Leon County Schools is projecting that approximately $12.96 million of the $29.26 million expected from the voter-approved property-tax millage would go toward recurring salary increases for employees represented by the Leon Classroom Teachers Association (LCTA), according to a proposed millage memorandum of understanding.
That means the LCTA allocation represents approximately 44.3% of the total projected millage revenue.
The calculations begin with estimated millage revenue of $29.26 million. Before determining the amount available for employee compensation, the district proposes several deductions.
Approximately $1.82 million would be distributed to charter schools, while another $2.74 million would be set aside for security and school programs. After those deductions, the proposal identifies $24.70 million, or roughly 84% of the original revenue, with 90% designated for compensation.
From that amount, the district subtracts an estimated $5.68 million for employee benefits and another $952,000 associated with exempt employees. That leaves approximately $18.06 million.
Under the proposed agreement, the LCTA would receive 71.75% of that remaining amount, producing an estimated allocation of $12.96 million for salary increases covered by the agreement.
The document emphasizes that all of the figures are estimates rather than guaranteed payments. Actual salary supplements could be higher, lower or zero depending on the revenue ultimately collected and funds available under the agreement.
The proposal establishes six levels of recurring base-salary increases based on credited experience:
Experience Proposed Recurring Increase
0–4 years $3,000
5–9 years $4,000
10–14 years $5,500
15–19 years $7,000
20–24 years $8,500
25+ years $10,000
The structure directs progressively larger increases to more experienced employees. A teacher with at least 25 years of credited experience, for example, would receive a projected $10,000 recurring increase to base salary, compared with $3,000 for an employee with four or fewer years.
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