MOUs to 2007-2010 Contract w/salary schedules (PDF)

Article 3 - SALARY

3.1 All contract faculty members shall be compensated on the basis of the following schedule, effective July 1, 2006:

3.1.A. Salary Adjustment

 (1) Effective July l, 2007 faculty salary schedules shall be increased by 6.23%.

The allocation for contract and non-contract faculty assignment compensation is based upon 5% of total salary and benefit costs for all faculty assignments for the fiscal year ending June 30, 2007 (actual expenditures), adjusted for the 2007-08 net change in health and welfare benefits and agreed-upon by the District and Federation.

 (2) Effective July 1, 2008

a. Allocation for contract and non-contract faculty assignment compensation.

1) The District shall calculate an allocation for an increase in faculty compensation. That allocation shall be calculated as 5.25% of total salary and benefit costs for all faculty assignments as projected for the fiscal year ending June 30, 2008 (actual expenditures), and agreed-upon by the District and Federation.

2) That allocation will be split between contract and non-contract faculty based on their proportionate share of the cost of a 1% salary increase. This will result in an equal effective increase in compensation for both contract and non-contract faculty.

 b. The allocation for contract faculty will be distributed in the following manner:

1) To cover the change in costs of new or existing health and welfare plans for contract faculty, as projected for fiscal year 2008-09, and agreed-upon by the District and Federation (an increase in costs will be deducted from the allocation, while a decrease will be added to the allocation);

2) the remaining amount will be used for a general salary increase of 4.25% effective July 1, 2008. If necessary, the district will provide additional funds to guarantee a 4.25% general salary increase for contract faculty.

3) any funds remaining after the funding of b. 1 and b. 2 shall be applied for the purpose of an additional general salary increase and/or longevity pay for contract faculty. AFT agrees to notify the District in writing of the amount by May 1, 2008.

 c. The allocation for non-contract faculty will be distributed in the following manner:

1) to provide a non-contract salary schedule adjustment equivalent to a 4.25% increase in part-time compensation applied in a manner agreed upon by the District and the Federation to move toward pro-rata pay.

2) to provide an amount to be used to cover the costs of new part-time faculty health and welfare plan as agreed upon by the District and the Federation provided that a sufficient number of eligible part-time faculty choose to participate. AFT agrees to notify the District in writing of the amount by May 1, 2008.

3) any remaining funds after funding c. 1 and c. 2 shall be applied for the purpose of further pro-rata pay salary adjustments.

(3) Effective July 1, 2009

For the third year of this Agreement, Section 3.1.A will be reopened for negotiations.

3.1.B. Distribution of Pro-rata Funds

The goal of the parties is to implement a pro-rata pay process that, over time, equalizes non-contract classroom faculty salaries to 75% of contract classroom faculty salaries and non-contract non-classroom faculty salaries to 100% of contract non-classroom faculty salaries.

Effective July 1, 2008, non-contract faculty will be paid based upon load and a salary schedule of 3 columns and seven steps. Non-contract classroom assignments and non-contract non-classroom assignments will be paid from separate salary schedules. The goal of pro-rata is to move the non-contract salary schedules toward a pro-ration of Columns I, III, V and steps 1 through 7 of the contract faculty salary schedule.

The above pro-rata will be allocated to those steps and columns on the hourly salary schedule which are farthest away from the 75% goal. Amounts from the pro-rata will be distributed first to the lowest percentile step and column placement to bring it equal in percentage to the second lowest percentile placement. As funding permits, secondary, tertiary, etc. distributions will be made to each combined placement to move them to the next highest percentile placement. This process will repeat until the pro-rata funding is exhausted. The amounts required to advance each placement will be based on the actual loads taught within the placement category the previous academic year.

3.1.C. Salary is also subject to the following conditions:

(1) New contract employees shall receive a maximum of seven years credit for prior full-time experience and pro-rata credit for District part-time teaching experience for the purpose of salary-step placement. New non- contract employees shall receive a maximum of three years credit for prior full-time teaching experience for the purpose of salary-step placement.

(2) The maximum monthly rate for long-term substitutes is 1/10 of Class I, Step 8, with credit for prior full-time experience and pro-rata credit for District part-time teaching experience, subject to such exceptions as the Governing Board may determine in individual cases.

(3) At the option of the contract employee, the annual salary may be paid in ten or twelve equal monthly payments.

3.2 Classification on Instructor Salary Schedule

Placement in the salary classification set forth in Section 1, above, shall be determined by the District according to the following criteria, after receipt of appropriate verification of training and experience. All professional training shall be evaluated in terms of semester units (e.g., one-quarter unit equals 2/3 semester unit).

Movement from one class to another on the basis of vocational credentials and experience requires that the employee be teaching in a vocational subject matter area.

3.2.A. Qualifications for Class I are:

(1) Possession of a Bachelor's degree from an accredited college or university; or

(2) Possession of an appropriate credential or Minimum Qualifications in a vocational subject matter, based on occupational experience.

(3) One additional step in Class I shall be granted for 15 semester units appropriate to a Master's degree; or, in the case of instructors teaching under vocational credentials or Minimum Qualifications, to a Bachelor's degree and in excess of those units required for the vocational credential or Minimum Qualifications.

(4) A second additional step in Class I shall be granted for 30 semester units appropriate to a Master's degree; or, in the case of instructors teaching under vocational credentials or Minimum Qualifications, to a Bachelor's degree and in excess of those units required for the vocational credential or Minimum Qualifications.

(5) One such added step shall be deducted when transferring to Class II; two such added steps shall be deducted when transferring to Class III or a subsequent salary class.

3.2.B. Qualifications for Class II are:

(1) Possession of a Bachelor's degree from an accredited college or university, plus 45 semester units of appropriate study completed after the receipt of the Bachelor's degree and possession of a Master's degree from an accredited college or university; or

(2) Possession of an appropriate vocational credential or Minimum Qualifications, possession of a Bachelor's degree from an accredited college or university, 15 additional appropriate semester units as approved by management beyond the Bachelor's degree, four years of full-time paid occupational experience directly related to the major instructional assignment in excess of those years of full-time occupational experience required to qualify for the vocational credential or Minimum Qualifications; or

(3) Possession of an appropriate vocational credential or Minimum Qualifications, based on occupational experience, 15 semester units in addition to those required for such credential or Minimum Qualifications and appropriate to instruction in such vocational area, four years of full-time paid occupational experience directly related to the major instructional assignment in excess of those years of full-time occupational experience required to qualify for the vocational credential or Minimum Qualifications.

(4) Upon the attainment of tenure and the completion of one additional year at Step 15 in Class I, an instructor may move horizontally to Class II, to the same ratio relationship occupied in Class I, and then be granted the additional year of experience. Article 3.2.A(5) above will be applied where appropriate.

3.2.C. Qualifications for Class III are:

(1) Possession of a Bachelor's degree from an accredited college or university, plus 60 semester units of appropriate study completed after the receipt of the Bachelor's degree and possession of a Master's degree from an accredited college or university; or

(2) Possession of an appropriate vocational credential or Minimum Qualifications, possession of a Bachelor's degree from an accredited college or university, 30 additional appropriate semester units as approved by management beyond the Bachelor's degree, four years of full-time paid occupational experience directly related to the major instructional assignment in excess of those years of full-time occupational experience required to qualify for the vocational credential or Minimum Qualifications; or

(3) Possession of an appropriate vocational credential or Minimum Qualifications, issued on the basis of occupational experience, 30 semester units in addition to those required for such credential or Minimum Qualifications and appropriate to instruction in such vocational area, four years of full-time paid occupational experience directly related to the major instructional assignment in excess of those years of full-time occupational experience required to qualify for the vocational credential or Minimum Qualifications.

3.2.D. Qualifications for Class IV are:

(1) Possession of a Bachelor's degree from an accredited college or university, plus 75 semester units of appropriate study completed after the receipt of the Bachelor's degree and possession of a Master's degree from an accredited college or university; or

(2) Possession of an appropriate vocational credential or Minimum Qualifications, possession of a Bachelor's degree from an accredited college or university, 45 additional appropriate semester units as approved by management beyond the Bachelor's degree, four years of full-time paid occupational experience directly related to the major instructional assignment in excess of those years of full-time occupational experience required to qualify for the vocational credential or Minimum Qualifications; or

(3) Possession of an appropriate vocational credential or Minimum Qualifications, issued on the basis of occupational experience, 45 semester units in addition to those required for such credential or Minimum Qualifications and appropriate to instruction in such vocational area, four years of full-time paid occupational experience directly related to the major instructional assignment in excess of those years of full-time occupational experience required to qualify for the vocational credential or Minimum Qualifications.

3.2.E. Qualifications for Class V are:

(1) Possession of an earned Doctorate degree granted by an institution accredited for graduate or professional study.

3.3 Administration of the Salary Schedule

3.3.A. Initial placement on the salary schedule shall be subject to the following conditions:

(1) Professional preparation as defined in Articles 3.3A (2), 3.3A (3), 3.3A (4).

(2) Prior full-time professional teaching experience on a year-for-year basis and pro-rata credit for District part-time teaching experience, not to exceed seven years of such credit, for persons initially placed on the salary schedule.

(3) Credit for closely related non-teaching experience at the rate of one year of credit (not to exceed seven years total) for each two years of experience outside the teaching field, where such activity occurs beyond years of required experience that are used by a state agency in awarding a credential or Minimum Qualifications. All such experience shall be subject to evaluation and approval by the District.

(4) The Governing Board reserves the right to make those exceptions in salary placement it may deem essential to student, patron, or District welfare when in the Governing Board's judgment such action is required.

3.3.B. Advancement on the salary schedule will be subject to all of the following conditions:

(1) Evaluation of course credit shall be made by the District upon the recommendation of the College President or his/her designee.

(2) Notice of intent to complete academic units necessary to qualify for higher salary classification must be filed in the District’s Human Resources Office not later than June 1 of the year preceding the academic year in which salary advancement will be sought. Confirmation of units completed must be provided to the District Human Resources Office prior to the beginning date of assignment in the academic year in which advancement is sought. Verification (by official transcript) of completed units must be provided to the District Human Resources Office not later than November 1 of the year in which advancement is made.

(3) Unit credit shall not be counted toward advancement on the salary schedule unless all of the following conditions are met:

a. Unit credit shall be completed in an institution accredited by a Regional Accrediting Commission which is recognized by the Federation of Regional Accrediting Commissions of Higher Education.

b. The units completed are related to the faculty member's assignment; or are obtained pursuant to a plan of study that has received prior approval by the Chancellor or his/her designee; or are unrelated to the faculty member's assignment, but have received prior approval by the Chancellor or his/her designee.

c. The unit credit completed is upper division or graduate level except as follows: 1) lower division units completed by a vocational instructor who does not possess a bachelor's degree when such units are directly related to the major area of assignment; 2) a maximum of ten lower division units completed in foreign language; 3) a maximum of six lower division units completed to provide computer literacy; 4) a maximum of six lower division units completed to provide sensitivity to, and understanding of the diverse academic, social, economic, cultural, disability, and ethnic backgrounds of community college students. Introductory, general survey courses, such as Introduction to Sociology, Economics, Anthropology, or Psychology, etc., are excluded from this category.

d. Normally, not more than nine units total completed in correspondence or home study institutes, as administered by an accredited institution, may be counted for placement or advancement on the salary schedule. Exceptions to the nine-unit total must be approved in advance by the Chancellor or his/her designee.

e. To be counted for advancement beyond Column I, all units must be completed subsequent to the receipt of a Bachelor's degree from a regionally accredited institution.

(4) A faculty member holding more than 60% of a full-time contract, and employed for more than 50% of the contract days specified in this Agreement (or who is on a paid leave or is otherwise eligible for salary advancement pursuant to Article 8 of the Agreement) shall receive yearly salary advancement of one step, subject to the provisions of this Agreement.

3.3.C. The evaluation of professional training or credits and/or degrees from foreign institutions not on the accredited list of the California State Department of Education may be submitted by the District for evaluation and comparability to such accredited institutions by any of the admissions offices of the University of California.

3.4 Rates for Non-Contract Assignments

3.4.A. For the period July 1, 2007 through June 30, 2008, all daily substitute faculty and all other faculty paid on hourly basis, including Summer Intersession faculty, shall be paid at the rates specified below, provided that:

(1) The service performed by a contract faculty member who is performing such service is in addition to any requirements prescribed as a part of such faculty member's regular contract employment.

(2) Non-contract faculty who are not otherwise employed by the District will be compensated at one-half the hourly rate of pay, up to three hours per semester, for attendance at division meetings.

3.4.B. Effective July 1, 2007, compensation for non-contract services, including summer intersession, shall be based upon the following hourly schedule, and adjusted in accordance with Article 3.1 A (2).

*Or minimum qualifications less than a Master's degree.

3.4.C.

(1) Movement from the "Credential" column to the "Master's Degree" column of the non-contract salary schedule requires possession of a Master's degree; or, for vocationally credentialed instructors only, at least four semesters of service at the 17+ step of the "Credential" column.

(2) Payment for services for regularly-scheduled semester-long assignments shall be made in five equal monthly installments during a semester.

(3) Deductions for faculty services not rendered, and otherwise not compensable under the terms of this Agreement for regularly-scheduled semester-long assignments shall be made at the appropriate rate specified in Article 3.4B for each hour for which services are not rendered.

(4) When a faculty member completes only a portion of a regularly-scheduled semester-long assignment, compensation shall be made for that portion at the appropriate rate specified in Section 3.4B for hours of service actually rendered.

(5) With the implementation of the new non-contract faculty salary schedule, effective July 1, 2008, based on load, no current faculty member shall have his/her salary reduced from the comparable rate (s)he is currently being paid for an equivalent load/assignment. A faculty member currently earning at a rate higher than in the new schedule will not receive increase until his/her rate in the new salary schedule is greater than his/her current rate.

3.4.D. Years of service for the purpose of establishing rates of pay under the non-contract salary schedule shall be calculated by the District on the basis of faculty members' academic service in the District, and shall be subject to the following additional conditions:

(1) One year of service shall consist of two semesters of service.

(2) One semester of service shall require the teaching of at least one full semester course or its equivalent.

(3) One full season of coaching shall be considered equal to one semester.

(4) One full Summer Intersession of service shall equal one semester.

(5) For non-classroom faculty 100 hours or more of academic non-teaching service shall equal one semester.

(6) The maximum credit for salary advancement under this section shall be two semesters in any one academic or calendar year.

3.5 Stipend Agreement

3.5.A. The following faculty who regularly perform the following designated assignments which necessarily extend beyond the normal college day shall be compensated for such according to the following stipend formula based upon the current hourly rate:

(1) Coaching (per season)

(2) Directing and Producing

3.5.B. The amounts set forth as compensation for extra assignments under Article 3.5 of the Agreement shall be interpreted as lump-sum dollar stipends for the performance of various types of extra responsibilities, and shall be payable in pro-rata shares during a semester or season, whichever is applicable, to members of the Unit performing such assignments, irrespective of the actual number of hours expended in the performance of such duties. For the purpose of calculating the stipends payable under this section, the rates specified in Article 3.4 shall be utilized.

3.5.C. College management retains the right to determine the number and scope of sports, teams, groups, productions; or issues eligible for stipends under Article 3.5 that exceed the requirement for a course or activity as defined in the college catalog.

3.5.D. Head coaches of combined men's and women's teams shall receive an additional 20 hours per semester. If there is only one coach who has no assistant coach and she/he assumes responsibility for both a men's and women's team, the single coach will receive an additional 20 hours per semester.

3.6

3.6.A. Extra Contract Assignments

Extra days for extended contracts shall be comparable to those in academic year 1997-1998, unless the affected faculty member agrees to a different schedule of such extra days, or their Department Chair compensation in accordance with Article 13 modifies their extra day assignment.

Designated positions shall receive contracts in excess of ten months for assignments indicated:

Extra days of assignments for extended contract for coaching positions shall be determined by the dean in consultation with the Federation prior to the start of the academic year.

Extra days shall be calculated by the number of non-contractual days, excluding weekends, that fall during the sport’s entire season, from when practice begins through the end of playoffs. (The Commission on Athletics Constitution shall be used to determine the dates of the start of practice and the end of playoffs for all sports.)

The amount of the extra contract shall be determined by dividing the number of non-contractual days (as outlined above) by 175. Example: Softball season practice begins Jan. 9 and playoffs end May 13. During this season there are eight non-contractual days (three holidays and five break days). Eight divided by 175 is .0457. The extended contract for the Head Coach for softball would be .0457 of a year.

Faculty who are in a coaching position on July 1, 2001 will not have their extra days of assignment reduced because of the implementation of this agreement.

3.6.B. District and Federation jointly agree to appoint a committee of three representatives each to review stipends and extra contract assignments and make recommendations to both parties.

3.7 Monthly Rates on Instructor Salary Schedule

The basic monthly rate for a contract faculty member shall be one tenth of the yearly salary for the class and step in which such faculty member has been placed pursuant to the criteria and salary schedule set forth in this Article.

3.8 Contract Faculty Service Increments

Service increments based on years of service to the Ventura County Community College District, including continuous service to the Ventura Union High School District prior to July 1, 1962, shall be added to the base salaries as follows:

3.8.A. After 15 years: 3 1/2 % of Class I, Step 1; or

3.8.B. After 20 years: 5 1/2 % of Class I, Step 1; or

3.8.C. After 25 years: 7 1/2 % of Class I, Step 1; or

3.8.D. After 30 years: 9 1/2 % of Class I, Step 1.

3.9 Non-contract Faculty Service Increments

A $500 annual service increment based on years of service to the District shall be added to the basic salary of a non-contract faculty member after 30 semesters of service for those academic years in which such faculty member is employed by the District. This provision applies only to non-contract faculty.

3.10 State Certification Salary Credit

A $250 per semester salary credit will be added to Classes I through IV for contract faculty members who are admitted to practice before the California Bar, are Certified Public Accountants, or who hold State of California registration for Engineer, Architect, or Landscape Architect, if and only if such faculty member is teaching a course that is specifically and directly related to the holding of such State certification.

3.11 Temporary Faculty

Temporary faculty (substitutes) shall be paid on a monthly basis, from the first day of assignment, limited to a maximum salary equal to Step 8 in Class I when such assignment occurs under one of the following conditions:

3.11.A. To replace a contract or regular faculty member who is on leave of absence for one semester or longer, when such replacement requires the temporary faculty member to work more than 60% of a full-time assignment; or

3.11.B. When such temporary faculty member replaces the same contract or regular faculty member for a period of more than 20 consecutive working days at more than 60% of a full-time assignment; or

3.11.C. To meet a temporary increase in enrollment which, in the judgment of the District will not warrant creation of a permanent position, but which requires that the temporary faculty member work more than 60% percent of a full-time assignment.

3.12 Compensation of faculty members for independent research and development activities in excess of those normally considered part of a faculty member's workload, shall continue to be provided in those instances where District and Research and Development Committee evaluations of a research and development proposal indicate that such compensation for any research and development project, whether proposed by a faculty member or requested by the District, shall be established by the District on the basis of available budget funds, the probable value of the completed research and development to the District educational programs, and the anticipated amount of work needed to complete such research and development.

3.13 The District will provide faculty access to voluntary deductions for approved vendor accounts.