Last year the District and Guild mutually reopened negotiations to explore our next
steps toward adjunct pay parity. Adjunct pay parity at GCC has long been defined in
the collective bargaining agreement (CBA) between the District and Guild as 87.5%
of that of a full-time faculty member with the same education, experience, and work
area. The Parties successfully reached agreement on concrete actions that will support GCC in its efforts to move towards the established
parity goal.
Your Role in Achieving Pay Parity
Your participation is crucial in supporting continued good faith negotiations aimed
at achieving adjunct pay parity. This primarily involves submitting relevant documentation
for potential salary advancement should the negotiated placement rules change. Please
read carefully and note the firm submission deadline: April 15, 2025.
Purpose of the 2024-2025 Part-Time Faculty Salary Re-Rating Project
The project involves costing the estimated total ongoing funding that would need to
be budgeted by the District annually to support paying part-time faculty using the
same rules as their full-time counterparts if a higher level of parity was in effect
today. The District and Guild agree this costing is critical to have meaningful data
to inform how we can best make steady progress towards our established goal of having
pay rates for part-time faculty members reach at least the 87.5% parity in the future.
How Salary Placement Will Be Assessed
The salary schedule for full-time faculty members has 5 classes, informally referred
to as “columns”, and ascending "steps" accounting for an employee’s overall education
and job-related experience, which are numbered 4 through 31, with more expansive criteria
to get credit for advancement.
To understand what it would cost to rate or place current pay part-time faculty using
this same framework on the current part-time salary schedule, the District and Guild
want to understand how many of our part-time faculty would experience a change in
rate of pay if their education and experience were re-evaluated in the same manner
as full-time faculty for placement on the part-time faculty salary schedule.
Action Required From You
This email is being sent to encourage you to start to gather documentation of your
education and relevant professional work experience if you are not already at the
highest step and column for part-time faculty at GCC (i.e. if you’re not already
“maxed out”) so we can simulate what your range would be if salary placement rules
are changed. We are looking for you to collect and provide updated evidence of additional
education (new diplomas for degrees, transcripts, etc.) since your hire, if applicable,
and verification documentation from all employers beyond GCC where you have relevant
professional (usually teaching) experience (usually a letter from a Human Resources
department at that institution).
If we don’t have strong participation from our part-time faculty in this effort, we
cannot comfortably move forward in negotiations with a shared understanding of the
cost of a related salary increase proposal, so please(!) plan to submit this information. A form/portal will be established and instructions for submission will be go live
by Tuesday, March 25, 2025—hang on to your evidence until you can submit it electronically
using the designated process.
Expected Outcomes
Initially there will be no additional pay resulting from this "re-rating" process,
but we are working towards this for future. Faculty who could potentially move their
step and/or column in a newly negotiated structure need to submit their documentation
so we can discuss the budget associated with implementing additional parity actions.
We will have an update for you on how long this review will take once we understand
its total volume based on the actual submissions.
Look out for more information from your HR team soon, but in the meantime, please
start collecting your information for the April 15 deadline so we can continue our shared progress on this important front.
Thank you!
