Show your Support during Bargaining!

President's MessageDear Colleagues:

I am writing with a reminder that this Friday, at 9am, the Federation invites members to attend an open bargaining session at CLIMB. Our agenda includes issues pertinent to both FT and PT faculty, although APs are always welcome to observe as well. Please click here to sign up.

If you are not able to make it to the bargaining session, you can still show your support by buttoning up! Displaying supportive messages on your clothing, bag, or in your workspace will let the administration know that we will not settle for anything less than a fair and reasonable contract.

If you don’t have your buttons yet, stop by the Federation office or reply to this email.

Lastly, the PCCFFAP website has undergone a renovation, and we’ll be posting bargaining updates here as well as member testimonials. I encourage you to read PCC Reference Librarian and PCCFFAP Executive Council member Sara Robertson’s moving account about how union benefits protected her during a health crisis. It’s a good reminder to be grateful for the rights we have won, and to remain vigilant in the face of threats to our livelihoods.

Thank you for all you do. I hope to see you at a bargaining session.

Sincerely,

Frank Goulard, PCCFFAP President
frank.goulard@pccffap.org

Union Benefits Offer Security during Health Scare

A message from PCC union member, Sara Robertson

Sara Robertson and Sons
Sara Robertson and Sons

As we head into contract negotiations, I’d like to take a moment and share what being part of a union has meant to me.

I certainly didn’t predict I’d get sick, especially at 30 and having just had my second child with a basically optimal health record up until that point. I’ve since spent a decade navigating aspects of the healthcare system, and, depending on what organ or part of me is under scrutiny, there’s a different doctor and protocol, followed by a new vocabulary to learn. Many of us can relate to all the effort it takes to be a patient, which is layered onto the other important roles in life — primary for me have been: mother, educator, household provider, daughter, sister, and by circumstance have had to add medical advocate, disease translator, literature searcher, and so on.

Now for my introduction to the value of union membership. My first academic gig was in Idaho, a full time tenure track position, where I naively found myself in a “right to work” state. As a grad student I had full healthcare coverage as part of an assistantship, and therefore secure benefits as a union member. I admit that I was pretty oblivious to the fact that the security provided me and my family came from a shared contract, including full coverage for having my child in the university hospital and receiving care from my OBGYN literally on campus. I mean, I knew I was part of a union, but I didn’t really give it more thought than — wow, this is a solid job! The stark realization that I hadn’t considered union membership wasn’t until after arriving in Idaho, and noticing the low but constant murmur of various complaints from colleagues about healthcare, wages and workplace issues, with no collective means of advocating for different or better — for example, I was shocked to learn my preferred birth control wasn’t covered — which seriously made me question where had I landed.

So, fast forward a few years into my tenure at PCC, after navigating several rounds of the same health issue, but mostly over the summer without much work interference, but lots of life interruption. I had a pacemaker/defibrillator that had been malfunctioning repeatedly, and unexpectedly, and when the darn device broke for a third time in May of 2015, it shocked me unnecessarily, I was facing yet another surgery, and much more scared about what the future would look like. While I was in the middle of navigating it all — ensuring care for my children, recovering physically, managing job duties, fumbling through a wonky health care system as a sick person — I had a very sincere moment when I was brought to tears, filled with gratitude for my union. I knew that I would most likely be having some questions about job coverage, medical leave, and so on, and in that moment I realized I had a group of people to turn to that would help me get straight answers. I felt so cared for by the people who had worked diligently on my behalf to ensure I was going to be okay because of a strong and clear contract that would give me the time needed to heal. I knew I had job security, despite being sick. I knew I had health coverage, despite a long term condition. I knew as the sole provider for my family that I could allow myself to be a patient for a spell, get better, and return to work, and not carry a huge burden of worry with me into the hospital.

As I’ve learned more since, it’s clear to me that not all of us have access to the same benefits at the same rates, and I see our union working towards increased equity for all of members — academic professionals, part-time faculty and full-time faculty, in tandem. The more I talk to colleagues across those classifications, the better I understand how students at PCC are provided excellent education and mentorship, and I hope you can take us up on a few opportunities to share your voice:

  1. Take a colleague to coffee on us — get to know a colleague’s work, or renew a connection across departments — all it takes is talking to others.
  2. Attend an open bargaining session and share your thoughts/concerns with your federation representatives.

Support your Federation Bargaining Team by “Buttoning Up!”

ffap fce buttonsSupport your Federation bargaining team by “Buttoning Up!” on bargaining days! Buttons can be picked up at the Federation office, SY ST 01, or at any one of the upcoming Membership Meetings being held across PCC in the coming weeks. We can also send you a button via Campus Mail.
Wear your button to show solidarity and support for a fair contract on the following days:
  • Fri, 12. May, 9a-12p (CLIMB)
  • Fri, 26. May, 9a-12p (CLIMB)
  • Tues, 13. June, 1-4p (CLIMB)
  • Fri, 30. June, 9a-3p (CLIMB)
  • Thurs, 06. July, 9a-12p (CLIMB)
  • Tues, 18. July, 9a-12p (CLIMB)
  • Thurs, 27. July, 9a-3p (CLIMB)
  • Fri, 04. Aug, 9a-12p (CLIMB)
  • Fri, 11. Aug, 12-5p (CLIMB)  CANCELLED!!
  • Tues, 22. Aug, 9a-3p (CLIMB)
  • Thurs, 24. Aug, 9a-12p (CLIMB)
In addition to “Buttoning Up!”, you can also show your support by attending any one of the above-named bargaining sessions. Please just let us know ahead of time by RSVP’ing here that you will be attending.

Bargaining Update

President's MessageDear Colleagues:

Last Friday, your Federation bargaining team, along with PCC administration, kicked off the 2017-19 Contract reopener. I am writing to update you about what was discussed, but first, for those of you who signed up to attend a bargaining session on April 14 or April 21, please note that those dates have been cancelled due to scheduling conflicts. Here’s a google doc with newly agreed upon dates and times. Please, spread the word! Sign up to attend a session! Our presence at these meetings will ensure that the administration knows we are united in our pursuit of a fair and reasonable contract.

Last Friday’s opening bargaining session had only two items on the agenda: 1) Establishment of the ground rules, a document that both sides agree to prior to the substantive wage and benefits discussion, and 2)  An update on the PCC Budget presented by Vice President of Finance Jim Langstraat. It was a good discussion and we expect to come to a resolution on the ground rules prior to the next bargaining meeting on May 3.

Mr. Langstraat and President Mitsui will be taking the budget presentation to all of the PCC campuses in the coming months, and we encourage everyone to attend a session. But keep in mind that the administration frames the budget in a particular way. Here are some facts to keep in mind:

Many of our members are struggling

  • The cost of living in Portland is increasing at an alarming rate – According to the Bureau of Housing and Urban Development (HUD), housing costs in Portland increased by 21% in the last year alone.

  • Nationwide, 25% of part-time faculty members at colleges and universities are on some form of public assistance. Anecdotal data from our members reflects this.

The revenue forecast for PCC is positive

  • The State of Oregon is expected to fund community colleges at the same or slightly higher levels as the prior biennium (We will know for sure in June).

  • The PCC Board of Directors voted to raise tuition in each of the next two years, resulting in an additional $16 million in revenue for PCC.

  • A PCC Bond Measure is planned for 2017. If passed, this would fund deferred maintenance and building upgrades across the district.

The administration has priorities that do not reflect our members’ struggles

  • The administration wants to add $2 million to the college’s reserve fund (basically a “rainy day fund”), which currently stands at $20 million.

  • The administration wants to increase the amount of funding for administrator salary and benefits by 10% for the biennium (through a combination of salary increases for current administrators and new administrative positions).

Saving money is good; college administrators are important, but…

  • An across the board Cost of Living Allowance (COLA) for everyone in our union is a high priority for our members.  For context, a 1% COLA for all faculty, AP, and classified employees would cost the college $3.3 million over two years.

  • By some estimates, we would need an 8.1% COLA to keep up with the cost of living in Portland!

  • Part time faculty teach 72% of classes at PCC, but they have only nine steps in their pay scale compared to 17 for full time faculty, APs, and classified, so it takes much longer for them to advance. They deserve an equitable advancement path that is consistent with their full time and AP colleagues.

If you agree with the Federation’s priorities and you want to support the efforts of the bargaining team, please click here! I hope to see you at a Contract Action Team (CAT) meeting or bargaining session in the near future.

In solidarity,

Frank Goulard, PCCFFAP President
frank.goulard@pccffap.org

2017 Contract Reopener: You’re Invited!

President's Message

Dear Colleagues:

Have you ever wondered what happens when your Federation bargaining team sits down with PCC administration to negotiate pay and benefits? Now is your chance to find out! This year, bargaining sessions will be open to any member who wishes to attend. Click here for dates and times, and to sign up to be an observer. You’ll also find information about joining the Contract Action Team (CAT), a committee of union members who are interested in learning more about bargaining and supporting the bargaining team. We’ll post agendas for bargaining meetings on this form as they become available – typically one week in advance.

As I’ve shared before, this year is a contract reopener, which means that only wages and benefits will be negotiated. Working conditions, including the three-year contracts for PT faculty, will be on the agenda in 2019 when we have full contract negotiations.

The bargaining team has identified a set of priorities for bargaining. Thanks to everyone who took the survey, we have a good sense of our members’ priorities. The top three issues are:

  1. Cost of living allowance (COLA) for all members
  2. Salary equity for PT faculty
  3. New top step on the salary schedule

You have probably been hearing a lot of doom and gloom scenarios from the administration regarding the PCC budget. While it is true that enrollment is down compared to recent years, enrollment is only one of many factors. Other considerations include:

  • State of Oregon revenue forecast (released in May)
  • Amount of funding allocated to the state’s Community College Support Fund (finalized in June)
  • The PCC Board of Directors approval of a $14 tuition increase over two years.

Assuming state funding remains stable, we are confident that your bargaining team will be able to negotiate a fair and reasonable contract that includes COLAs, pay equity for part-time Faculty, and other issues that are important to our members’ lives and livelihoods.

Stay tuned for more updates, and I hope to see some of you at negotiation sessions!

In Solidarity,

Frank Goulard, PCCFFAP President

frank.goulard@pccffap.org

Three-Year Contracts for Part-Time Faculty

President's MessageDear Colleagues,

As we approach the second round of Three-Year Contract (TYC) applications for part time faculty, I wanted to update you on some of the conversations that federation leaders have been having around the district with members who have been impacted by the process.

As you may know, the first TYCs were awarded last spring. The Federation held 8 meetings — 2 on each campus — to gather thoughts and responses on the process from members who either applied or decided not to apply. Representatives from human resources attended at least one meeting on each campus, to listen to what was presented.

The meetings were well attended, and many more emailed in their ideas for inclusion in the discussion. In fall 2016, federation leaders presented a summary document to PCC administrators in charge of the roll-out of the second set of contracts. You can view the entire document here. A summary follows.

Themes (in rough order of how often similar comments were made)

  1. Inconsistency in the application process across the district — especially for the same disciplines — feels very unfair and increases distrust.
  2. With or without a standardized application process, we heard people say they would like a common hiring rubric, to be shared in advance, to make the process transparent. Many instructors have learned that providing grading rubrics to students decreases anxiety and increases quality, and believe a hiring rubric would work the same way.
  3. The positions should be announced earlier, with a longer period to apply.
  4. Some departments are willing to hire from other campuses, and others are not; this makes uneven opportunities and could push good teachers out.
  5. Department chairs and deans should be sure to provide affirmations to valued teachers who DON’T get the 3-year contracts and take this as an opportunity to express appreciation.
In response, the administration has agreed to provide more time for the application process, addressing #3 on our list. They have NOT responded to other feedback or concerns raised by PT faculty during our meetings. We are disappointed by this lack of response, but unfortunately the federation’s power is limited. We can relay concerns, suggest changes, but ultimately only PCC administration can make the changes to the way TYCs are awarded.
 
That said, we can renegotiate the terms of the TYCs during the next round of contract negotiations in 2019 and so we intend to continue collecting feedback from members and using this feedback to push for better terms in the next contract. 
 
Please continue to share your experiences with TYCs (positive or negative!), ideas, etc. with your Federation leaders. We will continue relaying your concerns to administration and applying pressure on them to address 1, 2, 4, and 5. TYCs are one step in an ongoing struggle for fairness and equity for PCC’s PT faculty. We need your help to keep the pressure on administration to ensure that the initiative is successful.
Sincerely,
Frank Goulard, PCCFFAP President

Improving on 3-year contracts

The first 3-year contracts were awarded last spring, and the Federation held 8 meetings — 2 on each campus — to gather thoughts and responses on the process from members who either applied or decided not to apply. Representatives from human resources attended at least one meeting on each campus, to listen to what was presented.

Thank you to all who attended, and the many more who emailed in their ideas for inclusion. The following document summarizes what we heard. It was presented in Fall 2016 to administrators in charge of the roll-out of the second set of contracts.

Three-Year Contract (TYC) / Multi-Year Contract (MYC) Feedback Sessions

May-June 2016

Themes (in rough order of how often similar comments were made)

  • Inconsistency in the application process across the district — especially for the same disciplines — feels very unfair and increases distrust.
  • With or without a standardized application process, we heard people say they would like a common hiring rubric, to be shared in advance, to make the process transparent. Many instructors have learned that providing grading rubrics to students decreases anxiety and increases quality, and believe a hiring rubric would work the same way.
  • The positions should be announced earlier, with a longer period to apply
  • Some departments are willing to hire from other campuses, and others are not; this makes uneven opportunities and could push good teachers out
  • Department chairs and deans should be sure to provide affirmations to valued teachers who DON’T get the 3-year contracts and take this as an opportunity to express appreciation

 

Additional comments:

  • There should be more clarity about the parameters of the contract for both faculty and administrators. Here is a quote: “One interview question was about what other things I would contribute to the dept. if I received a contract, and I was somewhat taken aback as I understand that the contract does not mandate that MYC faculty put in additional time on unpaid projects and meetings except for the addition of the two office hours.” Another instructor was told there were new mandatory meetings, which would be uncompensated, but the hours were covered by the new mandated office hours.
  • Instructors reported being told by deans and department chairs that aspects of the contracts were up to the union, and to ask union representatives — only to be told by union leaders that these same aspects were up to administration.

 

 

Responses to first question: How do you think the 3-year contracts will change your connection to PCC?

  • Now I feel like even more of an outsider to the institution
  • I have started to look elsewhere — dept chair told people that after the three-year contracts are awarded, there will likely not be enough classes left for anyone who didn’t get one.
  • Stressing about the application process compromised “my mojo in the classroom.”
  • I have mixed feelings about applying for job they are currently and have been doing — why aren’t the folder full of good evaluations from students AND dept chairs/deans worth anything?
  • These contracts create even more of a “caste system” just at a time when PCC should be fostering more collaboration among faculty
  • Connection to peers and work friends is now strained or has negative change — I hated competing against colleagues I know and value
  • I am a recipient of 3-Year Contract and I am generally pleased with the contract; no negative change in connection at this point.
  • “Tragic results” for a small department
  • Many questions if 3-year contracts can be rescinded (response: no, not until 2019 contract negotiated)
  • “I don’t know who to trust”, or what I can, cannot, or should not say.
  • I received a 3-year contract, and it is the first term working at PCC I won’t have stomach trouble as I check enrollment to see if my classes will fill.
  • This has not changed connection to PCC even though did not receive 3-year contracts, due to feeling that their dept. have good experienced 3-year contract recipients and they are all professional
  • What happened to “students first?”
  • Some instructors talked about or decided “let’s not apply at all” in an effort not to do harm to others in dept.
  • We wish it was clearer to membership what went on in negotiations — that the original proposal from the Executive Council had seniority as a qualifying condition for eligibility
  • I am job hunting now, since it is not clear I can finish career here (after 17 years)
  • My relationship with my chair is disintegrating, and relationships with peers are now rocky
  • It is hard to keep going with students when you don’t get respect or praise from supervisors
  • If I had a contract, I would speak more freely, be more vocal in complaints
  • I like my job, but I don’t like the conditions under which I teach.
  • How can we get administration to see the value of giving 3-year contracts to long time PT?
  • It feels different at different campuses and departments; I feel appreciated at SYL, but not at SE (although I like the students at SE a lot)
  • It is sad that there is a loss of connection among faculty (teaching since 1982), and a sharp drop in morale
  • Chairs are not advocating for teachers

 

 

Answers to second question: Is there something you think Administrators should know as they think about how to continue the implementation of these contracts?

  • Need transparency — if people don’t know what makes an applicant attractive, there is no way to prepare for the application process
  • If I was in charge, I would mandate that chairs or division deans schedule meetings with people who applied and didn’t get a 3-year contract, to talk about how PCC can better support them as professionals.
  • Why don’t we apply the same thing to teachers that we all KNOW works to keep students motivated? We know what works… and it isn’t rejection, with no explanation of how to improve.
  • No seniority? Only 1 year teaching at PCC?
  • Each campus, departments had different process, need to have equitable processes
  • Short turn around, details announced via email March 11th, due April 1st (during finals, grading, spring “break”?, prep and start of next term); could be why lots of good teachers didn’t even apply
  • The complicated process is supposed to be so “best teachers are in the classroom” — but without understanding the decision making process, it feels like a kind of favoritism.
  • Took too long to learn of decision
  • Would rather authentic class observations, rather than fake class demos
  • Dismayed that faculty from other campuses were hired
  • “Domino effect” as a result of those hired from other campuses; individuals not getting any classes at their campus now, some essentially “laid off”
  • Say what you want and “stick with the criteria”
  • ***Question in process regarding: “Are you?: Under 40, Over 40, Decline to Answer”*** Important note: Can that question be asked?  Department and campus known.
  • When there is new administration, dean, etc, how does that impact the process, decisions, etc?
  • Transparency: “How many people applied” per dept, campus?
    • Did they all meet the criteria? If so, then how are 3-year contracts decided?  Any consideration to seniority?

 

Process variations:

  • Based only on cover letter and resume/CV
  • Included student or course evaluations
  • No in-person interview, only phone interview + no teaching demo

 

Didn’t apply because:

  • Need the summer off for other work commitments
  • Close to retirement
  • Didn’t want to compete with others
  • Shouldn’t have to do apply for the job they already do

 

Assignment Rights:

  • Dept couldn’t find completed paperwork for assignment rights.

 

Benefits:

  • As 3-year contract recipient, happy to finally have consistent health-care to cover self and family (rather than pay open market health insurance at $5000/yr
    • Would like to have college authorize opportunities that come through the Affordable Care Act for public service and education, such as discount on student loans for self and dependents

 

Quotes:

  • “I should feel good about getting one (3-year contract), but I don’t. I now will likely work 14 hour days (a split shift).
  • 3-year contract recipient felt like “I had to do a dog and pony show” even though committee knows what this specific faculty member does and does it well.
  • “Fallout of this process is tremendous…has led to unintended outcomes.”
  • Sends the message that “some are more valued than others.”
  • “We need to feel hopeful”, but there are not enough 3-year contracts for everyone.
  • Felt like it was about “who can write the best cover letter.”
  • “I am totally committed to teaching. This is what I do.”
  • “Now I need to change hours to allow our new 3-year contract recipient to teach elsewhere at a different college as well.”
  • 3-year contract recipient who is also self-employed: “Administrator asked, ‘How will you handle your multiple jobs?’ Recipient of 3-year contract stated, ‘I’ve been doing it all this time.’”
  • “Is this really addressing the needs and concerns of PT faculty and membership?”
  • “I don’t want to take a class that someone else is good at (or has specialty) in.”

 

(We also asked a question about struggling with demoralization, but will not be sharing those responses with administration.)

The First 3-Year Contract process — how did it go?

107 “part-time” faculty received the first group of 3-Year Contracts (3YCs). A list  of recipients was sent out via MyPCC email by Federation president, Frank Goulard. These are renewable 3-year contracts, September 2016 – August 2019.
The average length of PCC teaching experience was 11.2 years.
There will be two additional groups of 100 three-year contracts awarded, to be offered in each of the next two springs.
Now that the first 3-year contracts have been awarded, we are interested in hearing  about your experience applying for them. Please come to the TLC to:
  • talk about the experience, and
  • discuss research on workplace demoralization.
Administrators will receive a summary document but will not be invited, so we can speak freely.

All meetings will take place in the TLCs.

SE: Tuesday May 312-3pm, and Wednesday June 12-3pm
SY: Tuesday May 31 11:30-12:30pm, and Thursday June 23:30-4:30pm
CA: Wednesday June 82-3pm, and Thursday June 94-5pm
RC: Wednesday June 811-12Noon, and Thursday June 910-11am

If you are unable to attend, but would like your comments to be included in the summary document, please email Shirlee Geiger at shirlee.geiger@pccffap.org

 

3 year contracts?

During finals week of Winter Quarter 2016, your federation held Q&A sessions at all four PCC campuses to talk about Multi-Year Contracts (MYCs). Below are the questions that came up repeatedly–and some answers. We have posted them here to support PT faculty in considering this new option for job security. But we are also available for more Qs & As. Please contact: PT grievance officer Shirlee Geiger (shirlee.geiger@pccffap.org) or PCCFFAP President Frank Goulard (frank.goulard@pccffap.org) with further questions.

 

Federation FAQs for MYCs

Q: I have assignment rights, but now I am told they are being suspended for the 2015-19 contract. Why did the Federation agree to suspend assignment rights?

A: Assignment Rights are still in effect across the district, with just a few caveats. Assignment rights can only be ended by a majority of our membership voting to ratify a contract that ends them.

Assignment rights date back to 1990, and have been the only kind of job security part-time faculty have had until this contract. They were a great innovation in 1990, but we are moving toward a time when even the minimal kind of guarantee they offer — to be assigned one class each term — will be undermined. Out of the approximately 1100 part-time faculty teaching in 2015-16, over 500 have earned assignment rights. In some departments most or nearly all part-time instructors have earned assignment rights. In a time of declining enrollment, not all assignment rights holders could get as many classes as they had previously, and honoring just the one class minimum was having the unintended effect of making everyone ineligible for health insurance coverage.

The 3-year MYCs guarantee employment at least at the same level as the minimum to become eligible for health insurance– 1.5 fte annually. (The same as 6 four-credit hour lecture classes in 12 months, fall through summer.) In those departments that get 3-year contracts, assignment rights will still guarantee an assignment of at least one class. But the “priority consideration” for assignments in addition will go to the 3-year contract holders. In departments where no 3-year contracts are created, assignment rights will remain in effect, unchanged.

***

Q: Can I apply for assignment Rights now?

A: No new assignment rights will be granted during this pilot. And the agreement was that in the next contract (in 2019), we will decide on one or the other form of job security — a return to assignment rights OR maintaining (and perhaps expanding) 3-year contracts. But administration has made clear that only one system of job security for part-time faculty is acceptable to them.

***

Q: I have really good relations with the other adjuncts who teach in my department. I don’t like the way we will have to compete against each other for the 3-year-contracts. Why jeopardize our good work relationships this way?

A: Good working relations among part-time colleagues is one of the things part-time instructors consistently report as a bright spot of their jobs. There are a couple of considerations that suggest the 3-year contracts disruption should be minimal. First, the 3-year contracts can’t go to anyone outside PCC — they can only go to instructors who have been here at least one year and have had an assessment.  They are most likely to go to the most experienced part-time faculty. Looking at the numbers, 684 instructors were offered health insurance in 2015-2106, and the average annual teaching load for those people was 2.24 fte. This means that a guarantee of 1.5 fte to 100 of those instructors should not take classes away from other instructors in those disciplines.

Additionally, the deans of instruction built in another kind of safeguard against wrenching relationships. They decided on the distribution of the first 100 3-year contracts across the district by looking at high-enrollment departments, with a high ratio of part-time to full-time faculty. But they also looked for where they could create a 3-year contract without displacing part-time faculty who do not get one of the new contracts in this round.

***

Q: I understand that I can apply for 3-year-contracts at multiple campuses. But even though there are several jobs open in my discipline, each campus wants something different. Why can’t there be one uniform application process?

A: During negotiations, Deans of Instruction and Division Deans (who are ultimately responsible for hiring) argued that PCC is a really big district, with different needs in different places. In order to get support, they had to safeguard flexibility in the hiring process. A careful match between instructor skills and class needs is also a way of being able to guarantee employment into the future.

***

Q: If someone gets a 3-year contract, and it guarantees employment for (at least) the 1.5 FTE level, what happens if one of the assigned classes doesn’t have adequate enrollment? Will the 3-year-contract instructor have to bump another PT instructor?

A: The current plan is to front-load the class assignments into Fall and Winter terms, so that if a class is cancelled there, it can be made up in Spring or Summer terms. Additionally, there is an agreement to count non-instructional work toward health insurance eligibility, as an additional safeguard. As an absolute last resort, if neither of these options work, the 1.5 minimum fte could be made by bumping another part-time instructor. But the understanding is that department chairs and deans will work to avoid this.

***

Q: I have assignment rights at two campuses. If I accept an MYC at one campus, does that mean I have to give up teaching (and assignment rights) at the other campus?

A:  If someone takes a 3-year contract at one campus, they can still teach at another campus, as long as they stay under the maximum PT Faculty workload limit. If enrollment drops at the 3-year contract campus, the obligation is to first meet Full-time workloads, and then second to meet 3-year contract obligations. Next in line for assignments are Part-time instructors with Assignment Rights (to get one class). Last to be considered would be Part-time instructors without Assignment Rights.

***

Q: You are granted a 3-year contract, and you teach for three years. Then what? Do you have to reapply? Is it like full-time temporary jobs and department chairs who want to share them around?

A: The contracts are designed to be renewed, absent performance issues. The only other reason a 3-year contract would not be renewed is a dramatic shift in enrollment. While these are not the same as tenure/continuous appointment positions, they offer a reason for instructors to stay at PCC, make connections, learn how to navigate the college’s many sub-systems, and continue to learn and grow as professionals. The ultimate beneficiaries of this new kind of administrative respect for and commitment to PCC educators will be our students.