College officials announce the Regional Board of Trustees' (RBOT) decision to advance a plan to study the benefits and compensation of its full-time and adjunct faculty.
“It is a priority of the College to design a total compensation structure competitive with our New York and national community college peers,” said Carl Blowers, Board Chair. “We have completed similar studies for the College’s full-time employees with the exception of faculty. The Trustees are resolute and committed; it is time to complete this last study. The findings of the study will inform future decisions about benefits and compensation for faculty.”
The College will post a Request for Proposal (RFP) the week of October 17. It is standard College and SUNY business practice to solicit proposals from qualified professional firms, then select the most competitive. The scope of the Benefits and Compensation study is described, in part, within the narrative of the RFP:
- Establish salary ranges with minimums, midpoints, and maximums for five faculty ranks: Instructor, Asst. Professor, Assoc. Professor, Professor, and Clinical Nursing Instructor;
- Conduct a comparative analysis of employee benefit offerings among comparable institutions;
- Conduct a comparative analysis of overload and adjunct pay rates among comparative institutions.
- Evaluate internal equity and gender equity of compensation levels within the College’s own ranks.
Earlier in 2016 the College commissioned a study by the Compass Consulting Group. The Compass’ study made numerous recommendations about staffing levels and operations. That study also affirmed the need for a faculty compensation study.
“CCC is committed to fiscal sustainability and academic prowess,” said Dr. Katherine Douglas, CCC President. “As a premier community college and the number one ranked two-year college in New York State, it is in everyone’s best interest – students, faculty, staff, and the general communities that comprise our service region – for this college to offer competitive and attractive compensation packages that facilitate the recruitment of new faculty and fairly and equitably compensate those faculty members who are at the core of our mission. This study is a substantive first-step toward having a balanced, reasoned, and informed conversation about compensation issues confronting us as a small college competing in the broader marketplace of 21st Century higher education.”