FA Negotiations Presentation 42519 Salary Comparison Redwoods Far

FA Negotiations Presentation 4/25/19

Salary Comparison Redwoods: Far northern CCC closest in size (slightly more than 50% less FTES) , similar cost of living Butte: Closest geographically (slightly more than 50% greater FTES) , similar cost of living Yuba: Closest in FTES of all CCCs, similar rural Northern CA location, similar cost of living Highest non-Doctorate Class $122 000 $117 000 $102 000 $113 619 Redwoods Step 21 Butte Step 24 Yuba Step 25 Yuba Step 29 9. 5% 11. 24% 10. 76 % 13. 07% $112 344 $112 000 $115 988 $114 112 $102 583 $97 000 $92 000 % higher: Shasta Step 28

Lifetime Earnings (29 years): Class 5 $ 3 800 000 $ 3 600 000 $ 3 400 000 $ 3 193 096 $ 3 162 303 $ 3 200 000 $ 3 027 866 $ 3 000 $ 2 600 000 $ 2 828 784 $ 2 815 661 $ 2 800 000 $ 2 898 894 $ 2 694 148 $ 2 513 950 $ 2 400 000 $ 2 200 000 Enter Lowest Step Shasta Butte Enter Highest Step Yuba Redwoods

Health Benefits Comparison College of the Redwoods pays the full cost of medical premiums for one of their plans Annual Health Care Contributions include all health benefits (medical, dental and vision)

2011 -12 to 2017 -18 Increases 21, 00% 19, 50% 19, 00% 17, 00% 15, 00% 13, 00% 11, 00% 9, 00% 7, 00% 9, 03% 5, 00% Faculty Salaries District's TCR = Total Computational Revenue (i. e. state funding)

The Erosion of Faculty Salaries • Ten years ago, faculty contributed nothing toward medical premiums. Now, on average, faculty pay $3, 436/yr for medical premiums. This represents approximately 4% of an average faculty salary. • Inflation (as indicated by COLA) has outpaced the growth of faculty salaries by 5% since 2009 • Since 2014, the faculty contribution to STRS has increased 2% Total increased costs in past 10 years: 11% of average salary

Summary of District’s Proposal No increase in salaries for the current year, despite state-funded COLA of 2. 71% A two-year increase in salaries below anticipated COLA for the same period of time (4. 75% vs. 5. 91%) No change in the district’s contribution for health benefits Maximum placement at 3 rd step (Step 4) of salary schedule A restructured salary schedule with rules for placement that would result in less pay than what faculty currently earn over the course of an average career at Shasta College A reduction in flexibility related to workload issues, and A rejection of a STRP request that complies with a Cal. STRS memo

Things to Keep in Mind • Average # of years of service at retirement (past 10 years) = 27 • Average of faculty hired in past decade = 43 • Average at retirement in past decade = 64 What This Means On average, faculty hired recently are older than faculty hired 30 years ago. Why This Matters Recently hired faculty are less likely to reach the end of the salary schedule if starting at Step 4.

Highest Non-Doctorate Class Salary Comparison $ 120 000, 00 $ 110 000, 00 10 th year $105, 363 $ 100 000, 00 Initial $90, 31 $ 90 000, 00 $ 80 000, 00 $96, 421 $99, 568 20 th year $85, 39 $76, 95 $ 70 000, 00 $ 60 000, 00 $ 50 000, 00 1 SALARY STEPS 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 District Proposal Current w/ COLA Butte 89/154 faculty fall within this class

District’s Proposal Lifetime earnings calculated for 29 years of work

Final Thought A budget needs to be understood, and enacted, as a statement of values. - Herb Childress, author of The Adjunct Underclass Instide Higher Ed, April 17, 2019