CCC administrators approve the third phase of the salary adjustment plan | News

MORE HEAD – Carteret Community College administrators on Tuesday approved the third phase of a salary adjustment plan designed to create fairer compensation for faculty and staff.

The cost for the third and final phase is $81,736 and those involved will receive the funds on their April paychecks.

After conducting a salary study in February 2019, the trustees approved on April 9, 2019 a three-phase salary adjustment plan totaling $364,229. The first phase of the plan, which cost $200,948, was implemented at the same time as the schedule was approved.

The board approved the second phase of the plan, at a cost of $81,545, on September 14, 2021. This has just left the third phase.

Before presenting the final phase for approval on Tuesday, Dee Meshaw, chairman of the trustees’ finance committee, who is also responsible for county finances, said: “Funding for this plan is available and I personally think it is important. to end this.”

The directors unanimously approved the third phase.

The majority of the plan was funded by state money. Funding for the third phase comes from education and continuing education programs, state enrollment growth funds, and employee compensation reserve funds.

Salary adjustments will continue to be made annually.

Administrators adopted the salary study and schedule after learning that the college ranked 57th out of 58 community colleges in the state in faculty salaries.

With the adjustments, CCC finance officer Matt Banko said the college’s salary ranking would rise to 44 or 45 out of 58 community colleges.

CCC administrator Dr. Matt Zettl said that while the adjustments were just the start, he thought the college should do more.

“It’s an improvement, but it’s not enough,” he said.

He further pointed out that many community colleges now offer local supplements to their faculty and staff. Carteret County does not currently offer this to employees.

CCC President Dr. Tracy Mancini said salary adjustments are helping.

“It puts us above some colleges and well below others,” she said.

She added that the NC General Assembly approved a 2.5% salary increase for community college faculty during its short 2021-22 session and that the NC community college system hopes the The AG will approve raises over the next three years that will provide an overall salary of 8%. increase for community college professors.

Dr. Zettl said while that was good, it would still leave the CCC at the bottom of the pay scale statewide.

Dr. Mancini agreed that more needs to be done to help CCC stay competitive on salaries.

“So many of our faculty and staff have multiple jobs to make ends meet and they’re tired and stressed out,” she said.

CCC’s director of human resources, Amanda Bryant, said she lost potential candidates to fill positions at the college due to lower salaries.

“We recently lost a candidate because he looked at the local housing market and said he couldn’t afford to rent or buy anything here with the salary we were offering,” a- she declared. “Affordable housing continues to be an issue in our region.

CCC administrator Rosa Langston, a retired guidance counselor from the public school system, said, “If you think it’s bad, try working in public schools.”

CCC Administrator Wrenn Johnson, retired Morehead City Police Chief, said: ‘It’s a problem for every public servant and it’s a national problem. I know it’s horrible here, but it’s a problem everywhere.

In addition, the directors approved a strategic plan for 2022-2025 which sets out five directives to be accomplished. The guidelines of the plan are:

  • CCC will build on and maintain a culture of service involving students, employees and the community.

  • CCC will strive to promote equitable student access and achievement outcomes in courses, programs, and degrees.

  • The CCC will evaluate, develop and maintain a series of academic and technical programs that will lead to successful transfers and/or family support jobs.

  • CCC will develop a data-driven, problem-solving approach that fosters curiosity and empowerment among students, faculty, and staff.

  • CCC will develop strong partnerships with local school systems and employers to promote a “collective impact” strategy for education, workforce and economic development in the service area.

Contact Cheryl Burke at 252-726-7081, ext. 255; email; or follow on Twitter @cherylccnt.

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