Paso Robles Joint Unified School District

As of March 30, 2026, there is a tentative agreement (TA) for the 2025-26 fiscal year. CSEA is in the process of ratifying this TA with their membership. 

On March 27, 2026, PRJUSD and PRPE developed a tentative agreement (TA) with the assistance of a State appointed mediator. PRPE is in the process of ratifying this TA with their membership.

No. The COLA is a state funding mechanism applied to the Local Control Funding Formula (LCFF). Its purpose is to help school districts address general inflationary pressures across the entire educational system. The methodology is set forth in California Education Code 42238.1 and related LCFF statutes.  Salaries are only one part of that system. Notably, no section of Education Code or Government Code requires districts to pass the COLA through to employee compensation.

By using PRPE’s calculations, the union projects a higher ending balance (Reserves). Their calculation does not account for the assigned commitments such as Supplemental & Concentration funds (LCAP), Lottery funding carryover, nor does it account for the required annual payment of the Early Retirement Incentive offered to all PRPE and CSEA members at the 2024-25 fiscal year. PRJUSD has a duty to budget for obligations and commitments made by the district, on behalf of students and staff. 

What factors impact PRJUSD’s budget?

• Declining Enrollment - during the last 8 years, the district has approximately 8% fewer students. 
• Rising Pension Costs - Increased State-mandated employer contributions increases. 
• Step and Column Salary Growth - Automatic annual increases built into collective bargaining agreements. 
• Expiration of One-Time COVID Funding - Temporary federal funding masked ongoing expenses. 
• Increased Special Education Costs - Higher service intensity and compliance requirements
• Increase Student Needs - Expanded expectations from the community for support services
• Insurance and Liability Cost Increases - Property and liability premiums are rising
• Energy and Utility Volatility - Electricity, gas and water costs continue upward pressure

The proposed Tentative Agreement (TA) gives employees a total 4% raise, but it’s split into two parts:

• Year 1 (2025-2026): A 2% increase paid out of the General Fund. 
• Year 2 (2026-2027): Another 2% inrease comes from supplemental/concentration funds (called LCAP funds).

Why Cuts are Necessary

The challenge….The LCAP fund is already fully budgeted, with 90% of those specific funds used to pay for current staff.

• Because that money is already being spent, there is no “extra” funding to cover a new raise.

The “Price Tag” Math

• 1% of certificated staff salary costs the District about $500,000/year.
• Therefore, a 2% raise costs $1,000,000/year

The Bottom Line: Since the LCAP budget is already maxed out, the only way to “redirect” $1,000,000 toward a salary increase is to “remove” $1,000,000 worth of existing positions or programs currently funded by the LCAP.