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Faculty Colleagues:


It’s evaluation season, and the new contract has made some minor changes that have caused some confusion. Therefore, in this week’s “In The Know” let’s talk first about evaluations.


There are two new evaluation forms in Appendix C-5, which are not mentioned in the instructions, so let me clarify the current process. Everyone is familiar with the Peer Evaluation Forms for their areas (Instructional Faculty, Library Faculty, Faculty Teaching Online, Articulation Officers, Health Service Coordinator/College Nurse, and Counseling Faculty).


The New Forms are:

Appendix C-5m, Peer Review of Course Materials, and

Appendix C-5n, Peer Input Regarding Criteria For Evaluation


Each peer evaluator will complete either the standard Peer Observation form or the new Peer Review of Course Materials form. No one evaluator needs to complete both forms.


Peer Review of Course Materials. Because not every peer evaluator will observe a classroom session, Appendix C-5m is for the peer who reviews course materials instead of visiting the classroom.


Peer Input Regarding Criteria for Evaluation. Appendix C-5n is intended for peer reviewers to collaboratively comment on those qualities that aren’t specific to either classroom observation or course material review. This new appendix is intended to draw out comments regarding qualities described in Appendix C-1 and C-1a.


Luckily, Article 6 and its accompanying Appendices are part of our negotiations this session, YFA will have the opportunity to improve the procedure for evaluations and clarify the language in the contract.


Retroactive Pay. Some faculty received a final retroactive payment on their October 31st paychecks. These were small payments (under $100) labeled “OSP” and were related to correcting the negotiated 1% off-schedule payment. This is the final adjustment to pay increases and retroactive payments that faculty have received since early this year.


In the end, full-time faculty received a 10% salary increase and the part-time/overload salary schedule increased 14-22%. At the same time, the compressed salary schedules mean higher annual step increases going forward and a shorter length of time to reach the highest step, further increasing lifetime earnings.


Negotiations. While the achievements in the last round of negotiations are to be proud of and help move us closer to median compensation, we’re not there yet. This year we’re negotiating a new salary compensation model to ensure YCCD faculty are paid fair wages through future negotiations. YFA and the District held its first negotiations session on October 25th. After setting negotiation dates through February, we began reviewing the YCCD Reopener and YFA Reopener, with a focus on developing the new Total Compensation Model and data elements that will be used. Other topics discussed included overload percentage, banking for non-instructional faculty, and part-time office hours and parity goal.


If you haven’t yet, please subscribe to the blog so you’ll easily get updates as I post them.


In Service & Solidarity,

Shelley Akiona

YFA President

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