NEW HD MOU

Largely this is just factual about the allocation and where parity pay is actually described, it also corrects the previous MOU to fully protect parity pay in the CBA. Additionally, this establishes a very clear future of the MOU. The previous MOU only established that it was in the previous CBA, but that left an interpretive door open for SCD to expire the previous MOU. The new MOU stops SCD from expiring it whenever the CBA ends. 

Why is this better? This does result in a pay cut for most HD faculty as most got a base pay salary increase of more than 4.5% in 2022. However, that base money is tied to an earmarked allocation that can be changed or removed by the state at any time; please see “Current HD MOU Issues” for more information about why this was incredibly risky for HD faculty. Additionally, while the state allocation has not grown, the base increases that HD faculty received from the prior MOU have grown. That created an unsustainable model where SCD was overspending the earmark by millions. 

Using these two lists actually establishes a list of who is HD here at SCD. The legislature allowed for flexibility in both how the money is allocated and to whom. The state never established a single list. In negotiations, when talking about HD-eligibility,  SCD wanted to start using the Skills Gap List only, which excluded areas like maritime technology, life sciences, math, welding, and others that were considered HD previously. AFT preferred the “Occupations in Demand” list which fixes the gaps of the “Skills Gap List” and adds more faculty to be considered HD. Unlike the previous MOU this establishes a method to create a list and to check up on the list yearly. 

While discussed more in “Current HD MOU Issues” the previous MOU connected base salary to unstable soft money from the state, with a false promise of stability. People made life choices based on pay that was never meant to be permanent and recently was almost removed. When the funds do go away, this allows for an easier transition for faculty. Also because the work amount can be so unstable for our PT members, paying the stipend at the end of the year maximizes the payout for all faculty. While we understand some folks would want this to be based on amount worked per class, doing this per quarter is far more beneficial to PT faculty and increases their share of the stipend pay. 

Provides stability and clear expectations of what would happen when the allocation is changed. SCD being slow on the communication plan led to a lot of chaos and confusion but began following eventually. As of this week, all FTF have received contracts explaining pay changes, more information can be found in the FAQ.