<div dir="ltr"><div class="gmail_default" style="font-family:arial,helvetica,sans-serif">We do the same as Andrea and Samantha here @ RSU No 38. ~Mandy</div></div><br><div class="gmail_quote gmail_quote_container"><div dir="ltr" class="gmail_attr">On Thu, Mar 20, 2025 at 2:15 PM Garnett Sias, Samantha <<a href="mailto:samantha.garnettsias@rsu4.org">samantha.garnettsias@rsu4.org</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div class="gmail_default" style="font-family:arial,sans-serif">We also use Profund and the same process Andrea outlined in her response.</div></div><br><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Thu, Mar 20, 2025 at 11:16 AM Andrea Disch <<a href="mailto:adisch@msad11.org" target="_blank">adisch@msad11.org</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div class="gmail_default" style="font-family:garamond,"times new roman",serif;font-size:large;color:rgb(0,0,0)"><p>Tyler's Profund system utilizes position-based payroll, which we incorporate into our budgeting process.</p>
<p>In years when contract negotiations are ongoing, staff members are advanced one step on the salary scale for budgeting purposes, and a percentage increase is applied to the base salary scale.</p>
<p>This percentage increase is calculated to account for all proposed monetary negotiation requests.</p></div><div class="gmail_default" style="font-family:garamond,"times new roman",serif;font-size:large;color:rgb(0,0,0)"><br></div></div><br><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Thu, Mar 20, 2025 at 10:53 AM Adam Hanson <<a href="mailto:ahanson@lewistonpublicschools.org" target="_blank">ahanson@lewistonpublicschools.org</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr">Our recent practice has been to give everyone a step on the current scale and then decide how much more we want as a contingency in total. We then spread that contingency amount across all of the different appropriate salary lines so it doesn't stand out like a sore thumb.</div><br><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Wed, Mar 19, 2025 at 2:51 PM Daniel Picard <<a href="mailto:daniel@fayettemecs.com" target="_blank">daniel@fayettemecs.com</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div dir="ltr"><div>Hi all, </div><div><br></div><div>Question for any input you have: When you are in a negotiation year, how do you handle this in your draft budgets without showing too much information? (Particularly where you have not negotiated any salaries yet).</div><div><br></div><div>Thank you!</div><div>Daniel</div>
</div><div><br clear="all"></div><div><br></div><span class="gmail_signature_prefix">-- </span><br><div dir="ltr" class="gmail_signature"><div dir="ltr"><div style="color:rgb(34,34,34)">--------------------------------</div><div style="color:rgb(34,34,34)">Technology Director </div><div style="color:rgb(34,34,34)">Fayette Central School</div></div></div></div>
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