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Local 1600 Union Success Pay Overview

Local 1600 Union Success Pay Overview. Discussion Document: August 10, 2017. Agenda. 1600 Contract Language. 1600 Faculty CBA Article VI.C

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Local 1600 Union Success Pay Overview

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  1. Local 1600 Union Success Pay Overview Discussion Document: August 10, 2017 For discussion purposes

  2. Agenda For discussion purposes

  3. 1600 Contract Language 1600 Faculty CBA Article VI.C The Board and the Union agree to form a Joint Committee to address all issues related to the implementation of the Student Success Pay component, including, but not limited to, prevention of grade inflation and determination of additional ways to measure individual merit. The Illinois Community College Board and legislation enacted by the Illinois legislature, as described in Public Act 097-0320, will tie a portion of City Colleges’ funding to its performance on state metrics, including degree completion, transfer rate, performance of “remedial” students, and momentum. As a result of this state-level effort, CCC and the union have agreed to form a corresponding bonus structure for its faculty. For each of fiscal years 2015, 2016, 2017, and 2018, all 1600 faculty members will be eligible as a group for bonus pay based on measures of aggregate student achievement for CCC. The total possible size of the pool is set for each year at 1% of total salaries paid to 1600 faculty members in the previous fiscal year. The total possible bonus pool will be allocated evenly across all the metrics. The percentage paid out for each area will be the percentage difference between the target for that fiscal year and the baseline. For each year, the baseline will be the higher of: (a) the previous year’s performance or (b) the number which appears for the previous fiscal year in the table above. (table found on slide 4) The total payout for that area will thus be the even split of the total pool multiplied by the percentage progress. If a previous year’s performance exceeds the following year’s target, the payout will be 100% for both years, as long as performance remains above the target. For the FY14 baseline, CCC will make a one-time adjustment to the baseline if FY14 performance is lower than indicated in the table above. The revision will reduce all numbers for that metric from FY14 to FY18 by a corresponding percentage. Each faculty member will receive a full share of each metric’s bonus pool if they were employed for the entirety of the previous fiscal year or a half share if they were employed for half the fiscal year. Source: 1600 Contract Language can be found online (page 15 of the PDF file, labeled as pg. “12”) at: http://ccc.edu/departments/Documents/Human%20Resources%20Documents/Union%20Contracts/Local%201600%20Faculty-2013-2018FINAL.pdf For discussion purposes

  4. 1600 Contract Language 1600 Professional CBA Article VIII.D The Board and the Union agree to form a Joint Committee to address all issues related to the Student Success Pay component, including but not limited to, the determination of additional ways to measure individual merit. The Student Success Pay component of this agreement applies for Local 1600 professional employees whose positions directly advance the academic and career goals of students through instructional and academic support services. The Illinois Community College Board and legislation enacted by the Illinois legislature, as described in Public Act 097-0320, will tie a portion of City Colleges’ funding to its performance on state metrics, including degree completion, transfer rate, performance of “remedial” students, and momentum. As a result of this state-level effort, CCC and the union have agreed to form a corresponding bonus structure for its faculty. For each of fiscal years 2015, 2016, 2017, and 2018, all Local 1600 professional employees whose positions directly advance the academic and career goals of students through instructional and academic support services will be eligible as a group for bonus pay based on measures of aggregate student achievement for CCC. The total possible size of the pool is set for each year at 1% of total salaries paid to 1600 faculty members in the previous fiscal year. (table found on slide 4) The total possible bonus pool will be allocated evenly across all the metrics. The percentage paid out for each area will be the percentage difference between the target for that fiscal year and the baseline. For each year, the baseline will be the higher of: (a) the previous year’s performance or (b) the number which appears for the previous fiscal year in the table above. The total payout for that area will thus be the even split of the total pool multiplied by the percentage progress. If a previous year’s performance exceeds the following year’s target, the payout will be 100% for both years, as long as performance remains above the target. For the FY14 baseline, CCC will make a one-time adjustment to the baseline if FY14 performance is lower than indicated in the table above. The revision will reduce all numbers for that metric from FY14 to FY18 by a corresponding percentage. Each eligible Local 1600 professional employee will receive a full share of each metric’s bonus pool if they were employed for the entirety of the previous fiscal year or a half share if they were employed for half the fiscal year. Source: Source: 1600 Contract Language can be found online (page 21 of the PDF file, labeled as pg. “16”) at: http://www.ccc.edu/departments/Documents/Human%20Resources%20Documents/Union%20Contracts/Local%201600%20Professionals-2013-2018FINAL.pdf For discussion purposes

  5. FY 2015 Results: 6 out of 7 metrics met Missed Target Met Target RED = Align to 5-year Plan ** FY15 employment metric missed even using margin of error calculation on Graduate Follow-up Survey results (+/- 2.62%) • Targets Source: 1600 Contract Metrics can be found online (page 16 of the PDF file, labeled as pg. “13”) at: • http://ccc.edu/departments/Documents/Human%20Resources%20Documents/Union%20Contracts/Local%201600%20Faculty-2013-2018FINAL.pdf For discussion purposes

  6. Total possible size of pool is 1% of total salaries paid: Faculty (301, 303 & 321) Millions Millions Earn Codes For discussion purposes

  7. Total possible size of pool is 1% of total salaries paid: Professionals (441 & 447) Millions Millions Earn Codes For discussion purposes

  8. Definition of 1600 Success Pay Recipients The Student Success Pay component of this agreement applies for Local 1600 professional employees whose positions directly advance the academic and career goals of students through instructional and academic support services. * 441 & 447 Job titles were selected based on a line by line review conducted by District HR and Academic Affairs to determine which positions directly advance the academic and career goals of students. See Appendix A for detail and comments. Note: Training specialist are not included in success pay, per Article VIII.N.17. For discussion purposes

  9. Share Payout Detail Total Payout = $587,018.85 ($384,232.91+ $202,785.94) * Contract Language States: Each faculty/professional member will receive a full share of each metric’s bonus pool if they were employed for the entirety of the previous fiscal year or a half share if they were employed for half the fiscal year. For discussion purposes

  10. FY2014 vs FY2015 Comparison ERRORS FOUND IN FY2014 PAYMENT 1. Error in FY2014 Shares Determination FY2014 shares calculation used the employees’ active status in Local 1600 at payout. The correct method is to use the FY employees’ eligible earnings data to determine the share amounts and apply the calculated share amounts to the employees' status as active or leave at time of payout. Total overpayment was $168,255.94 2. Allocation Faculty Error - (110 members) Due to allocation error 110 faculty members received an additional half share (381.44). The error was using the check issue date rather than the pay period begin date which resulted in an overpayment. $381.44 x 110 = $41,958.40 additional was paid. Total payout for success pay in FY2016 was $624,245. For discussion purposes

  11. APPENDIX A – Earnings (Earn Codes) Included/Excluded in Success Pay For discussion purposes

  12. Earnings Included in Success Pay – 301 Job Family For discussion purposes

  13. Earnings Included in Success Pay – 303 Job Family For discussion purposes

  14. Earnings Included from Success Pay – 321 Job Family For discussion purposes

  15. Earn Codes Excluded from Success Pay – 301/303/321 For discussion purposes

  16. Earnings Included in Success Pay – 441 Job Family For discussion purposes

  17. Earnings Included from Success Pay – 447 Job Family For discussion purposes

  18. Earn Codes Excluded from Success Pay – 441/447 For discussion purposes

  19. APPENDIX B – 441/447 Job Families Job codes Included/Excluded in Success Pay For discussion purposes

  20. 1600 Professionals Job Codes INCLUDED in Success Pay • Source: CCC FY15 Success Pay Requirements For discussion purposes

  21. 1600 Professionals Job Codes INCLUDED in Success Pay (Continued) • Source: CCC FY15 Success Pay Requirements For discussion purposes

  22. 1600 Professionals Job Codes Excluded in Success Pay • Source: CCC FY15 Success Pay Requirements For discussion purposes

  23. 1600 Professionals Job Codes Excluded in Success Pay (Continued) • Source: CCC FY15 Success Pay Requirements For discussion purposes

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