Spring Transfer Process                                                                               April 1, 2026

Dear PFT Members,           

The transfer process for spring 2026 is attached. This document outlines how the transfer process works. We are also frequently asked, “When does the transfer process begin?” Staffing schools and programs is complex, and the data needed to determine how many teachers are needed, in which programs, and at which sites depends on many factors. These factors include things like student enrollment, the number of teachers declaring retirement or resignation, and the number of teachers requesting or returning from a leave of absence. This data becomes more and more definitive over time.

The PFT/PUSD Joint Staffing Team will be meeting soon to review preliminary enrollment and staffing projections at sites for next year. We anticipate the transfer process beginning after spring break and continuing over time, as projections become more certain. The number of teachers needed at many sites will remain the same, but some sites could be overstaffed.

The transfer process begins with placement of teachers who are at sites that are overstaffed, typically due to a lack of enrollment. (The contracts of temporary teachers end, typically when school ends in June, so they are “out” of the matrix/do not have a position at the site at this point in the process and are not considered in determining overstaffing).  In an overstaffing situation, the site principal will seek a permanent or probationary teacher volunteer willing to transfer.  Typically, voluntary candidates come forward.  If there are no volunteers, district seniority is the criteria used for involuntary transfer.  If a teacher is transferred due to an overstaffing situation (as a volunteer or as an involuntary transfer), the teacher will receive “priority placement” for all known vacancies within their credential area. These teachers will also receive two paid workdays to move, compensated at the teacher hourly rate of $45.28. Teachers must submit a timesheet to Ruzanna Ohannessian at rohannessian@powayusd.com to receive this compensation. The district and school site administration will coordinate with the teacher to facilitate the process of moving. (Teachers in itinerant positions or those moving to another classroom on their school site do not qualify for compensation for moving). 

Read more
Attachment - Transfer Process for Spring 2026

 Congratulations to our 2026 PUSD

Educators of the Year!

 The Poway Unified School District (PUSD) is proud to announce that Cherene Askar, Sciene Teacher at Mesa Verde Middle School; and Joshua Bess, Elementary Teacher at Willow Grove Elementary School; Jose Lucero, English/AVID Teacher at Westview High School have been named the 2026 PUSD Educators of the Year. These outstanding educators exemplify PUSD’s commitment to academic excellence, innovation, and student support. Their names will be forwarded to the San Diego County Office of Education (SDCOE) for consideration in the countywide Teacher of the Year recognition program.

Read more

Dear PFT Members,

We all know that feeling of hunger when we have been busy in our classrooms and it’s hard to find the time to make sure we grab a snack or remember to take our lunch break. Being hungry is no fun.  For many families in our area, hunger, which is also called food insecurity, is not a pre-lunch feeling but an unfortunate everyday occurrence. You can help here.  Even a small donation makes a big difference.

Nearly 42 million people nationwide are on SNAP food assistance. This means that one in eight of our fellow Americans gets help making sure their family has enough food. Over 400,000 people in San Diego County are facing the potential loss of their food assistance. Others are managing without paychecks due to the government shutdown and may soon face food insecurity.

PFT is partnering with the San Diego Food bank for a donation drive. The SD Food Bank is one of the most respected and largest food assistance organizations in our region and is already working overtime to support families needing extra food during this crisis.

Instead of a more traditional canned food drive, donated funds can quickly be put to use for items in high demand. We are providing an easy to use link, and the Food Bank will track donations from our organization. Everything helps, no matter the amount.

Thanks for your support!

In Solidarity,
Jay Steiger, PFT COPE Secretary
Kelly Logan Powell, PFT President

TPLES - Teacher Professional Learning and Effectiveness System

Dear Colleagues,

The demands on a teacher's time are endless, and the school year seems to go so quickly from this point on. The below link Teacher Professional Learning and Effectiveness System (TPLES) reminder sheet is intended to provide support and suggestions for teachers in the evaluation cycle this year, as they monitor and document progress on their SLO/PLO.  It can also help make the final evaluation conference, for both traditional and alternative evaluations, more meaningful for the teacher and administrator.

Teacher Professional Learning and Effectiveness System (TPLES) reminder sheet - click here

In Unity,
Kelly

Classroom Supplies using Online Donation Site

What teachers need to do first to be eligible for donations: Go to www.pusddonate.org. Click your grade level (elementary, middle, high), click your “Site”, click “Teachers”. Please be sure your name is listed. The website is linked to the district’s payroll system.  Therefore, the donation website uses the same name you are using for payroll purposes (legal name).  Unfortunately, we cannot change that name.

What the Online Donation website provides:
1. Parents have the option of donating directly to their child’s teacher(s), program, department, grade level, program, or the school site’s general fund using this online donation website. The website is designed to provide parents with an easy and convenient way to help fund our instructional supply needs. Teachers and schools have received more than $100,000.00 in donations using this website. It works.

2. Parents may access the donation website by going to www.pusddonate.org.  Parents receive a tax deduction and email confirmation when donating. The website also includes a “Matching Gift Program” if a parent’s employer provides that benefit.

3. Teachers receive an automatic email confirmation stating the amount of the donation, donor’s name and email, and student’s name, if provided by the parent. Our District uses a spam filter. Therefore, to receive confirmation emails from the donation site you must check your spam folder. When you see the link, pusdonline@firstlinemerchant.com that’s the Online Donation secure banking (when using a credit card) email address. Please “whitelist” this email address. For accounting purposes, your site finance clerk or site secretary receives a monthly report of all donations. If you have not received an email confirmation but think you have received a donation, check with your site secretary or finance clerk.

Donation: Teachers access these donations the same way they would their regular supply budget/s at the site.

COMMUNICATION STRATEGIES: Teachers may communicate this website to parents via their MyConnect site, newsletter, and/or during Back-to-School Night (see Common Message on Q&A attached). To promote greater equity among all our classrooms, we suggest grade-level teams or departments come together to identify their “collective” supply needs and request donations be made to the grade-level or department, rather than individual teachers.

Please note: Donations to this account may only be used for instructional supplies (e.g. school supplies, software, workbooks, art and science materials…). If requesting donations for technology, check with your principal. The primary function of your site Foundation is to purchase software and technology and teachers should be coordinating their efforts.

Field Trip Fees: The Classroom Supplies ~ Online Donations website now offers the option of collecting Field Trip fees. More information and directions for teachers will be coming soon in a separate email.

I've attached an FAQ and a handout you may wish to provide to parents.  

Attachments:

FAQ Classroom Supplies
CSOLD Parent Handout

In Unity,
Kelly

Poway Federation of Teachers (PFT) Accomplishments

What have teachers in PFT accomplished in the past 10 years?

• 23.5% in on-going salary increases, including a 5% on-going salary increase effective 7/1/23

o  Additional cumulative salary enhancement of 5.5% on the first 2 steps of the salary schedule effective 7/1/23

o  Addition of Step 26, which is a 3.5% increase over Step 25, effective 7/1/23

• A 2% 1-time payment (2017-2018) and a $1000 Covid 19 Thank You Bonus (2021-2022)
• Reduction in work year with no decrease in pay-188-186 days between 2019 and 2021
• No increases in costs for the basic medical package for teachers and families for at least 18 years
• Three (3) days of compelling personal reason leave annually, at full salary
• Supplemental Early Retirement Plan (SERP) in 2017-18: early retirement incentive of 80% of base salary; over 100 participants and another in 2020-21 with a 75% incentive and 90 participants

• Teacher Hourly Rate increase of 61.7% (from $28 to $45.28 as of 7/1/23)
• Special Daily Rate increase of 216.98% (from $100 to $316.98 as of 7/1/23)
• Stipend Base increase of 49.90% (from $29,504 to $44,219 as of 7/1/23)
• Incremental class size reductions during lean budget times
• Increased compensation for teacher-driven professional learning through TLC program (prime salary schedule column increases from 1.5% to 3%)
• Collaboration time for elementary teachers
• Opportunities for teacher leadership positions with additional compensation (RtI TOSAs, Professional Learning Leaders, TPLES Site Leaders, additional Professional Learning Advisory Board Representative, additional PPAP consultant…)

• Effective July 1, 2025, 5 days of “Personal Necessity: Personal Business” leave that can be used at a teacher’s discretion. This is in addition to 3 days of “Compelling Personal Reasons” leave.

Are there other benefits of membership?

• Right to vote on collective bargaining agreement changes such as salary increases, work year, and health & welfare benefits

• $1,000,000 occupational liability insurance policy, free of charge for the duration of your membership

• $30,000 accidental death and dismemberment insurance policy, free of charge for the duration of your membership
• Discounted movie tickets
• Access to AFT PLUS, benefits available exclusively for AFT members including discounted insurances, legal fees, travel (including Southwest Airlines) and more!

• Identity theft risk assessment
• Access to scholarships (member and family)
• California Federation of Teachers (CFT) Staff Assistance – Employment Issues
• Right to hold a PFT office and vote for PFT officers
• Right to participate in setting Federation policy as a PFT Site Representative
• A $5,000 life insurance policy, free of charge during the first year of your membership

Are there any other reasons I should join?
You will be adding your name and support to over 9 out of 10 of your colleagues who belong to and support our efforts in your PFT. Collectively contributing to PFT through our dues allows us to have enough resources to negotiate good contracts, enforce the contract, represent teachers, and provide a high level of service.

April 6, 2023

This email is going to all PFT Members

Dear PFT Members,

The transfer process for spring 2023 is attached. This document outlines how the transfer process works. We are also frequently asked, “When does the transfer process begin?” Staffing schools and programs is complex, and the data needed to determine how many teachers are needed, in which programs, and at which sites depends on many factors. These factors include things like student enrollment, the number of teachers declaring retirement or resignation, and the number of teachers requesting or returning from a leave of absence. This data becomes more and more definitive over time.

The PFT/PUSD Joint Staffing Team will be meeting after spring break to review preliminary enrollment and staffing projections at sites for next year.  We anticipate the transfer process beginning toward the end of April as projections become more certain. The number of teachers needed at many sites will remain the same, but some sites could be overstaffed.

The transfer process begins with placement of teachers who are at sites that are overstaffed, typically due to a lack of enrollment. (The contracts of temporary teachers end, typically June 30, so they are “out” of the matrix/do not have a position at the site at this point in the process and are not considered in determining overstaffing).  In an overstaffing situation, the site principal will seek a permanent or probationary teacher volunteer willing to transfer.  Typically, voluntary candidates come forward.  If there are no volunteers, district seniority is the criteria used for involuntary transfer.  If a teacher is transferred due to an overstaffing situation (as a volunteer or as an involuntary transfer), the teacher will receive “priority placement” for all known vacancies within their credential area. These teachers will also receive two paid workdays to move, compensated at the teacher hourly rate of $41.67. Teachers must submit a timesheet to receive this compensation. The district and school site administration will coordinate with the teacher to facilitate the process of moving. (Teachers in itinerant positions do not qualify for compensation for moving).

After teachers being involuntarily transferred due to overstaffing are placed, teachers returning to the classroom after a leave of absence are returned to their site if there is space available. This applies to those returning after completing a Teacher on Special Assignment (TOSA) role, those returning from a leave of absence of one year or more, or those returning from a shared contract. If there is no space at the site, teachers returning to the classroom in these situations receive priority placement for vacancies if they let the district know they are returning to the classroom by April 21. 

Once teachers in the above situations are placed, sites have the option to keep high performing temporary teachers if there is space available. After this step, vacancies will begin to be posted on the district website and the voluntary transfer process for permanent and probationary teachers begins. If you are interested in a voluntary transfer, please fill out the Transfer Form, linked here. By filling out and submitting this form to Jennifer Loper at jloper@powayusd.com, you will be contacted for an interview for all vacancies that match the programs and sites you have listed. Your form will be retained and reviewed as new vacancies are posted, so there is no reason to resubmit the form unless you so choose. You MUST submit your Transfer Form before a job posting closes to be considered. Each position is posted for 5 workdays only.

You can also continue to check the PUSD Teacher Transfer Opportunities webpage, as new transfer opportunities will be posted regularly once we reach this step in the process. 

After all voluntary transfer candidates have had an opportunity to interview for open positions that match their transfer request form, highly recommended temporary teachers and interns will be considered for rehire into remaining vacancies. PSS will provide names of highly recommended temporary and intern teachers, who were unable to be retained at their site, to those administrators with openings.

Please contact your PFT Site Rep/s if you have additional questions after reading the attached document.

Have a wonderful Spring Break!

Kelly

Transfer Process for Spring 2023

This email is going to all PFT Members                                                                                           April 15, 2024

Dear PFT Members,

The transfer process for spring 2024 is attached. This document outlines how the transfer process works. We are also frequently asked, “When does the transfer process begin?” Staffing schools and programs is complex, and the data needed to determine how many teachers are needed, in which programs, and at which sites depends on many factors. These factors include things like student enrollment, the number of teachers declaring retirement or resignation, and the number of teachers requesting or returning from a leave of absence. This data becomes more and more definitive over time. This year, we are also facing budget cuts. PUSD & PFT continue to meet using the IBPS process, but no decisions about cuts to our unit have been negotiated at this time. Similarly, the PUSD School Board has not made any final decisions about budget cuts for next school year.

The PFT/PUSD Joint Staffing Team will be meeting soon to review preliminary enrollment and staffing projections at sites for next year.  We anticipate the transfer process beginning toward the end of April or early May, as projections become more certain. The number of teachers needed at many sites will remain the same, but some sites could be overstaffed.

The transfer process begins with placement of teachers who are at sites that are overstaffed, typically due to a lack of enrollment. (The contracts of temporary teachers end, typically when school ends in June, so they are “out” of the matrix/do not have a position at the site at this point in the process and are not considered in determining overstaffing).  In an overstaffing situation, the site principal will seek a permanent or probationary teacher volunteer willing to transfer.  Typically, voluntary candidates come forward.  If there are no volunteers, district seniority is the criteria used for involuntary transfer.  If a teacher is transferred due to an overstaffing situation (as a volunteer or as an involuntary transfer), the teacher will receive “priority placement” for all known vacancies within their credential area. These teachers will also receive two paid workdays to move, compensated at the teacher hourly rate of $45.28. Teachers must submit a timesheet to receive this compensation. The district and school site administration will coordinate with the teacher to facilitate the process of moving. (Teachers in itinerant positions do not qualify for compensation for moving).

After teachers being involuntarily transferred due to overstaffing are placed, teachers returning to the classroom after a leave of absence are returned to their site if there is space available. This applies to those returning after completing a Teacher on Special Assignment (TOSA) role, those returning from a leave of absence of one year or more, or those returning from a shared contract. If there is no space at the site, teachers returning to the classroom in these situations receive priority placement for vacancies if they let the district know they are returning to the classroom by this Friday, April 19. Please be sure to read the details of Stage 1, Step II on the attached Transfer Process if you are currently a Teacher on Special Assignment (TOSA), have been on a leave of absence of one year or more, or are currently in a shared contract.

Once teachers in the above situations are placed, sites have the option to keep high performing temporary teachers if there is space available. After this step, vacancies will begin to be posted on the district website and the voluntary transfer process for permanent and probationary teachers begins. If you are interested in a voluntary transfer, please fill out the Transfer Form, linked here. By filling out and submitting this form to Melody Lotter at mlotter@powayusd.com, you will be contacted for an interview for all vacancies that match the programs and sites you have listed. Your form will be retained and reviewed as new vacancies are posted, so there is no reason to resubmit the form unless you so choose. You MUST submit your Transfer Form before a job posting closes to be considered. Each position is posted for 5 workdays only.

You can also continue to check the PUSD Teacher Transfer Opportunities webpage, as new transfer opportunities will be posted regularly once we reach this step in the process.

After all voluntary transfer candidates have had an opportunity to interview for open positions that match their transfer request form, highly recommended temporary teachers and interns will be considered for rehire into remaining vacancies. PSS will provide names of highly recommended temporary and intern teachers, who were unable to be retained at their site, to those administrators with openings, so they can be interviewed for potential selection.

Please contact your PFT Site Rep/s if you have additional questions after reading the attached document.

Final Transfer Process for Spring 2024

In Solidarity,

Kelly

TOP 3 NEWS YOU CAN USE ARCHIVE-

Sep 21 - Catastrophic Leave Bank Update / Supplemental Paid Sick Leave (SPSL) / Mandatory Trainings
Oct 21 - Covid-19 Leave Options / Catastrophic Leave Changes / IBPS Negotiations (Attachments - 2021 Bargaining Survey Results with Weighted Scores, PFT Initial Proposal 2021-22 December 2020)
Nov 21 - Tentative Agreement Reached / Extension of Supplemental Sick Leave (SPSL) / Catastrophic Leave Process
Dec 21 - Tentative Agreement Ratification
Jan 22 - Update on Governor's January Budget for 2022-23 & Negotiations / Update on Implementation of Late Start Legislation for 2022-23 / PFT Educational Leader Effectiveness (ELF) Survey
Feb 22 -PFT Educational Leader Effectiveness (ELP) Survey / SB114: New State Supplemental Paid Leave (SPSL Extension) / Continuation of Masking in Schools and Exclusion for Non-Compliance
Mar 22 - COVID-19 Update / Transfer Process / Upcoming Meetings
Apr 22 - COVID-19 Update / Transfer Process / Negotiations Update (Class size survey results)