PSJA AFT

09/03/2026

Because we have an opportunity to get it right.

Because saying the past few years have been challenging would be an understatement.

Because it is infuriating to hear from people facing severe medical issues, only to learn that instead of empathy and support, they are met with administrative roadblocks—and grievances that have been sitting unanswered for over a year.

Because we hear from employees across the district who feel they are being retaliated against for voicing legitimate concerns, despite a stated commitment to a no-bullying policy.

Because it is heartbreaking to hear from cafeteria workers and custodians—people who have given years of service, dedication, and hard work—only to be told that ending their employment is “in the best interest of the district" .

Because there have been silenced voices, unanswered emails, and unanswered calls from the very system that is set up to address these issues at the district level .

Because of the tears and the fears .

Because supporting someone simply because they are your neighbor, your friend, someone your family knows , someone you went to high school with, someone who supported you in the past, or someone you personally know should not be enough to earn support for a leadership position in a local school district race or leading public education .

Because we need to get this right for the employees who are DIRECTLY affected by these decisions—and who show up every day to work with and care for our children.

Because our district is filled with dedicated, incredible staff who have worked hard to earn the recognition and reputation our community values.

Because we owe it to them to be transparent, informed, and accountable.

Because we owe it to them to put our personal feelings aside and remember that THEY are the ones in the trenches every single day.

Because it is time to build bridges for those seeking unity—not another person filling a position with closed doors, unanswered emails or screened calls .

Because we have an opportunity to get it right for our employees.

Because we have an opportunity to get it right for our community.

And most importantly…

Because we HAVE to get it right.

09/03/2026

📢 2026 PSJA AFT Local School Board Endorsement PROCESS

✊ OUR UNION. OUR VOICE. OUR POWER.

We know many members and community members have asked which candidates PSJA AFT is supporting and whether endorsements have already been made.

With four slates running for three seats, PSJA AFT is committed to a fair, transparent, and democratic endorsement process that respects the power of our collective voice.

📝 CANDIDATE QUESTIONNAIRE — REQUIRED

The candidate questionnaire is a REQUIRED component of the PSJA AFT endorsement process.

All candidates have been given the opportunity to share their positions on issues affecting PSJA employees and students through our Psja AFT Questionnaire.

We thank those candidates and full slates who have already submitted their questionnaires and shown a willingness to share their stance on the issues facing our employees which we will be sharing. Those who have not will be given a few additional days to complete this required step.

🎤 CANDIDATE FORUM

We are planning a forum for PSJA AFT members and school employees. This forum will give PSJA ISD employees the opportunity to hear from the candidates directly and learn where they stand on the issues that matter most to school employees .

If you are asking the PSJA community for its support, we believe you should demonstrate that you are approachable, accessible, and willing to engage directly with the workers and community members you seek to represent. Leadership means being willing to listen, engage, and be accountable to the people you seek to serve and this is a perfect opportunity for candidates to show a genuine willingness to do so.

🗳️Following the forum: THE MEMBERS DECIDE where PSJA AFT stands

Following the questionnaire process and candidate forum, our membership will help determine which candidates receive the support of PSJA AFT.

We are looking for candidates who understand that:

✊ Our working conditions are our students’ learning conditions.
✊ Workers deserve a seat at the table.
✊ Public education deserves champions.
✊ Solidarity means standing with workers — not just when it is politically convenient.

🔥 OUR UNION. OUR VOICE. OUR VOTE. OUR POWER.

Solidarity always,
PSJA AFT

08/18/2026

We are getting a lot of calls about why 2 % for admin and central office staff and flat raises for teachers . Why is tenure being respected at one level and not the other so let's take a look at the breakdown

The "2% Raise" vs a flat 1300 Math Doesn't Add Up for Veteran Teachers

There is a lot of talk from the administration about an approved "2% midpoint raise" for our district. But as your union leadership, we believe in transparency. Let’s look at how a flat $1,300 raise actually impacts classroom teachers based on your years of dedicated service.

When the district gives a flat dollar amount instead of a true percentage, the actual percent increase shrinks the more experience you have.
The Real Math:

* Starting Teacher (Step 0 - $59,300 Base): A $1,300 raise is a 2.19% increase.
* 10-Year Teacher (Step 10 - ~$65,000 Base): A $1,300 raise hits the 2.00% mark.
* 20-Year Teacher (Step 20 - ~$70,000 Base): A $1,300 raise drops to a 1.86% increase.
* 22 - Year Veteran Teacher ($72,000 Base): A $1,300 raise drops all the way down to a 1.81% increase.

Under this flat-rate system, a brand-new teacher gets a higher percentage raise than a dedicated educator who has given over two decades of their life to our students, schools, and community.

A Blatant Double Standard on Tenure
Why does the district respect administrator tenure but shortchange classroom veteran teachers?

Administrators and central office staff receive a true percentage raise calculated from the midpoint of their specific pay grades. Their raises scale with their positions, honoring their tenure and advancement.

But when it comes to classroom teachers, loyalty is treated like a liability. Instead of protecting our veteran educators with a true percentage or a tiered model, the district averages a flat rate that leaves our most experienced members behind.
We are constantly told how much veteran teachers matter ( at convocation it was stated how 60 percent of our teachers have 11+ years )yet how come we only respect tenure when it comes to admin ? We spoke out about this during the first budget meeting How yes we lead in starting teacher pay but because of " inconsistent math " when you get to year 4 and up we start lagging . This has been the case for the last three years and every year we continue to lead the charge to address this .

Bottom line : If we respect admin tenure ;Teacher tenure should be respected as well .

08/18/2026

For those who have reached out asking if we are getting 5k after seeing the post that was shortly removed( 🤔) ..We are seeking clarification and will notify as soon as we are updated ...

**They have since updated and yes we are aware of the initial incorrect email sent out as well . Thank you .

07/31/2026

At Monday's School Board Budget Workshop, our union will be there—as we have every year—to advocate for the employees who make our schools successful.

While we've heard comments from "other organizations " in the past when we go to speak on behalf of our members such as, "We're not here to be negative; we trust you to give us what is fair " . Our union shows up to truly advocate and ask for fairness for ALL . We've also heard from our own administration the importance of maintaining a responsible budget in response to our ask . We agree that fiscal responsibility matters. That's exactly why we want to be transparent and clarify about what we've been advocating for.

What we do not believe is fair or responsible is giving the same percentage increase to every employee regardless of pay level. Equal percentages are not equal in impact. They cost taxpayers more while doing the least to help many of our hardest-working employees—especially our hourly staff.

For the past four years, we have consistently advocated for larger percentage increases for our hourly employees than for higher-paid salaried professionals. A flat percentage raise widens existing pay disparities and leaves many lower-paid employees falling further behind.

Last year, teachers received raises from the state because of additional state funding—and did not receive raises from the district nor because of district-funded increases. That presented a unique opportunity for the district to help close the compensation gap for our hourly employees. Unfortunately, that opportunity was not taken.

This year, we respectfully urge the Board to do better. We are also advocating for tiered raises that recognize experience, as many of our veteran members have shared concerns about earning salaries similar to those of teachers with only 1–5 years of experience.

Our goal has always been the same: a compensation plan that is fair, responsible, and values every employee's contribution. We look forward to continuing that conversation on Monday.

****Disclaimer we would do the comparison graphs to Executive officers, Directors, and other central office admin positions but ironically those were not " transparent" and listed in the compensation manual posted online .🤔

07/16/2026

PSJA AFT representing at the AFT National Convention 2026

06/15/2026

06/03/2026

05/28/2026

05/01/2026

TOGETHER, WE RISE. THIS IS MAY DAY.

They tried to bury it.
We’re bringing it back.

✊🏽 Solidarity. Resistance. Power.

👇🏽 Read why May Day still matters:

May 1 wasn’t given to us.
It was won by workers.

In 1886, workers across the U.S. walked out for the 8-hour day.
Chicago became the center of that fight. The system answered with violence.

That struggle didn’t disappear.
It spread.

Across the world, May 1 became International Workers’ Day.

But here in the U.S.?
They tried to bury it.

After uprisings like the Pullman Strike, President Grover Cleveland moved Labor Day to September to separate it from worker power.

Because May Day isn’t just a celebration.
It’s a warning.

A reminder of what happens when workers organize, unite, and disrupt the status quo.

And that makes the powerful uncomfortable.

They want us divided—by race, by status, by where we were born.

But we know better.

An injury to one is an injury to all.