Faculty compensation at CCSF What the new contract achieves

Historically, we have compared CCSF salaries with the “Bay 10 Historically, we have compared CCSF salaries with the “Bay 10.” The Bay 10 are CCSF and the nine other Bay Area community college districts. The stated goal, for at least three decades, has been to have CCSF salaries above the Bay 10 median. Since 2007, this goal has not been met.

Up until the 2016/17 academic year, the CCSF salary schedule had 6 columns and 16 steps. For each step, the salary increases. Once the top step is reached, the salary stays the same. The columns indicate different levels of education, and the steps are pay increases that result from increasing years of service to the college. The schedule shows the salary for each column, and each year of service, from 1 to 30. The result is a set of 180 salary cells.

As we entered the current round of negotiations, the bargaining team continued to address these issues: the effect of low starting salaries on recruiting, the effect of salary stagnation on faculty morale and retirement income, the effect of the cost of living in San Francisco on eroding the living standards of faculty, and the need to address various load factors. Unlike the previous round, the District has been more open to discussing all of these issues.

The CCSF salary schedule currently has 17 uniquely different salary levels, or “steps.” Some the districts in the Bay 10 comparison have fewer steps and some have more, with the minimum being 12 and the maximum being 23, which also occur at different points in a 30 year career. The dollar amount of salary steps vary by district and, within districts, by salary column. In addition, some districts have fewer columns.

Notice that only CCSF and Contra Costa do NOT have PhD step Notice that only CCSF and Contra Costa do NOT have PhD step. Only three districts have separate F+60 and PhD steps. So much for the argument that CCs only need MAs! Different districts have different numbers of salary columns, and the requirement for moving between columns is also different.

The salary increases that occur between columns varies by district, but what is very clear is that the increases at CCSF are the smallest.

Notice, Marin has smaller step increases but more of them Notice, Marin has smaller step increases but more of them. Rising slower but longer. Takes longer to reach top salary.

This chart shows the our rankings as we started into this new round of negotiations. It reflects the CCSF salary increases that occurred in years 2 and 3 of our current contract and the salary increases that have occurred at each of the Bay 10.

This chart shows all of the 180 cells in the CCSF salary schedule at the start of negotiations, compared to the Bay 10 median in one chart.

In year one of the proposed contract, all salary cells will get an increase of $2,700. The increment between F to F15, F15 to F30, and F30 to F45 will increase by $445, and the increment between F45 and G will increase by $1335 to $2670. In addition, a new “longevity step” will occur at step 25. The value of that step will be $8010. The calculation of the step position is very simple: Take the hire-in step, and add the number of years of service. In year one, all faculty members will receive a salary increase greater than the COLA amount approved by the Governor. Remind them that, just like in the individual charts, as education level of the faculty rises, they fall further behind the Bay 10.

In year one of the proposed contract, the effect on our rank in the Bay 10 is: Remind them that, just like in the individual charts, as education level of the faculty rises, they fall further behind the Bay 10.

In year two of the proposed contract, all salary cells will get an increase of $2,500. The increment between F to F15, F15 to F30, and F30 to F45 will increase by another $445. In addition, a new “longevity step” will occur at step 23. The value of that step will be $5340. The effect on our rank in the Bay 10 is: Remind them that, just like in the individual charts, as education level of the faculty rises, they fall further behind the Bay 10.

In year three of the proposed contract, all salary cells will get an increase of $2,200. The increment between F to F15, F15 to F30, and F30 to F45 will increase by another $445. This results in increments between all columns of $2670. In addition, a new “longevity step” will occur at step 20. The value of that step will be $2670. The effect on our rank in the Bay 10 is: Remind them that, just like in the individual charts, as education level of the faculty rises, they fall further behind the Bay 10.

This chart shows the our rankings after all of the provisions of the proposed contract are implemented. Note that 99% of the salary cells rank in the top 3 of the Bay 10, relative to current Bay 10 salaries.

We know that other districts will be negotiating new contracts We know that other districts will be negotiating new contracts. Our survey of other districts indicate the median salary increase in the Bay 10 for next year will be only 1.5%. If this continues for each of the next three years, more than 80% of salary cells will still be above the Bay 10 median in year three, and those below the median will be only slightly below the median.

The new contract achieves much more than just increases in compensation. It also: Provides a new Step 14 in Year 2 to Part-time steps, and provides a new Step 15 and Step 16 contingent on meeting fund balance (budget) goal. Provides pro-rated increases to 86% pro-rated part-time and overload scales Raises load factor for clinical labs in nursing and Allied Health from .75 to .85. Eliminates the pay differential for labs previously designated as “Conference” Allows AFT/District to continue meeting over District budget with possibility of additional improvements in salary and lab load factors if CCSF budget goals are met. Obligates AFT/District to conduct extensive study of hours of faculty work, impact of lowering workload on curriculum, impact on part- time assignments, etc for non-credit faculty. For a full description of all of the provisions in the new contract, go to: http://www.aft2121.org/May-2-2018-tentative-agreement-explanation/