All Tentative Agreements-2026
Special Education
| Special Education Partnership Initiative (SEPI) | SEPI is made of SEA, SPS, and community members and recommends a redesigned special education program. It allows for a one-year pilot. Phase I: Research and community engagement phase. Recommendations made by Jan 2028. Phase II: Support implementation of pilot through building visits, recommend adjustments if early data suggests a need. Phase III: Pilot in 30% of schools begins. SEPI collects and analyzes data. SEA Rights: Staff can displace from pilot building. SEA and SPS have equal decision-making on SEPI. If SPS does not follow recommendation, it must negotiate impact with SEA. Current Special Ed programs and pathways continue outside the pilot for duration of CBA. Pilot will not result in layoffs/RIFs. |
| BCBAs and BSPs | SPS commits to hiring BCBAs and BSPs in-unit as soon as feasible |
Pay and Benefits
| Certificated pay ~9.8% for 3 years | 2026-27: 2.6% 2027-28: inflation + 0.5% = about 4.1% 2028-29: inflation + 0.5% = about 3.1% |
| Para pay & SAEOP pay ~10.55% for 3 years + longevity | 2026-27: 2.6% 2027-28: inflation + 0.75% = about 4.35% 2028-29: inflation + 1% = about 3.6% Longevity increases 26+ years: +2.0% 21-25 years: +1.5% 16-20 years: +1.0% 10-15 years: +0.5% |
| Training Days – SAEOP & Para | 2 days tech pay (increasing by 1) for self-directed tech learning/training |
| SPP+ IA reclassification | SPS will apply for a FEPP grant to move SPP+ IAs to Grade 19 salary schedule |
| VEBA (all units) | VEBA for SEBB-eligible staff (learn more about VEBA) 26-27: VEBA accounts established 27-28: SPS contributes $10/month 28-29: SPS contributes $15/month |
| SAEOP Certification Increase | SAEOPs will receive $10 more/month = $65 for each current certificates. |
| TLC Stipends | Increases TLC stipend to $4,000 |
Relief from pressurization
| Issue | What we won |
| Early Release Days Para & SAEOP | 18 principal/supervisor-directed days 4 will be racial equityTime for training plans, clock hours, and to perform other duties 18 educator-directed Implementation days 2 will be racial equityAdmin will not schedule other meetingsSame as above plus: in-building and cross-district job-alike collaboration and mentoring |
| Early Release Days Certs | 18 principal/supervisor-directed days 4 will be racial equity 18 educator-directed Implementation days 2 will be racial equityAdmin will not schedule other meetingsMay include individual instructional planning |
| Required cert meetings after contract hours | Up to 3 per month, except limited to 2 per month in December and April. Duration capped at 1 hour. |
| Curriculum Embedded Assessments | Fall 2026 pilot to test integration of Performance Matters & PowerSchool Pro with potential to implement district-wide in January. District study of tech systems will include at least 150 educators (para, SAEOP, certs) testing each system being considered. If no solution to duplicative entering of CEA data is found, teachers will only enter CEA data into one system beginning 2027-28. |
| Co-teaching | Provides definition requiring two certificated teachers and allowing IAs to be additional co-teaching team members. Teachers can indicate preference for co-teaching or not on annual forms. Maximum of 3 preps. Building-based training and job-embedded training through ML and special ed departments. Gen ed overage will be paid to the gen ed teacher on the assigned roster for students above class size. |
| PreK PCP Time | PreK certificated teachers will receive PCP time equal to elementary PCP time. Developmental PreK staff (including IAs) will have one-hour uninterrupted scheduled team planning meetings on Wednesdays. During their planning time, they will be removed from emergency sub rotation. |
| Nurses | Increase Nurse allocations starting in 2026-2027 by 5.0 FTEs. Assignments determined by PLT. |
| Psychologists | Increase Psychologist allocations starting in 2026-2027 by 6.0 FTEs. Assignments determined by PLT. |
| Social Workers and Counselors | 2027-2028: Elementary schools with 350+ students will be allocated 1.0 FTE for school counselor or social worker 2028-2029: Elementary schools with 300+ students will be allocated 1.0 FTE for school counselor or social worker |
| Sub Reimbursement “Coverage and Coverage Pay” Cert Para SAEOP | Staff must be assigned to cover for a position to receive coverage pay; staff are not expected to take on additional duties until assigned. Assigned employees must submit the length of time impacted for coverage pay. Coverage pay will go directly to impacted staff who have submitted for it. There will be no rollover. Votes taken by June 30, 2026 to address roll-over funds will be honored. If a building had not voted, 50% of the building’s rollover funds will go to SPS’s general fund; 50% will be returned to the building for staff to vote on how to spend on the building (no dispersing among all staff). |
| Staff roles in Building Access/managing doorbells | The district will implement a protocol for all staff regarding visitor access to buildings and will affirm that safety is a whole-building responsibility. |
| Multilingual learning Cert Para | Joint taskforce to review impacts and monitor progress for system-wide trainings. Staffing adjustments will occur for 2027-2028. No layoffs. Reduce IA caseload to 1:33. No partial FTEs of IAs and .5 or 1.0 FTE for Certs. Uninterrupted team planning time. CAI will provide secondary foundational reading intervention curricula and trainings. |
| Classroom Management | SPS will develop a district-wide reporting/documentation protocol for student Behaviors SPS will provide annual training on the Basic Rules of Seattle Public Schools, SPS disciplinary matrix, WAC 392-400, trauma informed student behavior response interventions, reporting protocols, and District/school leader response protocols. School leader(s) will be responsible for developing a rapid response plan for each building to be reviewed annually. |
Other issues
| Issue | What we won |
| Substitutes Cert Para SAEOP | Subs can now miss 2 days of assignment and will not have them count against progress toward a consecutive day requirement (1 in the first 20 days, 1 in the remaining 25 days). SPS will provide an estimate for the number of hours a certificated substitute will be expected to work in a long-term assignment so retirees will not exceed the hours they are allowed to work for their pension. |
| Safe schools – immigration | SPS will not disclose the immigration status of employees, immigration concerns will be an ongoing topic at Leadership Committee (Supt and SEA), annual training on policy 4310sp.b, protocols, and given resources for families. Staff will not face discipline for adhering to 4310sp.b and it is understood that when a student must interface with ICE, the principal must escort the student. |
| LGBTQIA MOU | SEA and SPS agree to develop protocol and guidance to protect employee privacy and ensure a smooth experience when making gender and/or name changes in the SPS system. |
| Para & SAEOP Professional Development/Training | Supervisors may not unreasonably deny access to PD hours. SPS and SEA will collaborate to make a training plan for each Classified position: – SAEOPs by end of 26-27 – Instructional Paras by the end of 26-27 – Non-instructional Paras by the end of 27-28 |
| Classified mentorship committee | $30,000 for each year of the contract for the committee to develop a comprehensive onboarding, PD and training program for Paras and SAEOPs. Provides targeted mentor support for employees needing additional support. |
| SAEOP and Para Evals | Integrating classified evaluations into the online eVal system. 2 days of on-the-job mentoring during the extended probationary period for new hires. 20% premium for mentoring hours for mentors. The Focus will be the “default” evaluation instead of Comprehensive. Evaluator can revert to Comprehensive by 12/15 if needed (mirrors Cert CBA). |
| Cert Evals | Mid-year notification if an employee is likely off-schedule for their evaluation. Admin will send a draft of the observation report within two (2) days of the conference and share the final observation report in the eVal online system within three (3) workdays of the draft Minor clarifications and updates Reduces to 12 Consulting Teachers beginning 2027-28 – no RIFs Allows employees on leave to participate in their summative eval conference |
| Right to return after displacement CERT PARA SAEOP | Removes restrictions on right to return. For certs right to return is now right to return in the same job title rather than same former assignment. For classified, removing requirement for positions to become available by October. |
| Para Extra Hours | Part-time paras will have first priority over temporary and “hourly” employees to get additional hours in their job classification and at their worksite/department. |
| Classified Referral and Hiring | Streamlines the referral and hiring process to ensure seniority is recognized and substitutes are considered. |
| Representation Rights Cert PARA SAEOP | Stronger language around notices of investigation and the information provided in the notice. Decreases the length of investigations and paid administrative leave. Ensures right to an SEA representative as support person in reasonable accommodation meetings. |
| Personnel Files | Increased rights around removal of disciplinary documents that meet the criterion listed in the CBA; ensures that Letters of Counsel will not be used in hiring decisions and will not be used for disciplinary purposes after the school year it was issued in. |
| Arbitration in lieu of statutory process | Certificated staff who are suspended or terminated will have the right to choose to challenge that decision through the statutory process or grievance and arbitration. |
| Artificial Intelligence | Will promote the responsible, ethical, and secure use of AI technologies; protect the privacy and confidentiality of student and employee information; ensure meaningful human oversight of significant employment, instructional, and student-related decisions; provide annual professional learning regarding significant AI implementations; establish a joint labor-management advisory group to review emerging AI technologies; encourage the thoughtful evaluation of AI tools to ensure they advance educational equity, improve operational effectiveness, and align with the district’s instructional mission and strategic priorities. |
| Security Cameras | Will limit locations where cameras and audio equipment can be installed or used, and only for the purpose of monitoring the safety and security of people and property. Not to be used for supervision or evaluation of employees. Footage is only accessed for disciplinary investigation if necessary. |
| Leaves Cert Para SAEOP | Sick leave can be used for immigration proceedings for employees or their families. Long-term leave may be granted for immigration-related matters for employees or their families. Leaves can be taken in increments of 30 minutes; if a cert sub is needed, leaves must be taken in half-day, full-day increments. |
| ASL interpreters Cert Para | SEA and SPS agree to re-open the CBA to address salary, PD time and costs, possible movement from Para to Cert unit, and other impacts related to new required certificate of Educational Interpreters. |
| Laptops for paraprofessionals | Every Paraprofessional receives a district-issued laptop and work-related software. |
| Virtual Learning MOU | Joint Virtual Learning Workgroup established by 10/1/26 to review and make recommendations regarding virtual learning by Spring 2027 for implementation in 2027-28. For 2026-27, SPS will allocate an additional 1.0 FTE Academic Intervention Specialist to the Virtual Option. |
| Timekeeping | SPS and SEA will impact bargain if SPS implements a timekeeping system. |
| Duration Cert Para SAEOP | All 3 CBAs will expire 8/31/2029 |
