Tentative Agreement Summary
The full text of the agreement will be linked here when available. Members will be asked to vote to approve the agreement in mid-February 2024.
Update (Feb. 2, 2024): While we wait for the contract to be cleaned-up and updated, members can refer to the following documents for full text of the new agreements:
Full text (including mark-up) of articles that were changed (this document is searchable)
Tentative Agreement summary including Economic signed on January 29
FAQs about the Tentative Agreement
Jump Ahead To:
- Economic
- Health Insurance
- Non-Economic
- Part-Time Faculty
- Academic Professionals
- Full-Time Faculty
- Defensive Wins
- What We Didn’t Win
Economic
Cost of Living Allowance (COLA) of 6% in Year 1 (retroactive to Sept. 2023 and through Aug 2024) and 8% in Year 2*(Sept 2024 through Aug 2025)
Lump Sum Payments* per person:
- APs $1,000 (pro-rated to FTE for part-time employees)
- All faculty who taught in fall ‘23 or winter ‘24: ~$700**
* The retroactive (to Sept. 1, 2023) cost of living adjustment of 6% and the lump sum should arrive as separate checks by May 1, 2024
** Actual amounts may be slightly higher or lower depending on how many members are eligible for payments
PT pay scale will increase from 70% to 75% of FT Faculty Pay Scale beginning Sept. 1, 2024
New Top Step for APs, bottom step deleted beginning Sept. 1, 2024
All of these increases and payments are in addition to normal step movement.
| To calculate your salary as of Sept. 1, 2024 Salary schedules can be found here – scroll down to “Related Pages” and click on the 2022-23 salary schedule for your employee class |
| Faculty on Steps 1-16: 2022-23 Salary x 1.17 (ex: FT faculty at step 3: $68,491 x 1.17 = $80,134) APs (including top step): 2022-23 Salary x 1.175 (ex: AP at Level 4 Step 9: $74,272 x 1.175 = $87,270) Part Time Faculty with step advancement: 2022-23 Term Rate x 1.26 (ex: 4 credit Lecture at Step 11: $1,265 x 4 x 1.26 = $6,376) Part Time Faculty without step advancement: 2022-23 Term Rate x 1.226 (ex: 4 credit Lecture/Lab at Step 4: $828 x 4 x 1.226 = $4,061) |
Smaller-ticket economic gains
- FDC workgroup to tackle compensation, onboarding / training, FDC selection and other issues (College will budget for increased compensation for FDCs)
- CTE workgroup will identify hard to fill positions where a higher than step 3 salary should be given. (College will budget for this)
- Increase PT faculty health insurance trust fund from $40,000 to $66,000/yr
- Increase the pay rate by 50% for PT faculty whose sections have fewer than 10 students and that the dean decides to pay at the tutor rate (or cancel the section). Instead of the pt faculty being paid about one-third of the normal course pay, it will now be closer to one-half of the normal course pay.
Health Insurance
Increased monthly caps (what PCC pays towards the premium) for most (but not all) full-time employees
- Employee: $785 (was $773)
- Employee + Spouse: $1,416 (no change*)
- Employee + Children: $1,315 (no change*)
- Employee + Family: $1953 (was $1,667 )
Increased Caps for part time faculty
- Employee: $510 (was $502)
- Employee + Spouse: $800 (was $652)
- Employee + Children: $800 (was $652)
- Employee + Family: $1,000 (was $800)
*The amount of the cap didn’t increase but it is still enough to cover 91% – 164% of your health insurance premium, depending on which plan you choose.
Non-Economic Issues
- Shared Governance: Language added to Article 26 acknowledging both parties’ commitment to shared governance. Provides a basis for building out a formal shared governance framework and commits Administration to meet with FFAP to begin shared governance discussion by January 2025 (Article 26)
- Health and Safety joint FFAP-Admin work group will examine health and safety protections and provide recommendations to College leadership each term around reporting, feedback loops, and follow up (Article 27; Workgroup proposal is included at the end of the full-text document linked above)
- Telecommuting Agreements will be replaced with a scaled back “Remote Work Agreement” that will not be prescriptive with regard to schedule, modality, or percent of time spent on-site (Article 6)
- Professional Autonomy: Removed language that allows managers to unilaterally set our schedules, and added language to guarantee flexibility in determining our work modality. Protects members against arbitrary or blanket directives regarding work modality (Article 6)
- Assessment: New language sets clear boundaries for when and how an online course shell can be accessed and stipulates that “Any individual performing a faculty assessment must be trained in a uniform, district wide assessment process, and have passed a norming exercise.” (Article 7)
- College Closure: PT librarians, counselors, and tutors will be able to make up work hours after unexpected College closure due to weather or other emergency (Article 19)
- Federation Data Requests: Clarifies the College’s obligation to provide employee data to FFAP in a consistent and timely manner (Article 30)
Part Time Faculty
- PT faculty will be given preference in the FT hiring process. Preference will take the form of 1) a guaranteed interview for PT faculty who meet the listed success criteria and 2) advancing PT candidates who are Step 5 or higher ahead of an external candidate if they both meet the job criteria equally. (Article 3)
- Class assignments for PT faculty will be based upon seniority as defined in Article 4, and except in the case of specific department needs, no new PT hires will be initiated thereby keeping the PT job pool tight. Beginning Fall of 2024, PT faculty may teach up to 2.76 FTE over fall, winter, and spring (with no one term exceeding 1.15 FTE), and up to .92 in summer term as part of a pilot program. (Article 4)
- PT faculty are no longer “at will” employees, and the principles of just cause will now apply to PT faculty (Articles 22 & 23)
- PT faculty also working .5 AP positions will be paid at their current step rate.
- Article 1 Definitions: Amended to include co-teaching in the definition of PT faculty
- PT Faculty who work as hourly employees in another capacity (i.e. advisors and tutors) will be able to combine their FTE for health insurance eligibility purposes
- PT who are hired into temporary or permanent FT positions will maintain their current step number (retroactive to Sept. 2023) (Article 16)
- PT faculty who do work for which a FT faculty would receive release time will be paid an equivalent course release stipend at their current step number (ex: a pt faculty who serves as FDC,or on an EAC committee) (Article 18)
- PT instructors will receive pay for the first week of class (increase from pay for only the first session) for any classes canceled within ten calendar days of the start of the term
- Increase compensation for low-enrolled classes (Article 18)
- Increase sick leave accrual cap from 32 to 80 hours with an additional 8 hours of personal leave (Article 19)
- Intellectual Property Rights: instructional materials created by a part-time faculty member without significant College personnel time, facilities or resources will be owned by the part-time faculty member. (Article 28)
- Agreed to maintain 300 MYCs and that only PT faculty at Step 3 or higher are eligible to apply for MYCs (Article 4)
- Annual assignment letter for PT librarians (Article 6)
Academic Professionals
- AP Leave Bank can now be used for caregiving for qualifying FMLA/OFLA events (Article 19)
- Part-time APs will receive pro-rated release time for professional development (Article 16)
- AP Coordinators who oversee staff and manage budgets will have these duties count as management experience when applying for manager roles at PCC (Article 6)
Full Time Faculty
- FDC Workgroup: FFAP and PCC agreed to create a workgroup to develop proposals related to the FDC Workgroup recommendations. The workgroup will take place outside of regular bargaining and be open to observers via Zoom (Workgroup proposal is included at the end of the full-text document linked above)
- Removed the language requiring FT faculty to be on campus for 30 hours per week. (Article 6)
- Increase P.E. teaching load factor from .046 to .054 (Lab B) which reduces their per term teaching load from 7 sections to 6 sections. (Article 6)
- Licensed Faculty Counselors will be reimbursed up to $1,000 per academic year towards CEU and licensure costs (managed by PSEC, use it or lose it benefit).
- Librarian credit classes will be limited to 20% of term workload (Article 6)
- Release time can exceed 50% (Article 6)
Defensive Wins
We held off attempts to weaken Article 25 (Grievance Procedures) and strengthen Article 29 (Management Rights)
What We Didn’t Win (yet!*)
- PCC to cover the 1% Oregon Paid Leave deduction (currently they cover 40% of the 1% deduction)
- AP Classification System (confusion about how AP levels are assigned was never clarified but we will continue to pursue this outside of bargaining)
- Bilingual differential pay for “regularly use”. We preserved the pay for “required to use” but we need to come up with better language to identify APs who are using bilingual skills
- Move PT Counselors, librarians, trade extensions, tutors to 17-step pay scale
- Increase tuition waiver for dependents of PT faculty from 6 credits per term.
- Some components of shared governance (SAC equivalent for APs, representation on decision-making committees, e.g.)
- CTE representative on Cabinet
- Step movement more than once a year for PT Faculty
- Health insurance cap increases for some FT employees
- Terminal or advanced degree differential pay
- Term Pay Rate for PT Librarians and Counselors
- Removing Step 3 ceiling for FT hires who come from outside the college
- Contractual ratio of FT to PT faculty
- Health insurance waiver increase from $200 to $400/month
- Increase release time for FFAP officers and negotiating team
*remember we have a wages and benefits reopener in Spring 2025 and a full contract negotiation in 2027