MSCF Bargaining 2013-15 Contract Conversation

1. MSCF Bargaining 2013-15Contract Conversation

2. Process • Notice letter – late June • “Handshake” meeting – August 9 • Next meeting – October ?? • Contract conversation • Introduce at Fall Board meeting • Campus meetings • Follow-up at Ruttger’s • Focus on monetary items – usually come last in process

3. Landscape • AFSCME/MAPE done • Step each year for those eligible - approximately 50% • MSCF – approximately 75% eligible for step • “A step” is not apples to apples – different structure, different number eligible • 3% per year schedule improvement – ATB • No substantive language changes

4. Insurance • Done via coalition bargaining – finalized by AFSCME/MAPE • No plan design changes • 4.4% premium increase in 2014 • 5% single premium (2015) – impact on family premium • Two singles can choose family • Dental maximum from $1000 to $1500

5. Approach • Focus on monetary items • Move the process along • 30/32 history • Considerable language effort last time • Look for language items of common interest • Internship calculations • Hiring practices single number – 65% • Professional development • Mentoring • Consider different salary schedule options

6. Money - History • Hubinger (H) and Meriam (M) are only apples to apples comparison available • Reported to legislature in this form • H is total dollars (base + one-time dollars) • M is base dollars only • MSCF has historically had more one-time dollars in settlements than other units • Source: Legislative Subcommittee on Employee Relations (LSER)

7. Money - History

8. Money - Context • We are below the national average salary for public, two-year colleges • Source: NEA Almanac of Higher Education • Data from Integrated Postsecondary Education Data System (IPEDS) • Based on 1005 of the 1044 public two-year institutions (2011-12)

9. Money - Context

10. Money - Context • Our top base salary is below most metro school district top salaries and has grown at a slower rate • Source: Education Minnesota

11. Money - Context

12. Money - Context • The Chancellor’s salary has grown at a rate much greater than faculty

13. Money – Salary Schedule • Schedule is half broken by design • The most populated base salary is off the schedule • Group caught between steps • Now is the time to decide the future of the salary schedule • The “step-a-year” notion hasn’t held for over a decade (handout) • We have historically resisted lengthening the salary schedule

14. Money – Salary Schedule • Our salary schedule has a unique structure • Constant dollar increments - $1750 • All others have constant percentage increments – AFSCME = 2.7%, MAPE = 3.5% • Constant dollar increments effectively eliminate percentage increases • Fact: Constant dollar schedules relatively advantage those early on the schedule. Constant percentage schedules relatively advantage those late on the schedule.

15. Money – Another Option? • Eliminate salary schedule • Everyone keeps their current base salary • Future increases could be constant dollar, percentage, or combination. • Establish hiring range and terms • Define mechanisms for advancement (credits) • Advantages: bargaining flexibility, fairness • Disadvantage: loss of visual, other?

16. Conclusions • Our salaries lag many comparative measures • We have taken a disproportionate amount of one-time money • There has been limited and sporadic step movement in the past decade • The top of the salary schedule has increased at a slower rate than any other measure • No matter where you are on the salary schedule, you haven’t been well-served by it

17. Salary Schedule ??? • Is there any value to being at the top of the salary schedule? • Does it matter how long the salary schedule is? • Should we abandon the salary schedule or rebuild it? • What would your chosen option look like? • Going forward (not looking back), what is “fair?”

18. Other ??? • How much one-time money will you accept? • How far are you willing to go? • What other input would you like to provide to the bargaining team?

19. 30/32 History • Establishment of UTCE workload • Movement from school districts • Survey • Cost of buying down credits was lost • Objection – don’t limit my time with students • Objection – don’t make me more expensive • Curricular manipulation – the five hour example • Cost of buying down credits today

20. What’s Next? • Campus Conversations – between now and mid-October • Let us know the day, time, and place • Bargaining team member(s) will attend to listen and/or facilitate • Summary session at Ruttger’s – October 16-18 • Prepare for the next round