The PJCFA bargaining team met with the Board of Trustee’s team Wednesday, November 18for the second meeting to negotiate the 2009-2010 contract (the one we should be working under).
The first order of business was to establish meeting dates as it had taken six weeks for the BOT Chief Negotiator to clear his calendar for this meeting. Meetings will be on alternate Wednesdays, with the next meeting starting December 2, at 1:45 in the District Conference Room in Building 7.
PJCFA’s major priority was negotiating a Letter of Agreement allowing either a promotion packet or portfolio to be used for this year’s promotion cycle. This proposal was accepted. If you are up for promotion this year, you may submit either a packet or a portfolio. Negotiations will continue on what future years’ promotion document requirements will be.
PJCFA and the BOT agreed to carry forward language changes made for Articles 1 and 3 during last year’s negotiations. PJCFA presented Article 5 as well, incorporating both previously agreed to language and some additional protections for faculty.
In addition, PJCFA presented Article 19, Copyright and Intellectual Property, for consideration. Drafted by a committee of faculty and administrators, this new article delineates the rights of faculty and the College to intellectual property created by PJC faculty. In effect, it requires that the College either grant release time or extra compensation for any faculty-developed course material (including online classes) to be used by other faculty at the College, including adjunct faculty.
Following Tuesday night’s BOT meeting in which the BOT approved a $750 one-time supplement for all fulltime employees, PJCFA asked for negotiation of this “supplement.” We offered a counterproposal, accepting the supplement, but mandating that should enrollment for Spring 2010 meet or exceed the percentage increase of Fall 2009, this supplement would be added to base pay for 2010/2011 before further salary negotiations. Since the BOT will not meet again before January and the supplement is scheduled for December, Mike Mattimore (BOT Chief Negotiator) noted that a decision on our codicil could not be made in time for the supplement to be paid to faculty. Therefore, we accepted the $750 supplement with the stipulation that negotiations on adding it to base would continue in January. We also agreed that by accepting this supplement, we did not waive the right to negotiate further pay increases for the year. The Letter of Agreement has been signed, and faculty will receive the $750 in December.
We renewed our request for complete information on all endowed chairs at PJC so that this detailed information can be included in the Collective Bargaining Agreement for all faculty to easily access.
PJCFA also expressed concern that an updated contract has not been published by administration or disseminated to faculty following the imposition of the BOT language in June.
Tuesday, November 24, 2009
Tuesday, November 17, 2009
Bargaining Wednesday, November 18
Bargaining will be held Wednesday, November 18, at 1:45 in the District Conference Room (Building 7). Everyone is invited to attend. A bargaining update will be posted following the session.
Hearing Officer Finds In Favor of PJCFA
Carlos Lopez, hearing officer for the Public Employees Relations Commission (PERC), issued his recommendation concerning an unfair labor practice (ULP) filed by PJCFA against PJC administration. Officer Lopez found in favor of PJCFA.
The ULP concerns the administration's refusal to arbitrate a grievance filed in November 2008. The grievance argues that administration owes the faculty a two-percent increase based on contractual language contained in the 2008-2009 CBA. Administration argued that the grievance was frivolous and without merit. Officer Lopez disagreed, saying "The law regarding a refusal to arbitrate a grievance is long-standing and well-settled. The PJCFA grieved an arguably arbitrable subject matter properly resolved through contract arbitration. The BOT knew or should have known that it was committing an unfair labor practice by refusing to participate in arbitration."
His recommendation must now be adopted by PERC. He has asked that PERC issue an order demanding the BOT to:
(1) Cease and desist from refusing to process to arbitration grievances filed by PJCFA; (2) Process the grievance filed by PJCFA; (3) Pay reasonable attorney's fees and costs expended by PJCFA and UFF in litigating theh case; (4) Post immediately for sixty days in conspicuous locations an announcement stating that the BOT shall cease and desist from the actions set forth in the recommendation; (5) Have the Notice signed by the BOT's authorized representatives and make sure that the Notice is not altered, defaced, or covered by other material; and (6) Notify PERC within 20 calendar dates from the issuance of the order of the steps that have been taken to comply with that order.
The administration has fifteen days to file exceptions to the recommendation. PERC will then review the hearing officer's ruling and issue its order.
The ULP concerns the administration's refusal to arbitrate a grievance filed in November 2008. The grievance argues that administration owes the faculty a two-percent increase based on contractual language contained in the 2008-2009 CBA. Administration argued that the grievance was frivolous and without merit. Officer Lopez disagreed, saying "The law regarding a refusal to arbitrate a grievance is long-standing and well-settled. The PJCFA grieved an arguably arbitrable subject matter properly resolved through contract arbitration. The BOT knew or should have known that it was committing an unfair labor practice by refusing to participate in arbitration."
His recommendation must now be adopted by PERC. He has asked that PERC issue an order demanding the BOT to:
(1) Cease and desist from refusing to process to arbitration grievances filed by PJCFA; (2) Process the grievance filed by PJCFA; (3) Pay reasonable attorney's fees and costs expended by PJCFA and UFF in litigating theh case; (4) Post immediately for sixty days in conspicuous locations an announcement stating that the BOT shall cease and desist from the actions set forth in the recommendation; (5) Have the Notice signed by the BOT's authorized representatives and make sure that the Notice is not altered, defaced, or covered by other material; and (6) Notify PERC within 20 calendar dates from the issuance of the order of the steps that have been taken to comply with that order.
The administration has fifteen days to file exceptions to the recommendation. PERC will then review the hearing officer's ruling and issue its order.
Monday, August 24, 2009
BREVARD COMMUNITY COLLEGE APPROVES NEW 3-YEAR DEAL
This was originally published at Florida Today, 8/21/2009
Brevard Community College's faculty approved a new three-year contract Thursday. The contract passed with 80 percent.
Eighty-five percent of the 227 faculty members voted, which officials said is a higher turnout than normal. Typically about 70 percent vote, said Judi Schatte, president of BCC's branch of United Faculty of Florida.
"I am elated that it passed by that much because there was something in this contract that affected everyone," Schatte said. "There hasn't been in a long time such a complete change in the contract. It was rewritten and it was organized so hopefully it would make it easier to find things."
Although the contract freezes pay for at least one year, it allows flexibility for hours when faculty members are not teaching. The contract also includes a procedure on how faculty members can move up in rank, for example from associate professor to professor. Previously, there were some guidelines in the employee handbook, but not the contract.
BCC President Jim Drake said the high voter turnout is a sign there is mutual respect between faculty and the administration. "To me that is so significant, not only because of the outcome, but also it tells me that the faculty has viewed this with the same level of importance that the administration has," Drake said Thursday evening. "The outcome is an expression of confidence and trust on the part of the administration toward the faculty and on the part of the faculty toward the college." [emphasis added by PJCFA in its reporting]
The contract is effective immediately because the school's trustees approved it earlier this week pending the faculty's approval.
Brevard Community College's faculty approved a new three-year contract Thursday. The contract passed with 80 percent.
Eighty-five percent of the 227 faculty members voted, which officials said is a higher turnout than normal. Typically about 70 percent vote, said Judi Schatte, president of BCC's branch of United Faculty of Florida.
"I am elated that it passed by that much because there was something in this contract that affected everyone," Schatte said. "There hasn't been in a long time such a complete change in the contract. It was rewritten and it was organized so hopefully it would make it easier to find things."
Although the contract freezes pay for at least one year, it allows flexibility for hours when faculty members are not teaching. The contract also includes a procedure on how faculty members can move up in rank, for example from associate professor to professor. Previously, there were some guidelines in the employee handbook, but not the contract.
BCC President Jim Drake said the high voter turnout is a sign there is mutual respect between faculty and the administration. "To me that is so significant, not only because of the outcome, but also it tells me that the faculty has viewed this with the same level of importance that the administration has," Drake said Thursday evening. "The outcome is an expression of confidence and trust on the part of the administration toward the faculty and on the part of the faculty toward the college." [emphasis added by PJCFA in its reporting]
The contract is effective immediately because the school's trustees approved it earlier this week pending the faculty's approval.
Thursday, June 11, 2009
BOT Impasse Committee Rejects PJCFA's Recommendations
As expected, PJC's "impartial" special committee tasked with resolving the disputed issues at impasse between the College and PJCFA decided to adopt the College's recommendations in total.
The special committee, composed of Board of Trustees members Chair John O'Connor, Carol Carlan and Vice-Chair Ed Moore, vowed that they had agonized over the decisions but simply could not allow any language which would add to the College's financial obligations at this time. This language included the College's own proposal of a 3% annual raise contingent upon stable funding and enrollment. The committee even rejected a simple requirement that faculty have at least a 12 hour hiatus between evening classes and morning classes the next day, as this requirement might limit the College's flexibility.
The decision, arrived at after brief 15 minute presentations from each side, took approximately 15 minutes. There was no detailed discussion of the many unresolved issues. Instead, it was decided that the Administration's position would be accepted in its entirety.
The special committee's recommendation will be presented to the full Board of Trustees at the June meeting Tuesday, June 16, at 5:30 p.m. in the newly renovated Board of Trustees Room. Please attend this meeting if at all possible. After the formality of the BOT accepting the committee's recommendation, the imposed resolutions will be put to a ratification vote.
The special committee, composed of Board of Trustees members Chair John O'Connor, Carol Carlan and Vice-Chair Ed Moore, vowed that they had agonized over the decisions but simply could not allow any language which would add to the College's financial obligations at this time. This language included the College's own proposal of a 3% annual raise contingent upon stable funding and enrollment. The committee even rejected a simple requirement that faculty have at least a 12 hour hiatus between evening classes and morning classes the next day, as this requirement might limit the College's flexibility.
The decision, arrived at after brief 15 minute presentations from each side, took approximately 15 minutes. There was no detailed discussion of the many unresolved issues. Instead, it was decided that the Administration's position would be accepted in its entirety.
The special committee's recommendation will be presented to the full Board of Trustees at the June meeting Tuesday, June 16, at 5:30 p.m. in the newly renovated Board of Trustees Room. Please attend this meeting if at all possible. After the formality of the BOT accepting the committee's recommendation, the imposed resolutions will be put to a ratification vote.
Thursday, May 7, 2009
NO FACULTY RETRENCHMENT
Yesterday I was contacted by a reporter from the Pensacola News Journal who had spoken with Dr. Meadows. Dr. Meadows had told the reporter that there would be no faculty retrenchment. I then contacted Dr. Gonzalez who later confirmed that yes, indeed, Dr. Meadows had said there would be no faculty retrenchment this year.
Many of us can breathe a sigh of relief and head into the summer without worrying every day about a pink slip showing up in our mailbox.
For others, though, the story is not so rosy. Program viability studies will continue and programs that are not productive or are no longer needed by local industry will be eliminated. Faculty affected by the closing of programs will continue in the retrenchment process.
Positions that are vacated through retirement or people leaving the college will, in most situations, not be filled. This will be done in anticipation of another budget shortfall in two years when federal stimulus dollars will no longer be available.
Some of you have asked about the "intent to return" form that faculty completed for so many years. That form has been eliminated. The college's position is that unless the faculty member notifies Human Resources that he/she will not be returning to the college, the assumption is that he/she plans to return in August.
Of course, we have not yet held a ratification vote for this past year's contract since we have only recently received the results from the Special Magistrate. Expect to hear from the Faculty Association as the process moves forward.
Charlotte
Many of us can breathe a sigh of relief and head into the summer without worrying every day about a pink slip showing up in our mailbox.
For others, though, the story is not so rosy. Program viability studies will continue and programs that are not productive or are no longer needed by local industry will be eliminated. Faculty affected by the closing of programs will continue in the retrenchment process.
Positions that are vacated through retirement or people leaving the college will, in most situations, not be filled. This will be done in anticipation of another budget shortfall in two years when federal stimulus dollars will no longer be available.
Some of you have asked about the "intent to return" form that faculty completed for so many years. That form has been eliminated. The college's position is that unless the faculty member notifies Human Resources that he/she will not be returning to the college, the assumption is that he/she plans to return in August.
Of course, we have not yet held a ratification vote for this past year's contract since we have only recently received the results from the Special Magistrate. Expect to hear from the Faculty Association as the process moves forward.
Charlotte
Wednesday, April 29, 2009
Where can people see the minutes or agenda of each PJC Board of Trustees meeting such as the one coming up?
Each campus library receives a copy of the Board of Trustees meeting agenda about 5 days before each scheduled meeting. Contact your campus library to see if the agenda has arrived. (Pensacola campus x2002; Warrington campus, x2263; Milton campus, x4452.)
Each campus library also receives a copy of the BOT meeting minutes about 2 weeks after the meeting. Minutes can also be found on the PJCFA website www.pjcfa.org.
Each campus library also receives a copy of the BOT meeting minutes about 2 weeks after the meeting. Minutes can also be found on the PJCFA website www.pjcfa.org.
SPECIAL MAGISTRATE ISSUES RULING
Late Friday afternoon (April 24th), PJCFA received the ruling from Special Magistrate Tom Young regarding the impasse hearing for this year's contract. As might be expected, some of Mr. Young's ruling are more in favor of PJCFA and others are more in favor with Administration. The entire ruling from Mr. Young is available on the PJCFA website.
The PJCFA negotiating team met yesterday with Tom Wazlavek, UFF Service Unit Director, to discuss which of the Special Magistrate's rulings the team would accept and which the team will reject. We will continue with this process until we have reached a decision.
Both parties have 20 days to notify the other party as to which rulings are acceptable and which are not. At that time, if both parties are in agreement, PJCFA will be bringing a contract forward for ratification. Should both parties not reach agreement, a hearing before the PJC Board of Trustees will be requested.
The PJCFA negotiating team met yesterday with Tom Wazlavek, UFF Service Unit Director, to discuss which of the Special Magistrate's rulings the team would accept and which the team will reject. We will continue with this process until we have reached a decision.
Both parties have 20 days to notify the other party as to which rulings are acceptable and which are not. At that time, if both parties are in agreement, PJCFA will be bringing a contract forward for ratification. Should both parties not reach agreement, a hearing before the PJC Board of Trustees will be requested.
Thursday, April 16, 2009
YOUR HELP IS NEEDED NOW!
Dear Colleagues:
Very well-placed sources indicate that higher education supporters’ calls and e-mails are having an impact. Those sources further indicate that it is IMPERATIVE that contacts focus NOW on the five legislators listed below. Please call or write to these legislators now, using non-College phones and computers, of course, to urge that new funding sources be developed to support higher education and avoid devastating cuts.
The message is NO MORE CUTS TO HIGHER EDUCATION
Charlotte Sweeney, President
UFF-PJCFA Chapter
House:
*Dean Cannon 1- 407- 623-5740 or 1- 850- 488-2742 (Talla.)
Representative Dean Cannon
Room 422, CAP
402 S. Monroe
Tallahassee, Florida 32399-1300
Dean.cannon@myfloridahouse.gov
Anitere Flores 1- 305 - 227-7626 or 1-850- 488-2831 (Talla.)
Representative Anitere Flores
Room 422, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Anitere.flores@myfloridahouse.gov
Will Weatherford 1- 813 - 558-5115 or 1-850 - 488-5744 (Talla.)
Representative Will Weatherford
Room 223, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Will.weatherford@myfloridahouse.gov
Senate:
Jeff Atwater 1-561-625-5101
Senator Jeff Atwater
Room 312, SOB
404 S. Monroe Street
Tallahassee, Florida 32399-1100
Atwater.jeff.web@flsenate.gov
JD Alexander 1-863-298-7677
Senator J. D. Alexander
Room 412 SOB
Tallahassee, Florida 32399-1100
Alexander.jd.web@flsenate.gov
More complete legislator contact information, including e-mail addresses for all legislators, is now available as follows:
House: http://www.uff-fsu.org/art/house.csv
Senate: http://www.uff-fsu.org/art/senate.csv
Talking points and other information are available at http://www.uff-fsu.org
Very well-placed sources indicate that higher education supporters’ calls and e-mails are having an impact. Those sources further indicate that it is IMPERATIVE that contacts focus NOW on the five legislators listed below. Please call or write to these legislators now, using non-College phones and computers, of course, to urge that new funding sources be developed to support higher education and avoid devastating cuts.
The message is NO MORE CUTS TO HIGHER EDUCATION
Charlotte Sweeney, President
UFF-PJCFA Chapter
House:
*Dean Cannon 1- 407- 623-5740 or 1- 850- 488-2742 (Talla.)
Representative Dean Cannon
Room 422, CAP
402 S. Monroe
Tallahassee, Florida 32399-1300
Dean.cannon@myfloridahouse.gov
Anitere Flores 1- 305 - 227-7626 or 1-850- 488-2831 (Talla.)
Representative Anitere Flores
Room 422, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Anitere.flores@myfloridahouse.gov
Will Weatherford 1- 813 - 558-5115 or 1-850 - 488-5744 (Talla.)
Representative Will Weatherford
Room 223, CAP
402 S. Monroe Street
Tallahassee, Florida 32399-1300
Will.weatherford@myfloridahouse.gov
Senate:
Jeff Atwater 1-561-625-5101
Senator Jeff Atwater
Room 312, SOB
404 S. Monroe Street
Tallahassee, Florida 32399-1100
Atwater.jeff.web@flsenate.gov
JD Alexander 1-863-298-7677
Senator J. D. Alexander
Room 412 SOB
Tallahassee, Florida 32399-1100
Alexander.jd.web@flsenate.gov
More complete legislator contact information, including e-mail addresses for all legislators, is now available as follows:
House: http://www.uff-fsu.org/art/house.csv
Senate: http://www.uff-fsu.org/art/senate.csv
Talking points and other information are available at http://www.uff-fsu.org
One Faculty's VIEWPOINT
Thank you for alerting me as to the limited time offer of PJC's retirement incentive package being made available to a restricted category of staffers, as well as for pointing out the narrow official time-window for signing up to take advantage of this incredible offer.
I appreciate the opportunity you provided to help me consider the salient concrete details: A) College-provided insurance coverage, as well as B) The 100% cash-equivalent reimbursement for all accrued hours of sick-leave time, which in my case, tops out at some 20 years.
However, when I realized that at 67, I am now no longer eligible for the three years of college-paid insurance premiums (roughly 50% of the incentive package). That left only the c.1,200 hours of sick-leave credits amounting to, I believe your helpful courtesy call to Tammy Henderson calculated roughly a retirement reimbursement of some $57,168.
What if one compared this current package with the DROP Program offered earlier, where one of our teachers, out of a few others, having served c.25 to c.30 years accrued a retirement incentive package during her final five years to pay off in the neighborhood of $250,000.
Adding yet another broad contrast, one could, I think, draw a likely and definitive comparison between two serious business philosophies: On the one hand, the responsibility to administer a vast enterprise like our college; on the other the mission to teach, to educate. How could these two directions possibly be incompatible? And yet, a grave separation seems to characterize their respective emphases.
To achieve some perspective, need we but consider, then choose?
QUESTION: Clearly, the purpose of a junior college is -- ____.
DIRECTIONS: [pick the correct answer].
ANSWERS LIST: A) to educate or B) to administer?
After entering my answer in the blank above, I did some back-of-the-envelope basic arithmetic and compared the two retirement plans -- 1) the DROP incentive and 2) the current "incentive" plan.
Next, I considered the factors listed below, of which some points remain associated in faculty minds for over two decades with long-failed CBA negotiations (to include arbitration). These un-budging, promise-breaking "negotiations" still disturb some minds and continue to stir vitriolic resentment at the essential heart of our institution, the full-time faculty.
Some of the following points remain contentious "hot-button" issues in annual bargaining sessions --
+ What, I asked myself, What if the college were offering $150,000, paid insurance for five years (regardless of age), plus 50% of sick time? Now, that kind of package seems to provide a genuine incentive as defined by Webster.
+ Next, I considered what PJC teachers might have been earning today, had previous administrations honored that oft-touted 20-year-old commitment (promise) to raise PJC faculty salaries to the top 25% of the States 28 community colleges. (Many may still recall when we were ranked number 28 -- and how often our (?) reserved slot in the divine scheme.)
+ Furthermore, I contemplated the administrations repeated failure (as discussed in contract negotiations for decades) to raise salaries just to keep even with the cost-of-living, a modest enough standard met and often generously exceeded, if I am not mistaken, by virtually all of the local elementary schools.
+ A further factor that surfaces in negotiations is the level of salaries paid to PJCs top dozen administrators, to include our President's salary raises year after year over decades, that famous Golden Parachute package discussed over cold coffee in faculty meetings, and the various other added bonuses awarded by the Trustees -- even in those years when the faculty received virtually no annual raise -- not even the bonus of a miniature ribbon-tied can of Christmas Spam.
Throughout the day, as these issues churned and ruminated, I spoke with other faculty members and e-mailed friends and colleagues in education.
The opinions of those others seemed to confirm a growing suspicion that the current incentive package being offered appears rather shrunken, like a withered tool badly in need of an erectile dysfunction potion.
In fact, in my own case mentioned above, all that appears left-over after a closer inspection of the so-called benefits package, is a meager shadow. What remains might be described by some as a sad little pittance, an offering so modest, that a reasonable person not a top financial administrator might decline from labeling it an incentive at all.
The Biblically literate can hardly escape the parallel with Lazarus and the rich man [Unlike Lazarus, we learn from a rapid Internet search that the wealthy man is not named, so in tradition he has been given the name "Dives" (pron. DEE-vays), the Latin word for "rich man"].
Bleak indeed is a poignant little word, one we seldom hear anymore, and yet Charles Dickens so named an entire novel -- Bleak House. After taking a second hard look at the current incentive package, some might,begin to wonder whether that famous novel might not also well describe a certain Florida Panhandle junior college. Of course, to capture the essential tone of Dickens castigating censure of the social system of his day and which invariably includes education, one need only read the novel's opening paragraph.
Sometimes, I can hardly evade wondering whether negotiating the truth might not be bringing us all to an uncertain moral fork in the road.
I appreciate the opportunity you provided to help me consider the salient concrete details: A) College-provided insurance coverage, as well as B) The 100% cash-equivalent reimbursement for all accrued hours of sick-leave time, which in my case, tops out at some 20 years.
However, when I realized that at 67, I am now no longer eligible for the three years of college-paid insurance premiums (roughly 50% of the incentive package). That left only the c.1,200 hours of sick-leave credits amounting to, I believe your helpful courtesy call to Tammy Henderson calculated roughly a retirement reimbursement of some $57,168.
What if one compared this current package with the DROP Program offered earlier, where one of our teachers, out of a few others, having served c.25 to c.30 years accrued a retirement incentive package during her final five years to pay off in the neighborhood of $250,000.
Adding yet another broad contrast, one could, I think, draw a likely and definitive comparison between two serious business philosophies: On the one hand, the responsibility to administer a vast enterprise like our college; on the other the mission to teach, to educate. How could these two directions possibly be incompatible? And yet, a grave separation seems to characterize their respective emphases.
To achieve some perspective, need we but consider, then choose?
QUESTION: Clearly, the purpose of a junior college is -- ____.
DIRECTIONS: [pick the correct answer].
ANSWERS LIST: A) to educate or B) to administer?
After entering my answer in the blank above, I did some back-of-the-envelope basic arithmetic and compared the two retirement plans -- 1) the DROP incentive and 2) the current "incentive" plan.
Next, I considered the factors listed below, of which some points remain associated in faculty minds for over two decades with long-failed CBA negotiations (to include arbitration). These un-budging, promise-breaking "negotiations" still disturb some minds and continue to stir vitriolic resentment at the essential heart of our institution, the full-time faculty.
Some of the following points remain contentious "hot-button" issues in annual bargaining sessions --
+ What, I asked myself, What if the college were offering $150,000, paid insurance for five years (regardless of age), plus 50% of sick time? Now, that kind of package seems to provide a genuine incentive as defined by Webster.
+ Next, I considered what PJC teachers might have been earning today, had previous administrations honored that oft-touted 20-year-old commitment (promise) to raise PJC faculty salaries to the top 25% of the States 28 community colleges. (Many may still recall when we were ranked number 28 -- and how often our (?) reserved slot in the divine scheme.)
+ Furthermore, I contemplated the administrations repeated failure (as discussed in contract negotiations for decades) to raise salaries just to keep even with the cost-of-living, a modest enough standard met and often generously exceeded, if I am not mistaken, by virtually all of the local elementary schools.
+ A further factor that surfaces in negotiations is the level of salaries paid to PJCs top dozen administrators, to include our President's salary raises year after year over decades, that famous Golden Parachute package discussed over cold coffee in faculty meetings, and the various other added bonuses awarded by the Trustees -- even in those years when the faculty received virtually no annual raise -- not even the bonus of a miniature ribbon-tied can of Christmas Spam.
Throughout the day, as these issues churned and ruminated, I spoke with other faculty members and e-mailed friends and colleagues in education.
The opinions of those others seemed to confirm a growing suspicion that the current incentive package being offered appears rather shrunken, like a withered tool badly in need of an erectile dysfunction potion.
In fact, in my own case mentioned above, all that appears left-over after a closer inspection of the so-called benefits package, is a meager shadow. What remains might be described by some as a sad little pittance, an offering so modest, that a reasonable person not a top financial administrator might decline from labeling it an incentive at all.
The Biblically literate can hardly escape the parallel with Lazarus and the rich man [Unlike Lazarus, we learn from a rapid Internet search that the wealthy man is not named, so in tradition he has been given the name "Dives" (pron. DEE-vays), the Latin word for "rich man"].
Bleak indeed is a poignant little word, one we seldom hear anymore, and yet Charles Dickens so named an entire novel -- Bleak House. After taking a second hard look at the current incentive package, some might,begin to wonder whether that famous novel might not also well describe a certain Florida Panhandle junior college. Of course, to capture the essential tone of Dickens castigating censure of the social system of his day and which invariably includes education, one need only read the novel's opening paragraph.
Sometimes, I can hardly evade wondering whether negotiating the truth might not be bringing us all to an uncertain moral fork in the road.
WHERE ARE WE NOW?
At yesterday's picnic, several faculty asked for an update on the impasse and grievance issues.
IMPASSE: The hearing impasse was held on March 16th. We expect a ruling from the Special Magistrate between April 22 and April 24. The timeline was that the stenographer had two weeks after the hearing to prepare the transcript, the legal representatives for the College and for PJCFA had two weeks from the time the transcript was prepared to write and submit their legal briefs to the Special Magistrate. Those briefs were submitted this past Monday, April 13th. The Special Magistrate said that he would have his ruling no later than April 24th, but expected to have it ready by April 22nd since he had travel obligations for the 23rd and 24th.
Once the ruling from the Special magistrate is received, each party has the right to appeal the ruling to the local legislative body. In our situation, the local legislative body is the PJC Board of Trustees.
GRIEVANCES: We are in the strikeout part of selecting an arbitrator for the arbitration of the two grievances which were filed. This is the part of the process in which a list of available arbitrators are provided to UFF-PJCFA and to the College and each party alternately eliminates (strikes out) a name on the list until a selection is made. Once the arbitrator is agreed upon, a hearing date will be set.
IMPASSE: The hearing impasse was held on March 16th. We expect a ruling from the Special Magistrate between April 22 and April 24. The timeline was that the stenographer had two weeks after the hearing to prepare the transcript, the legal representatives for the College and for PJCFA had two weeks from the time the transcript was prepared to write and submit their legal briefs to the Special Magistrate. Those briefs were submitted this past Monday, April 13th. The Special Magistrate said that he would have his ruling no later than April 24th, but expected to have it ready by April 22nd since he had travel obligations for the 23rd and 24th.
Once the ruling from the Special magistrate is received, each party has the right to appeal the ruling to the local legislative body. In our situation, the local legislative body is the PJC Board of Trustees.
GRIEVANCES: We are in the strikeout part of selecting an arbitrator for the arbitration of the two grievances which were filed. This is the part of the process in which a list of available arbitrators are provided to UFF-PJCFA and to the College and each party alternately eliminates (strikes out) a name on the list until a selection is made. Once the arbitrator is agreed upon, a hearing date will be set.
FACULTY RATIFIES PARTICIPATION IN RETIREMENT INCENTIVE
Yesterday, the PJC Faculty ratified their participation in the retirement incentive program (RIP). There was only one dissenting vote. The ballots are in Room 9725 (the Faculty Association Office) should anyone wish to verify the vote.
Those faculty who plan to participate are reminded that applications will be accepted in the Human Resources Office beginning 3:30 pm tomorrow, Friday, April 17. Applications will be processed in the order received until the $500,000 appropriated for the retirement incentive has been depleted.
Those faculty who plan to participate are reminded that applications will be accepted in the Human Resources Office beginning 3:30 pm tomorrow, Friday, April 17. Applications will be processed in the order received until the $500,000 appropriated for the retirement incentive has been depleted.
Friday, April 10, 2009
RATIFICATION VOTE FOR RETIREMENT INCENTIVE PLAN
Ratification Vote
for
Retirement Incentive Plan
Wednesday, April 15
11-2 p.m., Room 9725, Pensacola Campus
If you are unable to vote at the designated time and location, please contact Charlotte Sweeney (csweeney@pjc.edu) for a ballot.
Bargaining Results for Retirement Incentive Plan
The Negotiation team met Tuesday, April 7, at 2:00 p.m. to finalize the details of the Retirement Incentive Plan offered by Administration. The details of the plan are as follows:
1. Eligibility: Must be a full-time PJC employee and 62 years of age OR 30 years creditable service in FRS with at least six (6) years full-time employment at
PJC as of June 30, 2009.
2. Employee Participation: Participation is voluntary. The decision of an employee to participate is irrevocable. Employees choosing to participate may begin enrolling at 3:30 p.m. on Friday, April 17 at Human Resources.
3. Effective Date: Employees electing to participate will choose an effective date of termination no later than June 30, 2009. If a faculty member is teaching a
guaranteed summer contract, he or she may elect to leave at the end of that contract.
4. Benefits: Participants will receive the following benefits:
a. A one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members. To the extent possible, the
incentive payment will be handled in a taxadvantaged manner by being placed in the existing Bencor 401(a) Plan and/or an employer sponsored 403(b) Plan.
b. The college will pay the employee’s monthly health insurance premium for a period of three years, or until the employee reaches the age of 65, whichever comes first.
5. Employees who choose to participate in this incentive program will NOT be eligible to participate in the Optional Phased Retirement Program (OPRP).
6. In addition to the incentive payments described above, employees participating in this program will be paid annual leave payoffs in accordance with College policy.
7. The college reserves the right to limit its liability for the incentive program to the lesser of $500,000 or an amount that does not reduce the fund balance below 5%. If this limit is reached, employee participation will be based on the order in which applications were received by Human Resources.
Each employee must present his or her own application for the Retirement Incentive. No proxies will be permitted. Group submissions will not be allowed. Representatives from PJCFA will be on hand to observe the registration process.
Additional information will be forthcoming from Human Resources will be contacting eligible employees to provide them with an application form and pertinent information.
__________________________________________
for
Retirement Incentive Plan
Wednesday, April 15
11-2 p.m., Room 9725, Pensacola Campus
If you are unable to vote at the designated time and location, please contact Charlotte Sweeney (csweeney@pjc.edu) for a ballot.
Bargaining Results for Retirement Incentive Plan
The Negotiation team met Tuesday, April 7, at 2:00 p.m. to finalize the details of the Retirement Incentive Plan offered by Administration. The details of the plan are as follows:
1. Eligibility: Must be a full-time PJC employee and 62 years of age OR 30 years creditable service in FRS with at least six (6) years full-time employment at
PJC as of June 30, 2009.
2. Employee Participation: Participation is voluntary. The decision of an employee to participate is irrevocable. Employees choosing to participate may begin enrolling at 3:30 p.m. on Friday, April 17 at Human Resources.
3. Effective Date: Employees electing to participate will choose an effective date of termination no later than June 30, 2009. If a faculty member is teaching a
guaranteed summer contract, he or she may elect to leave at the end of that contract.
4. Benefits: Participants will receive the following benefits:
a. A one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members. To the extent possible, the
incentive payment will be handled in a taxadvantaged manner by being placed in the existing Bencor 401(a) Plan and/or an employer sponsored 403(b) Plan.
b. The college will pay the employee’s monthly health insurance premium for a period of three years, or until the employee reaches the age of 65, whichever comes first.
5. Employees who choose to participate in this incentive program will NOT be eligible to participate in the Optional Phased Retirement Program (OPRP).
6. In addition to the incentive payments described above, employees participating in this program will be paid annual leave payoffs in accordance with College policy.
7. The college reserves the right to limit its liability for the incentive program to the lesser of $500,000 or an amount that does not reduce the fund balance below 5%. If this limit is reached, employee participation will be based on the order in which applications were received by Human Resources.
Each employee must present his or her own application for the Retirement Incentive. No proxies will be permitted. Group submissions will not be allowed. Representatives from PJCFA will be on hand to observe the registration process.
Additional information will be forthcoming from Human Resources will be contacting eligible employees to provide them with an application form and pertinent information.
__________________________________________
Monday, April 6, 2009
UFF LEGAL SERVICES
Having just returned from the UFF Council of Presidents meeting, I thought it very important to share with you the information I received regarding UFF Legal Services. Please remember that UFF Legal Services are available ONLY to PJC faculty who are members of UFF-PJCFA at the time of the grievable incident.
The SUS and College UFF Chapter Presidents were told that terminations were going to have the highest priority for the next several months. UFF's legal services are actually handled by labor and employment attorneys Meyer and Brooks, P.A. of Tallahassee. This firm will handle not only college and university terminations, but also K-12.
While there is no guarantee that each SUS and College faculty member's case will be heard, each case that is grieved by the local chapter will be reviewed initially by the UFF Contract Enforcement Committee and, upon its recommendation, will be forwarded to Meyer and Brooks.
UFF-University of Florida recently won an arbitration involving a wrongful termination based on the University failing to adhere to the correct definition of a "unit" according to the University of Florida's CBA. After that ruling, a similar termination was rescinded.
While PJCFA continues to believe that Dr. Meadows will make layoffs the last step in any money saving plan, we also want to assure our members that UFF is carefully monitoring all termination actions and will act on your behalf.
The SUS and College UFF Chapter Presidents were told that terminations were going to have the highest priority for the next several months. UFF's legal services are actually handled by labor and employment attorneys Meyer and Brooks, P.A. of Tallahassee. This firm will handle not only college and university terminations, but also K-12.
While there is no guarantee that each SUS and College faculty member's case will be heard, each case that is grieved by the local chapter will be reviewed initially by the UFF Contract Enforcement Committee and, upon its recommendation, will be forwarded to Meyer and Brooks.
UFF-University of Florida recently won an arbitration involving a wrongful termination based on the University failing to adhere to the correct definition of a "unit" according to the University of Florida's CBA. After that ruling, a similar termination was rescinded.
While PJCFA continues to believe that Dr. Meadows will make layoffs the last step in any money saving plan, we also want to assure our members that UFF is carefully monitoring all termination actions and will act on your behalf.
Friday, March 13, 2009
RETIREMENT INCENTIVE PROGRAM
On Thursday, March 12, 2009, UFF-PJCFA began negotiations with Administration concerning the retirement incentive program Dr. Meadows announced at All College Day.
Gean Ann Emond, Vice President of Business Affairs, presented this proposal to the Bargaining Team:
1. Eligibility: Must be a full-time PJC employee and 62 years of age OR 30 years creditable service in FRS with at least six (6) years full-time employment at PJC as of June 30, 2009.
2. Employee Participation: Participation is voluntary. Eligible employees have until April 30, 2009, to elect to participate. The decision of an employee to participate is irrevocable.
3. Effective Date: Employees electing to participate will choose an effective date of termination no later than June 30, 2009. If a faculty member is teaching a guaranteed summer contract, he or she may elect to leave at the end of that contract.
4. Benefits: Participants will receive the following benefits:
a. A one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members. To the extent possible, the incentive payment will be handled in a tax-advantaged manner by being placed in the existing Bencor 401(a) Plan and/or an employer sponsored 403(b) Plan.
b. The college will pay the employee’s monthly health insurance premium for a period of three years, or until the employee reaches the age of 65, whichever comes first.
5. Employees who chose to participate in this incentive program will NOT be eligible to participate in the Optional Phased Retirement Program (OPRP).
6. In addition to the incentive payments described above, employees participating in this program will be paid annual leave payoffs in accordance with College policy.
7. The college reserves the right to limit its liability for the incentive program to the lesser of $500,000 or an amount that does not reduce the fund balance below 5%. If this limit is reached, employee participation will be based on the dates the employee elected to participate in the incentive plan.
Paige Anderson, Chief Negotiator for PJCFA, voiced the following concerns about the proposal:
- Any faculty member who has suffered a long-term illness and therefore has little sick-leave would not benefit from this proposal. As a result, a minimum dollar amount should be guaranteed.
- Since the dollar amount of the incentive is not capped per person, if a few high level administrators applied for the RIP, the bulk of the $500,000 allocated for the program would be used up before faculty could opt in. Therefore, a portion of the RIP funds should be allocated to the faculty before other employees are considered.
- If a high-level administrator opted into the program, that position would most likely have to be filled and the savings would be minimal.
- If a highly-paid faculty member opted into the program, should the position be filled, it would most likely be filled at about 50% of the retiree’s salary.
After this, PJCFA countered with these proposals:
2. Eligible employees will be allowed to enroll between April 15 and April 30.
a. 4 (a). Eligible employees will be offered a one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members, OR $20,000—whichever is greater.
Mrs. Anderson also proposed the following:
1. A total of $300,000 of the $500,000 be reserved for faculty retirement incentives.
2. If the $500,000 allotment is reached, the employee’s retirement application will not be processed unless the employee wished to retire without the incentive. Those individuals whose request for the retirement incentive were not funded would have the right to first refusal should additional retirement incentive funds become available.
Mrs. Anderson inquired about the eligibility of employees who are currently participating in the Optional Phased Retirement Program (OPRP). Administration said that these individuals are already retired and are not eligible to participate in the retirement incentive.
Administration countered with these offers:
4(a). The $20,000 lump sum was not acceptable and proposed 25% of the employee’s salary as the lump sum amount.
They would not agree to set aside $300,000—or any other amount-- for faculty retirement incentives.
PJCFA asked the following questions:
(1) How many employees are eligible to participate in the incentive program as presented by Administration?
(2) How much money does the Administration anticipate the incentive program saving the College?
The Administration was not able to answer these questions.
Neither the Faculty Association nor the Administration had any additional proposals to make.
The College’s Chief Negotiator stated that this plan would be presented to the non-faculty employees whether or not the faculty ratifies the proposal. Talks will continue between the chief negotiators over the next few days.
Gean Ann Emond, Vice President of Business Affairs, presented this proposal to the Bargaining Team:
1. Eligibility: Must be a full-time PJC employee and 62 years of age OR 30 years creditable service in FRS with at least six (6) years full-time employment at PJC as of June 30, 2009.
2. Employee Participation: Participation is voluntary. Eligible employees have until April 30, 2009, to elect to participate. The decision of an employee to participate is irrevocable.
3. Effective Date: Employees electing to participate will choose an effective date of termination no later than June 30, 2009. If a faculty member is teaching a guaranteed summer contract, he or she may elect to leave at the end of that contract.
4. Benefits: Participants will receive the following benefits:
a. A one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members. To the extent possible, the incentive payment will be handled in a tax-advantaged manner by being placed in the existing Bencor 401(a) Plan and/or an employer sponsored 403(b) Plan.
b. The college will pay the employee’s monthly health insurance premium for a period of three years, or until the employee reaches the age of 65, whichever comes first.
5. Employees who chose to participate in this incentive program will NOT be eligible to participate in the Optional Phased Retirement Program (OPRP).
6. In addition to the incentive payments described above, employees participating in this program will be paid annual leave payoffs in accordance with College policy.
7. The college reserves the right to limit its liability for the incentive program to the lesser of $500,000 or an amount that does not reduce the fund balance below 5%. If this limit is reached, employee participation will be based on the dates the employee elected to participate in the incentive plan.
Paige Anderson, Chief Negotiator for PJCFA, voiced the following concerns about the proposal:
- Any faculty member who has suffered a long-term illness and therefore has little sick-leave would not benefit from this proposal. As a result, a minimum dollar amount should be guaranteed.
- Since the dollar amount of the incentive is not capped per person, if a few high level administrators applied for the RIP, the bulk of the $500,000 allocated for the program would be used up before faculty could opt in. Therefore, a portion of the RIP funds should be allocated to the faculty before other employees are considered.
- If a high-level administrator opted into the program, that position would most likely have to be filled and the savings would be minimal.
- If a highly-paid faculty member opted into the program, should the position be filled, it would most likely be filled at about 50% of the retiree’s salary.
After this, PJCFA countered with these proposals:
2. Eligible employees will be allowed to enroll between April 15 and April 30.
a. 4 (a). Eligible employees will be offered a one-time incentive payment equal to 100% of the employee’s sick leave balance as of the date of termination, not to exceed 125% of the employee’s annual salary, or 164 day contract for full-time faculty members, OR $20,000—whichever is greater.
Mrs. Anderson also proposed the following:
1. A total of $300,000 of the $500,000 be reserved for faculty retirement incentives.
2. If the $500,000 allotment is reached, the employee’s retirement application will not be processed unless the employee wished to retire without the incentive. Those individuals whose request for the retirement incentive were not funded would have the right to first refusal should additional retirement incentive funds become available.
Mrs. Anderson inquired about the eligibility of employees who are currently participating in the Optional Phased Retirement Program (OPRP). Administration said that these individuals are already retired and are not eligible to participate in the retirement incentive.
Administration countered with these offers:
4(a). The $20,000 lump sum was not acceptable and proposed 25% of the employee’s salary as the lump sum amount.
They would not agree to set aside $300,000—or any other amount-- for faculty retirement incentives.
PJCFA asked the following questions:
(1) How many employees are eligible to participate in the incentive program as presented by Administration?
(2) How much money does the Administration anticipate the incentive program saving the College?
The Administration was not able to answer these questions.
Neither the Faculty Association nor the Administration had any additional proposals to make.
The College’s Chief Negotiator stated that this plan would be presented to the non-faculty employees whether or not the faculty ratifies the proposal. Talks will continue between the chief negotiators over the next few days.
Monday, March 9, 2009
2009-2010 UFF-PJCFA ELECTION RESULTS
The ballots for the 2009-2010 UFF-PJCFA elections were counted on Friday, March 6, 2009. The election was held via an AFT Leadernet online survey tool. A printout of complete election results is available in the Faculty Association office.
Here are the results:
President: Blaine Wall, English/Communications
Vice-President: Cynthia App, Visual Arts
Treasurer: Janet Levins, Biology
Secretary: Paige Anderson, Secondary Education
Executive Board:
Rich Cacace, Computer Science
Pete Falzone, Mathematics (Milton Campus)
Paula Ingram, Developmental Studies
Richard Irvine, Business
Keith Prendergast, English/Communications
Kathleen Shelton-Lowe, Secondary Education
Senators:
Paige Anderson, Secondary Education
Cynthia App, Visual Arts
Jennifer Brahier, Mathematics/Developmental Studies
Carol Hemmye, English/Communications (Warrington Campus)
Charlotte Sweeney, Learning Resources Center
Alternates:
Jen Erhardt, English/Communications
Janet Levins, Biology
Lisa Sims, Behavioral Sciences
Carol Stinson, Nursing
Mike Will, English/Communications
FEA Delegates:
Paige Anderson, Secondary Education
Charlotte Sweeney, Learning Resources Center
Blaine Wall, English/Communications
My thanks to all who voted and to all who have volunteered to serve the PJC faculty during the next academic year. As a reminder, please note that the following faculty will also be serving you during the 2009-2010 academic year:
Grievance/Contract Enforcement Chairman:
Joyce Kaplan, Biology
Negotiating Team:
Paige Anderson, Chief Negotiator
Cindy App, Visual Arts
Jennifer Brahier, Developmental Studies/Mathematics
Joyce Kaplan, Biology
Patricia Reppenhagen, Visual Arts
Here are the results:
President: Blaine Wall, English/Communications
Vice-President: Cynthia App, Visual Arts
Treasurer: Janet Levins, Biology
Secretary: Paige Anderson, Secondary Education
Executive Board:
Rich Cacace, Computer Science
Pete Falzone, Mathematics (Milton Campus)
Paula Ingram, Developmental Studies
Richard Irvine, Business
Keith Prendergast, English/Communications
Kathleen Shelton-Lowe, Secondary Education
Senators:
Paige Anderson, Secondary Education
Cynthia App, Visual Arts
Jennifer Brahier, Mathematics/Developmental Studies
Carol Hemmye, English/Communications (Warrington Campus)
Charlotte Sweeney, Learning Resources Center
Alternates:
Jen Erhardt, English/Communications
Janet Levins, Biology
Lisa Sims, Behavioral Sciences
Carol Stinson, Nursing
Mike Will, English/Communications
FEA Delegates:
Paige Anderson, Secondary Education
Charlotte Sweeney, Learning Resources Center
Blaine Wall, English/Communications
My thanks to all who voted and to all who have volunteered to serve the PJC faculty during the next academic year. As a reminder, please note that the following faculty will also be serving you during the 2009-2010 academic year:
Grievance/Contract Enforcement Chairman:
Joyce Kaplan, Biology
Negotiating Team:
Paige Anderson, Chief Negotiator
Cindy App, Visual Arts
Jennifer Brahier, Developmental Studies/Mathematics
Joyce Kaplan, Biology
Patricia Reppenhagen, Visual Arts
Monday, March 2, 2009
Dr. Meadows Interviewed by The Independent News
Read the entire interview "PJC Prez Speaks Out On Cuts, Progress of School" by Sean Boone at http://www.inweekly.net/article.asp?artID=9609.
Tuesday, February 24, 2009
REVENUE GENERATING STRATEGIES
Dr. Meadows also revealed several revenue generating strategies the College is considering:
• Tuition increase (up to 8%)
• Enrollment growth
- the state average growth rate is 6.9% ; PJC's is 3%
- a 5% increase in enrollment would bring in $600,000 beyond tuition dollars
• Marketing and advertising
- using active media - Facebook, MySpace, etc.
• New programs
- more "quick turn-around" (6,8,12 week) programs
- Bachelor of Science degree
- Veterinary technician program
- Esthetician
• More aggressive pursuit of grants
• Increased auxiliary services, i.e. food services
What ideas do you have that would generate revenue for the College?
• Tuition increase (up to 8%)
• Enrollment growth
- the state average growth rate is 6.9% ; PJC's is 3%
- a 5% increase in enrollment would bring in $600,000 beyond tuition dollars
• Marketing and advertising
- using active media - Facebook, MySpace, etc.
• New programs
- more "quick turn-around" (6,8,12 week) programs
- Bachelor of Science degree
- Veterinary technician program
- Esthetician
• More aggressive pursuit of grants
• Increased auxiliary services, i.e. food services
What ideas do you have that would generate revenue for the College?
Dr. Meadows Reveals Cost-Cutting Plans
At the opening session of All College Day, Dr. Meadows revealed his plans for meeting the demands of the budget for the 2009-2010 academic year. Is it enough? What else can/could/should be done?
Here are the current plans for addressing the budget shortfall:
• Continuing and improving an energy savings plan.
• Reducing travel and materials expenditures from the operating budget.
• Replacing some print products with digital formats, including class schedules and course catalogs.
• Reduce funding for ceremonies - having a single commencement ceremony per school year.
• Increasing average class size by eliminating special and elective courses not required for major or transfer
• Program viability evaluations to eliminate low enrollment.
• Continue reorganization and downsizing of College administration.
• Retirement Incentive: $500,000 has been set aside from nonrecurring funds to fund this.
Also under consideration:
• Imposing a hiring freeze in all areas including faculty.
• College closure days - employee furloughs.
• Individual employee furloughs with days spaced throughout the year.
• Reduction in Force for administrative/professional/career service employees
• Retrenchment for faculty
• Across the board salary cuts.
Here are the current plans for addressing the budget shortfall:
• Continuing and improving an energy savings plan.
• Reducing travel and materials expenditures from the operating budget.
• Replacing some print products with digital formats, including class schedules and course catalogs.
• Reduce funding for ceremonies - having a single commencement ceremony per school year.
• Increasing average class size by eliminating special and elective courses not required for major or transfer
• Program viability evaluations to eliminate low enrollment.
• Continue reorganization and downsizing of College administration.
• Retirement Incentive: $500,000 has been set aside from nonrecurring funds to fund this.
Also under consideration:
• Imposing a hiring freeze in all areas including faculty.
• College closure days - employee furloughs.
• Individual employee furloughs with days spaced throughout the year.
• Reduction in Force for administrative/professional/career service employees
• Retrenchment for faculty
• Across the board salary cuts.
Community colleges: State gets big return on investment
Kingsley Guy | COLUMNIST
February 22, 2009
Difficult economic times force people to use better judgment in deploying available resources. That's no less true for lawmakers than it is for private individuals and businesses.
"What's the cost versus the benefit of funding a program? How can dollars be leveraged to achieve a solid return on investment? What are the hidden costs of not spending money?"
These are questions members of the Florida Legislature need to ask during the next two months as they allocate a shrinking number of tax dollars to government departments and agencies.
Of all the organizations the Legislature funds, none are more important in helping the state get out of its economic troubles than Florida's 28 community colleges. Unfortunately, they're often viewed by legislators as the stepchildren of the public educational system. For the last two years, they've been brutalized by budget cuts, and they're on the chopping block again.
The cuts come at a time of rising demand for community college services. With the unemployment ranks increasing, thousands of people are looking to them for job re-training so they can get back to work. Others view community colleges as an affordable alternative to state universities and private colleges. Enrollment is up as much as 10 percent at some community colleges, but tax support is diminishing.
The positive return on investment in the colleges, however, is irrefutable.
In 2006, Florida TaxWatch took a thorough look at community colleges.
Among other things, TaxWatch found: A community college graduate with an Associate in Science degree will make $480,000 more on average during his or her lifetime than a person with only a high school diploma; every dollar in public funding spent at a community college results in more than $13 in increased state output; the public investment in community colleges is repaid in less than six years by revenue coming back to the state due to the increased worker output.
It's possible for the colleges' foundations to leverage public dollars to increase money available for scholarships, construction and job-training efforts. For years, the Dr. Philip Benjamin Matching Grant Program provided up to a dollar-for-dollar match for private contributions.
Nancy Botero, executive director of the Broward College Foundation, found the matching grant program to be an important tool in convincing people to donate. "It's a huge incentive," she said. "People really like to know that their gifts are being leveraged so they will make an even bigger impact."
When a state program can turn one dollar into as much as two for something as vital as education, you'd think the Legislature would jump at the opportunity to support it. Unfortunately, the Legislature suspended the matching grant program last year and has balked at funding it this year.
This motivated Botero to lead an effort among her colleagues to convince the Legislature to change its mind. She's received nearly unanimous support among community college foundation boards in petitioning the Legislature to reinstate the matching grants. The colleges' Council of Presidents also want to see this happen, and they deserve the backing of lawmakers and the governor.
"We're in the investment business," Botero said. "We're asking people to make an investment in human beings."
That's an investment that will result in the development of productive and motivated Floridians who, in the long run, will fill state coffers with tax dollars rather than drain them.
Commentary by retired Editorial Page Editor Kingsley Guy appears on alternate Sundays. Readers may e-mail him at harborlite3@bellsouth.net.
This article originally appeared in the South Florida Sun-Sentinel, February 22, 2009.
February 22, 2009
Difficult economic times force people to use better judgment in deploying available resources. That's no less true for lawmakers than it is for private individuals and businesses.
"What's the cost versus the benefit of funding a program? How can dollars be leveraged to achieve a solid return on investment? What are the hidden costs of not spending money?"
These are questions members of the Florida Legislature need to ask during the next two months as they allocate a shrinking number of tax dollars to government departments and agencies.
Of all the organizations the Legislature funds, none are more important in helping the state get out of its economic troubles than Florida's 28 community colleges. Unfortunately, they're often viewed by legislators as the stepchildren of the public educational system. For the last two years, they've been brutalized by budget cuts, and they're on the chopping block again.
The cuts come at a time of rising demand for community college services. With the unemployment ranks increasing, thousands of people are looking to them for job re-training so they can get back to work. Others view community colleges as an affordable alternative to state universities and private colleges. Enrollment is up as much as 10 percent at some community colleges, but tax support is diminishing.
The positive return on investment in the colleges, however, is irrefutable.
In 2006, Florida TaxWatch took a thorough look at community colleges.
Among other things, TaxWatch found: A community college graduate with an Associate in Science degree will make $480,000 more on average during his or her lifetime than a person with only a high school diploma; every dollar in public funding spent at a community college results in more than $13 in increased state output; the public investment in community colleges is repaid in less than six years by revenue coming back to the state due to the increased worker output.
It's possible for the colleges' foundations to leverage public dollars to increase money available for scholarships, construction and job-training efforts. For years, the Dr. Philip Benjamin Matching Grant Program provided up to a dollar-for-dollar match for private contributions.
Nancy Botero, executive director of the Broward College Foundation, found the matching grant program to be an important tool in convincing people to donate. "It's a huge incentive," she said. "People really like to know that their gifts are being leveraged so they will make an even bigger impact."
When a state program can turn one dollar into as much as two for something as vital as education, you'd think the Legislature would jump at the opportunity to support it. Unfortunately, the Legislature suspended the matching grant program last year and has balked at funding it this year.
This motivated Botero to lead an effort among her colleagues to convince the Legislature to change its mind. She's received nearly unanimous support among community college foundation boards in petitioning the Legislature to reinstate the matching grants. The colleges' Council of Presidents also want to see this happen, and they deserve the backing of lawmakers and the governor.
"We're in the investment business," Botero said. "We're asking people to make an investment in human beings."
That's an investment that will result in the development of productive and motivated Floridians who, in the long run, will fill state coffers with tax dollars rather than drain them.
Commentary by retired Editorial Page Editor Kingsley Guy appears on alternate Sundays. Readers may e-mail him at harborlite3@bellsouth.net.
This article originally appeared in the South Florida Sun-Sentinel, February 22, 2009.
Wednesday, February 18, 2009
JOIN US FOR LUNCH AT ALL COLLEGE DAY
Faculty Rights in Disciplinary Actions and Grievances
When bad things happen to good people, what are your rights under the collective bargaining agreement? This workshop will review faculty rights under Article 10“Grievance Procedure” and Article 17.03 “Disciplinary Action”. It will also address faculty rights and responsibilities during student grievances. Procedural aspects as well as timelines will be covered.
Faculty members are encouraged to bring their personal copy of the CBA to the session.
Important Note: “This Workshop is for Full-Time Faculty Only”
Credit: LOI
Presenter(s): Tom Waslavek – UFF, Joyce Kaplan, Professor, Biology and Blaine Wall, Assistant Professor, English
Place: Room 534 - Culinary Dining Room
When bad things happen to good people, what are your rights under the collective bargaining agreement? This workshop will review faculty rights under Article 10“Grievance Procedure” and Article 17.03 “Disciplinary Action”. It will also address faculty rights and responsibilities during student grievances. Procedural aspects as well as timelines will be covered.
Faculty members are encouraged to bring their personal copy of the CBA to the session.
Important Note: “This Workshop is for Full-Time Faculty Only”
Credit: LOI
Presenter(s): Tom Waslavek – UFF, Joyce Kaplan, Professor, Biology and Blaine Wall, Assistant Professor, English
Place: Room 534 - Culinary Dining Room
Listen to Charlotte's Presentation to the BOT on 2-17-09
Click here to listen to Charlotte's presentation to the Board of Trustees on February 17, 2009.
Click here to hear Julie Ruengart's presentation to the Board of Trustees on February 17, 2009.
Click here to hear Julie Ruengart's presentation to the Board of Trustees on February 17, 2009.
Friday, February 13, 2009
Retrenchment Timeline Adjusted
Sent to Charlotte from Keith Samuels, PJC/BOT chief negotiator on 2/12/09:
Charlotte,
Because Dr. Gonzalez is out of town, I have been asked to inform you that, in order to gather as much information as possible about legislative work on budgets, Dr. Meadows will not take any actions regarding the retrenchment plan earlier than mid-April. He understands that some of your members are concerned about addressing the Board before it is asked to act on any recommendations that may be submitted on this matter. The extension of the planning time line should help. The President wants to explore all possibilities and options as he makes difficult choices.
Please let me know if you have any questions about this communication.
Keith
Charlotte,
Because Dr. Gonzalez is out of town, I have been asked to inform you that, in order to gather as much information as possible about legislative work on budgets, Dr. Meadows will not take any actions regarding the retrenchment plan earlier than mid-April. He understands that some of your members are concerned about addressing the Board before it is asked to act on any recommendations that may be submitted on this matter. The extension of the planning time line should help. The President wants to explore all possibilities and options as he makes difficult choices.
Please let me know if you have any questions about this communication.
Keith
Need help with numbers, please!?
On the post relating to the board's allocation of 1.75 million dollars for computer hardware and software, one of you posted a bunch of faculty and PJC personnel salary figures. Before we can use them in a legit fashion, we need to know where they come from. We've referenced and found some numbers in the Florida CC Factbook but can't determine how Total Faculty Salaries were calculated. Please advise as to your source and process of getting the numbers. Thanks.
Monday, February 9, 2009
COMMUNITY COLLEGE LEADERS IN CAPITAL CITY TO LOBBY LAWMAKERS
By KATHLEEN HAUGHNEY THE NEWS SERVICE OF FLORIDA THE CAPITAL, TALLAHASSEE,
Feb. 3, 2009
Community college leaders are trying to maintain open enrollment at colleges across the state for a relatively low cost, but state budget cuts may hinder their ability to do so.
Community colleges have largely been overshadowed by public universities, which are lobbying hard for higher education dollars. State university system officials have already hinted at layoffs, academic program cuts and fewer student support services. But state universities can cap enrollment figures, something community colleges strive not to do. The state college system advocates an open door policy so that any student can get an education. And at community colleges, enrollment continues to rise and state dollars are likely to drop.
“I think it's important that we continue to serve the community, that our doors say open,” said Eileen Holden, president of Polk Community College.
In the 2007-2008 academic year, enrollment stood at 804,262. For the current school year, it is estimated at 859,544, a 6.9 percent increase. In last year's budget, it received $1,144,348,178. This year, $1,094,748,686.
The colleges have deferred maintenance projects, cut back on travel and halted orders on new technology equipment. Instead of hiring full time faculty to replace ones that have left, they are hiring adjunct professors. That means fewer and bigger classes. College presidents say there are no other options if they want to continue to have an open-door policy.
“The primary issue is access,” said Edwin Massey, president of Indian River College. “We're trying to keep classes open and we're trying to keep our community colleges there for the student.”
Massey and Holden were both in Tallahassee as part of a massive lobbying effort on behalf of the state college system. At a meeting hosted by the Florida Association of Community Colleges, presidents, trustees and government relations officers heard an outline of the state's precarious fiscal situation in preparation for their meetings with lawmakers Wednesday. They are trying to persuade lawmakers not to cut their budgets again this year, even though state economists are projecting the state will have almost $4 billion less to dole out to state-funded programs.
Holden said her best-case scenario with the state budget would mean the college could keep its doors open to everyone at a low cost. Worst-case means more cuts and higher costs.
“We may be forced to look at a tuition increase and students may have to limit the number of classes they take,” Holden said.
For Massey, who is also chair of the council of presidents, layoffs are his worst-case scenario for the entire system.
If people lose jobs we're going to lose our ability to provide the capacity to provide the workforce that's going to move us forward in the future,” Massey said. “It's bad for the people it's bad for the companies, it's bad for the economy, it's bad for the community.”
Feb. 3, 2009
Community college leaders are trying to maintain open enrollment at colleges across the state for a relatively low cost, but state budget cuts may hinder their ability to do so.
Community colleges have largely been overshadowed by public universities, which are lobbying hard for higher education dollars. State university system officials have already hinted at layoffs, academic program cuts and fewer student support services. But state universities can cap enrollment figures, something community colleges strive not to do. The state college system advocates an open door policy so that any student can get an education. And at community colleges, enrollment continues to rise and state dollars are likely to drop.
“I think it's important that we continue to serve the community, that our doors say open,” said Eileen Holden, president of Polk Community College.
In the 2007-2008 academic year, enrollment stood at 804,262. For the current school year, it is estimated at 859,544, a 6.9 percent increase. In last year's budget, it received $1,144,348,178. This year, $1,094,748,686.
The colleges have deferred maintenance projects, cut back on travel and halted orders on new technology equipment. Instead of hiring full time faculty to replace ones that have left, they are hiring adjunct professors. That means fewer and bigger classes. College presidents say there are no other options if they want to continue to have an open-door policy.
“The primary issue is access,” said Edwin Massey, president of Indian River College. “We're trying to keep classes open and we're trying to keep our community colleges there for the student.”
Massey and Holden were both in Tallahassee as part of a massive lobbying effort on behalf of the state college system. At a meeting hosted by the Florida Association of Community Colleges, presidents, trustees and government relations officers heard an outline of the state's precarious fiscal situation in preparation for their meetings with lawmakers Wednesday. They are trying to persuade lawmakers not to cut their budgets again this year, even though state economists are projecting the state will have almost $4 billion less to dole out to state-funded programs.
Holden said her best-case scenario with the state budget would mean the college could keep its doors open to everyone at a low cost. Worst-case means more cuts and higher costs.
“We may be forced to look at a tuition increase and students may have to limit the number of classes they take,” Holden said.
For Massey, who is also chair of the council of presidents, layoffs are his worst-case scenario for the entire system.
If people lose jobs we're going to lose our ability to provide the capacity to provide the workforce that's going to move us forward in the future,” Massey said. “It's bad for the people it's bad for the companies, it's bad for the economy, it's bad for the community.”
ORLANDO RALLY
Bill Vincent with Escambia FEA (Florida Education Association) is making travel arrangements for the February 28 rally in Orlando. FEA will fund the cost of a chartered bus to Orlando that would leave Friday afternoon(02/27), drive to Lake City and pull over for the night.
Working with FEA, Mr. Vincent has arranged for hotel rooms that night at $30 per person with up to 4 persons per room.
The bus would continue to Orlando the next morning, participants would attend the rally and drive back to Pensacola, arriving home around 8 pm.
This a great opportunity for all locals and chapters to attend the rally to show solidarity. If we are going to change the conversation inTallahassee, we have to get the politicians' attention.
If you are interested, please contact Mr. Vincent at 476-2906. To learn more about the rally, www.MakeOurSchoolsaPriority.org
Thursday, February 5, 2009
BOT Designates $1.75 million of Fund Balance Reserve
At the January Board of Trustees’ Meeting, the Board approved designating a portion of money to extend the computer license and update the software and hardware that is used for administrative programs. At the time, Vice President of Business Affairs, Gean Ann Emond, stated that the college would fall apart without this program. A total cost was never mentioned, so PJCFA requested that information from Dr. Gonzalez’s office. We recently received the following response:
“At the January 20, 2009 meeting the District Board of Trustees designated $1,750,000 to be used for the Administrative Computing Hardware and Software purchase that will be required in December 2009. The existing prepaid software and maintenance agreements we have with Unisys will expire and the college will have to pay for maintenance and support for the existing system, if possible, or purchase new equipment and software from Unisys.”
There are a few interesting points to consider. First, $1.75 million is not a small amount. Administration has argued in the past that money in the reserve fund cannot be used to fund pay increases because the money isn’t recurring. Even if this is true, could this money have been used as a stopgap to help prevent faculty layoffs? After all, the most recent budget cut totaled $1.4 million. Second, notice that the current agreement expires in December 2009. It’s ironic that the Administration isn’t willing to plan ahead when it comes to faculty positions, pay, etc., but it is willing to designate funds for computer software/hardware eleven months in advance.
If you haven’t already written the BOT, do so! Urge them to spend the College’s money wisely and to put learning first.
“At the January 20, 2009 meeting the District Board of Trustees designated $1,750,000 to be used for the Administrative Computing Hardware and Software purchase that will be required in December 2009. The existing prepaid software and maintenance agreements we have with Unisys will expire and the college will have to pay for maintenance and support for the existing system, if possible, or purchase new equipment and software from Unisys.”
There are a few interesting points to consider. First, $1.75 million is not a small amount. Administration has argued in the past that money in the reserve fund cannot be used to fund pay increases because the money isn’t recurring. Even if this is true, could this money have been used as a stopgap to help prevent faculty layoffs? After all, the most recent budget cut totaled $1.4 million. Second, notice that the current agreement expires in December 2009. It’s ironic that the Administration isn’t willing to plan ahead when it comes to faculty positions, pay, etc., but it is willing to designate funds for computer software/hardware eleven months in advance.
If you haven’t already written the BOT, do so! Urge them to spend the College’s money wisely and to put learning first.
Tuesday, February 3, 2009
Rumor Control: The Gonzalez Incident
As some people have expressed concern over our asking Dr. Gonzalez to leave the PJCFA general meeting on Thursday, January 29, we wanted you to understand the whole situation.
Below is the text of the letter which I sent to Dr. Gonzalez on the evening of January 29 and his response. In addition, Tom Wazlavek, our UFF liaison, followed Dr. Gonzalez from the room and spoke to him, explaining why Dr. Gonzalez could not be in the room. As you can see, Dr. Gonzalez was not upset or angered. In fact, he completely understood our position AND our concerns.
Dr. Gonzalez,
I wanted to assure you that there was no personal animosity involved in our asking you not to attend the meeting this afternoon. Since we were discussing the administration's initiation of retrenchment and the progress of both impasse and the outstanding grievances, it would not have been appropriate for a representative of the administration to be present.
In addition, as I hope the senior administrators are aware, many faculty members are almost literally terrified about losing their jobs. Because of the secrecy surrounding the process, they fear that speaking out could cause them to lose points on the retrenchment worksheets or to be considered as troublemakers and targeted for a pink slip. Having you in the room would only have increased their anxiety.
We do appreciate all that you have done for PJC over the years and the superhuman job you have assumed this year. After you left, I mentioned that you had turned down the raise accompanying your promotion----the room erupted in universal, spontaneous applause. Your sacrifice and your dedication are well-known.
Should you wish to present the administration's position on retrenchment to the faculty and field questions at another time, we would be happy to set up that meeting. The faculty have questions and concerns which can only be addressed by you or Dr. Meadows. The lack of information is a major factor in the faculty's fear and the plunging morale at PJC.
Thank you for your concern over PJC's future.
Dr. Gonzalez's response follows:
Paige,
I did not take what occurred today as personal. My visit was only a goodwill visit to assure the PJC Faculty that we are all in this situation together and maybe answer any questions that would not put me in a position of being accused of bargaining away from the table. I want to assure you and the other members of the faculty that I am also terrified of what this economic Tsunami that seems to be sweeping over Florida and much of the nation might do to higher education. I do not sleep well at night, and I have not been much fun to be around at home as I worry about what could happen to our College.
I can assure you that the administration is not going to retaliate against faculty for asking questions. If we can not take the difficult questions and answer them honestly and professionally we do not deserve to be administrators. Trust to critical to what we do, and I can assure you we want your trust. We often have to make difficult decisions for the betterment of the College, but we need to be prepared defend our decisions to all who question our actions. I am a long way from being perfect, but I know that people are watching what I do.
I will share your concerns with Dr. Meadows. I can assure you that we both have the same fear about the future and want to do everything possible to retain all of our faculty. I am sure that both Dr. Meadows and I would be pleased to address issues that are not reserved to the bargaining table if asked.
Martin
If you have any questions over the situation, please feel free to ask me!
Paige N. Anderson
Chief Negotiator, PJCFA
Below is the text of the letter which I sent to Dr. Gonzalez on the evening of January 29 and his response. In addition, Tom Wazlavek, our UFF liaison, followed Dr. Gonzalez from the room and spoke to him, explaining why Dr. Gonzalez could not be in the room. As you can see, Dr. Gonzalez was not upset or angered. In fact, he completely understood our position AND our concerns.
Dr. Gonzalez,
I wanted to assure you that there was no personal animosity involved in our asking you not to attend the meeting this afternoon. Since we were discussing the administration's initiation of retrenchment and the progress of both impasse and the outstanding grievances, it would not have been appropriate for a representative of the administration to be present.
In addition, as I hope the senior administrators are aware, many faculty members are almost literally terrified about losing their jobs. Because of the secrecy surrounding the process, they fear that speaking out could cause them to lose points on the retrenchment worksheets or to be considered as troublemakers and targeted for a pink slip. Having you in the room would only have increased their anxiety.
We do appreciate all that you have done for PJC over the years and the superhuman job you have assumed this year. After you left, I mentioned that you had turned down the raise accompanying your promotion----the room erupted in universal, spontaneous applause. Your sacrifice and your dedication are well-known.
Should you wish to present the administration's position on retrenchment to the faculty and field questions at another time, we would be happy to set up that meeting. The faculty have questions and concerns which can only be addressed by you or Dr. Meadows. The lack of information is a major factor in the faculty's fear and the plunging morale at PJC.
Thank you for your concern over PJC's future.
Dr. Gonzalez's response follows:
Paige,
I did not take what occurred today as personal. My visit was only a goodwill visit to assure the PJC Faculty that we are all in this situation together and maybe answer any questions that would not put me in a position of being accused of bargaining away from the table. I want to assure you and the other members of the faculty that I am also terrified of what this economic Tsunami that seems to be sweeping over Florida and much of the nation might do to higher education. I do not sleep well at night, and I have not been much fun to be around at home as I worry about what could happen to our College.
I can assure you that the administration is not going to retaliate against faculty for asking questions. If we can not take the difficult questions and answer them honestly and professionally we do not deserve to be administrators. Trust to critical to what we do, and I can assure you we want your trust. We often have to make difficult decisions for the betterment of the College, but we need to be prepared defend our decisions to all who question our actions. I am a long way from being perfect, but I know that people are watching what I do.
I will share your concerns with Dr. Meadows. I can assure you that we both have the same fear about the future and want to do everything possible to retain all of our faculty. I am sure that both Dr. Meadows and I would be pleased to address issues that are not reserved to the bargaining table if asked.
Martin
If you have any questions over the situation, please feel free to ask me!
Paige N. Anderson
Chief Negotiator, PJCFA
Monday, February 2, 2009
DO ANY OF YOUR STUDENTS SIT IN A $100,000 CLASS ROOM?
PJCFA submitted several requests for information to the administration. As these requests are answered, PJCFA will be posting the findings to the blog. The first is the cost of refurbishing the BOT Board Room.
When the BOT met in November, everyone noted the newly renovated room - new wallpaper, drapes, mini-blinds, microphones, monitors, projector, and more. Then Dr. Meadows announced that new chairs would be delivered prior to the next BOT meeting. So how much did all this cost and where did the money come from?
From Local Funds (Fund 1) which was transferred to the Unexpended Plant Fund in FY 2007/2008 to provide funds for capital purchases (May 2008 Board meeting):
$69,120.53:
$481.63 to modify cabinet for dishwasher
$32,769.35 for control system
$448.20 for dishwasher
$3,194.80 for drapes and mini-blinds
$31,378.64 for chairs
$126.18 for hot water heater
$512.20 for ceiling tiles
$105.00 for sidewall grills
$104.53 for microwave
From PECO funds which are for renovation and remodeling of college facilities:
$29,585.79
$5,750.00 for professional services for Simpson Design
$1,750.00 for operable wall maintenance
$6,330.00 to remove and replace wallcoverings
$4,950.76 for carpet
$1,564.00 for ceiling tiles
$1,590.63 for data voice drops
$5,250.00 to disassemble and reassemble doors, new cover
$801.31 for Capril material
$1,599.09 for electrical materials
Total expended & outstanding $98,706.32
When the BOT met in November, everyone noted the newly renovated room - new wallpaper, drapes, mini-blinds, microphones, monitors, projector, and more. Then Dr. Meadows announced that new chairs would be delivered prior to the next BOT meeting. So how much did all this cost and where did the money come from?
From Local Funds (Fund 1) which was transferred to the Unexpended Plant Fund in FY 2007/2008 to provide funds for capital purchases (May 2008 Board meeting):
$69,120.53:
$481.63 to modify cabinet for dishwasher
$32,769.35 for control system
$448.20 for dishwasher
$3,194.80 for drapes and mini-blinds
$31,378.64 for chairs
$126.18 for hot water heater
$512.20 for ceiling tiles
$105.00 for sidewall grills
$104.53 for microwave
From PECO funds which are for renovation and remodeling of college facilities:
$29,585.79
$5,750.00 for professional services for Simpson Design
$1,750.00 for operable wall maintenance
$6,330.00 to remove and replace wallcoverings
$4,950.76 for carpet
$1,564.00 for ceiling tiles
$1,590.63 for data voice drops
$5,250.00 to disassemble and reassemble doors, new cover
$801.31 for Capril material
$1,599.09 for electrical materials
Total expended & outstanding $98,706.32
A PERSONAL NOTE FROM CHARLOTTE
Many of you are aware that the past two months have been difficult for me personally. I have had to make three extended trips to Arkansas because of my father's health and, on January 25th, my father-in-law passed away in Virginia. During all of this I have been blessed by your kind words and prayers. Thank you.
During my absence I have also been blessed to leave in charge a hard-working Executive Board and negotiating team. Each one has done what he or she could during this time, but I would like to especially thank Blaine Wall for handling the day-to-day operations of PJCFA, Paige Anderson for her leadership and willingness to speak with the media, and Cindy App for taking my proxy to the UFF Council of Presidents and Senate meeting in Orlando this past weekend. Thank you to all faculty who attended the faculty meeting and have volunteered to help as we face these difficult times. Some BOT members have already commented that they are receiving your letters.
I am catching up on phone calls and email. Please don't hesitate to contact me with your concerns and suggestions. Be sure that I'll be calling on you,
Charlotte
During my absence I have also been blessed to leave in charge a hard-working Executive Board and negotiating team. Each one has done what he or she could during this time, but I would like to especially thank Blaine Wall for handling the day-to-day operations of PJCFA, Paige Anderson for her leadership and willingness to speak with the media, and Cindy App for taking my proxy to the UFF Council of Presidents and Senate meeting in Orlando this past weekend. Thank you to all faculty who attended the faculty meeting and have volunteered to help as we face these difficult times. Some BOT members have already commented that they are receiving your letters.
I am catching up on phone calls and email. Please don't hesitate to contact me with your concerns and suggestions. Be sure that I'll be calling on you,
Charlotte
Friday, January 30, 2009
How to Get on the BOT Agenda for February 17
PJC policy forbids individuals from addressing the Board of Trustees unless those individuals have requested to be on the agenda in advance. According to Tom Wazlavek, our UFF Service Unit Director, this is not the norm at other colleges in Florida. Most boards allow time to hear from the public. Our Board does not. Perhaps this practice needs to be changed. After all, we are the community's college. Doesn't it stand to reason that those entrusted with leading the college should allow--even encourage--community input?
During negotiations this year, Chief Negotiator Paige Anderson asked that faculty be allowed to speak to the board each month. Dr. Keith Samuels, Chief Negotiator for the Board, indicated that the Board was not interested in hearing from us. The Bargaining Team doubts the veracity of this statement. It's more likely that the administration is not interested in the Board hearing from us.
So, what must you do to be heard by the Board at the February 17 BOT Meeting? According to information received from the president's office, "Board policy requires that requests from individuals or organizations to be placed on the board agenda shall be made in writing to the President with a brief statement of the purpose not later than ten (10) days prior to the regular Board meeting date." This means that if you're willing to express your concerns to the BOT, you must file your request by Friday, February 6. Remember, there are just two meetings of the BOT before layoffs occur. The list of layoffs will be approved at the March meeting. It is imperative that we have a strong turn out for the February meeting. If you're willing to speak, submit your request early!
Remember, the meeting is in the newly-renovated BOT Room, Building 7, Pensacola Campus, at 4:00 p.m. on Tuesday, February 17. For more information about BOT members, visit this link: http://www.pjc.edu/visitors/aboutPJC/trustees.asp
During negotiations this year, Chief Negotiator Paige Anderson asked that faculty be allowed to speak to the board each month. Dr. Keith Samuels, Chief Negotiator for the Board, indicated that the Board was not interested in hearing from us. The Bargaining Team doubts the veracity of this statement. It's more likely that the administration is not interested in the Board hearing from us.
So, what must you do to be heard by the Board at the February 17 BOT Meeting? According to information received from the president's office, "Board policy requires that requests from individuals or organizations to be placed on the board agenda shall be made in writing to the President with a brief statement of the purpose not later than ten (10) days prior to the regular Board meeting date." This means that if you're willing to express your concerns to the BOT, you must file your request by Friday, February 6. Remember, there are just two meetings of the BOT before layoffs occur. The list of layoffs will be approved at the March meeting. It is imperative that we have a strong turn out for the February meeting. If you're willing to speak, submit your request early!
Remember, the meeting is in the newly-renovated BOT Room, Building 7, Pensacola Campus, at 4:00 p.m. on Tuesday, February 17. For more information about BOT members, visit this link: http://www.pjc.edu/visitors/aboutPJC/trustees.asp
Media Coverage
In addition to the report that aired on WEAR-TV 3 Thursday evening, articles were printed in the Pensacola News Journal and the Independent News. Check out the links below to view the articles.
http://www.inweekly.net/
http://www.pnj.com/apps/pbcs.dll/article?AID=2009901300340
Posted by Blaine Wall, PJCFA Vice President
http://www.inweekly.net/
http://www.pnj.com/apps/pbcs.dll/article?AID=2009901300340
Posted by Blaine Wall, PJCFA Vice President
Proofreading Services Available
At Thursday's meeting we discussed the importance of writing letters to the members of the Board of Trustees. Addresses were distributed at the meeting. We'll add them to the pjcfa.org website, too.
If you'd like someone to proof your letters for you, send a copy to Paula Ingram, Executive Board Member and Professor of Reading/English, at pingram5@cox.net; Paige Anderson, Chief Negotiator and Associate Professor of English, at pahina722@yahoo.com; or Blaine Wall, Vice President and Assistant Professor of English, and kbw324@bellsouth.net.
If you'd like someone to proof your letters for you, send a copy to Paula Ingram, Executive Board Member and Professor of Reading/English, at pingram5@cox.net; Paige Anderson, Chief Negotiator and Associate Professor of English, at pahina722@yahoo.com; or Blaine Wall, Vice President and Assistant Professor of English, and kbw324@bellsouth.net.
Thursday, January 29, 2009
FACULTY, OFFICE SUPPLIES AND TRAVEL !!!
OK-
Here's the NEWS! Five O-Clock, WEAR. Bob Solarsky reports over video footage of our meeting today that faculty at PJC will be losing jobs. Cut to a nice big ole shot of Paige Anderson, our chief negotiator, who says (sic), "In these tough times, people go back to school. Now's not the time to do this." Cut to Solarsky saying Dr. Meadows said that there's been a 1% enrollment increase but the college is facing budget cuts this and next year. Meadows also said the college has cut back on office supplies and travel.
And that was it.
Faculty, office supplies and travel.
On the same day, Judy Bense, Interim UWF president, said on public radio that she would cut whatever else was necessary but she was not going to cut faculty.
Quite ironic. Different administrative approaches, I guess. I do have to wonder if Meadows will give up his college provided car and gasoline allowance?
Cindy App
PJCFA Bargaining Team and Executive Board Member
Here's the NEWS! Five O-Clock, WEAR. Bob Solarsky reports over video footage of our meeting today that faculty at PJC will be losing jobs. Cut to a nice big ole shot of Paige Anderson, our chief negotiator, who says (sic), "In these tough times, people go back to school. Now's not the time to do this." Cut to Solarsky saying Dr. Meadows said that there's been a 1% enrollment increase but the college is facing budget cuts this and next year. Meadows also said the college has cut back on office supplies and travel.
And that was it.
Faculty, office supplies and travel.
On the same day, Judy Bense, Interim UWF president, said on public radio that she would cut whatever else was necessary but she was not going to cut faculty.
Quite ironic. Different administrative approaches, I guess. I do have to wonder if Meadows will give up his college provided car and gasoline allowance?
Cindy App
PJCFA Bargaining Team and Executive Board Member
Tuesday, January 27, 2009
Finally, Faculty Is First at PJC!
The bargaining team met with BOT representative Dr. Keith Samuels Monday, January 23 to discuss the administration's invoking of Article 12 (Retrenchment). The impetus for this action is the anticipated 6 to 7% budget cut (including current 4% cut announced this January).
It was clear at this meeting that the administration feels that it has done all that Article 12 requires by informing PJCFA of the process it will follow to determine which faculty members will be retrenched. While Dr. Samuels said that administration would consider cost-saving measures suggested by PJC faculty, it seems that they are determined to cut some faculty positions.
Finally, the faculty comes first in administration's planning.
While department heads are calculating points for each faculty member, no such formal calculations are being made for support or professional personnel. In fact, Dr. Samuels acknowledged that PJC will strive to cut to the minimum SACS standards of 60% fulltime faculty to 40% adjunct. He went so far as to admit that fulltime faculty members will be displaced in favor of adjuncts.
We've suspected it for years, but now we have proof. The only way the faculty comes first is in getting the shaft.
What are you willing to do? PJCFA is holding a general faculty meeting Thursday, January 29, at 1:30 p.m. in Room 252 to discuss plans to combat administration's attempts to further marginalize fulltime faculty. It is urgent you attend the meeting and get involved as we fight to save our jobs and the jobs of our peers.
It was clear at this meeting that the administration feels that it has done all that Article 12 requires by informing PJCFA of the process it will follow to determine which faculty members will be retrenched. While Dr. Samuels said that administration would consider cost-saving measures suggested by PJC faculty, it seems that they are determined to cut some faculty positions.
Finally, the faculty comes first in administration's planning.
While department heads are calculating points for each faculty member, no such formal calculations are being made for support or professional personnel. In fact, Dr. Samuels acknowledged that PJC will strive to cut to the minimum SACS standards of 60% fulltime faculty to 40% adjunct. He went so far as to admit that fulltime faculty members will be displaced in favor of adjuncts.
We've suspected it for years, but now we have proof. The only way the faculty comes first is in getting the shaft.
What are you willing to do? PJCFA is holding a general faculty meeting Thursday, January 29, at 1:30 p.m. in Room 252 to discuss plans to combat administration's attempts to further marginalize fulltime faculty. It is urgent you attend the meeting and get involved as we fight to save our jobs and the jobs of our peers.
Friday, January 23, 2009
RETRENCHMENT
On January 15, PJCFA was notified by the Administration that it was invoking Article 12: Retrenchment. At Tuesday night's Board of Trustee's meeting, Dr. Meadows briefly mentioned the term "RIF," a Reduction in Force. While retrenchment is the term used in our contract regarding the lay off of faculty, RIF is a term generally used to include all areas of an institution. However, I do not know if this difference is what Dr. Meadows was referring to at the BOT meeting.
According to the CBA 12:02, "Retrenchment shall be implemented in accordance with the Retrenchment
Point System which takes into consideration, on a district-wide basis, a faculty member's degree, certification/licensure, in-field work experience, years of experience at PJC, academic rank, additional teaching or job qualifications in area(s) of need, and program and/or academic needs of the College. Should retrenchment be necessary, faculty members in the discipline or area who have the greatest number of points as determined by the Retrenchment Point System shall be retained over faculty members with fewer retrenchment points."
PJCFA will be meeting with Administration to bargain the impact of this decision. "The parties shall, in these
negotiations, consider many factors, including, but not limited to, natural attrition, voluntary early retirement, retraining, transfers, order of faculty retrenchment, and recall rights." (CBA 12:01) Also, "In the event of retrenchment, nothing in this article shall preclude the negotiation of additional options such as, but not limited to, voluntary early retirement, leave without pay, or severance pay." (CBA 12:04B)
PJCFA has reserved Room 252 (Hagler Auditorium) for a full-time faculty meeting on Thursday, January 29 at 1:30 pm. At this meeting we will discuss retrenchment, the status of impasse, and the status of the two grievances regarding mid-term grades and salary increase.
In the meantime, I urge each of you to carefully read Article 12 and create your own Retrenchment Faculty Worksheet. This will prepare you to address the Retrenchment Faculty Worksheet prepared by your department head.
According to the CBA 12:02, "Retrenchment shall be implemented in accordance with the Retrenchment
Point System which takes into consideration, on a district-wide basis, a faculty member's degree, certification/licensure, in-field work experience, years of experience at PJC, academic rank, additional teaching or job qualifications in area(s) of need, and program and/or academic needs of the College. Should retrenchment be necessary, faculty members in the discipline or area who have the greatest number of points as determined by the Retrenchment Point System shall be retained over faculty members with fewer retrenchment points."
PJCFA will be meeting with Administration to bargain the impact of this decision. "The parties shall, in these
negotiations, consider many factors, including, but not limited to, natural attrition, voluntary early retirement, retraining, transfers, order of faculty retrenchment, and recall rights." (CBA 12:01) Also, "In the event of retrenchment, nothing in this article shall preclude the negotiation of additional options such as, but not limited to, voluntary early retirement, leave without pay, or severance pay." (CBA 12:04B)
PJCFA has reserved Room 252 (Hagler Auditorium) for a full-time faculty meeting on Thursday, January 29 at 1:30 pm. At this meeting we will discuss retrenchment, the status of impasse, and the status of the two grievances regarding mid-term grades and salary increase.
In the meantime, I urge each of you to carefully read Article 12 and create your own Retrenchment Faculty Worksheet. This will prepare you to address the Retrenchment Faculty Worksheet prepared by your department head.
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