A teacher salary matrix is a structured table that determines salaries based on years of experience and educational qualifications. It consists of rows (“steps”) for experience levels and columns for degrees or certifications. Teachers move through the matrix as they gain more experience or higher qualifications, with each cell representing a specific salary amount.

Row/step movement happens annually at the start of the school year.  There are 2 opportunities annually for teachers to move columns based on credits earned. Teachers earn credits to move columns by completing college courses.  The District reimburses teachers for tuition costs for up to 12 credits for those pursuing Instructional II certification or 9 credits for all others.

Understanding What A “Step” Is

A “step” is used to determine a teacher’s salary based on their years of service and level of education. Teachers advance in salary by completing more years in service or acquiring more credits and/or educational degrees.

The two charts below illustrate this point:

The first example would represent a teacher who had one year of experience (and was either bachelor’s degree or bachelor’s degree plus 30 credits) in 2022-23 and moved to step 2 (2 years of experience) in 2023-24 – that particular case, the increases were 8.80% (Bachelors) and 7.67% (Bachelors + 30). The second example follows the same logic but is based on a teacher with significantly more experience in the position.

The current HEA contract consists of fourteen (14) steps, meaning it takes 14 years to get to the top of the salary matrix. The average number of steps in Lancaster County is 16.

Understanding Column Movement

A salary matrix column designates the educational level attained by a teacher.  At Hempfield, columns begin with bachelor’s degree and end with a doctorate degree. Teachers advance in salary by acquiring more credits and/or educational degrees.

The chart below illustrates this point:

Example of a teacher who moved columns at the beginning of a school year.

The average salary increase in each year of the current contract is 2.8%

During contract negotiations, one of the highest priority items is the increase to the salary matrix. This is done by calculating the total salary of the bargaining unit for the last year of the agreement and increasing the total cost of salary by a percentage. This does not mean that every employee receives the same percentage increase but represents the average employee salary increase.

The average salary increase in the current collective bargaining agreement (2019-2024) was 2.8%. While this percentage was lower than many in the county, the average Hempfield teacher salary was still among the highest.

In addition to salary, the district provides HEA with a comprehensive benefits package that includes:

• • Medical Insurance
  • Dental Insurance
  • Vision and Hearing reimbursement plan
  • PSERS (retirement)
  • Tuition Reimbursement
  • Sick Days
  • Personal Days
  • Emergency Days
  • Income Protection (covers absences due to illness/injury)
  • Life Insurance
  • Educational Sabbaticals

PSERS provides teachers with a stable pension income, health benefits, potential cost-of-living adjustments, disability benefits, survivor benefits, service credits, and options for loans or withdrawals. These benefits offer financial security and support throughout retirement.

The District contributes to PSERS for each eligible employee at a rate determined by the state who reimburses the District for 50% of its contributions.  The rate for 2024-2025 is 33.90%, which means that the District contributes 16.95% on all wages earned.  As the salary matrix increases the total salary for the bargaining unit annually, the PSERS contributions increase proportionately.

PSERS rates, which are controlled by the state, have increased significantly over the last 10 years and are projected to continue to rise.  The current projections for 2031-32 is 38.26%.

In addition to the teacher’s contract, the District faces rising expenditures annually due to many factors:

• • Investment in repair, maintenance and potential expansion to district facilities
  • Increased salaries for all employees (support staff and administrators)
  • Increased cost of healthcare
  • Increased cost of student transportation
  • Increased Special Education costs
  • Increased debt service payments

The attached financial update provides additional information relevant to the District’s budget and ability to increase teacher wages.

The Act 1 Index is determined annually by the state and is used to determine the maximum tax increase that the school district may levy.

The district recently completed a feasibility study of all district buildings. The study highlighted significant repairs needed in nearly every district facility. 

We have recently engaged with an architect to begin working on a solution for the high school. The study projected repair costs to be in excess of $200M.

The School Board has been making efforts to put funds aside in capital reserve to begin to address the issues that exist in our buildings. In addition, there is a commitment to preserving a portion of the tax increase for 2024-25 and the coming years for future debt payments related to the work on our buildings.

On Aug. 21, we were informed that "The association has voted to start the year off operating as they would any school year."

Work to rule is when teachers choose to abide by the absolute minimum required of their existing collective bargaining agreement.

It is important to understand that our teaching staff is being paid during ongoing negotiations. The Board of School Directors passed a resolution invoking “status quo” conditions, which means that teachers will continue to receive salary and benefits in accordance with the final year of the existing contract.