Subject: Facing Tough Truths: Where We Stand on Negotiations and Budget Cuts

March 31, 2025

Dear Team AUSD,

I want to take this opportunity to share a frank update on our position in negotiations with our teachers’ union and the larger fiscal realities affecting our district.

As you know, we are navigating one of the most challenging financial periods in recent history. For the first time in over a decade, we were faced with the difficult decision this February and March to implement staff reductions, layoffs, and budget cuts totaling more than $1 million. It’s a stark reality that no school district wants to face, yet one we can no longer avoid. Unfortunately, addressing our ongoing structural deficit will require additional reductions in the years ahead.

Even with the current financial reality and cuts, the Alpine Teachers Association put forward a set of proposals that would cost over $3.2 million. This includes: 

• A 9% salary increase for next year (approximately $1,500,000)

• A 5% increase the following year (approximately $900,000)

• A 22% increase in the district’s contribution toward medical insurance, rising from $16,400 to $20,250 per employee (approximately $166,117)

• Class size overage pay (approximately $25,000)

• Removing seven steps at the top of the salary schedule (approximately $637,000), a change that disproportionately benefits only the most senior employees

• Full reimbursement for all costs associated with credential and certification renewal for teachers (cost undefinable). 

ATA insists these increases can be afforded by cutting contracts from non-staff operating expenses. They have declined to specify which operating expenses they believe should be eliminated. These operating expenses currently cover speech services, occupational therapy, nursing support, classroom and facility repairs, transportation, utilities, and more. The assertion that we can simply cut these and other operational expenses to fund significant, ongoing raises is not only an oversimplification—it’s a fundamental misunderstanding of our district’s financial reality.

ATA further insists that these significant wage increases are needed to catch up to the “statewide average” in teacher wages. ATA compares us to districts of all sizes across the state, many of which are much larger and receive much higher funding. This comparison also excludes health and welfare benefits.  

Again, this presents an oversimplified narrative. In fact, when comparing total compensation (salary and benefits) to school districts in San Diego County, our district ranks at or above all San Diego County school districts despite us being one of the lowest-funded districts in California, placing 811 out of 939 statewide (bottom 14%). 

While we are committed to ensuring our teachers and all staff continue receiving competitive compensation, ATA’s proposals are not financially feasible and do not reflect our district's economic realities. Notwithstanding our significant financial challenges, we have offered a three-year agreement that includes the entire state-funded COLA next year and nearly the entire COLA for the following two years, plus a 3% increase to health and welfare benefits each of the next three years. This will keep our teachers’ total compensation at or above the San Diego County average while ensuring we remain fiscally solvent. 

Thank you for taking the time to read this update. We will continue to keep you informed with regular updates on the status of negotiations.

In partnership, 

--

Rich Newman, Ed.D.

Proudest Superintendent on Earth

Alpine Union School District 

The Destination District of East County

(619) 445-3236