Compensation Issues

• Give time off instead of pay raises
• Evaluate chronic use of overtime or overload, and cut where possible
• Eliminate overload pay during college vacations
• Have finance administrators review, critique, and sign off on collective bargaining agreements
• Implement rewards for cost saving ideas and deliver rewards as additional pay
• Review pay practices, especially in administration, for fairness
• Employ college aides instead of paying overtime
• Reduce abuse of compensatory time system
• Develop Pay-for-Performance or merit pay concepts
• Reduce pay of tenure review committee or make tenure review work part of regular assignments rather than extra pay assignments
• Solicit volunteers among full-time faculty to work reduced workloads for reduced pay
• Equalize Pay for Work performed by faculty (e.g., class sizes, labs, etc.)
• Stop automatic pay increases based on Cost of Living Allowances and the Consumer Price Index
• Ensure that individuals receiving augmented pay for bilingual skills are assigned to areas where such skills are needed
• Do not pay instructional rates for non-instructional staff work
• Pay part-time instructors on a course basis, rather than an hourly one
• Freeze all step increases at the mid-point of the range for a limited time
• Have employees voluntarily take from one to 20 days off per year without pay while retaining benefits
• Pay stipends for ESL student tutors in lieu of hiring ESL instructors
• Prevent abuses when giving credit for “life experience” when determining job or pay grade
• Redefine the college’s compensation philosophy to one that pays slightly below market
• Offer a voluntary leave program without pay and without replacements
• Institute voluntary or involuntary furloughs or unpaid leaves of absence

When you aim for perfection, you discover it’s a moving target.
- George Fisher