Out of Control Contracts - Board Members helping their friends make more Money with your Tax Dollars!

Over the years, the Chartiers Valley School District’s tax increases have been consumed by rising teacher salaries and benefits. The issue is exacerbated for most senior teachers, with a teacher at the top level holding a Master’s level of education receiving a total compensation package of nearly $198,000. This is comprised of $119,332.00 in salary and an additional $26,511.00 in benefits, including medical, dental and vision insurance, plus a $41,155.00 contribution to their individual pension benefit. This does not include any other compensation such as coaching, student activities, etc... This is why the highest teacher at CV makes a total compensation figure of $221,274.98 per year!

The average salary for Teachers in Allegheny County is $103,274.00. Way lower than what CV Teachers get paid (and test scores do not support such salaries). For perspective, according to the most recent U.S. Census data available, the per capita income for residents of our school district are Bridgeville is $40,096.00; Heidelberg $48,208.00; Collier $63,537.00, and Scott Township, $48,030.00. Source: https://censusreporter.org/profiles

Unsustainable Pension Obligations

Chartiers Valley and many other districts contribute significantly to the state pension system (PSERS, charter school tuition payments, and other mandated costs – all of which are out of the District’s control.) State and federal funding, however, does not match the cost of providing mandated services and benefits, leaving a large gap to be filled by local taxpayers.

In Pennsylvania, teachers are a part of the Pennsylvania Public School Employees' Retirement System (PSERS). The system was established in 1917 and is the largest public retirement system in the state. This is a traditional defined contribution plan, in which the employee and the employer contribute annually a share of a teacher's salary to the fund and an employee's retirement benefit is determined by the total contributions and the interest they earn. In 2018, teachers contributed 7.49 percent of their salary toward retirement benefits, while the state contributed 33.36 percent. In total, 40.85 percent of teacher salary went toward retirement. A teacher can at retirement elect to take out a portion of their contributions plus get a monthly benefit for their or their spouses entire lifetime. A teacher working 35 years with their average 3 highest pay years being $120,000.00 will yield a defined pension benefit of approximately $7000.00/month plus a lump sum of approximately $300,000.00. Teachers can elect a higher monthly benefit if they choose not to take the lump sum payment.

The teacher retirement system provides lucrative pension benefits. This is a mandated cost by the Department of Education. The individual contribution that teachers contribute is 7 percent, while the District as its employer contributes 35 percent. PSERS adjusts the employer contribution rate each year and it increases each year. To illustrate the rising cost of PSERS Employer Contribution Rate, the District contributed 4.78 percent of teachers salaries to the retirement fund in 2009-10, compared to 12 percent in 2012-13, and it jumped to 34 percent in 2019, followed by two more increases which takes us to nearly 35 percent today.

Wasted $39 Million in General Fund

The District experienced a number of years where they raised salaries – while simultaneously building a new Middle School and renovated the High School while raised taxes to the maximum index level permitted by law. At that time, we had $39+ million in the bank. That money was essentially depleted because we utilized all the cash and took out bonds ($92M) to cover all the costs – all while raising taxes in about a six-year period and dipping into the general fund to meet our obligations. Couple this with the rising costs of teachers’ salaries (who, at the top end of the salary scale make more than almost every other District in our area), had no accountability for low achievement and rising costs for health insurance and pension mandates, and HERE WE ARE. Highest salaries with lowest performance.

Did you KNOW?

Through Right to Know Requests (RTK), we found out:

Did you know that Chartiers Valley Teachers in their contract arrive to school at the high school AFTER the students arrive by more than 15 minutes. Yes, students arrive before the teachers workday. Teachers refuse to change workday hours. The teachers only want to work to the letter of their contract language. WOW! And this is all from a Teacher group that says they are here for the students?

Did you know that during the 2025 February inservice day (Teacher professional Development Day) teachers and administrators discussed performance data about our students - Obvious given the scores within Chartiers Valley are among the lowest in Western, PA. -- EXCEPT for the fact that 90 or more teachers decided to take the day off and did not attend! Where is that dedication?

Did you know that Chartiers Valley Teachers work 190 days per year (out of 365) and also get 14 Personal Time Off Days to take during their 190 day year? If not used, they get saved as sick days to be used later. So essentially, Teachers work 166 days out of the 365 days per year in Chartiers Valley!

Did you know that in all other local school districts, parents can view a Teachers Lesson Plans from their childs courses. Lessons plans outline the materials needed and what special considerations need to be taken into account such as the individuals requirements of the students; What they will learn, objectives of the lesson and assessments to be given. Parents have asked and Chartiers Valley Teachers refuse to provide parents with Lesson Plans. This has been requested to the Administrators of the four buildings and the Teachers refuse to comply. WOW! And this is all from a Teacher group that says they are here for the students and well being of the parents?

Did you know that in the 2024/25 school year, there were many teachers at the High School that either DID NOT TEACH A SINGLE CLASS or taught only a few periods out of a 9 period day, but still received their hefty $119,000.000 base pay plus benefits and associated stipends. WOW! And this is all from a Teacher group that says they are here for the students, well being of the parents and Taxpayers? NO WONDER CHARTIERS VALLEY IS GOING BROKE!

Did you know that Chartiers Valley Teachers receive $500.00 per year of service for insurance coverage after they leave the district until the retiree attains Medicare eligiblility. That means a retired Teacher at CV can retire and for 10 years get health care for free! WOW! NO WONDER CHARTIERS VALLEY IS GOING BROKE!

Did you know that Eligible employees who submit a letter of retirement by the deadline contained in the contract for the period 2023-2024 through 2025-2026 shall receive an incentive with payment of $200 or each year of continuous service with CVSD to a maximum of $6,500, plus a payment in the amount of $140 for each accumulated and unused sick or personal day, up to a combined maximum of $21,000 of payments for years of service and unused sick/personal days. This cash bonus up to $27,500.00 is in additional to their pension which pays them a monthly stipend of thousands per month for their entire life! WOW! And this is all from a Teacher group that says they are here for the students, well being of the parents and Taxpayers? NO WONDER CHARTIERS VALLEY IS GOING BROKE!

Property Tax

Recent property tax discussion has not led to a reassessment of properties within the Chartiers Valley School District. Even if the County decided to reasses properties with our school district, there is a 'Windfall' Legal Clause that prohibits school districts from receiving a large lump sum of money resulting from a reassessment in Allegheny County. The only positive impact a reassessment could have for the Chartiers Valley School District would be to raise the Common Level Ratio (CLR). This could slow or stop the current appeals from businesses and homeowners whose evaluation is being calculated at a lower rate (54%) versus the previous rate (84%) . For example, the following would be prevented: The recent decrease to the Common Level Ratio (CLR) from 81.1% to 54% has impacted the District’s local real estate tax revenue. The District has said in presentations that they had to prepare for appeals and implement cost-saving measures in the event of an even more drastic reduction of the CLR took place. Local real estate taxes are the largest revenue source for any school district. With lower revenues, the District will have to further reduce expenditures which will negatively impact programs and employees. However, we currently pay teachers and employees beyond the medium salary of neighboring school districts, but receive results that are the lowest in the south hills. Spending more money on teachers is not the answer. Accountability and Performance of our teachers is a must.

Breakdown

• For the last five years, taxes have had to increase specifically to pay for increases in CVSD teachers’ salaries. The district wouldn’t have been able to meet its obligations without raising taxes. This cannot continue. Because of the ongoing salary and benefit increases, the money raised through taxes went to pay these obligations – and thus prohibiting needed investment in our schools for necessary projects and capital improvements.
• The Chartiers Valley School District’s problem of financial instability will continue, and its structural deficit would continue to grow, as would tax increases if the teachers’ salaries increase one penny!
• Total CVFT salaries and benefits represent 68.7% of the District’s payroll in 2024-25 with 65.7% projected for 2025-26.
• As of June 30, 2024, the CVSD general fund balance is $8.1 million. Of this amount, $4.79 million is reserved for future obligations such as Other Post-Employment Benefits. $2.6 was assigned for debt stabilization. $750,000.00 for current year debt obligations.
• In 2026/27 the district will incur an additional $1.8 Million for obligated debt service payments from the MS/HS construction project.
• Historically, CVFT has been ahead of the regional teaching salaries for the last decade. Seventy percent of the District’s teachers annually earn $100,000 or more. The most senior CVFT’s earn the second highest among districts in its comparative set.
• Total compensation for the most senior-level teacher at CVSD – which represents 69% of teachers in District is $198,406.00!