Office of Human Resources
OHR Fiscal Update
FY’ 12
OHR Fiscal Update 8
OHR Fiscal Update FY’ 12
Compensation for FY 2012
July 1 marks the time of year when fiscal changes pertaining to compensation become effective for the majority of Montgomery College employees.
Although the past year has been fiscally challenging, the College and our students have continued to flourish due to the hard work and dedication of our talented employees.
While we would prefer to be sharing uplifting news pertaining to compensation for FY 2012, the ongoing challenges associated with the economic environment have made it difficult to recommend cost of living or merit adjustments in fiscal year 2012.
On a more positive note, there will be no furloughs during the next fiscal year. Moreover, the salary reductions that accompanied the furloughs in fiscal year 2011 will be restored effective
July 1, 2011.
In recognition of the sacrifices made in fiscal year 2011, all full-time faculty, staff, and administrators will receive additional paid time off in FY’ 12.
Additional Paid Time Off
For full-time instructional faculty not teaching winter session, this means an extended winter recess with two additional days off – January
12-13, 2012 and a start to professional week on Tuesday, January 17, 2012.
Full-time instructional faculty teaching winter session in fiscal year 2012 will receive additional paid time off on two alternate non-instructional duty days.
For staff, full-time counseling faculty, and administrators, the College will close for an entire week during spring break, March 12-16, 2012.
For further information about additional paid time off, please contact the Office of Employee Engagement and Labor Relations at: 240-567-5396.
Salary Schedules for Non-Bargaining & Bargaining Unit Staff
On June 20, 2011, in light of the current fiscal situation, the College Board of Trustees resolved to retain the current grade structure for Administrative, Associate and Support Staff. With no salary adjustments recommended for fiscal year 2012, the salary schedule for Non-Bargaining staff will essentially remain the same as the FY’11 salary schedule.
The Non-Bargaining salary schedule is accessible via the following link:
http://www.montgomerycollege.edu/ohr/docs/compensation/salary_schedule_non_bargaining.doc
The salary schedule for Bargaining Unit Staff for FY’12 shall also remain the same as the FY’11. This is in conformity with the Agreement between the College and AFSCME, effective July 1, 2011.
The Bargaining Unit salary schedule is accessible via the following link: http://www.montgomerycollege.edu/ohr/docs/compensation/salary_schedule_bargaining.doc
Access to the Staff Collective Bargaining Agreement is accessible via the following link:
http://cms.montgomerycollege.edu/EDU/Department.aspx?id=16505
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 FY12.
Pay Rates for Full-Time Faculty and
Part-Time Bargaining Unit Faculty
Academic Year Overload Pay Rates for
Full-time Faculty
Academic year overload pay rates for full-time faculty will remain the same for FY12 as FY11 in accordance with the agreement between the College and AAUP. Effective the first day of the fiscal 2011 academic year, the fiscal 2011 and fiscal 2012 Overload Pay Rates for Full-time Faculty are:
Consecutive years of Service Salary per ESH*
Less than 6 years $1,096
6 years or more $1,212
*Equivalent Semester Hour
On the first day of the 2011-2012 Academic year, the ESH rate for Part-Time Bargaining Faculty will remain as follows:
Lecturer $870.83
Adjunct I $911.81
Adjunct II $947.66
For further information about Faculty Pay Rates, please visit the Office of Employee Engagement and Labor Relations Web site at: http://cms.montgomerycollege.edu/edu/department.aspx?id=16504
Both the Full-time Faculty Collective Bargaining Agreement and the Part-Time Faculty Collective Bargaining Agreement are accessible via the following link: http://cms.montgomerycollege.edu/EDU/Department.aspx?id=16505
Classification & Compensation Study
In 2008, the Board of Trustees approved the selection of a consultant, Charles Hendricks and Associates, to conduct a College-wide Classification and Compensation System Study.
One of the deliverables from the consultant was to be a review of the salary structure to ensure that College salaries support efforts to attract, retain, and motivate individuals who possess the knowledge and skills needed to meet the Institution’s mission.
The consultant recommended that the College create a salary structure containing more uniform reach spreads (i.e., maximums that are 175% above the range minimum, more uniform range differentials (i.e., 7.5% between grades), and three additional grade levels.
While the Office of Human Resources supports these recommendations, the changes to the current classification and compensation system would have a significant fiscal impact on the College’s operating budget. As such, the current fiscal climate cannot provide the funds necessary to implement the recommendations at this time.
With regard to the classification of positions, the Office of Human Resources will notify each employee of the classification of his/her position this month. Information on submitting requests for reconsideration will be forthcoming. In addition, campus visits are being planned to respond to questions associated with the study.
As an ongoing measure to ensure appropriate classification of positions, the Office of Human Resources will begin its first maintenance review cycle in July 2012.
Questions pertaining to the Classification & Compensation Study may be directed to
Mr. Phillip Daniels at: 240-567-5351 or via email at:
Pension Plan Reform
Contribution Increases
As a reminder, effective July 1,2011, current employees who are members of the State Pension System will have a higher required contribution (from 5% to 7%) to the Alternate Contributory Pension Plan and a change in the wayCOLA's as a retiree are calculated as a result ofnewly passed legislation.For further information, please see theMaryland State Retirement and Pension System's Summary ofPension Reform ChangesEffective July 1, 2011 via the following link: http://www.sra.state.md.us/
Note, the changesaboveapply to members of the State Pension System only (not the state retirement "old system" or members of the Optional Retirement Plan who haveTIAA-CREF or Fidelity as their main retirement provider).
Questions pertaining to College pension plans may be directed to Ms. Redding at:
240-567-5354 or Ms. Bass at:
240-567-5359 in the Office of Human Resources.
Longevity Awards for Full-time Faculty and Non-Bargaining Staff
Longevity Awards for Full-time Faculty
Full-time Faculty members with satisfactory performance who have been at the salary maximum for five 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 Non-Bargaining Staff
The one-time Longevity Award of $1,560 for Non-Bargaining 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 five years of consecutive performance evaluations with satisfactory ratings on file in the Office of Human Resources.) The Longevity Award allows for an automatic adjustment for those eligible employees to be added to the employee’s base pay effective on the first day of the first pay period following the pay in which the employee’s merit increment date falls. The increase is pro-rated for part-time employees based on the percentage of time worked relative to a full-time schedule.
Sustained Service Award
for Bargaining Unit Staff
A Bargaining Unit Staff employee who has been at the maximum of a salary grade for a minimum of three years and who has performed the duties and responsibilities of the position to which assigned in an acceptable manner shall be eligible to be granted a sustained service award. The award will be a lump sum payment of $1560.
Provided a Bargaining Unit employee meets the criteria, the supervisor may recommend the granting of such an award as part of the annual performance evaluation. The recommendation must be approved by the appropriate administrators and the Chief Human Resources Officer. The effective date of an award shall be the first day of the first pay period following the pay period in which the employee’s increment date falls.
Outstanding Service and Special Recognition Awards
Faculty Outstanding Service Award Program
The Faculty Outstanding Service Award (OSA) Program recognizes outstanding
service by individual full-time 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 Administrative, Associate and Support Staff
An eligible Administrative, 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 Bargaining and Non-Bargaining 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: http://www.montgomerycollege.edu/verified/pnp/38001.doc
Educational Assistance Plan (EAP) Dollar Amounts
The maximum EAP benefit for full-time faculty for the fiscal 2012 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 2012 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.
Full-time faculty must complete the approved form and submit to his or her dean for consideration.
Effective July 1, 2011, 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 Educational Assistance
Program shall be equal to $450 per employee; provided that the total amount payable to those eligible does not exceed $20,000 within the 2012 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 or for tuition for MC credit courses.
Requests for educational assistance should be submitted on the approved form 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 effective July 1, 2011, in accordance with a Memorandum of Settlement between MC and the Service Employees International Union (SEIU). For further information, please see the Part-time Faculty Collective Bargaining Agreement accessible via the Office of Employee Engagement & Labor Relations’ Web site or via the following link: https://cms.montgomerycollege.edu/EDU/Department.aspx?id=16505
The maximum EAP benefit for non-bargaining full-time staff for FY2012 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 FY12 shall not exceed $387,798.
For non-bargaining full-time staff enrolled in graduate or undergraduate coursework beyond the Associate’s Degree level, the maximum EAP 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 provided the amount payable shall not exceed $75,000.
Funds for Educational Assistance Program reimbursement of expenses must be approved and encumbered prior to attendance at the professional conference by submitting approved form to his or her supervisors.
The maximum EAP benefit for full-time bargaining unit staff for FY2012 is $2,020.00 for those not taking graduate or undergraduate coursework; provided that the total EAP benefits payable for the bargaining unit for FY12 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.