Negotiations Updates
Negotiations Update - SRVUSD and SRVEA - SESSION 12 - September 10, 2026
posted September 11, 2026Negotiations Update - SRVUSD and SRVEA - SESSION 12 - September 10, 2026 ![]()
posted September 11, 2026
Negotiations Update - SRVUSD and SRVEA - SESSION 12 - September 10, 2026
The District and SRVEA convened the 12th session of successor negotiations for the 2026–2029 Agreement on September 10, 2026. During this session, the parties discussed various topics and exchanged proposals. Below is a factual summary of the discussion points and links to any proposals exchanged between the parties.
The parties engaged in discussion on the following topics:
- Salaries
- MOU: Grading & Assessment
- Common HS Bell Schedule Joint Working Group Summary and Feasible Bell Schedule Options
District Proposals to SRVEA
The District provided proposals to the SRVEA team on the following articles (the below are brief summaries).
The District recognizes a competitive total compensation package of both salary and health benefits is essential to attracting and retaining highly qualified educators, as well as how increases to salary helps recognize the significant contributions SRVEA unit members make to our students, schools, and community.
The District acknowledges that our employees are deserving of a much higher ongoing salary increase than our District’s fiscal condition permits. This limitation reflects the District’s current fiscal capacity, not the value the District places on its employees or its desire to improve total compensation.
With the acknowledgment of our ongoing agreement to provide fully paid medical benefits in accordance with Article XXIII, the District proposes the following compensation increases:
- Effective July 1, 2026, for the 2026-2027 school year, the District will provide an ongoing increase of two percent (2.0%) which will be applied as a base increase to all SRVEA bargaining unit salary schedules. (estimated ongoing budget impact/cost for all employees = $6,600,000.00)
- For the 2026-2027 school year, the District will also provide all unit members a one-time, off-schedule payment equivalent to two percent (2.0%) based upon their salary schedule placement as of November 1, 2026. (estimated one time budget impact/cost for all employees = $6,600,000.00). This one time off-of-the-schedule payment shall be calculated on base salary schedule pay only, and shall not be based on stipends, additional or supplemental compensation, or any work paid on a timesheet.
- Effective 7/1/2026, the SRVUSD Extra Service Salary Schedule will include the following revisions:
- High School Orchestra Director Stipend (3 Productions) 8.5% of C-1.
- Middle School Dance Director Stipend (3 Productions) 8.0% of C-1.
Fiscal Impact of the District’s Proposal
The fiscal impact of the District’s September 10, 2026 Counter Proposal based on the most recent budget calculations (45 Day Revise) are shown below and reflect the impact of this proposed agreement on the Multi Year Projection reserve calculations as follows:
| 2026-2027 | 2027-2028 | 2028-2029 |
| 5.12% | 5.42% | 3.94% |
In developing this counterproposal, the District considered the total compensation package provided to SRVEA unit members, including salary and health and welfare benefits; the distinction between available ongoing and one-time resources; the District’s existing expenditure commitments including the impact of the increases to utilities, goods and services, as well as increases related to step and column, the need to maintain fiscal stability throughout the multi-year projection, and importance of providing salary schedule increases, while absorbing the increased cost of health benefits, without having to make significant budget reductions.
With an acknowledgement of the above statements, the District is unfortunately not able to agree to SRVEA most recent salary proposal as it represents approximately $21,000,000.00 in ongoing increased costs for the District which requires significant budget reductions to avoid a qualified or negative fiscal rating with the County and State.
The impact of SRVEA’s May 28, 2026 proposal on the Multi Year Projection reserve calculations is as follows:
| 2026-2027 | 2027-2028 | 2028-2029 |
| 2.15% | .94% | -1.97% |
The parties agree to establish a Grading and Assessment Joint Working Group to refine implementation considerations, develop clarity around expectations, and identify areas requiring further alignment prior to any potential policy or practice changes.
The Joint Working Group shall:
- Examine the findings of the Grading Reform Committee;
- Identify areas requiring greater clarity, consistency, and shared expectations;
- Evaluate key implementation considerations, including but not limited to:
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- Workload and long-term sustainability
- Applicability across disciplines and grade levels
- Impact on students;
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- Focus on grading and assessment practices at the middle and high school levels;
- Collect feedback from the school sites
- Develop draft guidance and implementation frameworks for consideration;
- Provide non-binding recommendations to the District and SRVEA bargaining teams.
- Collect and consider feedback from the Student Senate
- Consider alignment with modified/standards based grading practices and progress reporting for students with disabilities participating in California Alternate Assessments (CAA) and/or pursuing the Alternative Pathway to a Diploma
- Consider alignment of grading practices and progress reporting to ensure appropriate and consistent practices for Multilingual Learners.
- Any recommendations or proposed implementation framework shall be advisory only. The District and SRVEA will engage in impacts and effects negotiations regarding revised board policy.
- The workgroup will convene meetings during the work day.
The Joint Working Group shall consist of thirty-three (33) members in total to ensure broad and balanced representation across secondary grade spans, disciplines, and roles.
Twenty-two (22) SRVEA Members (selected by SRVEA leadership) and SRVEA leadership (or designee):
- Twelve (12) high school teachers (three from each comprehensive high school), with representation across core academic subjects, electives, physical education, and special education
- Eight (8) middle school teachers with representation across core academic and elective subject areas and special education
- One (1) counselor from high school and one (1) counselor from middle school
Ten (10) District Representatives:
- Four (4) high school administrators
- Two (2) middle school administrators
- Four (4) district administrators
Timeline:
- Fall 2026: Selection of Joint Working Group members
- Oct/Nov/Dec 2026: Joint Working Group convenes to review, analyze, and develop draft guidance and implementation frameworks
- Jan 2027: Presentation of findings and recommendations to SRVEA and District bargaining teams for review and discussion
- Spring 2027: Preparation of final implementation framework
SRVEA Proposals to SRVUSD
SRVEA provided proposals to the District team on the following articles (the below are brief summaries and not inclusive of all aspects of the proposals provided):
The parties agree to establish a Grading and Assessment Joint Working Group to refine implementation considerations, develop clarity around expectations, and identify areas requiring further alignment prior to any potential policy or practice changes.
The Joint Working Group shall:
- Examine the findings of the Grading Reform Committee;
- Identify areas requiring greater clarity, consistency, and shared expectations;
- Evaluate key implementation considerations, including but not limited to:
-
- Workload and long-term sustainability
- Applicability across disciplines and grade levels
- Impact on students;
-
- Focus on grading and assessment practices at the middle and high school levels;
- Collect feedback from the school sites to determine the feasibility of implementing grade reform;
- Develop draft guidance and implementation frameworks for consideration;
- Provide non-binding recommendations to the District and SRVEA bargaining teams.
Any recommendations or proposed implementation framework shall be advisory only. No recommendation, framework, grading expectation, assessment practice, pilot, policy, or other change affecting bargaining-unit members shall be implemented without completing any required negotiations and obtaining mutual written agreement between the District and SRVEA.
- The workgroup should meet during the contractual workday or receive compensation.
The Joint Working Group shall consist of thirty-nine (39) members in total to ensure broad and balanced representation across secondary grade spans, disciplines, and roles.
Twenty-two (22) SRVEA Members selected by SRVEA leadership and SRVEA leadership (or designee):
- Twelve (12) high school teachers (three from each comprehensive high school), with representation across core academic subjects, electives, physical education, and special education
- Sixteen 16) middle school teachers (two from each middle school), with representation across core academic and elective subject areas
- One (1) counselor from high school and one (1) counselor from middle school
Nine (9) District Representatives:
- Three (3) high school administrators
- Two (2) middle school administrators
- Four (4) district administrators
Timeline:
- Fall 2026: Selection of Joint Working Group members
- Dec 2026: Joint Working Group convenes to review, analyze, and develop draft guidance and implementation frameworks
- Jan 2027: Presentation of findings and recommendations to SRVEA and District bargaining teams for review and discussion
- Spring 2027: Preparation of final implementation framework
Next Steps
The teams are in the process of scheduling the next bargaining session.
Representatives in Attendance for this Negotiations Session
San Ramon Valley Unified School District |
San Ramon Valley Education Association |
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View previous negotiation session summaries with each of our Union partners.
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California School
Employees Association (CSEA)
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Service Employees
International Union (SEIU)
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San Ramon Valley
Education Association (SRVEA)
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If you would like to review additional information regarding the process, documents, resources, and iterations of the budget reduction plans, you may view those here:
