BCAHE Faculty Meeting

18 September 2014

Agenda• Meeting Overview & Voting Process• Member Introductions & Updates• Bargaining Context & Goals• Adjunct Issues (Tobi)• Full-time Compensation Issues (Chace)• Calendar Issues (Sue)• Program Chair Compensation (Sue)• Tenure Process / Post-tenure Review (Sue)• Faculty Commons Issues (Doug)• Important Miscellany (Doug)• Operational CBA Details (Elizabeth)• Action Items / Voting

Meeting Overview & Voting Process

• Overflow Rooms– N204 & N208– One-way streaming video w/ 30 sec delay– No video recording; PPTs available– Episodic Q&A process

• CBA Ratification Voting Process– Only BCAHE members vote; membership forms– Secret, paper, secure balloting– Post-meeting voting in A-123– Voting closes 5 PM Friday

Member Introductions & Updates

• New faculty introductions by program

• Return of skeletally enhanced

• Update on Alan Yabui

Bargaining Context & Goals

• FT members => compensation emphasis• PT members => compensation, predictability• State requiring plan for 15% budget cut• Probable 3-5% cuts in state higher ed budget• Significant legal constraints on salary funding

& structure

Bargaining Context & Valuation

• Longstanding BCAHE agitation for use of non-state funds;

• Unprecedented Spring 2014 decision by Board of Trustees to use local revenue;

• Diverse inputs to & legal constraints on fund balance;

• Total approximate annual invoice for CBA revisions = $1.3 million

Outcomes Overview

• Improvements in adjunct compensation & working conditions;

• Improvements in FT compensation, promotional structure;

• End of deductions from moonlight pay based on FT load band;

• Improved tenure & improved post-tenure review processes;

• Improved program chair compensation;

Outcomes Overview

• Increased security of Faculty Commons budget; modest revision of administrative context;

• Clarification of discipline procedures & protections;

• Clarification & modest revision of leave policies;• Continuation of parking & transit policies• Revision of early retirement incentive

notification date;• Longer CBA duration

Part-Time Interests

Funding Source

• With the help of faculty pressure on the Board of Trustees, we negotiated the use of local funds to improve working conditions. The use of local funds is a first for Bellevue College and almost unprecedented elsewhere around the state, and as President Rule said yesterday, not a popular strategy among other college presidents. Given that we will receive NO state funding this year, local funds were the only means to fund adjunct pay increases.

How Local Funds Work

• While gaining access to these funds was a major victory for the faculty, they cannot be used in the same way as state funds. For example, local funds cannot be used to give cost-of-living raises. With the attorney general looking over our shoulders, here is what we managed to achieve:

Compensation

• From local funds, all part-timers will receive an immediate 2% pay increase. However, because local funds cannot be applied to an increase in cost-of-living, there must be a corresponding increase in responsibilities. Thus, the trade-off is that part-timers will be required to be “present” (virtually or in person) for scheduled office hours. Depending on the current pay rate status (Base, Senior 1 or Senior 2), you will be required to hold 30, 45 or 60 minutes respectively per 5-credit class.

Compensation/Promotion

• The contract provides for 2 new part-time promotion ranks: Lecturer 1 and Lecturer 2. Eligibility for promotion is based on experience at Bellevue College (9 quarters and 90 credits) and performance (including performance review and professional development). The 2 promotional ranks incur both additional pay raises and additional duties.

This promotion schedule of 9 quarters and 90 credits is shorter than the

previous 4-year requirement for the former Senior rates so that many adjuncts will be able to apply more quickly for promotion.

• Toward the goal of establishing greater accountability for promotion in the contract language, your dean will now be required to explain in writing a decision to NOT approve a promotion.

Promotion Rates and Responsibilities

Lecturer I $4,000 per 5-credit class• 45 minutes of office hour per 5-credit class• participation in department meetings, events, and activities• 15 credits of professional development annually

Lecturer 2 $4,350 per 5-credit class• 60 minutes of office hour per 5-credit class• participation in college wide governance meetings, events,

and activities, including graduation• 15 credits of professional development annually• optional and paid peer review

Job Security: Annual Contracts

• The new contract provides for greater availability of annual contracts. Once promoted to Lecturer, part-timers may request an annual or multi-annual contract.

• Toward the goal of establishing greater accountability for the awarding of annual or multi-annual contracts and class assignments in the contract language, the dean will now be required to explain in writing a decision to NOT renew an annual or multi-annual contract.

• Toward the goal of preventing and/or eliminating capriciousness in the awarding of annual and multi-annual contracts and class assignments in the contract, Lecturers I & II will now be entitled to vote for their program chair. In addition, program chairs will now be required, by the end of their first quarter as program chair, to complete an orientation program that covers their duties. Adjunct participation in program chair elections and program chair training should help to prevent capriciousness in the awarding of annual and multi-annual contracts and class assignments.

Class Assignment

• Although there is improvement in the College’s accountability for class assignment for part-timers in the new contract (see above), the College rejected our proposal to include a process of class assignment in the contract language.

Instead, the College has offered a memorandum of agreement (MOU) regarding its commitment to explore best class assignment policies collaboratively with faculty. These best practices would then be included in the program chair orientation.

Hiring

• Although the College seemed to agree that the hiring process of adjuncts needs to be more transparent, timely, and comprehensive, the College rejected our efforts to include contract language to identify such a process.

Substituting

• New contract language under the Leave article requires the Dean and/or Program Chair to arrange for a substitute when a faculty member takes leave. Part-time faculty who substitute will be compensated at their normal rate.

Tuition Waivers

• All annual faculty will now receive tuition waivers.

Leave

• The new contract language goes beyond RCW that allows for unpaid leave for religious observances by allowing faculty to take 2 personal (paid) days of leave for religious observances.

Tenure Track Compensation

Days, Band, Turn Over Strategy, Promotions, Degrees, and Workshops

Days

• One Instructional Day – Spring Qtr• One Day in Opening Week• Graduation/Self-Directed OUA• Additional Professional Development Day• Comp=(Base/169) 4 days + Base At least

$297/day

Moonlighting Band

• It is gone!• Once you have entered the band, the next

class will be paid in full

Turnover Strategy

• The Admin expressed a need to have more flexibility with initial placement

• We also want incoming folks to get more $, but we don’t want them to routinely “leapfrog” existing faculty.

• We used Turnover to push folks down the column and we collapsed some steps

• We also started to fund increments to mid career folks to avoid leapfrogging and some compression

• we plan to start funding increments for additional people next year starting with the mid to late career folks, then the next year finish with the late career folks

• Oh, and the steps are more or less repaired

Ranks/Promotions

– Senior Associate• Tenure + 3 years can apply for $3000/year raise (move

to column C)

– Full Professor• Tenure + 6 years can apply for another $2000/year raise

(move to column D)

Terminal Degrees

• Faculty who hold terminal degrees, but were not given placement consideration upon hire will receive a step at the time of their next promotion.

• This is a vertical move in the columns.

Educational Equity Workshop

• The college will start offering this workshop yearly beginning this year

• It will pay a one time $1000 stipend• Current II.8’s and Faculty who are temporarily

“leapfrogged” by the promotional process will get first crack at it.

Yearly Workshops

• Beginning 2015 the College will offer at least one workshop per year

• Pay will be at least $500 (calculated as no less than Category A…..about $32/hr)

New Columns – Part I

New Columns Part II

New Columns – Part III

Exemplars I.3 and I.4

NO TENURE I.3 (A2)Cumulative Increase I.4 - (A2)

Cumulative Increase

2013 51037 51037

2014 53268 6.2% 53268 4.4%

2015 53268 6.2% 53268 4.4%

2016 53268 6.2% 53268 4.4%

W/ SR Assoc 56268 12.2% 56268 10.2%

w/ Full Assoc 58268 16.2% 58268 14.2%

Exemplars I.5 and I.6

NO-TENURE I.5 (A3)Cumulative Increase I.6 - (A3)

Cumulative Increase

2013 52257   53118  

2014 55175 5.6% 55175 3.9%

2015 55175 5.6% 55175 3.9%

2016 55175 5.6% 55175 3.9%

W/ SR Assoc 58175 11.3% 58175 9.5%

w/ Full Assoc 60175 15.2% 60175 13.3%

Exemplars I.7

NO-TENURE I.7 (A3)Cumulative Increase

2013 53899  

2014 55175 2.4%

2015 55175 2.4%

2016 55175 2.4%

W/ SR Assoc 58175 7.9%

w/ Full Assoc 60175 11.6%

Exemplars II.6 and II.7

II.6 (B3)Cumulative Increase II.7 – (B4)

Cumulative Increase

2013 53899   55792  

2014 57113 6.0% 59050 5.8%

2015 57113 6.0% 62050 11.2%

2016 60113 11.5% 62050 11.2%

W/ SR Assoc        

w/ Full Assoc 62113 15.2% 64050 14.8%

Exemplars II.8 and II.10

II.8 (B4)Cumulative Increase II.10 (B6)

Cumulative Increase

2013 57,685   61,469  

2014 59050 2.4% 62924 2.4%

2015 62050 7.6% 65924 7.2%

2016 62050 7.6% 65924 7.2%

W/ SR Assoc 1st EEQ      

w/ Full Assoc 64050 11.0% 67924 10.5%

Exemplars II.11 and II.14

II.11 (B7)Cumulative Increase II.14 – (B10)

Cumulative Increase

2013 63,363   69,039  

2014 64863 2.4% 70673 2.4%

2015 64863 2.4% 70673 2.4%

2016 67863 7.1% 73673 6.7%

W/ SR Assoc 1st EEQ      

w/ Full Assoc 69863 10.3% 75673 9.6%

Adjunct Rates

Base Senior Rate 1 Senior Rate 2

Existing 3614 3811 4138

New 3686 3887 4221

Lecturer I 4000 4000  

Lecturer II 4350 4350 4350

  20.3% 14.1% 5.1%

Calendar

Four added days (PD, CI, Instructional, Graduation)• Hole in Fall – Oct 22- leave for future? Special

Pres. Day? Future additional day? Move fall PD?• 2014-2015 and 2015-2016 Summer starts in July• 2016-2017 Summer goes back to starting in June• Pay issue for adjunct is resolved

PROGRAM CHAIRS Release Time allocated to Divisions

Added 15 releases for Program Chair across campus, plus net of $3k for stipends in [exchange for the $300 per 1/9 release for assessment

“Allocation of the release time and stipends will be determined by the Dean, in consultation with Program Chairs, based on needs within the division.”

Election and AppointmentVoting for Program Chairs will now

include “full-time faculty, affiliated faculty, and part-time Lecturer faculty within a given instructional program”

OrientationPrior to the end of the first quarter

following election as Program Chair, the faculty member must complete an orientation program {planned in conjunction with BCAHE} if this exceeds “(5) hours annually” additional time will be paid at hourly rate.

Program Chairs“Allocation of the release time and stipends will be determined by

the Dean, in consultation with Program Chairs, based on needs within the division.”

Election and Appointment

Voting for Program Chairs will now include “full-time faculty, affiliated faculty, and part-time Lecturer faculty within a given instructional program”

Orientation

Prior to the end of the first quarter following election as Program Chair, the faculty member mist complete an orientation program {planned in conjunction with BCAHE} if this exceeds “(5) hours annually” addition time will be paid at hourly rate.

9/18/14

Tenure ProcessWe made permanent the changes in the Revised Contract last year: Peer Evals can be anonymous – but are encouraged not to be(TES) Composition -recommended (not required) that no Program chairs on TESTenure Process Timeline -●First Year: Fall and Winter●Second Year: Spring, Fall, Winter●Third Year: Spring, Fall

Orientation, Mentoring, and Educational Equity -continue as beforeNew and future candidates use Appendix B (New Tenure Criteria)

used by last-year's candidates usedMinors edits intended to clarify, simplify language and adjust due dates

Post-Tenure EvaluationPost Tenure Evaluations for faculty (who held tenured status for the 2013-

2014 year)

Changes to existing system:

Rubric changes to: Exceeds expectation, meets expectations, does not meet expectations

Self-Evaluation is now required (not optional)

All courses will be given student evaluations (this is a policy change not negotiated) 2/3 of which (random) will be used in your evaluation

Evaluation is based on Appendix A (current Tenure Criteria)

You can stay in this system until 2017-2018 school year

New Post-Tenure SystemEffective for all in 2017-2018 (and now for all faculty who did not hold

tenured status 2013-2014)

Rubric changes as above (exceeds, meets, does not meet)

Evaluation Criteria used is Appendix B

Self-eval is required and includes a qualitative and quantitative assessment of student eval data (3 page max!)

All student evals minus 1/year

Peer evals (not the old form!!)

Tenure/Promotion Connection● You can opt-in to the new system at any time

● You can use the existing system AND be eligible for promotion this year and next year

● In 2016-2017 if you opt out of the new system you will not be eligible to apply for promotion

● In 2017-2018 everyone will be in the new system

Did you haveTenure last year?

Yes No New PTE

ExistingPTE2014-2015

2015-2016

2016-2017

What year is it?

Eligible forPromotion

(tenured 3 years)

OK

OK

ExistingPTE

OK STOP

2017-2018

Faculty Commons Issues• Beginning in 2014-15, the College will an allocation equal to at least

0.5% of the annual full time and part time faculty salary budget approved by the Board to the Commons, but no less than $125,000.The College will provide office, meeting and training space to meet needs as appropriate.

• The Commons Chair will be selected by the Commons Council for a three-year term. Administrative supervision of the Commons Chair will be provided by the Dean of Undergraduate Research.

Faculty Commons Issues• The Commons Chair, in consultation with the Council, will recommend to

the Dean of Undergraduate Research finalist candidates for a program manager who will occupy an administrative exempt position. Administrative supervision of the program manager shall be provided by the Dean.

• The BCAHE President, Vice President and Dean of Undergraduate Research will serve ex officio as non-voting members.

Important Miscellany

• Discipline Process• Parking / Transit Policy• Retirement Announcement Incentive Date• Leave Policies• CBA Duration

Operational Details

Operational Details, cont.

Operational Details

Operational Details, cont.

Operational Details, cont.

Operational Details, cont.

Action Item: Dues Structure

Action Item: Dues Structure

Action Item: Ratification Vote

• Please vote by Friday, September 19th by 5 pm• Visit the BCAHE office on Friday if you have

questions about the voting process. We will try to have someone available throughout the day.