Abstract
Purpose. The purpose of this study was three-fold: to determine the factors which support the utilization of the California Foundation for the Improvement of Employer-Employee Relations (CFIER) collective bargaining process; to identify the factors which were sources of satisfaction or dissatisfaction with the CFIER process as perceived by union presidents and chief personnel officers in selected school districts; and to determine any additional support needed to enhance the implementation of the CFIER collective bargaining process. Methodology. This study was a qualitative research project. An interview schedule was developed and administered to thirty-four interviewees in seventeen northern and southern California school districts. The interviewees had participated in interest-based collective bargaining training and utilized the CFIER process at least once. The data were tabulated and reported in narrative and chart form in relationship to nine research questions. Findings. Positive factors which support the utilization of the CFIER process were: using a process to jointly resolve problems; building relationships, focusing on issues; developing a more positive contract; and using a more professional way to negotiate. Negative factors were identified as: people not understanding the procedures, excessive amount of time to implement the process; different personalities of team members; the resolution of monetary issues; and change of personnel. Sources of satisfaction were: the effective use of the CFIER process; in-depth problem solving; honest relationships; team building; a quality contract; and a pleasant atmosphere. Sources of dissatisfaction were: people being negative; difficulty dealing with financial issues; the time needed to implement the process; the lack of closure to some issues and the acclimation of new people to the process. The study also generated requests for training and other support from CFIER. Conclusions and recommendations. The results of this study confirmed that CFIER-interest-based model is a successful method with which districts can sustain a positive working relationship during collective bargaining. It is recommended that the positive factors identified by the interviewees continue to receive the support by both union and management to enhance their relationship and negative factors be given the attention needed to correct them.