As members of IRCEA, your contract is an essential document that outlines your rights, responsibilities, and the terms of your employment. We are dedicated to ensuring our members understand their contract and work tirelessly to negotiate terms that reflect the value of your dedication to education.
Current Contract
Language to Be Ratified
Newly Ratified Language, Tentative Agreements & Memorandums of Understanding
Occasionally, there may be language that has been ratified, but not updated in the above copy of the contract. Additionally, there may be language that has been signed, but not ratified. Ratified Language is consider a part of the contract and can be upheld as such. Tentative Agreements are not yet a part of the contract, but IRCEA and SDIRC may agree to implement the language in the Tentative Agreements. Memorandums of Understanding (MOUs) can be used to clarify the intent of language before it can be renegotiated or implemented in an emergency situation. Please be sure to check these documents to insure that you have the most up-to-date language.
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This language adds new protections for MBUs who are reassigned, including an appeal process and a Review Committee for those assigned outside their field.
The District must now communicate the expected length of any reassignment in writing. MBUs have the right to request a return to their previous or a similar position if it becomes available.
All reassignments are limited to one school year, unless extended by mutual agreement or formal review.
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Updated to comply with current state statute.
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All references to “professional development” in the contract will be updated to say “professional learning” to align with state statute. This does not affect the implementation or meaning of professional development/learning.
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This applies to Vector Training (which was reduced from 7.5 to 3.5 hours). We were able to use time and Thrive to complete it. Additionally, we will have limited administrative meetings in the month of August to allow MBUs to complete their training.
MBUs may use:
1.25 hours on the district day
2.25 hours in place of 3 August admin meetings to complete required trainings like Title IX, Bloodborne Pathogens, etc.
Total time allotted = 3.5 hours.
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Teachers must make at least two documented attempts to notify families when a student is at risk of earning a D or F.
These communications must be recorded in a district-approved platform (currently FOCUS) and do not include report cards or progress reports.
Communication may occur through any approved district method or platform (e.g., email, phone call, messaging app).
This update standardizes expectations across the district and establishes a realistic, clearly defined requirement for teacher communication.
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Employee and Board contributions will increase starting October 1, 2025, as shown in the updated premium tables.
The cost increase is shared between the District and MBUs.
No additional changes to health insurance will be negotiated for the 2025–2026 plan year, unless both parties mutually agree in writing.
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MBUs will receive a $562.50 Cost of Living Adjustment (COLA) this fall, pending contract ratification.
Performance Pay for 2025–2026
Based on your evaluation ratingAnnual Contract (AC)
Highly Effective: $1,500
Effective: $1,125
Professional Services Contract (PSC)
Highly Effective: $1,200
Effective: $900
Performance Pay will be distributed before July 1, 2026, unless delayed by unforeseen circumstances.
Why There Are Differences Between AC and PSC Performance Pay
Florida Statute 1012.22 requires that Performance Pay be tied to evaluation results and contract type.This is why Annual Contract MBUs must receive a higher amount than those on PSC when rated the same.
Why COLA Was Used
State law also prohibits across-the-board or percentage-based raises unless tied to evaluation performance.By incorporating a $562.50 COLA:
We were able to provide all MBUs with an increase to base salary while staying compliant with the law.
The COLA helped to reduce the overall pay gap between:
Highly Effective and Effective ratings, and
Annual Contract and PSC employees.
This approach allowed for a more equitable distribution than performance pay alone would have permitted under statute.
What’s New
For the first time, Performance Pay will be distributed in the same contract year as the evaluation rating is earned — not the following year.This is a significant improvement from previous practice.
These increases are in addition to:
The Retention Pay, and
The 2024–2025 Performance Pay that will also be distributed this fall.
Use the tool below to estimate your total raise for the 2025–2026 school year.
Raise Calculator
This year's performance pay will be paid in a lump sum in June. It will be added to your base salary.