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MPC Collective Bargaining with MPCTA

Post Date:05/11/2017 5:00 PM

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  1. This year, Monterey Peninsula College (MPC) made significant efforts to improve faculty compensation.  Faculty at MPC have received a compensation increase of 5% (4 percent one time, 1 percent ongoing) for the 2016-17 academic year, and faculty salaries will be 3% higher in 2017-18, when compared to salaries at the start of the 2016-17 academic year.  Nevertheless, MPC is engaged in difficult negotiations with MPCTA because of the union’s perception that MPC’s bargaining positions are not fair.

  2. MPC now faces a critical point in its history after weathering a major erosion of its revenues.   In addition to coping with the funding instability and losses caused by the Great Recession, MPC has lost about $5 million in annual revenues after Sacramento politicians cut funding for repeated course enrollments (“repeatability”) and caused MPC to lose roughly two thousand (2,000) Full-Time Equivalent Students (FTES).  Without making significant operational and structural changes, MPC has largely carried the same staffing levels and payroll costs by spending more than it receives.

  3. Contrary to the belief of a few, MPC has been deficit-spending annually for several years to make up for these losses in State funding.  This fact has been verified annually by certified public accountants charged with auditing MPC’s finances using financial standards set by the California Community College Chancellor’s Office.  MPC’s audit reports (available on MPC’s website) demonstrate that MPC’s financial statements are transparent, accurate, and reliable.

  4. In February 2017, MPC’s accreditation status changed when the Accrediting Commission for Community and Junior Colleges (ACCJC) placed MPC on probation.  ACCJC’s action was due, in part, to MPC’s deficit spending and its unwieldy governance structure which lacks clarity between administrative and faculty roles.  If MPC cannot remediate these issues to ACCJC’s satisfaction by March 2018, ACCJC may take further action.  After probation, ACCJC has only two further steps (“show cause” and “pending termination”) before accreditation is terminated.

  5. In Spring 2016, experts from the Collaborative Brain Trust (CBT) analyzed MPC’s operational structure.  CBT is a consulting group made up of experienced and successful leaders from various California Community Colleges, and which made valuable recommendations regarding systems, operations, finance, and staffing.  Among other things, CBT found that MPC’s faculty are underutilized in the classroom, with an unusually high number of faculty on non-teaching “release time.”  Further, MPC’s median class size for credit courses (19 students) and staffing efficiency varies greatly when compared to other community colleges serving Monterey County [Hartnell College – 26, Cabrillo College – 25].

  6. As a result of the State’s unfunded reforms of public pension plans, MPC will be required to increase its payments for employee pensions by over $2 million annually when the reforms are fully implemented in 2021.  In addition, MPC is funding 100% of the cost of health benefits for its employees, their spouses, and their dependents.  At a cost of around $22,000 annually per covered employee, the District is funding health benefits at a level unheard of in this day and age.

  7. While facing these challenges, MPC must rebuild itself into a stronger and sustainable institution.  The College’s constituency groups must participate in MPC’s evolution to ensure that the institution can exist in a viable, responsive, and effective condition to meet the needs of future students.

  8. MPC has attempted to work with MPCTA and others to overcome these challenges, while safeguarding the long-term well-being of the College.  MPC has met with MPCTA thirteen times in the past eight months and has addressed these issues and interests in several ways.  They include:
    1. Increasing the pay schedule for part-time faculty, and the pay schedule for full-time faculty teaching extra classes.
    2. Increasing the dollar amount allocated to pay for office hours for part-time faculty.
    3. Increasing the pay for athletic coaches to make their compensation more competitive and more equitable among the different sports.
    4. Providing pay for faculty department chairpersons (which has not been provided previously).
    5. Reducing the amount of time that faculty Division Chairs spend on administrative tasks versus teaching in the classroom, where experienced faculty are most needed to better serve our students.
    6. Introducing the concept of an employee contribution toward health and welfare benefits (common in other districts), while our District is still paying for 90-95% of the employee’s premiums. 
    7. Providing a separate work year for counselors, to recognize the additional weeks worked, and improve their California State Teachers Retirement System (STRS) pension credit.
    8. Revising language on faculty evaluation forms to bring MPC into compliance with the accrediting commission, promote student success, and to avoid further sanctions from the ACCJC.
    9. Improving compensation and equity in teaching loads among faculty teaching in different disciplines.
  1. The District is hopeful that MPCTA will evaluate the District’s current proposal fairly and for the good of the entire college community, and that a settlement can be reached in short order.

See this webpage for a list of all current updates related to MPC's Collective Bargaining.
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