Office of Human Resources, Development, and Engagement
HRDE Fiscal UpdateFY13
HRDE Fiscal Update 1
HRDE Fiscal Update FY13
Compensation for FY 2013
Thank you for your dedication and commitment to our students and our community. These past three fiscal years have entailed many sacrifices, with no compensation increases for administrators in Fiscal Year 2010, no compensation increases for faculty, staff, and administrators, coupled with furlough days, in Fiscal Year 2011, and no increases to base salaries in Fiscal Year 2012. As a reminder, there are no compensation adjustments included in the Fiscal Year 2013 budget. In anticipation of this situation, employees received one time, lump sum bonuses in Fiscal Year 2012.
Overload Rates for Full-time Faculty
Academic Year Overload Pay Rates for
Full-time Faculty
In accordance with the agreement between the College and AAUP, the academic year overload pay rates for full-time faculty will remain the same. Effective the first day of the fiscal 2013 academic year, the fiscal 2012 and fiscal 2013 Overload Pay Rates for Full-time Faculty are:
Consecutive years of ServiceSalary per ESH*
Less than 6 years $1,096
6 years or more $1,212
*Equivalent Semester Hour
ESH Rates for Part-time Faculty
On the first day of the 2012-2013 Academic year, the ESHrate for Part-time Bargaining Facultywill remain as follows:
Lecturer$870.83
Adjunct I$911.81
Adjunct II$947.66
Salary Schedules for Non-Bargaining & Bargaining Unit Staff
On June 18, 2012, the College Board of Trustees resolved to retain the current grade structure and salary schedule for Administrative, Associate and Support Staff. With no salary or merit adjustments recommended in fiscal year 2013, the Salary Schedule will remain the same. The Non-Bargaining Administrative, Associate and Support Staff salary schedule is accessible via the following link:
Pursuant to the Agreement between the College and AFSCME, the salary schedule for Bargaining Unit Staff will remain the same.
The Bargaining Unit salary schedule is accessible via the following link:
Shift Differential for Bargaining and Non-Bargaining Associate and Support Staff remains at $0.98 per hour for full hours actually worked for those Associate and Support Staff employees who are regularly scheduled to work more than 25 hours in a workweek and are required to work between the hours of 10:00 p.m. and 6:30 a.m. in FY13.
Longevity Awards
Longevity Awards for Full-time Faculty
Full-time Faculty members with satisfactory performance who have been at the salary maximum for five (5) consecutive years will receive a one-time longevity amount of $1,600.00, to be added to the faculty member’s base salary.
Longevity Awards for Staff
Per 35001CP and staff collective bargaining agreement, one-time “Longevity Award” of $1,560 for Staff with satisfactory
performance, who has been at the top of their salary grade for five consecutive years, remains in effect. (Satisfactory performance is evidenced by a current performance review document with satisfactory ratings on file in HRDE).The “Longevity Award” allows for an automatic adjustment for those eligible employees tobe added to the employee’s base pay effective on the first day of the pay period in which their merit would have otherwise been effective. The increase is pro-rated for part-time employees based on the percentage of time worked relative to a full-time schedule.
Outstanding Service and Special Recognition Awards
Faculty Outstanding Service Award Program
The Faculty Outstanding Service Award (OSA) Program recognizes outstanding service by individual faculty members based on their outstanding performance in the classroom and their sustained contributions to their departments, their campuses, to our students, and to the College.Faculty receiving an OSA may receive a monetary award in a lump-sum dollar amount as management may, in its discretion, determine. At the appropriate time, the Office of the President will announce the nomination process for the academic year. Faculty members are not eligible for this award more frequently than every three years.
Outstanding Service Award Program for Associate and Support Staff
An eligible Associate and Support Staff employee who performs the
duties and responsibilities of the assigned position in a sustained, outstanding manner and whose work is continuously well above expectations or has made an exceptional contribution or provided exceptional service to the College on a onetime basis shall be eligible to be granted an Outstanding Service Award. The Outstanding Service Award is a one-time, lump sum cash award in the amount of $2,000.00. A staff employee may be considered for the award no more than once every three years.
Special Recognition Award for Associate and Support Staff
A Special Recognition Award rewards
Associate and Support Staff for their special efforts promptly and simply. Recognition is a cash award in the amount of $200.00 or $400.00 for staff. The amount is determined based on the discretion of the person recommending the award and the availability of funds. Associate and Support Staff are eligible to receive no more than one Special Recognition Award per fiscal year.
For further information on awards, please see 38001CP, Recognition Awards, of the College Policies and Procedures:
Educational Assistance Plan (EAP) Dollar Amounts
The maximum EAP benefit for full-time faculty for the fiscal 2013 academic year is $2,020.00 per faculty member per fiscal academic year; provided that the total benefits payable for the bargaining unit do not exceed a combined total of $259,522 in the fiscal 2013 academic year. For full-time faculty members who undertake graduate coursework beyond the Master’s Degree level, the maximum EAP benefit can exceed the specified dollar amount for that year such that the total reimbursement would be equal to the University of Maryland College Park rate for in-state tuition and fees for graduate coursework up to a maximum of six (6) graduate credits per academic year.
Additionally, full-time faculty may be reimbursed for expenses related to travel for approved professional development conferences within the faculty member’s discipline. The maximum benefit payable under the program in the fiscal 2012 & 2013 academic years shall be equal to up to $500 per faculty member for one approved conference requiring travel within two academic years provided that the total benefits payable shall not exceed $75,000 in the fiscal 2012 academic year and $75,000 in the fiscal 2013 academic year. Funds for Educational Assistance Program reimbursement of expenses must be approved and encumbered prior to attendance at the professional conference.
Part-time bargaining faculty are eligible to defray expenses related to professional development and or tuition for Montgomery College credit courses. The maximum payable under the program shall be equal to $500 per employee; provided that the total amount payable to those eligible does not exceed $40,000 within the 2013 fiscal year.
Benefits shall be used for the payment of reasonable costs associated with pre-approved professional development activities relative to the faculty member’s discipline or teaching responsibilities.
Requests for educational assistance should be submitted to the appropriate Dean for consideration in advance. Eligible Part-time Faculty may be granted Professional Development Leave with pay for a maximum of one work day in connection with attendance to an approved professional development activity.
In addition to Professional Development
Leave, Part-time Bargaining Faculty are entitled to Court Attendance Leave and Bereavement Leave according to a Memorandum of Settlement between MC and the Service Employees International Union (SEIU) effective July 1, 2011. For further information, please see the Part-time Faculty Collective Bargaining Agreement accessible via HRDE’s Employee Engagement & Labor Relations web pagevia the following link:
The maximum EAP benefit for non-bargaining full-time staff for FY2013 is $2,020.00 for those not taking graduate or
undergraduate coursework; provided that the total EAP benefits payable to eligible non-bargaining staff for FY13 shall not exceed $387,798. For non-bargaining full-time staff enrolled in graduate or undergraduate coursework beyond the Associate’s Degree level, the maximumEAP benefit can exceed the $2,020.00 by an amount such that total reimbursement would be the greater of $2,020.00 or the amount equal to the University of Maryland College Park rate for in-state tuition and fees for graduate or undergraduate coursework for each credit, up to a maximum of six (6) credits.
In addition, a non-bargaining staff employee shall be eligible for reimbursement of up to $500 in FY2012 and FY2013 combined for travel expenses related to a professional development conference that has been approved under the Educational Assistance Program. Funds for Educational Assistance Program reimbursement of expenses must be approved and encumbered prior to attendance at the professional conference.
The maximum EAP benefit for full-timebargaining unit staff for FY2013 is $2,020.00 for those not taking graduate or undergraduate coursework; provided that the total EAP benefits payable for the bargaining unit for FY13 shall not exceed $202,680. For bargaining full-time staff enrolled in graduate or undergraduate coursework beyond the Associate’s Degree level, the maximum EAP benefit can exceed $2,020.00 by an amount such that the total reimbursement would be equal to the University of Maryland College
Park rate for in-state tuition and fees for graduate or undergraduate coursework for each credit, up to a maximum of six (6) credits.
EAP benefits for eligible part-time staff are prorated based on the number of hours worked, and are subject to aggregate EAP dollars available to bargaining and non-bargaining units.
With the exception of certain expenses related to travel for professional development, EAP benefits are available on a fiscal year basis; therefore, EAP funds not used in FY2013 do not carry over into FY2014.
Tuition Waiver
Tuition Waiver (TW) benefits and Tuition Waiver for Dependent/Spouse are available to eligible full-time faculty, staff, part-time bargaining and non-bargaining staff (with benefits).
Auditand non-credit courses are NOT eligible for Tuition Waiver. Tuition Waiver benefits published in the Workforce Development & Continuing Education course schedule are for NationalGuard, disabled, and senior citizens, not College employees.
Further information on Tuition Waiver, Tuition Waiver for Dependent/Spouse, and the Educational Assistance Program is available via the following link:
Tuition Waiver for
Developmental Classes
Beginning in Summer Session II, the College will begin covering any developmental class taken by an employee or eligible employee dependent under its employee tuition waiver benefit.
Developmental classes are those such as MA099 where credit hours are billed, but no credit is earned upon completion. Please note that a grade of “C” or better must be earned in order to have satisfactorily completed the course. If you have submitted a tuition waiver application for Summer Session II or Fall 2012 that was previously denied, please contact
Ms. Sue Redding at 240-567-5354 for further instructions.
SabbaticalLeave
Obligations
Through sabbatical leave activities, Montgomery College full-time faculty are able to enhance and diversify their knowledge, skills, and competencies, study and explore the latest trends and best practices in their area of expertise, and most importantly, apply them in their classrooms and share these gifts with their students.
Upon approval of sabbatical leave, the faculty member must agree in writing to return to the employ of the College for the next succeeding four full academic semesters after completion of the leave period.
All faculty members are expected to provide a brief report after the completion of their sabbatical leave. The report must be presented within 60 calendar days after the beginning of the academic semester following the conclusion of the sabbatical leave.
If the faculty member does not return from leave for the period required, fails to submit a report, or submits a report that is unsatisfactory and rejected by the College administration, he or she is required to reimburse the College for all funds paid directly to the faculty member or paid on his/her behalf.
For further information on sabbatical leave, please see College Procedure 35003CP, Leave Program, via the following link:Procedure35003CP
Professional Development Leave Obligations
Professional development leave provides eligible administrators and staff the opportunity to take time away from the College to engage in various types of professional development endeavors. Through these activities, employees are able to enhance and diversify their knowledge, skills, and competencies, study and explore the latest trends and best practices in their area of expertise, and most importantly, apply them in their work.
All eligible administrators and staff members are expected to provide a brief report after the completion of their professional development leave. The report should contain an overview of the activities completed, correlating them to the plans and objectives outlined in the application proposal. If there have been major variations from the approved plan and its objectives, the report should explain the reason and the results of the modifications.
The leave report should be submitted to the individual’s supervisor, the administrative official/administrator, and the director of the Center for Professional and Organizational Development within 60 calendar days of the conclusion of the leave and will be considered in the individual’s evaluation. Transcripts or a certificate of completion should be provided for any coursework.
If an administrator or staff member does not return from leave for the period required, fails to submit a report, or submits a report that is unsatisfactory and rejected by the College administration, he or she is required to reimburse the College for all funds paid directly to him or her or paid on his or her behalf.
For further information on professional development leave and eligibility, please see College Procedure 35003CP, Leave Program, via the following link:
Procedure 35003CP
For a more in-depth review of sabbatical or professional development leave, please visit the Center for Professional and Organizational Development’s web page on leave programs at:
Wellness Program
The Wellness Program at Montgomery College strives to assist employees to manage work life issues and to enable employees to stay healthy in mind, body, andspirit.
The College permits employees to utilize Education Assistance Program (EAP) funds to pay for onsite wellness activities such asZumba, Kick Boxing, Body Sculpting, Yoga, Aqua Aerobics, Pilates, Weight Training and other similar activities. Employees may also partake in Lunch and Learn sessions on various health related topics.
Part-time bargaining faculty shall be permitted to enroll in College sponsored Wellness activities. The maximum benefit payable under the program shall be $100 per employee; provided that the total amount payable to those eligible does not exceed $4,000 during the fiscal year.
Eligible Part-time Faculty interested in utilizing this benefit must submit the participant waiver form as required by the College. Participation may be limited due to availability.
College-sponsored wellness activities are also available to temporary employees, retirees, and spouses and domestic partners of employees and retirees on their own time and at their own expense.
Those interested in utilizing this benefit must submit the participant waiver form as required by the College.
For more information on wellness activities, please visit the Wellness Connection website at:
Use of Administrative, Associate and Support Staff Annual Leave Accrual
Employees may accumulate and carry forward unused annual leave to the next calendar year according to their annual leave accrual maximum. On occasion, the leave accrual rate may be greater depending on the number of pay dates in a given calendar year.
The following chart outlines the typical annual leave accrual rates and the maximum number of hours that may be carried forward.
Annual Leave Accrual for Administrators, Associate and Support Staff
Length of Service / Annual Leave Accrual Rate/ Maximum Leave Carried ForwardLess than 3 years / 120 hours
3 years but less than 15 years / 160 hours
15 years or more / 208 hours
For part-time employees the amount of leave carried forward is pro-rated according to the proportion that the workweek is to a 40-hour workweek.
Any leave in excess of the annual leave accrual rate will be lost at the end of the last pay period in the calendar year. The last pay period in calendar year 2012 is 12/28/12, thus all leave must be taken by 12/21/12. There will be no exceptions to carry forward any hours in excess of the maximum annual leave accrual unless approval is granted by the VP for Human Resources, Development, and Engagement for very unusual circumstances.