Bargaining Update #11

On Sept. 10, your Federation bargaining team met with administration to hear admin’s response to our monetary proposal. Keeping in mind that the state budget includes roughly $60 million more for community colleges than PCC had originally budgeted for, the Federation had proposed the following items:

  • A Cost of Living Allowance (COLA) that meaningfully addresses the steep cost of living increases in the Portland metro area over the last decade
  • Increasing the health insurance caps
  • The elimination of levels 1&7 on the Academic Professional (AP) pay scale and then moving every AP up one level. (Background on this issue here.)
  • Instructional pay parity for part-time faculty (equal pay for equal work)
  • Changes to the Faculty Department Chair (FDC) compensation structure. (background here.)
  • A new top step for full-time faculty, and elimination of the bottom step

Administration’s response was to ask us to come back with something reasonable.

Realizing that the Federation was not going to scale back their request, administration finally responded with a counter-proposal, which included:

  • A 1% per year COLA

That’s it.

After hearing about PCC employees who are struggling to make ends meet, who are making wrenching compromises on everything from health care to housing and child care, PCC administration proposed a COLA that essentially allows PCC Faculty and APs to continue losing ground. 

We need a strong show of solidarity in the coming weeks to show administration that our members find this unacceptable. If you agree that a 1% COLA is not enough, we need you to take action:

  • Wear your union t-shirt and buttons to in-service on Sept. 16, and come to the General Membership Meeting at 11:30 in ST 100. If you need a t-shirt or button, please stop by the Federation office (SY ST 01) or email our staff organizer Mary Sykora
  • Come to the PCC Board Meeting on September 19 at 6:30 p.m. at the Sylvania campus. Wear your union t-shirt and buttons, and send a message to the board that we are not backing down from our goal of a fair and reasonable contract. (More details about our plan for that evening coming soon.)
  • Come to the next bargaining session – September 20 from 1-4 p.m. at CLIMB. If administration won’t let everyone in the room, we’ll rally outside instead. Sign up here.

Bargaining Update #10

On Friday, August 31, PCCFFAP and PCC management reached a tentative agreement (T.A.)* on non-economic issues. The teams will now move on to bargaining wages and benefits. What follows are the items that were most recently resolved. 

Members will have a chance to vote on the proposed contract changes, along with changes to wages and benefits, when both sides reach a T.A. on an economic package. The Federation will send a complete summary of the proposed changes at that time. In the meantime, you can find information in past bargaining updates, and you may contact the bargaining team with more specific questions or feedback.

  • Career Path for APs: Management agreed to two meetings between the Director of HR Administrative Services and up to five APs to discuss career advancement opportunities for APs. As part of this effort, the Federation will be seeking input and involvement from every AP. APs, please look for an email with more details in the next week. 
  • Transfer and Recall Rights for APs: HR will explore the possibility of creating transfer opportunities within the following job groupings:
    •  Academic Advising Specialist, Student Resource Specialist, Learning Skills Specialist
    • Career Services Coordinator, Career Pathways Coordinator, Cooperative Education/Placement Coordinator
    • Employment Specialist, Cooperative Education/Student Employment Specialist

This review will be conducted during the 2019-20 academic year. APs, watch your email for more information on how you can contribute to this effort. 

  • Multi-Year Contracts (MYC) and Assignment Rights (AR): The administration agreed to the following:
  1. Maintain 300 MYCs and pilot cross-campus and/or district MYCs. 
  2. Maximize workloads for MYC faculty up to part-time limits when feasible. 
  3. Continue to apply existing Best Instructor Available and Priority Consideration criteria to assignments of part-time faculty, including part-time faculty with AR, until new criteria completed, piloted, and finalized (Fall 2020).
  4. Create a system for part-time faculty to indicate interest and availability to teach unstaffed courses on all campuses by Fall 2020. 
  5. Sunset all ARs at the conclusion of Summer term 2021.
  • Grievance procedure: The Federation and administration agreed that if the college fails to comply with grievance timelines, the grievance will proceed to the next step. If the Federation fails to comply with the grievance timelines at Step 1, the grievance shall be withdrawn. 
  • PT Faculty Workload Exceptions: For part-time instructors teaching both Lecture and Lab CRNs of linked lab Science classes, the workload limit will be up to .91 per term for three terms per year, and there will be no one-term exception of 1.09.  A fourth term (e.g. summer) limit will remain under .82. 
  • Faculty Department Chair (FDC) changes: FDCs serve 3-year contracts that can be renewed by the Administrative Supervisor as long as they are in accordance with 6.612 & 6.613. PT faculty will be eligible to be considered for FDC appointment if there is not an interested/available FT faculty member OR if they would be a co-FDC alongside a FDC who is continuous appointment. (Changes to FDC release and stipend formula will be discussed during economic bargaining.) 

*T.A. = Tentative Agreement, meaning both sides have agreed but the decision will not be put into effect until each side has voted to approve the final contract in its entirety.

Bargaining Update #9

PCCFFAP and PCC Management continued negotiating over a package proposal submitted by management on August 21. The following covers progress made in negotiation sessions on August 23 & 26. Agreements were reached on some issues but a tentative agreement (T.A.) is contingent on all of the items in the package being resolved.

Note that we are still in non-economic (or non-monetary) bargaining. Any issues relating to salary or benefits are negotiated jointly with the Classified Federation.

In the interest of getting this update out quickly, I haven’t included links to the contract, and this may not be an exhaustive list. Please reach out to the bargaining team if you have questions! 

  • Career Path and Transfer opportunities for APs: After FFAP’s prior proposals were rejected by HR, the Federation proposed a memo of understanding (MOU) which would commit HR to form a work group with APs to try and develop formal leadership and career path opportunities (including to management positions at PCC) as well as transfer opportunities for APs. Management responded by listing current and planned professional development opportunities for APs at PCC. They said they are not interested in working with APs beyond what they are already doing, but that they might consider holding one “listening session.” FFAP asked how many APs had been involved in the current and proposed professional development opportunities and the answer was 0. FFAP continued to press for collaborative effort and commitment (formalized by an MOU) to address these issues which are the #1 and #2 priorities of APs, respectively. 
  • Team Teaching: FFAP withdrew our request for instructors who team-teach to split the benefits by allowing one to qualify for the full tuition waiver.
  • Part time faculty step roll: referred to monetary
  • Part time faculty compensation for district roles: referred to monetary
  • “Best Available Instructor” – this issue is being rolled into the conversation about Assignment rights (see below)
  • Multi-Year Contracts (MYC) and Assignment Rights (AR): Management is willing to develop a more detailed rubric around “Best Available Instructor.” FFAP is willing to consider phasing out ARs at the end of the contract in 2023. At that time, we could move to a new system in which PT faculty will know how to get priority consideration for class assignments based on a transparent rubric – a different form of job security tied to an institutional set of criteria. In the meantime, management agreed to maintain 300 MYCs and pilot cross-campus MYCs – specifics will be discussed in monetary.
  • Campus Safety: FFAP agreed to management’s contract language addressing safety, and management verbally agreed to mandatory, paid training for all faculty, but this will not be included in the current package – rather it will be moved to monetary discussion.
  • Grievance procedure: FFAP and management continued to discuss changes to the grievance timeline. Both sides are currently considering a compromise position that would allow a grievance to be terminated if the Federation defaults on the Step 1 timeline of filing within 22 business days of the event or grievant’s first knowledge of the event. If management or the Federation defaults on a post-step 1 timeline, the grievance would proceed to the next step.

PCCFFAP’s Annual Labor Day Picnic 2019

Come one, come all to the annual PCCFFAP Labor Day Picnic, presented by Northwest Oregon Labor Council (NOLC)!
Last names A-L please bring a side dish, last names M-Z please bring a dessert!

Ride bracelets, scrip for BBQ food/beverages & face painting from 10a-4p (partners & children welcome, though we kindly ask to limit group sizes to 5 – additional folks can of course purchase additional ride bracelets at the reduced price. Note that parking fills up fast, so plan accordingly!

Bargaining Update #6

This update covers bargaining sessions held on July 19 and August 2, 2019.

  • Article 4.211 Notice to PT Faculty re: Class Openings FFAP proposes requiring that unassigned class sections be offered to qualified PCC PT faculty before hiring outside the existing pool.   
  • Future of Multiyear Contracts (MYC) and Assignment Rights (AR ) FFAP proposes continuing MYCs, and making them multi-campus to meet the 1.5 FTE minimum, and creating a new tier of MYCs for current AR-holders. This would sunset ARs but guarantee one class per term to current AR holders.
  • PT Faculty Career Path and Job Security FFAP proposes that PT teachers with five years of experience get an automatic interview when applying for MYCs and FT positions. FFAP also proposes using a matrix for determining who is the “best available instructor” when chairs or deans are assigning open sections, based on a variety of factors including professional development, student-centered and active learning course design, etc. 
  • PT Faculty Compensation for Non-Instructional Work FFAP proposes payment for non-instructional work of PT faculty, which will increase their involvement in college service as well as alleviate some workload challenges of FT faculty. 
  • Article 7.282  PT Faculty Assessment FFAP proposes that factors in addition to student evaluations be considered in PT faculty assessments.
  • Article 24 Transfer and Recall Rights for APs Affected by Layoffs and FTE Reductions FFAP proposed improving transfer opportunities for APs, so that an AP who receives a notice of layoff or FTE reduction can transfer to any open position at the College for which they are qualified. Administration replied that employees may apply for open positions, but they want recruitment to be competitive and for managers to have sole discretion over who gets hired. FFAP asked for a counter proposal and Admin said they would consider. 
  • Article 8.23 and Article 16.3246 AP Teaching Stipends vs. Overload FFAP proposed contract language requiring managers to notify APs who teach whether they will be paid a stipend or instructional overload rate. Admin acknowledged the problem which has sometimes resulted in overpayment or underpayment of APs who teach. They did not accept FFAP’s contract language but agreed to work with FFAP to come up with a notification process by Winter term.
  • AP Duties and Compensation FFAP proposed the creation of a “Lead” or “Senior” designation for APs, modeled on the Faculty Department Chair position for faculty, to recognize advanced qualifications and allow managers to delegate management-level responsibilities to APs. This would benefit APs who are looking to advance their careers and enable them to meet the minimum qualifications for management positions.  FFAP also proposed changes to the AP compensation that would eliminate Levels 6&7 while increasing compensation for APs at every level. (The background is that AP 6&7 were created during 2005 negotiations but no AP has since been placed or reclassified at those levels, and management has said that it’s impossible under the current system for an AP to be placed in those levels.) Management was receptive and agreed to give us more formal feedback at the August 12 negotiations session.
  • Article 19 AP Leave Bank FFAP requests that the AP Leave Bank be made available to APs who are caring for a sick or injured family member. This proposal was originally presented on May 17, and FFAP has followed up on this proposal at each subsequent bargaining session. Finally Administration rejected FFAP’s proposal, saying that leave bank was originally conceived as a way to help an employee who is waiting to qualify for long-term disability, and that it would be too complicated to implement this change alongside a new state law implementing paid family leave. FFAP pushed back, proposing a 2-year pilot or caps on the amount of hours and/or leave time the employee would be eligible to claim. Management appreciates the flexibility and committed to more discussion during the economic portion of bargaining.
  • Article 19.82 (followup) Closures for Inclement Weather Administration agreed to change the contract language to require APs to make up the work as opposed to the time lost due to closures. (T.A* signed on August 2.)
  • Article 19.84 (followup) Compensation for PT counselors, librarians, and tutors during closures. Management agreed to contract language stipulating that PT counselors, librarians, and tutors can be paid for closures provided they work by alternative means with supervisor’s approval. (T.A.* signed on Aug. 2)
  • Article 5.42 (followup) PT Faculty Meeting Attendance FFAP seeks clearer language around PT faculty meeting participation to determine if attending staff meetings virtually will meet the requirements outlined in Article 5.42. Admin agreed to add contract language saying that participation in meetings can be fulfilled through other means such as virtual attendance with written authorization of the Division Dean. (T.A.* signed on August 2)
  • Article 27 (followup) Campus Safety In May, FFAP proposed changes to Article 27 in light of recent, high-visibility acts of campus violence. FFAP also requested changes to the Student of Concern reporting and communication process, as well as mandatory, compensated training for all faculty and APs on assessing and addressing the threat of violence in the classroom and on campus. FFAP would also like to remove “Safety” from article 27 (which also covers facilities and parking) and create a standalone article to address safety. Management agreed to create a separate article for safety using existing contract language only, and cited the many efforts currently underway to address safety concerns at the college. There was some discussion about whether the other changes belonged in the contract or in college policies. Both sides committed to further discussion. 

Joint FFAP-Administration FDC Subcommittee (Management: Kurt Simonds, Jeremy Estrella, Jen Piper, and Karen Sanders.  Faculty: Matt Stockton, Shannon Baird, Ken Friedrich, and Heather Mayer) The subcommittee was convened to consider and recommend improvements to the Faculty Department Chair position, duties, and release/compensation.  , FFAP presented the subcommittee’s recommendations with agreement to continue the discussion during the economic portion of bargaining. FDC Subcommittee recommendations include:

  • Changing the FDC release and stipend formula to reflect the following goals:
    1. All CTE FDCs receive 50% release time and some LDC (Lower Division Credit) FDCs, such as Art and Biology, should receive credit for facilities management.
    2. No LDC FDCs should be harmed by the changes.
    3. The number of PT faculty under an FDC should be removed from the formula without reducing current FDC release and stipends..
    4. There should be a defined upper limit to FDC workload.
    5. The changes should be cost efficient. 
  • Allow PT Faculty to be appointed as FDCs if there is no other available and/or interested FT Faculty available or to be a co-FDC alongside a continuous appointment FDC.
  • Implement three-year contracts for LDC (Lower Division Credit) FDCs except CTE instructors who have no specified contract duration.  There are no term limits, but other interested faculty are allowed to apply for the position every cycle.  
  • PT Faculty assessments are valid district-wide, available to all relevant FDCs, and will be assigned by the hiring campus and/or by the relevant deans if a part-time instructor teaches at multiple campuses.  A dean may request an additional assessment if an instructor is teaching at their campus for the first time. 
  • The FDC job description should express that, when applicable, it is considered a best practice for FDCs to consult with other discipline related FDCs across the district when making scheduling and hiring decisions.  FDCs who lack an academic background in the hiring discipline shall consult with a discipline specific full-time faculty member when considering staffing needs.
  • Increase the number of expected hours to be compensated for assessment up to five at the FDC rate.

Bargaining Update #3

This update covers bargaining sessions held on May 3, May 17, and May 31

  • Article 6.6 During a prior bargaining session, FFAP and Admin agreed to create a joint subcommittee to look at Faculty Department Chair training, onboarding, and performance assessment. Subcommittee members have been identified and they will bring recommendations in early July.
  • Articles 3.64 and 3.13, Admin requested that contract language be changed to specify that non-bargaining unit members (i.e. casuals, classified employees) be eligible to apply for temporary AP/Faculty positions (this is current practice). At the same time, FFAP proposed changes to Article 3.13 so that non-bargaining unit members would be eligible to apply for temporary and permanent internal job postings. FFAP noted the college’s over-reliance on casual workers, and the fact that many of them should be AP positions.
  • Article 6.111 Admin requested to adjust the language so that the FT faculty work year begins with fall term and ends with summer term.  FFAP agreed as long as some exceptions could be made. (T.A. signed on May 17*)
  • Article 5.6 Counselor Duties – updated to reflect current duties. (T.A. signed on May 17*)
  • Article 5.5 Librarian Duties – updated to reflect current duties. (T.A. signed on May 31*)
  • Article 19 – FFAP requests that the AP Leave Bank be made available to APs who are caring for a sick or injured family member. This proposal was presented on May 17, with a follow-up on May 31.
  • Article 27 – FFAP would like to reexamine the language in Article 27 in light of recent, high-visibility acts of campus violence. FFAP is requesting changes to the Student of Concern reporting and communication process, as well as mandatory, compensated training for all faculty and APs on assessing and addressing the threat of violence in the classroom and on campus. FFAP would also like to remove “Safety” from article 27 (which also covers facilities and parking) and create a standalone article to address safety.

*T.A. = Tentative Agreement, meaning both sides have agreed but the decision will not be put into effect until each side has voted to approve the final contract.

May 2019 Endorsements

The Political and Legislative Action Committee (PLAC) of the Portland Community College Faculty Federation and Academic Professionals (PCCFFAP), AFT -OR local 2277,  recommends the following Candidates for the May 21, 2019 Special Districts election. All candidates and opponents (where there was an opponent) replied to a questionnaire provided by us. We hope that members of the PCCFFAP support these community members who share our values in collective bargaining, education and accessible opportunities for all. These are all nonpartisan positions. Please update your voter registration at if needed.

Portland Community College Board of Directors:

  • Michael Sonnleitner** – PCC Board of Directors – Zone 3 – Re-Elect
  • Alex Diaz Rios** – PCC Board of Directors – Zone 7 – Elect – Open Seat

Tualatin Hills Park and Rec District Board of Directors:

Portland Public School District Board of Directors  :

Multnomah Educational Special District

  • Denyse Peterson*     – MESD Elect (appointed) –

Hillsboro School District Board of Directors

Forest Grove School District Board of Directors

*current PCCFFAP/PCCFCE member
**former member PCCFFAP/AFT OR
***current union member, Guild for Professional Pharmacists
****former union member AFSCME

2019 FFAP Elections

Below are candidate statements for the positions up for election to serve on the Faculty and Academic Professionals PCCFFAP Executive Council for 2019-2021. Successful candidates will begin their two-year term of service on July 1, 2019. These candidate names will be on the ballot.

The PCCFFAP Executive Council recommends a revision of the PCCFFAP Constitution and Bylaws with updating to current practices and language use. The vote on the revision will also be on the ballot.

Ballots will be mailed Friday, May 10th to addresses on record. They must be returned either in person at the PCCFFAP office at Sylvania campus (ST 01) or by mail using the self-addressed envelope by Thursday, May 30th.

The following positions are still being actively recruited for and can be filled with approval by the Executive Council:

  • Campus Representative for Rock Creek – Full Time Faculty
  • Campus Representative for Southeast – Full Time Faculty
  • Campus Representative for Southeast – Academic Professionals
  • Campus Representative for Cascade – Full Time Faculty
  • Nominations and Elections Officer

We are still recruiting for these positions. If you are interested in learning more about these positions or suggesting a colleague to serve, please contact Frank Goulard or get in touch with one of your campus representatives.

Candidate statements

Executive Vice President

Matt Stockton

I would be honored to continue serving as Executive Vice-President for PCCFFAP.  My experiences at PCC over the past 18 years as Philosophy faculty (part-time & full-time), SAC Chair, Department Chair (SY: PHL/PSY), Executive Council Vice-President, and bargaining team member have afforded me the wealth of experience necessary to understand what the College does well, what it doesn’t, and how it might be improved.  From these insights I believe I’m well positioned to effectively contribute to outcomes that better serve students, the Federation, and PCC. Please feel free to contact me directly ( if you are ever interested in sharing your own ideas and concerns. Thank you for your consideration and passionate work.


Michele Marden

I have been honored to serve as the Treasurer for our union since 2013. The Supreme Court decision (Janus vs AFSCME) had the potential to financially decimate unions. FFAP did have a significant loss from losing “fair share” dues this academic year. Fair Share fee is the amount of money non-union employees used to pay to cover the cost of collective bargaining for an employee class. Fortunately, because of you and your continued support, the loss hasn’t been as bad as projected and FFAP is stable in the short-term. THANK YOU! With your vote, I look forward to continuing in this role and helping our union remain fiscally strong.

Vice President for Grievance and Contract Administration – Full Time Faculty

Emiliano Vega

Serving as your FT Grievance Officer has allowed me to meet, listen and learn more about our members than I could have imagined. I appreciate more every day the work our members do year after year. Being your FT Grievance Officer has also allowed me to represent and support members during their challenges and struggles. This has made, and continues to make our union stronger. I look forward to strengthening our union in the years to come. I look forward to strengthening my relations and outreach to all members (faculty and AP). I hope to continue to represent you as your FT Grievance Officer.

Vice President for Grievance and Contract Administration – Part Time Faculty

Shirlee Geiger

I ask for your vote as Grievance/Contract Administration Officer for the Majority Faculty (aka “part-time” instructors.)

I have served in this role since Fall 2015, and continue to learn and grow in the role. I serve as the first point of contact for a “part-time” instructor who is facing possible disciplinary action OR who feels they have been treated unfairly and seeks a remedy. My task is to help you understand the process and have someone on your side in any struggle with PCC administration.

Additionally, I served on the bargaining team in 2017 for the wage and benefit reopener, and am serving on the bargaining team for the 2019 renegotiation of the entire contract. I am working toward the ideal of one pay scale for ALL instructors, so we all get equal pay for equal work. I continue to believe this is achievable, if we all work together.

I believe there is no answer to the current plague of income inequality without a vibrant and high functioning labor movement. I am working as hard as I can to be part of this movement at PCC. Please vote for me, so I can continue in this meaningful role.

Vice President for Political and Legislative Action

Ira Erbs

I am honored to be nominated by Jaime Rodriguez for this position.

I have been a member of AFT PCCFFAP for 7 years and a Union member for 36. I have attended both the Washington Education Association State, the National NEA and AFT-Oregon Conventions. I have also worked as a Member of the Southwest Washington Labor Council, and a Precinct Committee Person for my District in Multnomah County for a number of years. I represent the Evergreen Education Association on the Jobs with Justice Board. I previously taught Government and have been a member of the Political and Legislative Action Committee for two years. I believe that I will be a strong advocate for PCC in each of my above positions and in our community. I appreciate your support.

Oversight and Bylaws Officer

Sylvia Gray

I became interested in this position simply because I facilitated the rewrite of the Federation Constitution and Bylaws as well as the new Executive Council Policies Handbook (ECPH). Having delved into the issues and topics, I became more appreciative of the complexities involved in running a healthy organization. In the process we tried through many discussions, both in the ad hoc Constitution and Bylaws Revision Committee and with the Executive Council, to address various outstanding issues and challenges as we worked through the revision process. I would like to continue to serve on the Executive Council in this newly developed capacity.

Alyssa M. Hanson-Eggebrecht

Hello PCCFFAP members! My name is Alyssa Eggebrecht and I am asking for your vote for the Oversight and Bylaws Officer. My work at PCC as an AP is in the role of Research Analyst in the Office of Institutional Effectiveness. I also serve on the Grievance Committee and attend regular Contract Administration Meetings. I enjoy reading topics in educational research and articles discussing current successes and challenges in higher education. I keep current with federal and state regulations that affect education and communities. Therefore with my experience and knowledge, I have the ability to perform the functions of Oversight and Bylaws Officer – most importantly supporting the work of diverse members of a committee that oversee and review the effectiveness of our Federation on behalf of all PCCFAPs.

Campus Representative for Rock Creek – Part-Time Faculty

Pam Beaty

I have had the privilege of serving as the part time faculty representative for Rock Creek for the past two years and have enjoyed meeting many of my colleagues and learning about their experiences teaching at Rock Creek. I have become very interested in the area of faculty safety and protecting and expanding the rights of our part time faculty, and have worked with our contract negotiation team to craft language for our next contract that will make our faculty safer. My goal is to help shift the conversation to more respect for part time faculty. In the meantime, I hope to meet many more of my colleagues, especially new faculty, and make sure they know about our union and their rights.

Campus Representative for Rock Creek – Academic Professionals

Patricia Kepler

My name is Patricia Kepler and I have been working as an AP for PCC for almost  two years and was part of the Faculty Diversity Internship Program in 2014. Prior to coming to PCC I served as community liaison for a local nonprofit, representing our organization  with city, county and state agencies. I have received two Governor appointments to state Commissions and most recently graduated from the Oregon Labor candidate School.

I am new to union membership, but I am a skilled advocate who believes everybody deserves representation. I have earned my master’s degree in Organizational Leadership, and  have completed coursework, but still working on my dissertation in Public Policy. The advancement of social change is my passion and I am eager to take an active role in developing a more inclusive work environment at PCC.

Nicole Shappart

Dear Fellow Colleagues, I deeply believe in equitable student success.  I further believe that students are only as successful as the faculty and academic professionals (AP) that surround them.  I believe the union supports an AP’s success by improving work conditions and unifying our voice. As the RC AP representative, I will support your success by making certain that you are heard and remain connected to and informed by the FFAP.  

Previous volunteer leadership roles include:

  • Two years on the Board of Directors for a professional development organization (Oregon Women in Higher Education)
  • Staff Senator, a governance role, at Pacific University

I am proud of my AP Colleagues.  I appreciate your vote.

Nicole Shappart, M.Ed.
Academic Advising Specialist

Campus Representative for Southeast – Part-Time Faculty

Kris Fink

I have spent eighteen years teaching at PCC under the label of “part-time faculty.” Serving on the Executive Council the last several years has allowed me to voice my advocacy for and commitment to fighting for equity and job security for contingent faculty. Through my work with the Executive Council and engagement with contract negotiations, I will continue to press for pro-rata pay, and the recognition, respect, and security that contingent faculty at the college deserve.  I also initiated PCC’s first Campus Equity Event week which will hopefully remain a semi-annual celebration of the work contingent faculty do across the college.

An Open Letter

(Photo credit Texas State Teachers Association)

To Oregon’s K-12 Educators

To our friends and colleagues:

In this moment, when educators around the country, from West Virginia to L.A. to Chicago, are leading transformative struggles for more just and equitable communities, we want to tell you this: we are moved by your courage and outrage, and we stand with you.  

We understand that for decades, all levels of public education have been under assault by the forces of austerity and privatization.  We’re inspired by educators who aren’t just trying to hold ground – to slow the decline – but who are demanding bold new visions that hold up education as a central part of a fair and democratic society.  

Many of us will be in the streets with you on May 8th.  

In solidarity!

The Portland Community College Federation of Faculty and Academic Professionals