2021 Reopener Update #10 (WE DID IT!)

Yesterday, after more than four months of a contract reopener triggered by a historic decline in enrollment, PCC administration finally relented and came to a tentative agreement with the PCC unions. To sum up the agreement, the college will honor the Cost of Living Allowances (COLAs) they agreed to in 2019: 2.5% in 2021-22 and 2.5% in 2022-23. They will do so with no phase-ins and no contingencies. This is in addition to step movement, catch-up COLAs, step compression, and other gains, which are outlined in detail here. You can read a Twitter rundown of yesterday’s bargaining session here.

In the past, contract reopeners have been relatively straightforward, and resolved after a few meetings. This year, things got complicated because administration used the enrollment decline as a rationale to roll back some of the gains we achieved in 2019. In April, their opening offer was to decrease our 2.5% COLAs by “only” 1.5% per year — which would have saved them $10 million!

As most of you know, the reopener was happening in the context of a messy staffing reorganization and an alarming surge in the number of administrative and management positions being added at the college. Currently, there are 321 management/confidential positions (257 filled / 74 vacant) at PCC, compared to 220 just four years ago. This is why we need to hold the line – to keep the College’s priorities where they belong: on student learning and supporting faculty and staff who are on the front lines.

This deal would not have been possible without the support of our members! To everyone who emailed, tweeted, called, showed up at board meetings and honked your horns at CLIMB to support our bargaining team—THANK YOU!! We are excited to carry that energy into 2023, when we will negotiate a new full contract.

The COLAs should land on our first paycheck in October, and the new pay schedules should be published on PCC’s Human Resources website by October.

Finally, we are not done yet! PCCFFAP will keep fighting for safe working conditions, a voice in the decisions that affect us, and to shift the numerous costs of remote work from faculty & staff back onto the college. We hope you will join us! There has never been a better time to get involved.

2021 Reopener Update #9

Last Thursday, August 26 the joint bargaining team met with PCC administration to continue working toward an agreement on Cost of Living Adjustments (COLAs) for 2021-22 and 2022-23. Once again, our team documented the session on Twitter, and you can read a blow-by-blow account of the discussion here

Administration is inching closer to an offer that would maintain the 2.5% yearly COLAs we negotiated in 2019. However, the cost of living in the Portland metro area is currently increasing at a rate of around 5% per year! And while the administration would love for us to accept their position that the College is in financial distress due to the pandemic, we know this is not the case. Here’s how we know that: 

  • Fewer class sections offered saves the college money (mostly on the backs of part time instructors) 
  • The College has saved millions of dollars by pushing operating expenses onto employees via remote work
  • PCC has received $54 Million in federal relief money
  • The Oregon State Legislature’s budget allocation for community colleges includes $21 Million in unanticipated funding for PCC

Toward the end of the meeting, administration did finally offer to maintain the 2.5% COLAs in 2021-22 and 2022-23, but with a couple of caveats: 

  • The COLAs would be implemented slower,  in 6-month increments—1.5% / 1% / 1.5% / 1%; and
  • The final increment would be rolled back in 2023 if enrollment in 2021-22 declines below 18,642 (which would be an 8% decrease from 2020-21)

Obviously, we’re not interested in helping the College *save* money by cutting our COLAs, nor are we interested in negotiating contingencies. If we have learned anything from the last year, it’s that hits to enrollment are often offset by other dollars, and we don’t need to negotiate ourselves into a hole in 2023. 

We will meet again on Wednesday, September 1 at 2:30 p.m. where we will share our team’s counteroffer. Follow along on Twitter if you are interested!

Movie Screening

My Hair, My Health PDX Fundraiser:
Streaming Standing on My Sister’s Shoulders 

Summary of movie: https://youtu.be/GJbhG7BN9AI

Celebrate the brave Black women that fought voter suppression in the 1960s and WON!

August 21st, 2021 at 1:00 pm

Zoom Panel Discussion at 2pm

PCCFFAP is supporting this event & the tickets are FREE!!

There is a limited # so hurry to get yours!

Email: mary.schutten@pccffap.org & put in subject link MHMH for link

My Hair, My Health: https://myhairmyhealthpdx.com/

About Standing on My Sisters’ Shoulders

The award-winning documentary “Standing on My Sisters’ Shoulders” is the compelling story of the Mississippi Civil Rights movement from the point of view of its remarkable and courageous women who changed the course of history. The film has been in dozens of film festivals, winning ten awards, and has been shown worldwide.  Directed by Laura J. Lipson.  

This fast-paced inspiring documentary reveals how the backbone of the Mississippi Civil Rights movement was a small group of dedicated, strong, black women. They were poor and underfunded, yet fiercely determined to have their share of America’s promise; to give their children a better life. These women risked their lives to register to vote, to integrate the public-school system, and to integrate the political structure of the state.

Meet the Women in the Film!

  • Unita Blackwell, a sharecropper turned activist, who became Mississippi’s first female black mayor
  • Mae Bertha Carter, a mother of 13, whose children became the first to integrate the Drew County schools against dangerous opposition
  • Joan Trumpauer Mulholland, a white student activist who not only participated in sit-ins, but took a stand on integration by attending an all-black university
  • Annie Devine and Victoria Gray Adams, who, along with Fannie Lou Hamer, stepped up and challenged the Democratic Party and President Johnson at the 1964 Convention. They not only brought about change in Mississippi, but they altered the course of American history.  

2021 Reopener Update #8

Last Friday, the joint bargaining team met with PCC administration to continue working toward an agreement on Cost of Living Adjustments (COLAs) for 2021-22 and 2022-23. Administration continues to bar observers from meetings, refuses to allow meetings to be recorded, and refuses any type of accommodation that might let members observe what they are trying to do, which is cut our COLAs despite having received $54 million in federal relief money, $21 million in unanticipated state funding, and untold cost savings from cancelled sections and facility closures during the pandemic. 

We recently learned that the College has decided not to increase tuition over the next two years, foregoing an estimated $11 Million in revenue. It’s worth asking why, if the College’s financial situation was as dire as they are trying to make it seem, the College would do this. And if the answer is: to support students, we posit that another way to support students is by NOT cutting COLAs of faculty and staff who have delivered services under unimaginably difficult circumstances over the last 17 months! 

You can read a real-time account of the bargaining session in this Twitter thread. By the end of the session, PCC had come up a tiny bit, offering 1.9% COLAs plus a lump sum of .5% or .6%, subject to costing (they want to keep the cost of the lump sum under $2M). The offer is obviously not acceptable as it is a decrease from the 2.5% COLAs agreed on in 2019, and does nothing to compensate members for the added stress and workload of the last year and a half. 

Our counteroffer was 3.4% COLAs, plus $200 per month lump sum payments through June, 2021, retroactive to April, 2020. Our next meeting will be August 26, 2021 at 2:00 p.m. We will continue pushing for observers and will keep you posted on that front.

2021 Reopener Update #7

On Friday morning July 16, the joint FFAP/FCE bargaining team convened for what we hoped would be a productive bargaining session. But the administration team didn’t show up. We waited for two hours, staring at a screen that said, “Waiting for the host to join” as the administration team repeatedly called and texted individual members of our team demanding that we abide by ground rules we never agreed to. To say it was frustrating would be an understatement.

Prior to the meeting, we sent administration a proposal that included:

  • 3.7% COLA in 2021-22 and 2022-23 
  • $200 per month lump sum payments through June, 2021 (retroactive to April, 2020—a total of $3,000 for employees who worked every month of the pandemic)

We also had our first in-person, indoor solidarity event! A fantastic group of about 20 members came out to the AFT-OR offices to support the bargaining team. Two of us (Frank and Michelle) were in attendance at the solidarity event, and the plan was to provide real-time updates on bargaining and involve them in caucus discussions and strategizing. 

You can read the run-down of how events unfolded in this Twitter thread. Basically, administration demanded that we provide assurances that no one other than bargaining team members were in the meeting. Since they have repeatedly torpedoed the ground rules discussion (where the rules around observers would have been set), we’re under no obligation to provide such assurances, any more than we can demand that no one be present in their homes or offices during online bargaining meetings. 

Eventually it became clear that administration was not going to show up to their own meeting, and we believe this is grounds for another Unfair Labor Practice complaint (ULP), as it is against the law for a public employer to refuse to bargain collectively in good faith. When we notified them of our intention to file a ULP, they responded with “To be clear, the college did not refuse to bargain today” — a truly bewildering statement after an entire morning of them refusing to join the google meet that they set up and insisted we use for bargaining! 

So what comes next?

We think it is possible that administration will respond to our offer via email. If that’s the case, we’ll let them know that we look forward to further discussing it at the next bargaining meeting. We’ll continue to push for observers, but administration has made it clear that they are willing to grind negotiations to a halt in order to prevent members from seeing their attempts to cut our COLAs. And we know the most important thing to our members is protecting the COLAs we negotiated in 2019. 

We have to step up the pressure. Here is our plan, and how you can help:

  • Show your union support online! We’re asking every union member to download and use the Zoom/Google Meet backgrounds or add a solidarity message to your email signature. 
  • We will continue to live-Tweet bargaining sessions. Follow along and share your union support with your social media followers. Use the hashtag #NoCutsToCOLA
  • SAVE THE DATE for the next PCC Board of Directors meeting, August 19 at 6:00 p.m. We need to let the Board know that our members reject closed-door bargaining. 

We hope to have the next bargaining meetings scheduled soon and we will update members with more information when we have it. Thanks for your continued support – our solidarity is our greatest asset at the bargaining table!

2021 Reopener Update #6

We were pleased to see some movement in yesterday’s (July 8) bargaining session, with both sides inching closer to a deal. You can read the play-by-play on PCCFFAP’s twitter thread. Here is a summary:

Administration continues to be very concerned about enrollment declines, and doesn’t seem to want to acknowledge 1) the cost savings of facility closures, a hiring freeze, and cancelled sections, 2) the $54 million in federal relief money the college has received, or 3) the extra $21 million in unanticipated state funding the college will receive for the 2021-23 biennium. They want us to believe there is no money to honor their COLA (cost of living adjustment) commitments. Their first offer yesterday was:

  • 1.825% COLAs in 2021-22 and 2022-23 (an increase from their original offer of 1%, but not the 2.5% of salary that we bargained for in 2019.) 

Citing the 4.7% increase in the consumer price index, on top of the multiple challenges of the past year, PCCFFAP countered with:

  • 4% COLAs in 2021-22 and 2022-23, plus a lump sum payment of $200 per month through June, 2021, retroactive to April, 2020. (This would amount to roughly $3,600 per employee). 

The lump sum payment addresses administration’s oft-stated concern about federal relief money being one-time only. We get it. But we also think some of that relief should be passed along to employees who have kept providing services to students through a pandemic, social unrest and racial justice protests, and a climate crisis that has led to multiple hardships for members, from wildfires to ice storms to an historic heat wave. 

At the end of the meeting, administration presented a verbal offer of 1.825% COLAS, plus 0.675%/year in a lump sum payment. This gets us to 2.5%, but only 1.825% of that would be permanent. So, progress, but obviously we can’t accept what is essentially a cut to our COLAs. 

The meeting ended on a sour note as FFAP offered to set up the next meeting and administration staunchly refused, because they don’t want observers at the meetings. They stated,  “We are not going to continue having a conversation about observers.”

It’s very telling how administration doesn’t want observers. It’s almost like they know that their argument for cutting COLAs would not go over well with our members!

Remember to save the date for our in-person solidarity event next week – July 16 from 10:00 a.m. – 12:00 p.m. (venue and other details TBA)

2021 Reopener Update #5

Thanks to the 100+ members who showed up for yesterday’s pre-bargaining rally and bargaining session! Sadly, the strong support for the FFAP/FCE bargaining team seems to have spooked the administration team, who were no-shows to the actual 1pm zoom bargaining session.

We had a feeling this would happen, as the administration team has repeatedly objected to the presence of (silent, off-camera, chat-disabled) observers because it would be too “disruptive.” It seems like the only place they are willing to make the case for cutting COLAs is behind closed doors.

As frustrating as it is to have bargaining proceed at this glacial pace, we are confident the momentum is with us, particularly due to your support. To keep the process moving, members of the bargaining team met with administration briefly and secured additional bargaining dates in July. Who knows, maybe they’ll even give us a proposal!

Stay tuned for more information about observing—we remain hopeful they’ll come around and make their nonsensical case for COLA cuts directly to you, the members—because sunlight is the best disinfectant!

Of course, the Federations are staying open to any communications from administration regarding changes in their position on cutting COLAs in the first place.

Want to help spread our message? Don’t forget to download and proudly display our new virtual backgrounds: “No Cuts To COLA!” and “Solidarity Forever.”

2021 Reopener Update #2

Click here to read Update #1.

Open Bargaining: The Federation is continuing to push for ground rules that allow observers at bargaining sessions, and the administration is continuing to object. If ground rules cannot be agreed to, bargaining will proceed without them, and the Federation will either broadcast, livestream, or record bargaining sessions for members. Our preference is to come to an agreement with administration on observers, perhaps by turning off cameras and muting microphones, but closed-door bargaining sessions violate our commitment to transparency with members and are therefore unacceptable.

COLA: The administration’s opening proposal was to lower the COLA increase from 2.5% to 1.0% in each of 2021-22 and 2022-23. Obviously lowering COLAs is unacceptable considering:

  • The college has received $54 million in federal pandemic relief funding
  • The college has saved millions of dollars due to facilities closures, a hiring freeze, and fewer class sections offered due to the enrollment decline.
  • Members have suffered financial hardship due to the cascading effects of the pandemic, wildfires, and power outages

Our counter-offer was as follows:

  • Increase COLA—from 2.5% to 8.3% in 2021-22, and from 2.5% to 7% in 2022-23. 

The two sides are always far apart in the beginning—the point of bargaining is to come to a mutually agreeable resolution. The Federation remains open to counteroffers, including a permanent percentage increase, a phase in, lumpsum stipends, or some combination. But rather than accept this as the reasonable opening offer it was, the administration seemed shocked by the Federation’s expectation that the College would pass along some relief aid to its employees. The admin team called our offer “outrageous” and “unbelievable” and said they’d never seen anything like this. After those comments, they left the online meeting.

Our next bargaining meeting is May 19. We are hoping for a reasonable counter offer from administration—one that includes allowing observers as well as increasing their original offer on COLA.  

Don’t forget to sign here to show support for the bargaining team!

New Process for Applying Article 4

Federation leaders have created a FAQ document to answer member questions about the class assignment process taking the place of assignment rights. It is continually updated, and you can find it HERE.

If you have questions that are not addressed here, please email

Shirlee Geiger: shirlee.geiger@pccffap.org

Kris Fink: kris.fink@pccffap.org

Update for Part-Time Faculty Regarding Class Assignment Process

Background: Our contract has had the following language governing class scheduling for many years:

4.211     Management and the Federation agree that the guiding principle in assigning Faculty to teach PCC courses is to assign the best Instructor available to teach each course…

1.     Once Management has determined the classes to be offered the next term, Full- time Faculty [and part-time faculty with Multi-year Contracts] will be assigned the classes needed to fulfill their workload requirement.

2.     Remaining classes will be assigned as follows with priority consideration given to part-time Faculty with assignment rights. Factors for priority consideration include, but are not limited to, whether the part-time faculty member with assignment rights has consistently received positive student evaluations that demonstrate effective teaching, and whether other qualified faculty are available who better meet the program’s needs (e.g. faculty with special training related to the course, faculty who can contribute to updating or broadening the program, or faculty who will increase the diversity of the program).

Assignment rights will sunset after Summer 2021, but the language of “priority consideration” remains.  How does an instructor GET priority consideration for class assignments under this article of our contract? Well, PCC’s administration has never had a process to determine how these considerations apply to scheduling decisions. They have preferred to leave it up to the discretion of department chairs and deans. This has led to a number of problems that members have brought forward:

  • There is no accountability for the decisions made
  • There is no transparency
  • There is no way for someone to know what they could do to earn priority consideration

Hoping to remedy these problems, we agreed during the 2019 negotiations to create a joint workgroup, tasked with creating a process for implementing this language in a transparent and consistent manner.

The new process: The joint workgroup first worked to get an agreement on a more detailed description of the competencies or contributions listed in our contract for priority consideration. Then we agreed to a voluntary process job-insecure instructors can use to upload an instructional portfolio via the MyCareer@PCC.edu. The Administration specified what kinds of portfolio materials would be relevant to each of the listed competencies, as is their right. And then together we created a rubric that will be used to assess the portfolios.  The new process is described in this document.

Why make this change?

  • The Reorganization is going to change the job descriptions of deans and department chairs AND who is doing those jobs, including scheduling classes. We have heard concerns from many “part-time” instructors – how can people they potentially don’t even know decide if they should be assigned classes? The “priority consideration for class assignment” process will provide a way for class assignments to be made in a consistent manner across the district, aligned with PCC’s vision of excellence in instruction, based on an instructional portfolio instead of a face-to-face relationship. 
  • Different judgments of FDCs and deans have been reflected in assessments — job-insecure instructors have been assessed as EXCELLENT in all or most categories on one campus, but as showing serious deficiencies when teaching the same class in the same way at another campus. There has been no institution-wide set of skills valued in instructors. Given this, many “part-timers” report that their real job-security revolved around their relationship with their chair. For instructors with good relationships, the system has seemed OK. But for instructors with strained relationships, or who felt they were not understood or appreciated by their chair, there has been little to no recourse.
  • Awarding of MYCs was inconsistent across the district — a complaint which the Administration heard lots of times and from lots of different sources. The “best available instructor” and “priority consideration in scheduling” process is intended to be used in some form for future MYC awards. We have no contractual guarantee or any specifics about how it would be used, but the joint team discussed multiple times that this is a shared goal.
  • A workgroup at SE campus brought forward the urgent concern, when we were bargaining in 2019, that there is no career ladder or pathway for advancement for “part-time” faculty at PCC. The Valencia model involves robust professional development explicitly tied to what the organization wants and expects from instructors. This has led to increased hiring from within when full-time positions open. There is no commitment or guarantee at this point from Administration to priority in hiring from within, but we have discussed this model at length. The Best Available Instructor/Priority Consideration in Scheduling process is a step in that direction.
  • Until now, if an instructor wanted to be assigned more classes, they could make that desire known. And wait. With fingers crossed. Although assignments of sections will still be precarious — impacted by declines or increases in enrollment, campus registration patterns, the interests or needs of full-time colleagues, etc — with the development of criteria for priority consideration in class assignment, and a clear rubric for assessing instructional portfolios, there will be, at last, something we can DO to make it more likely that we will receive class assignments. With the portfolio, and the rubric for assessing it (which will be shared in TLC sessions), we will know how to become better instructors as that is evaluated by PCC.

As with many issues in bargaining, there are trade-offs in the move to a new system. Here are some we heard in focus groups conducted in Fall 2020.

Pros Cons
-Increased consistency and transparency in course assignment
-Provides continuity through the expected shuffling of deans and chairs in the Reorg
-Provides the first step in an anticipated coordinated process for awarding MYCs and hiring new full-time instructors
-Allows “part-time” instructors to compile and document their professional development and college contributions in a centralized location, to be added to over time
-Creates a mechanism for FFAP to hold deans accountable for class assignment decisions
-Lots of work to create and maintain a portfolio for instructors, especially compared to assignment rights (once you got them, you kept them!) But most of the components should be readily available: syllabus and assignments, observation forms, student feedback
-Lots of work to assess and consider the portfolios for chairs and deans. The requested portfolio components and assessment rubric are new — they may need to be modified as we learn from using them
-There is STILL no seniority consideration in class assignmentAs more instructors meet the highest expectations on the rubric, there will eventually be no benefit — all instructors will be the best!!

The MAJOR complaint we have heard so far about this process is that there is no consideration of seniority. This could be a focus of bargaining in 2022-23 if job-insecure members of our unit decide it is a priority!