Looking for ways to continue community service? Join your union colleagues in a morning of packaging and boxing bulk food at the Oregon Food Bank’s Portland Volunteer Action Center on Saturday, February 10th from 8:45am-11:30am. We have 30 spots for PCCFFAP and PCCFCE families and friends, and anyone 6 years and up can participate. Let us know you’re interested in joining by filling out this quick form, and I’ll send an email with instructions for how to sign up on the Oregon Food Bank website.
We also invite you to swing by during our campus Outreach Weeks to visit, or stick around to volunteer reaching out to let our PCC community to share what the value of union membership means to you.
- CA on 1/17-18 (Wednesday and Thursday) in the TLC, Cascade Hall room 102
- RC on 1/22-23 (Monday and Tuesday) in Building 5 room 243
- SE on 1/24-25 (Wednesday and Thursday) in the TLC, Mt. Tabor Hall room 109
PCC administration did not completely accept our proposal for equal pay for equal work for PCC faculty in our 2017 wage re-opener — though it was a happy surprise that they were willing to explore it! And they agreed to add two new pay steps, so that “part-time” faculty will have 11 steps in the 2018-19 year (instead of 9.) This compares to 17 pay steps for “full-time” faculty.
Before agreeing to full pay parity, the administration members of the bargaining team suggested we create a joint Administration/Federation committee to study the issues ahead of the next full bargaining in 2019, with the hope we could work out a next phase of movement toward pay parity in those upcoming sessions.
We need your input to help craft a Federation position. Here is a summary of some of the issues we expect to discuss.
- Using national data as well as results from past PCC surveys, the Federation estimates that 80% of “full-time” faculty work is instructional and 20% is service to the college and community. This is what the Federation has used to determine what “equal pay for equal work” would mean. “Part-time” instructor pay should be based on 80% of “full-time” pay, divided by teaching load. But is this the right ratio? Over the past 10 to 15 years, faculty have been tasked with additional quasi-administrative tasks, including program review and program assessment. While some funds have been made available to pay “part-time” faculty to participate, it has not been much. Members of the administration have explained that these responsibilities are expected to fall into “full-time” faculty job expectations, without additional pay. Has that practice changed the allocation of time spent on direct instructional labor for “full-timers”, or has it just added to the number of hours in a “full-time” instructor’s work week? What ratio should we use?
In previous surveys and conversations with “part-time” instructors at PCC, we identified 3 separate categories of concerns:
- Unequal pay for equal work!
- No clear career paths – no way for a “part-timer” to move up.
- Marginalization of “part-timers” who often are made to feel they are not welcome as equal participants in SAC tasks, are shut out of many opportunities for professional development, have low representation in faculty governance (compared to our numbers), and have incredible skills and experience that remain under-utilized – foolish, given the current pressures on Higher Ed and a need for “all hands on deck” to meet them. This will be exacerbated with the goals of the YESS initiative.
Should we try to address some of these other concerns along with equal pay? So, for example, would we be willing to agree to equal pay if it came with increased requirements for participation in SAC work, or to serve on various committees? These are complex trade-offs, and the Federation will need your input in deciding what to agree to.
- Currently, full-time faculty tend to complain that there are no uniform expectations for full-timers to participate in non-instructional work across the district. As a result, a few full-timers tend to do LOTS of committee work, and a larger number tend to do very little. This is increasingly felt to be unfair, and an ongoing source of resentment and bitterness. Our contract specifies that committee work (etc.) is to be delegated by the Division Dean. (See article 5.2). If we change any expectations for “part-time” faculty participation, as part of a move to pay parity, the current inconsistent practice for “full-timers” will come under new pressures. What are the benefits and drawbacks of creating more uniform expectations and enforcement for faculty participation in committees, mentorship, governance, etc?
It is heartening that administrators are willing to talk in detail about what pay parity would mean here at PCC. This is an exciting opportunity! We need to engage as many of our bargaining unit members in thinking about what would be best for each of us, our work relationships, and the students we hope to serve. Will you share your thoughts?
You can leave comments on this blog OR email your ideas to email@example.com OR firstname.lastname@example.org.
THANKS for all you do for all our students!