Professional and Support Staff Contracts

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Why Vote Yes?

The SRSD schools, administration, staff, and students have been recognized at the local, state, and national level in a wide variety of areas including: competency based education, professional learning communities, technology, leadership, scholarship, athleticism, and the arts.  

We experienced extremely high staff turnover in the past year, but previous to that we saw a very low rate – years when we did have contracts.  History shows that failed contracts lead to higher turnover.  Retaining our dedicated staff leads to consistency in the classroom – a proven predictor of student success that also protects the investments the district has made in training staff

Sanborn is at a precipice – success lies heavily upon community support.  That support renews the sense of purpose, strength, and devotion amongst the staff towards the work they are so very passionate about – the education of the children of Kingston, Newton, and Fremont.  

We continue to evaluate, modify, and strengthen curriculum, instruction, and assessment to meet the needs of students in a modern and ever-changing society.

Remaining competitive attracts highly qualified staff

These agreements support our NEASC accreditation

A quality school system attracts homebuyers and businesses, thus increasing the tax base.  


Tax Impact

Professional Staff:
2017-2018 – $502,882
2018-2019 – $545.094

Kingston Estimated Tax Rate:
2017-2018 – .41/$1,000 = $81/$200,000, $122/$300,000
2018-2019 – .44/$1,000 = $/$200,000, $132/$300,000

Newton Estimated Tax Rate:
2017-2018  – .46/$1,000 = $93/$200,000, $140/$300,000
2018-2019 – .50/$1,000 = $102/$200,000, $152/$300,000

Support Staff: 
2017-2018 – $71,153
2018-20919 – $75,786

Kingston Estimated Tax Rate for Year 1
2017-2018 – .06/$1,000 = $11/$200,000, $18/$300,000
2018-2019 – .06/$1,000 = $11/$200,000, $18$300,000

Newton Estimated Tax Rate:
2017-2018 – .06/$1,000 = $14/$200,000, $20/$300,000
2018-2019 – .07/$1,000 = $16/$200,000, $23/$300,000


Professional Staff Contract Highlights

– Move from current health plan offerings to those with high deductibles, this saves the district approximately $150,000
– Reasonable salary increases of 2.2% in year 1 and 2.0% in year 2, top step receive a lump sum of $1,000
– Teacher leader salaries and responsibilities are made equitable across the district
– Establishment of a Mentor system for staff
– Elimination of Sabbatical Leave option
– Sections of Early Retirement benefits are tightened
– Two Year Agreement


Support Staff Contract Highlights

– Reasonable Cost of Living Adjustments: 1.75% in years 1 and 2, 3% off matrix
– All paraprofessionals have the opportunity to attend staff meetings and receive compensation
– If there is an unplanned delayed opening or early release, support staff will not need to make up the hours to receive compensation
– Year around secretaries can carry over 3 vacation days – non-accruable
– Reworked the Professional Advancement and Workshop and Conference articles based on data from the past few years. $7500 was moved from Professional Advancement to Workshops and Conference, $2000 was given back to help offset other contract costs.  The Workshop and Conference article now has specific language providing summer opportunities for support staff – which was previously unavailable.
– Two year agreement


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