for Brought to you by the Faculty Senate Compensation, Benefits and Workload Committee

  Increase the number of steps in the faculty salary schedule from 27 to 35 steps  Raise the Bachelor’s level pay by decreasing the percentages between Grades 1 through 6 from 2.5% to 1.97%  Implement Phase Two of the phased-in, three year plan to increase faculty salaries to market levels, by increasing the faculty salary schedule by at least 4%. Faculty Senate Goals

  One faculty salary schedule for full-time faculty with additional stipends (when needed) for hard to fill faculty positions, based on market research  Continue with the compensation transparency issues  HCC should become a national leader in adjunct reform by pursuing best practices and innovative solutions to adjunct employment issues in hiring practices, institutional support, and comprehensive professional evaluation Faculty Senate Goals (cont.)

  After the Phase One salary increases, in comparison with other comparable Texas, urban community colleges, we have improved our standing! Where Do We Stand?

 For example, TCCTA data shows: In terms of average salaries for 2014, here are the TUCC8 standings: 1)Austin $66,961 2)Tarrant $63,227 3)Lone Star $61,366 4)Dallas $61,296 5)Alamo $59,677 6)San Jac $59,195 7)HCC$57,822 8)El Paso$56,559

 For example, TCCTA data shows: In terms of average salaries for 2015, here are the new TUCC8 standings: 1)Austin $69,151 2)Dallas $64,085 3)Tarrant $63,771 4)Lone Star $61,334 5)HCC(+2) $60,790 6)Alamo $60,069 7)San Jac $59,794 8)El Paso $55,290

 Yet, at one point the HCC Board promised faculty salaries would be a “Leader” among Texas urban community colleges.  A “leader” was defined as the average of the top 4 TUCC.  Based on this data: that TUCC average is $64,585.25, reflecting a $3, difference per HCC faculty member

 To make this happen today, the price of “leadership” will cost:  With 795 Full-time HCC Faculty, it would take ( at 795 x $ ) a total of: $3,017, increase in faculty salaries to reach the TUCC $ average (this compares with $4,096, needed last year)

 Additional Data on TCCTA Salary Studies and the TUCC8  The TCCTA salary study is done annually  It sometimes attempts to put round pegs in square holes, because of the inconsistencies among of community college salary structures  Nonetheless, it offers some convincing trends—like the following:

 (TCCTA) TUCC8 Salary Comparison Rankings



  Focusing, in particular on the Range 4 data, we learn that HCC will never be competitive within the top TUCC8 schools with the current salary scale.  The reason is because our salary scale ends at step 27, thus compressing our most experienced faculty at the end of the scale rather than awarding them a step for each year of experience, as with other faculty members.  Among other problems, this creates a disincentive to faculty job applicants who will note that our HCC salary will never keep pace with their HCC experience. What Does This Data Tell Us?

  Let’s compare our salary scale with those of the TUCC 8 This Next Slide Explains The Data In A Different Way

 This is our salary scale!

 This Compares the MINIMUM to MAXIMUM Range of the TUCC 8 Scales HCC’S 67% vs 93% for the TUCC 7

  As part of our Phase Two salary increases, a new set of steps, expanding from 27 steps to 35 steps AND creating a uniform percentage of 1.97 between grades make sense because:  it would correct an outdated faculty salary scale  it would bring BA/BS degreed faculty in at higher, more competitive salary levels  it would award, finally, our most experienced faculty  it would keep HCC competitive with other TUCC schools ( like Austin Community College which adds a new step every year !)  it would improve our overall salary market standing in Texas, making HCC a true “ State leader” in faculty compensation Fixing The Scale Makes Sense

  Increase the number of steps in the faculty salary schedule from 27 to 35 steps.  Raise the Bachelor’s level pay by decreasing the percentages between Grades 1 through 6 from 2.5% to 2.0%.  Implement Phase Two of the phased-in, three year plan to increase faculty salaries to market levels, by increasing the faculty salary schedule by at least 4%. (This increase is exclusive of the annual experience step increase of approximately 2%.)  One faculty salary schedule for full-time faculty with additional stipends (when needed) for hard to full faculty positons, based on market research.  Continue with the compensation transparency issues.  HCC should become a national leader in adjunct reform by pursuing best practices and innovative solutions to adjunct employment issues in hiring practices, institutional support, and comprehensive professional evaluation. Approved by the Senate November 13, 2015 Questions on These Goals?