BVPA Tentative Agreements 2026.pdf (136 KB)

SECTION F: COMPENSATION F-1.1​ SALARY SCHEDULE: ​ ​ For 2025-2026 2026-2027 BVSD and BVPA agreed to a 1% COLA. ​ F-5.1​ ANNUAL LEAVE ACCRUAL Employees will accrue annual leave at the rate of 6.65% 9.15% of the hours actually Worked. F-15​ TUITION REIMBURSEMENT The Board agrees to provide $7,500 per school year for educational improvement. Any leftover funds from the prior fiscal year will rollover to the next fiscal year in addition to the $7,500. Fifty percent (50%) of the total budget for the school year will be available for those that submit for summer and fall semester course work and fifty percent (50%) of the total budget will be available for those that submit for spring semester course work. All planned coursework, including cost, should be approved in advance by the level director or manager and the Assistant Superintendent of Human Resources by the Director of Professional Learning or designee. Employees on leave of absence shall not be eligible for tuition reimbursement FOR COURSES TAKEN DURING THEIR LEAVE. Reimbursement will be made at the completion of each course upon presentation of grade slip certificate of completion, and evidence of payment and of satisfactory completion of the course. Reimbursements will be made in January for summer and fall semester course work and in June for spring semester course work in each fiscal year. A.​ Employee Initiated Course Work: Any Unit E employee who has satisfactorily completed the probationary period shall be entitled to reimbursement for the costs of educational improvement in an amount up to 75% of tuition costs not to exceed $550 per person per fiscal year incurred in taking job related course work for a maximum of two (2) courses per term. In the event that the total to be paid under this provision exceeds the amounts budgeted per semester, the District will prorate the payments for individual employees to not total more than the amount budgeted for that semester and not to exceed seventy-five percent (75%) at the time of payment. Should there be funds remaining after each semester’s payments, those who received less than seventy-five percent (75%) (without exceeding the $550 maximum) shall be brought up to the full seventy-five percent (75%) or as close as the funds may provide. Any remaining dollars for the fiscal year will then be provided to those that have not exceeded the $550 maximum to bring them as close to one hundred percent (100%) as possible. B.​ District Requested Courses: When an employee successfully completes course work requested by the District, 100% of tuition costs will be paid by the District.

F-19​ COLLABORATION TIME The District and the Association believe that it is important for special education paraeducators and special skills aides to collaborate directly with teachers and/or specialists regarding necessary student information regarding students in order to provide appropriate support. The equivalent of one paid work day of collaboration time will be prioritized by school year, prorated by FTE, (weekly hours ÷ number of days worked per week.) This time will be coordinated by the building administrator for paraeducators working 20 hours or more to collaborate with staff regarding students. Appropriate staff and paraeducators will collaborate to address student safety and learning needs as per FERPA and other state and federal guidelines, including but not limited to the student’s individual educational plan, health care plans, behavior plans and other relevant data.

SECTION I: FUTURE CONFERENCE AND TERM *I-1.1​ EFFECT OF AGREEMENT: This Agreement shall be in full force and effect from its execution to and including June 30, 2026 June 30, 2028. Further, this Agreement shall automatically continue in full force and effect annually from year to year unless either of the parties hereto shall terminate the same in accordance with the procedure outlined in H-2. I-1.2​ If either party shall desire to change any of the provisions of this Agreement, it shall give written notice as outlined in B-3. I-1.3​ If the parties have not reached an agreement on or before the end of the Contract or Reopening term, all provisions of this Agreement shall remain in effect unless specifically terminated in accordance with the following procedure. I-2.1​ TERMINATION OF AGREEMENT: Ten (10) or less work days prior to the termination date of this Agreement on the first anniversary date or at any time thereafter, if no Agreement on the questions at issue has been reached, either party may give written notice to the other party terminating the Agreement in not less than ten (10) work days after receipt of notification by registered mail. Such notice shall state the date and hour of such termination. All provisions of the Agreement shall remain in full force and effect until the specified time has elapsed. During this period, attempts to reach an Agreement shall be continued. I-2.2​ If the parties have failed to resolve their differences by the specified date, all obligations under this Agreement are automatically cancelled. ACCEPTED AND APPROVED​

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ACCEPTED AND APPROVED

Boulder Valley Paraeducator ​ Association​ ​ ​ ​

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Board of Education Boulder Valley School District RE-2

Signature on File​ Lisa Larsen​ ​ President​ ​

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​ ​ ​ ​ Nicole Rajpal President, Board of Education

May 27, 2026​ Date​ ​ ​

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MEMORANDUM OF UNDERSTANDING Registered Behavior Technician (RBT)

For the 2026-2027 and 2027-2028 school years, the Boulder Valley School District (BVSD) and the Boulder Valley Paraeducator Association (BVPA) agree that BVSd will provide a 5% stipend for paraeducators who complete the Registered Behavior Technician (RBT) training during the 2026-2027 and 2027-2028 school years. Those that have taken in the past and are still within the 5 year window will continue to receive the stipend during this time period. The stipend will be applied to the pay period the month after the coursework certificate is provided to Human Resources and is valid for five years from the date that the coursework is completed, so long as the RBT language remains in the negotiated agreement. Duration: Valid for 2026-2027 and 2027-2028 school years.

Signature on File​​ ​ ​ ​ ​ James A. Hill, EdD​ ​ ​ ​ ​ Assistant Superintendent, Human Resources

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May 13, 2026 Date

Signature on File​​ Lisa Larsen​ ​ BVPA President

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May 13, 2026 Date

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MEMORANDUM OF UNDERSTANDING BVPA President Pay

Limited to two years. For the 2026-2027 and 2027-2028 school years, the BVPA president position will be increased to .50 FTE using one-time funding. Duration: 2026-2027 and 2027-2028 school year

Signature on File​​ ​ ​ ​ ​ James A. Hill, EdD​ ​ ​ ​ ​ Assistant Superintendent, Human Resources

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May 13, 2026 Date

Signature on File​​ Lisa Larsen​ ​ BVPA President

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May 13, 2026 Date

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MOU Honorarium Between Boulder Valley School District (BVSD) And Boulder Valley Paraeducator Association (BVPA)

In honor of paraeducators who have worked within Boulder Valley School District (District) for eighteen (18) or more years, we agree to a Memorandum of Understanding (MOU) offering an early retirement opportunity. For the 2026-2027 school year, paraeducators must notify the district by January 4, 2027, of their intent to retire at the conclusion of the 2026-2027 school year. Those with eighteen (18) or more years of service as a regular employee within the District will receive a one-time bonus, calculated at 35% of the average of the employee’s highest three years’ annual wages. Those retiring employees who are going on a PERA 110 will not receive the bonus.

Signature on File​​ ​ ​ ​ ​ James A. Hill, EdD​ ​ ​ ​ ​ Assistant Superintendent, Human Resources

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May 13, 2026 Date

Signature on File​​ Lisa Larsen​ ​ BVPA President

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May 13, 2026 Date

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Memorandum of Understanding Paraeducator Compensation Study and Review Between Boulder Valley School District (BVSD) And Boulder Valley Paraeducator Association (BVPA) Purpose This Memorandum of Understanding (MOU) establishes a collaborative framework between the Boulder Valley School District (BVSD) and the Boulder Valley Paraeducator Association (BVPA) to study and review compensation practices, structures, and considerations related to paraeducator pay. The purpose of this work is to explore possible approaches that may help ensure paraeducator compensation is reviewed in a manner that is responsible, thoughtful, and sustainable over time. This includes reviewing ways to consider salary schedule positioning, considering compensation structures and guiding principles that may support future discussions, and examining additional compensation elements and monetary support offered to paraeducators. This MOU is intended to support research, discussion, and shared understanding. It does not change, reopen, or replace any current salary schedule, compensation practice, or provision within the negotiated agreement. It also does not commit either party to any future change in compensation practice, structure, methodology, or implementation. Background For a number of years, the District has expressed an interest in establishing a clearer and more consistent approach to paraeducator compensation, including a more defined structure for informing future compensation discussions. At the same time, BVPA has made clear that it does not support applying the same type of market analysis model used with other employee groups. The parties agree there is value in studying other possible approaches that may help support compensation discussions in a more structured, transparent, and rational manner. The parties also recognize that compensation discussions should not be limited to base wage alone and may include review of other compensation-related elements and monetary supports available to paraeducators. Scope of Study The study may include, but is not limited to the following areas: 1.​ Compensation Structures and Approaches Review possible structures, approaches, and guiding principles that may be used to evaluate and discuss paraeducator compensation in a consistent and thoughtful manner.

2.​ Salary Schedule Review Considerations ​ ​ ​

Study ways to review and consider whether the paraeducator salary schedule remains ​ ​ appropriately positioned over time, without requiring the use of the same market analysis ​ process used for other bargaining groups.

3.​ Compensation-Related Elements ​ ​ ​

Identify and review compensation-related elements and monetary supports available to ​​ paraeducators, including but not limited to salary, stipends, insurance contributions, retirement ​ contributions, and other applicable compensation components.

4.​ Informational Reference Points ​ ​

Review relevant​ information, practices, and reference points that may help inform future ​ discussions regarding paraeducator compensation, salary structures, and related supports.

5.​ Sustainability and Financial Considerations ​ ​

Review all findings with consideration for the District’s current and projected financial condition, operational needs, priorities, and long term sustainability.

6.​ Future Discussion Framework ​ ​

Identify possible options, principles, or reference points that may help support future ​ compensation discussions in a more structured, transparent, and informed manner.

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Working Group Composition This study will be conducted by a working group made up of BVSD and BVPA leadership. The working group will be responsible for gathering information, reviewing relevant data and practices, analyzing findings, and sharing information for future discussion as appropriate. Timeline This work will begin no later than September, 2026 and will conclude no later than May 31, 2027. Commitment BVSD and BVPA are committed to engaging in this work collaboratively and in good faith. The intent of this MOU is to support a more structured understanding of paraeducator compensation and to inform future discussion in a manner that is responsible, thoughtful, and fiscally sustainable. Signature on File​​ ​ ​ ​ ​ James A. Hill, EdD​ ​ ​ ​ ​ Assistant Superintendent, Human Resources

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May 5, 2026 Date

Signature on File​​ Lisa Larsen​ ​ BVPA President

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May 5, 2026 Date

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