:

HR presented the Compensation Study Presentation for Comparable Districts.
Business Services presented a Second Interim Presentation.
School Services of California presented on a Fair Share Formula.
APT proposed Article 9 - Class Size.
Next Negotiation Dates: APT was only able to confirm April 19th and April 25th was 'tentative' per the CTA Rep.

Feb. 10, 2023 Negotiations Session:

We agreed to the Behavior Program Manager I Job Description.
Business Services presented the Funding Presentation.
Next Negotiation Date is scheduled for March 6, 2023.

Feb. 1, 2023 Negotiations Session:

We set the norms for the meetings.
We agreed to contract language.
The Demand for Bargain to reopen 2022-23 was discussed, and it was determined that the District had negotiated in good faith in the 2022-23 year and we would be moving on to the 2023-24.
Negotiation Dates: The District asked to add more dates, but APT declined at the moment.

Negotiations Process

Classified School Employees Association (CSEA) Chapter 155

District /CSEA Joint Communication on Negotiations 2023-2024

July 16, 2024

On Tuesday, July 16, 2024 the District and CSEA met to continue negotiations for 2024-25. The District and CSEA signed the following tentative agreement:

Article 5.3.2: Trial Period
CSEA has reached an agreement with the District allowing for a member to return to a previous position provided certain criteria are met.

Initial discussions were held with plans to continue negotiations related to the following items:

Human Resources Reorganization and Updated Job Descriptions
Article 12: District Required Uniforms

The items agreed upon will be presented to CSEA members for ratification upon completion of negotiations on all reopeners. The negotiations continue to be very collaborative using the IBB model. The next negotiations session is scheduled for August 15, 2024 to continue discussions on the proposed reopeners by the District and CSEA.

June 20, 2024

On Thursday, June 20, 2024 the District and CSEA met to continue negotiations for 2024-25. The District and CSEA signed the following MOU agreements:

Early Expanded Learning (EEL) revised Job Descriptions for the following EEL positions to meet the needs of the program.
- Family Services Specialist
- Expanded Learning Program Lead

Initial discussions were held with plans to continue negotiations related to the following items:

STEAM Preschool and Horizon Alignment of programs
Potential new job descriptions for the MOT department
Human Resources Reorganization and Updated Job Descriptions

The items agreed upon will be presented to CSEA members for ratification and to the Board of Trustees for approval at the June 27, 2024, Board Meeting, pending ratification by CSEA. We continue to utilize the IBB model in a collaborative process. The next negotiations sessions is scheduled for July 16, 2024 to continue discussions on the proposed reopeners by the District and CSEA.

May 20, 2024

On Monday, May 20, 2024 the District and CSEA met to discuss outstanding items from the past bargaining session and to begin negotiations on the proposed reopeners for the 2024-25. The District and CSEA signed the following agreements:

MOU for Classified Vacation Accrual May 2024
MOU for the Child Nutrition Services (CNS) Reorganization and Updated Job Descriptions for following CNS positions:

Once CSEA completes its ratification process of the above agreed upon items, they are planned to be brought to the Board of Trustees for approval at the June 13, 2024 Board Meeting. The negotiations continue to be very collaborative using the IBB model. The next negotiations session is scheduled for June 20, 2024 to continue discussions on the proposed reopeners by the District and CSEA.

May 3, 2024

On Friday, May 3, 2024 the District and CSEA concluded the "me-too" negotiations with a signed Tentative Agreement. Both parties agreed on how to apply the additional salary and compensation received by APT to the CSEA contract. It was mutually agreed that both APT and CSEA members can now access the same medical contribution benefit of the single Kaiser coverage, thus additional compensation for that portion of the "me-too" with APT was not warranted. Discussions focused on increases to the salary schedule, stipends, and years of service credit. Both parties agreed to apply the entire "me-too" increase to the salary schedules A & B and to revisit the years of service issue after the full cost is known in 2024/25. The application of the "me-too" is as follows:

Additional increase to the 2022/23 Salary Schedules of 1.68% effective July 1, 2023
Additional increase to the 2022/23 Salary Schedules of 2.68% effective July 1, 2024
Revisit the "me-too" for the APT years of service credit item in 2024/25 negotiations, once the cost of this item is determined.

Additionally, the District and CSEA signed an MOU on a Summer Bus Driver Incentive and revisions to the Job Description for the Paraprofessional Extensive Support Needs position. Overall, the negotiations were very collaborative and conducted in the spirit of the IBB model. Both teams expressed they were pleased with the process and outcome. Once CSEA completes its ratification process, the agreed upon items are planned to be brought to the Board of Trustees for approval at the May 23, 2024 Board Meeting.

The next negotiations session is scheduled for May 20, 2024 to begin discussion on the proposed reopeners by the District and CSEA.

May 10, 2023 Negotiations Session:

Our CSEA/District negotiation team met for a final time this year and reached a Tentative Agreement for the 2022-23 Fiscal Year and agreed to the following Articles:

Article 3 HOURS
Article 6 Evaluation Procedures
Exhibit F Classified Employee Performance Report
Article 8 Wages
Article 18 Terms and Reopeners
Article 20 Layoff and Reemployment
Article 4 Leaves of Absence
Exhibit D Classified Work year Range placement
Exhibit I Diastat and Educational Stipend
Exhibit M Classified Professional Growth Handbook
Exhibit N MOU Regarding Classified School Employees Summer Assistance Program

April 28, 2023 Negotiations Session:

Agreement on the updated Professional Growth Handbook and contract language in 8.12 Professional Growth, 8.15 Staff Development and 8.18 Stipends (and Exhibit I for Educational Stipends for earned degrees).
Updated Exhibit D to reflect current Salary Ranges and contracted work years.
Agreement on Article 6 Evaluation Procedure language including Exhibit F revised performance evaluation report.
As a result of recent reclassification requests and committee approvals, Memorandum of Understanding agreeing to range and/or job description changes for 3 classifications.

April 12, 2023 Negotiations Session:

Agreement on a 1 year pilot fair share model for compensation with an ongoing 5.65% increase on the 2023-24 salary schedules.
Increase in benefits effective January 1, 2024, for those taking medical with the district.
Approval of 3 paid mandated professional days for all bargaining unit members.
Discussion of the Professional Growth Handbook, more in depth discussion to take place at the April 28, 2023, session
Reached an agreement on Article 20, Layoff.
Reached an agreement on a new job description for Paraprofessional Specialty Floater

March 20, 2023 Negotiations Session:

Presentation & discussion for Article 8 Wages, with regards to using a fair share compensation model based on a formula recommended by School Services of California.

Ahmad Sheikholeslami, spoke during the March 9, 2023, board meeting and shared the 2nd interim budget, he also introduced a concept of a fair share formula for compensation for the district and Board of Trustees. The district did mention that Napa Valley, & San Jose have used this model. Here is the report where he speaks to this model.

CSEA shared changes for Article 20 - Layoff, to update accordingly with new changes in the law under AB438.
Draft Paraprofessional Specialty - Floater, job description presented

March 6, 2023 Negotiations Session:

Completed and came to an understanding on our Hybrid Interest Based Bargaining (HIBB) model ground rules and norms.
Began discussion for Article 8, Wages
TA on Article 4-Leaves, improvement in Bereavement, allowance of designation of person, clarified language for Section 4.5-Attendance Incentive
Discussed a new Paraprofessional job description

February 22, 2023 Negotiations Session:

Discussed what a Hybrid Interest Based bargaining team would look like. We met for 5 hours and established what the ground rules and norms would be for this team. We did utilize an IBB facilitator to ensure that Interest based concepts were kept in mind while we worked together. We accomplished this during the first half of our day. This gave us an opportunity to take an interest and begin a brainstorming session to address a common interest for Article 8-Wages. While we did not complete this process during this session, initial progress was made.

Both teams felt it was a productive day. While everyone is still finding their way through this process, the facilitator will assist at future negotiations dates and keep both parties on the path of interest-based standards. CSEA indicates that they will continue to move forward in a positive direction and achieve good faith bargaining with PUSD. Future negotiations dates have been set up through May. The mutual commitment to the HIBB process is to solidify our bargaining relationship, and build trust and mutual respect.

Labor Relations

Pleasanton... A Destination District!

The Pleasanton Unified School District (PUSD) has an established history as a destination district for families and educators. Consistently ranked as a top school district in the State and the Bay Area, along with nationally ranked schools and programs, PUSD is also ranked #1 in Alameda County among the best places to teach (according to Niche.com)

PUSD is dedicated to developing adult leaders and learners. PUSD is home to the Pleasanton New Teacher Project (PNTP). Accredited by the California Commission on Teacher Credentialing, PNTP provides new teachers a two-year comprehensive professional growth and development pathway leading to a clear teaching credential in general or special education. Thanks in large part to the PNTP, over 90% of teachers who begin teaching in Pleasanton, stay in Pleasanton. PUSD also provides professional academies to support the growth of our classified staff and administrators.

The Impact of Parcel Taxes

PUSD is a top-performing district in Alameda County, consistently ranking highly in terms of academic achievement and student outcomes. PUSD is the only district among Berkeley, Dublin, San Lorenzo, San Ramon, and Livermore that does not have a parcel tax to support its schools, and yet has managed to maintain its position as a high-performing district with dedicated and highly qualified educators, robust academic programs, and extracurricular activities that cater to diverse student interests. This is a testament to PUSD staff and community commitment to providing a high-quality education for all students and the ability to leverage district resources effectively to benefit students and staff.

Lifetime Earnings and Work Days

Lifetime Earnings

Educators who work in PUSD have greater earning potential over the course of their career than in neighboring districts. This helps them to plan for their future and save more for retirement and achieve other long-term personal goals.

(Source: School Services of California SABRE 2021-2022 Report)

Work Days

PUSD staff work a school year that is shorter than most neighboring school districts. This has some benefits for educators, such as improving their work-life balance and allowing them to be more effective in the classroom.

(Source: District Collective Bargaining Agreements)

Daily Work Hours and Specialist Prep Periods

First page of the PDF file: WorkDayHoursandPrepPeriods_1

Hours in the work day

PUSD stands out among neighboring districts for offering a professional day policy, which allows teachers to accommodate both students’ and their own needs. With flexible hours, teachers are able to plan ahead and schedule their time as needed per their professional duties.

(Source: District Collective Bargaining Agreements)

Specialist Prep Periods

The decision to offer a total of 4 preparation periods sets PUSD apart from neighboring districts. Having additional prep periods for Elementary Science, Music, and Physical Education, and Secondary Education Specialists allows educators more time to prepare and plan engaging and effective lessons for students.

(Source: District Collective Bargaining Agreements)

Business Services Budget Presentation

HR Recruitment Brochure

Please see our Recruitment Brochure for more information about the opportunities, supports, and benefits available to PUSD students and staff.

PUSD Brochure