The NFA-CSN and CSN Administration teams met for a bargaining session Friday, April 7th on West Charleston campus. At the session, the NFA team brought proposals on Program Directors and Professional Enrichment Programs, as well as counters on Salary, Market Hires, and Financial Exigency. CSN Administration countered on Safety.
NFA-CSN counter on Salary:
The NFA-CSN team held closely to the original NFA-CSN proposal, adopting an element of CSN Administration's language regarding legislative COLA and Merit, and making various changes to clarify the proposal based on the discussions with the Administration. The reason NFA-CSN made little movement, was because the team did not see CSN Administration's proposal as offering much movement from the baseline of what was required to happen anyway based on NSHE code. In particular, CSN Administration was not willing to commit any resources in their Salary proposal.
Members of the NFA-CSN team expressed themselves on the Salary issue. Theo Byrns spoke on the importance of valuing faculty and the alienation that comes with feeling not properly valued. Glynda White brought up NFA-CSN's research on college finances and faculty salaries, the latter showing that over three quarters of CSN faculty salaries fall below the median of their grade range on NSHE's scale. Erik Proctor gave a perspective from the Counselors on seemingly constantly increasing job duties not being matched by salary increases. Aminul Km recounted his story of medical expenses, and stressed the importance of salary to recruitment and retention.
Salary continues to be an important concern to the NFA-CSN team. CSN faculty salaries compare unfavorably to TMCC salaries, both in terms of the median, and as CSN Administration team member Dean John Adlish pointed out, the top end. Still worse is the comparison to the Community College Academic Salary Schedule scale set out in Chapter 3 of NSHE's Procedures and Guidelines Manual. The history of furloughs, base reduction, non-funded Merit, and COLAs below inflation has put us in an unfortunate position, and we need base salary increases to begin to climb back.
NFA-CSN counter on Market Hires:
NFA's second Market Hire proposal contained only minor changes from Administration's Market Hire counter. These were to formalize issues that the parties appeared to be in agreement on in prior table discussion-- namely, that a Market Hire successfully receiving tenure appointment would in no case have his/her salary reduced, and that Market Hires should be eligible for salary increases that other faculty get, such as Merit. The NFA-CSN team again applauded Administration's positive approach to the subject.
NFA-CSN counter on Financial Exigency:
As Administration had made a change to their proposal incorporating a part of NFA-CSN's proposal (that the financial exigency committee shall provide its proposed plan to NFA and the Faculty Senate), the NFA-CSN team took some of Administration's language (regarding committee size and composition) and incorporated it into NFA's 3rd proposal on Financial Exigency.
NFA-CSN proposal on Program Directors:
The NFA-CSN proposal lays out the role, responsibilities, and authority of Program Directors. It establishes evaluation procedure, and procedures by which Program Directors may be removed or vacant positions filled. It also establishes that a minimum level of compensation for a Program Director shall be 3 IUs per semester (including Summer if the Program Director is on an “A” contract), plus a stipend.
The NFA proposal was presented by John Aliano, himself a Program Director. He gave examples of how hard Program Directors work, and their value to the college. Program Director Jonathan Boarini also made a supportive comment along the same lines.
We believe that CSN has every interest in making sure these faculty, who contribute substantial work and leadership, have a standard and transparent position description and set of governing rules, and receive appropriate compensation for their work.
NFA-CSN proposal on Professional Enrichment Programs:
The NFA-CSN proposal contained several elements. Some of the points contained--
1) Regarding salary advancement through completion of advanced degrees and/or occupationally related course work: to clarify the process, and to make sure that records of work toward advancement are maintained by HR and available to the faculty member seeking advancement.
2) Regarding professional development: that Administration shall maintain sufficient funds to reimburse approved travel, and shall financially support faculty professional development activity.
3) Regarding sabbatical leave: provisions for written explanation should sabbatical leave be denied to a faculty member or if the VPAA's sabbatical approval recommendations deviate from those of the Faculty Senate Sabbatical Leave Committee.
CSN Administration counter on Safety:
CSN Administration took the proposed changes from NFA's 3rd Safety proposal and modified them. The NFA-CSN team finds the modifications reasonable, and the negotiation overall on this topic reasonable as well. That is not to say that NFA-CSN has achieved everything it wanted on this subject, but that at least Administration has listened to faculty concerns and offered constructive proposals regarding some of them.