Bloomington School District 87, located in McLean County, Illinois, serves approximately 4,628 students under a three-year collective bargaining agreement with the Bloomington Educational Support Personnel unit, affiliated with the Illinois Education Association–National Education Association (IEA-NEA). The current contract, effective July 2025 through June 2028, establishes compensation schedules, workplace protections, and operational frameworks for a workforce primarily composed of support and instructional staff. This report summarizes key contractual provisions and compensation data as documented on the district's CollBar labor relations profile.
Contract Term and Expiration Timeline
The current agreement between Bloomington SD 87 and the Bloomington Educational Support Personnel union runs from July 2025 through June 2028—a standard three-year term. According to the contract metadata, the agreement will expire in approximately 696 days from the report access date, making formal renegotiation notice (required 120 calendar days prior to expiration) due by early March 2028. Either party wishing to terminate or substantially revise the agreement must provide written notice by certified mail no later than 120 days before June 30, 2028. Once notice is filed, the parties are obligated to commence negotiations within 60 days.
This timeline places Bloomington SD 87 on a typical Illinois public-sector bargaining cycle, with sufficient advance notice provisions to allow orderly preparation for successor negotiations.
Compensation Structure and Base Salary Growth
Paraprofessional Hourly Wage Schedules
Bloomington SD 87 compensates support personnel on a step-based hourly wage scale that increases annually through the contract term. The primary salary schedules provided on the source page cover paraprofessional positions across three fiscal years:
- 2025–26: Hourly range $20 to $33 across 30 steps
- 2026–27: Hourly range $20 to $35 across 30 steps
- 2027–28: Hourly range $21 to $36 across 30 steps
Employees advance one step on the schedule for each year of service, provided they complete education units as defined and approved by the employer. The schedules reflect annual compression—the minimum wage rises incrementally ($20 in 2025–26 to $21 in 2027–28), while the maximum wage increases from $33 to $36. This narrowing of the range over time is consistent with equity-focused compensation policies but does not alter the overall step progression opportunity for incumbent staff.
Teacher Base Year Increases
The contract includes an eight-year settlement history documenting teacher unit base salary increases. The most recent completed fiscal year (2024–25) showed a 3.11% base increase, followed by 3.10% projected for 2025–26. Prior years show the following pattern:
| Fiscal Year | Year 1 | Year 2 |
|---|---|---|
| 2024–25 | 3.11% | 3.10% |
| 2023–24 | 3.06% | 3.06% |
| 2022–23 | 2.50% | 2.50% |
| 2021–22 | 2.50% | 2.50% |
| 2020–21 | 2.50% | 2.50% |
| 2018–19 | 1.40% | 1.40% |
| 2017–18 | 1.40% | 1.40% |
| 2016–17 | 1.00% | 1.00% |
The data reflects a modest upward trend beginning in 2021–22, with increases stabilizing around 2.5% to 3.1% in recent years. Notably, no multi-year settlements beyond year-2 projections are recorded in the available history, suggesting either that year-3 rates remain to be negotiated or that the source page tracks confirmed rates only.
Experience Credit and Lane Advancement
The contract permits outside teaching experience credit on the salary schedule. Employees receive full credit for up to five years of teaching experience outside the district. Additional years beyond five may be credited at a rate of one year of credit per two years of outside experience, up to a maximum of five additional years. This policy allows experienced hires to enter above the entry step and recognize prior service, a standard Illinois public-school practice.
The contract also permits education unit completion to increase an employee's regular hourly rate, though the mechanism and bonus structure are not itemized on the source page.
Minimum Salary Compliance
The district agrees to comply with Illinois state minimum salary law for all covered employees, ensuring that no employee falls below statutory thresholds.
Health Insurance and Employee Benefits
Health Plan Premium Contributions
For full-time employees, the district contributes toward group health insurance. The source page specifies employer contributions for the split plan year:
- July 1, 2025 – December 31, 2025: $10,080 ($840 per month)
- January 1, 2026 – December 31, 2026: $10,476 ($873 per month)
These figures reflect the employer's monthly cost share only and do not include employee cost-sharing or dependent premium rates. Part-time employees working four or more hours per day receive prorated benefits.
Dependent Coverage and Unpaid Leave
Eligible employees may purchase dependent coverage at the dependent coverage rate through payroll deduction. Employees on extended unpaid leave without other benefit protection receive applicable benefits under the employer's group medical plan during specified leave periods.
Dental and Life Insurance
The contract includes dental insurance provisions permitting eligible employees to purchase dependent coverage at the dependent rate, with payroll deduction available. Life insurance coverage is provided to all employees at a level equal to annual salary (full-time) or prorated by hours (part-time, 4+ hours per day). For full-time employees, coverage is calculated as the hourly wage multiplied by 2,080 hours annually.
Workday, Schedule, and Leave Provisions
Standard Workday
The normal workday for covered employees is six and three-quarter hours (6.75 hours) plus a minimum 30-minute unpaid lunch break. The contract specifies no more than 16 consecutive hours of work in a normal workday, which must be followed by a minimum eight-hour rest period, except in extreme emergency. Employees must also receive at least 24 consecutive hours of rest in each calendar week (Sunday through Saturday).
Meal Periods
Day shift employees may choose either a one-hour or one-half-hour unpaid meal period on school days, provided the half-hour option does not result in overtime. Night shift and non-school-day employees receive a half-hour unpaid meal period.
Bereavement and Family Leave
Employees may use up to 30 consecutive days of accumulated sick leave for childbirth or the birth of a child, regardless of whether the absence relates to medical recovery. Pregnant employees or those whose spouse is pregnant are eligible for leave beginning 120 days prior to the expected birth date and ending 10 days after birth.
Association Leave
The contract permits up to 30 aggregate normal workdays of association leave per school term, with no more than seven employees absent on any single school day. Association members are granted one hour of dedicated time to meet with new hires and participate in new employee orientation.
Jury Duty and Other Leaves
Employees summoned to jury duty receive regular pay based on their hourly wage for a maximum of eight hours per workday, with hours beyond eight unpaid. Job-sharing leave arrangements may be granted for one school year and renewed by employer approval, with extension requests due by February 15.
Grievance, Discipline, and Employee Protections
Four-Step Grievance Procedure
The contract establishes a four-step grievance process: (1) informal discussion between the grievant and building principal; (2) written grievance to the principal within 10 days; (3) appeal to the superintendent within 10 days; and (4) final and binding arbitration. Arbitration decisions are binding, and either party may appeal to arbitration within 20 days of receiving the step-three answer or the expiration of the time limit for the step-three response.
Disciplinary Action and Just Cause
Non-probationary employees are subject to disciplinary action only for just cause, and any such action may be challenged through the grievance procedure. Prior to issuing written discipline, employees must receive written notice of the meeting's nature and be informed of their right to association representation. Employees may attach written objections or responses to any disciplinary action entered in their personnel file.
Assault Protections and Legal Assistance
The contract includes specific protections for employee safety. Employees must promptly report any alleged assault to the building administrator or designated person. The district provides reasonable assistance, including legal counsel, for prosecution of persons who allegedly assaulted an employee. If an employee is physically injured by a student and must miss work (as certified by a medical professional), the employee receives paid administrative leave for the first three days of absence.
Evaluation and Professional Development
Probationary employees are evaluated during their first year of employment. Non-probationary employees are evaluated at least once every two years prior to March 1. All observations are compiled in writing, with copies provided to the employee. Employees may attach written objections if they believe an evaluation is incomplete, inaccurate, or unjust. Evaluation conferences are held on school days only, except by mutual agreement.
Certification Requirements
All employees must meet Illinois certification requirements and hold a valid certificate from the State of Illinois.
Workplace Rights and Operational Provisions
Association Representation and Communication
The association is permitted to use building intercoms before and after school and no more than once daily during regular school announcements for meeting or election reminders. Employees are entitled to union representation at any disciplinary meeting, and the association receives updated employee rosters (including name, job title, hire date, worksite, contact information) within 10 days of the school year start and every 30 days thereafter.
Discrimination and Non-Retaliation
The contract prohibits discrimination based on race, creed, color, national origin, religion, sex, age, marital status, military status, disability, pregnancy, gender identity, sexual orientation, or genetic information. Employees are also protected from discrimination based on citizenship status, provided they can perform essential job functions with reasonable accommodation.
Probationary Period and Staffing Limits
New employees serve a six-month probation period, during which work progress, dependability, and aptitude are evaluated. The first three months of the probationary period require new employees to work day shift (7:00 a.m. to 3:30 p.m.) for onboarding and training. The district maintains a maximum of eight part-time employees at any time, except by prior union approval.
No-Strike and No-Lockout Provisions
The union agrees to no strikes, withholding of services, slowdowns, mass resignations, mass absenteeism, picketing, or other refusal to render full service during the contract term. The employer agrees not to lock out employees in connection with labor disputes.
Comparative Position in McLean County
The source page provides a snapshot of base percentage increases for nine comparable districts within McLean County during the same period:
| District | County | Latest Base % |
|---|---|---|
| Olympia CUSD 16 | McLean | 7.50% |
| Heyworth CUSD 4 | McLean | 5.00% |
| Lexington CUSD 7 | McLean | 3.25% |
| Bloomington SD 87 | McLean | 3.11% |
| Bloomington Area Career Center | McLean | 3.11% |
| McLean/Dewitt Reg Voc System | McLean | 3.11% |
| LeRoy CUSD 2 | McLean | 3.00% |
| McLean County USD 5 | McLean | 2.00% |
| Ridgeview CUSD 19 | McLean | 1.69% |
Bloomington SD 87's 3.11% base increase aligns closely with the median for the county and reflects a moderate position among peer districts. Olympia CUSD 16 leads the county with 7.50%, while Ridgeview CUSD 19 reports the lowest at 1.69%.
Key Takeaways
Modest but stable growth: Bloomington SD 87 has implemented consistent base increases ranging from 1.0% to 3.1% over an eight-year period, with recent years clustering at 2.5% to 3.1%. This pattern suggests financial stability and predictable cost management.
Competitive but not leading: At 3.11%, the district's latest base increase places it in the middle tier of McLean County peers, neither exceptionally generous nor restrictive relative to similar communities.
Structured step advancement: The paraprofessional wage schedules reflect annual step increases tied to service, with additional credit available for approved education units and outside teaching experience, providing clear pathways for employee compensation growth.
Comprehensive employee protections: The contract includes robust grievance procedures, just-cause discipline requirements, union representation rights, and specific safeguards for assault victims and family leave situations, reflecting a mature labor-relations framework.
Three-year stability with advance notice: The 2025–2028 contract term provides multi-year budget predictability, and the 120-day termination notice requirement allows early planning for successor negotiations.
Source and Scope
This report draws exclusively from CollBar's Bloomington SD 87 district profile, which aggregates contract terms, wage schedules, and settlement history as of the access date. The figures and provisions summarized here reflect the contract document and supporting schedules as represented on that page and do not constitute independent audit findings or legal interpretation. CollBar maintains these profiles as a reference resource for labor relations research; users should consult official district documents and legal counsel for authoritative guidance on contract enforcement or individual employment matters.
Wage schedules, benefit contributions, and settlement history are subject to change upon contract renewal or amendment. The comparative district data reflects single-year snapshots and may not capture full contract terms or hidden benefits not enumerated on the source page.
Frequently Asked Questions
What is the current contract term, and when does it expire?
The agreement runs from July 2025 through June 2028—a three-year term. It will expire in approximately 696 days from the source page access date. Either party must notify the other in writing (by certified mail) at least 120 days prior to June 30, 2028 to terminate or substantially revise the agreement.
How are paraprofessional employees compensated?
Paraprofessional staff are paid on a 30-step hourly wage schedule that increases annually with service. In 2025–26, the range is $20 to $33 per hour; in 2026–27, $20 to $35; and in 2027–28, $21 to $36. Employees advance one step per year of service, and completion of approved education units can increase the hourly rate above the base schedule.
What is the employer's health insurance contribution for full-time employees?
For the split plan year July 2025 through December 31, 2026, the district contributes $10,080 (through December 31, 2025) and $10,476 (January 1 through December 31, 2026). These figures reflect the employer's monthly share only and do not include employee cost-sharing or dependent premiums. Part-time employees working 4+ hours daily receive prorated contributions.
What protections do employees have if they are assaulted on the job?
The contract requires employees to promptly report alleged assaults to the building administrator. The district provides reasonable assistance, including legal counsel, to support prosecution by the State's Attorney or other public prosecutor. If physically injured and required to miss work (as certified by a medical professional), the employee receives paid administrative leave for the first three days of absence.
How does Bloomington SD 87's base salary growth compare to other McLean County districts?
At 3.11% (latest year), Bloomington SD 87 ranks in the middle tier of nine comparable McLean County districts surveyed. Olympia CUSD 16 leads with 7.50%, while Ridgeview CUSD 19 reports the lowest at 1.69%. Bloomington's rate aligns closely with Lexington CUSD 7 (3.25%) and moderately above McLean County USD 5 (2.00%).
What happens if an employee wants to challenge disciplinary action?
Non-probationary employees can challenge any disciplinary action through a four-step grievance procedure: informal discussion with the principal, written grievance, appeal to the superintendent, and final binding arbitration. Employees must receive written notice of any disciplinary meeting and have the right to union representation. No written discipline may be placed in the personnel file without first providing the employee a copy and opportunity to attach a written response.
How CollBar Can Help
CollBar specializes in public-sector HR and labor-relations consulting, helping school districts, municipalities, and agencies navigate contract negotiations, wage and benefits analysis, grievance management, and strategic workforce planning. If you represent Bloomington SD 87 or another Illinois school district and need independent analysis, settlement benchmarking, negotiation support, or compliance guidance, CollBar's team can provide expert, data-driven counsel.
Contact CollBar today:
(419) 350-8420
Whether you are preparing for successor negotiations, evaluating compensation competitiveness, or resolving labor relations challenges, CollBar offers practical solutions grounded in industry knowledge and public-sector best practices.
