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ACE Update 09.19.17: Budgets- What We Know, What Has ACE Done Lately, Representation of Members, Classification Study Update and more

Written by ACE

President’s Message

What We Know

Welcome to fall quarter. I hope you were able to take some time this summer and do things you like with people you love.  The start of a new academic year always ushers in feelings of excitement, opportunity, and for some, a bit of nervousness too. Based on the phone calls and emails I have received following Chancellor Miner’s August 29 email regarding the Districts continuing budget challenges, Fall 2017 seems to bring with it an extra set of concerns.

Concerns primarily around the approved FHDA budget which cuts $10 million over the next three years. This reduction is from six years of enrollment decline. The District has set reduction targets of $2 million for this year (17/18), $3 million in 18/19 and $5 million for 19/20. Chancellor Miner, “these targets are based on projections that enrollments will be flat or declining by no more than 1% over the next three years. The targets will be reviewed quarterly for any changes in key assumptions, so they may be adjusted.” It makes sense, you can’t continue to spend more than you make. How those cuts are supposed to be made, and what happens if there is a decline of more than 1%, is less clear.  For ACE, we focus on what we know.

We know that the governor’s 17/18 budget included ongoing increases to base apportionment funding and a small COLA.  The total increase from these funding sources could offset the $6 million loss FHDA took in 16/17 due to a larger than anticipated enrollment decline but it doesn’t address the revenue losses from previous years.  We also know some operational costs, like health care and PERS/STRS contributions paid by the District, are increasing annually and contribute to the budget deficit. We know reductions need to come from ongoing revenue sources and the $40 million set aside in one-time funds do not impact the approved $2 million permanent reduction for 17/18. They do buy the District more time to regain enrollment losses and increase ongoing revenue.

We know the colleges have developed and begun implementing comprehensive plans to increase enrollment which include reaching out to new audiences, creating new programs, and meeting student demands with more online options.  The small increase in ongoing funding from the State and the colleges detailed plans to address enrollment – see the FHDA Board of Trustee meeting from September 11 for more details – leave us cautiously optimistic the tides may turn.  We also know everyone could help increase enrollment simply by taking a class. As an added bonus, it is also the quickest way to earn hours towards your Professional Growth Award (PGA).

We know management gets to determine how they want to address budget shortfalls. We know our role is to respond to, and minimize, any impact budget reduction decisions may have on our members.  We also know how many open positions the District carries forward each year, some vacant for years.  We know how much the District spends annually on temporary workers in ACE positions.  We know the contributions ACE and the other collective bargaining groups made during the last budget shortfall to help the District save $40 million in one-time funds. In short, we know the District has more than enough cushion in ongoing funds, and should not have to not cut any filled ACE positions, to absorb the $2 million reduction for 17/18. Fall 2017 enrollment will be a significant indicator on how we approach 18/19 and beyond.

We know none of this makes it any less stressful to staff who have historically been impacted when budget reductions need to be made. Until we know specifically how the budget will affect ACE members, we continue to do the work we have always done. In this issue we have provided examples of our work on behalf of members and the membership as a whole.  This work doesn’t stop regardless of the state of the budget.   Our classification study continues. It is a little behind schedule but the sample recommendations provided by the consultants last week prove promising.  More details below.  The negotiations team received good feedback from the survey sent out in early August. They are working on how best to address the issues and suggestions provided by you.  Look for more from them in early November.  In the meantime, if you have questions, comments, concerns or suggestions about the budget or any other issue, please do not hesitate to reach out to myself or any member of the ACE executive board.

Of service,

Chris White, ACE President
(650) 949-7789, office

New De Anza Chief Steward

ACE is pleased to announce the appointment of Erika Flores as chief steward for De Anza. Before coming to De Anza, Erika served for over two years as a steward with SEIU representing members at the non-profit youth serving agency where she worked.  She joined De Anza in 2016 as a program coordinator II for the Student Success and Support Program.  Erika is your first point of contact for ACE on the De Anza campus, so please take a moment to introduce yourself.  On behalf of the ACE executive board, we are confident that you’re in good hands.

Erika’s office is DA Admin 105 and she can be reached at ext. 5730 or by email at floreserika@fhda.edu.

What Has ACE Done Lately?

by Chris White, ACE President

“Everything takes longer.  Period.”
Hand’s First Law, 1976
Chief Steward Art Hand, Foothill

Never has this quote rang more true than during my tenure as president of ACE. Some of the issues we address are resolved quickly, but for many others, resolution seems to move at a glacial pace. And when the issues are confidential in nature and we can’t, and won’t, discuss them openly it is easy to think nothing is getting done. The list below, by no means exhaustive, is a good example of the work ACE has done since January of 2016 for individual members and the membership as a whole.

Individual Member Assistance

  • Prevented duties in a members’ job classification from being reassigned to their supervisor.
  • Assisted a member in getting paid retroactively for working out of class. Assisted several other members in getting their working out of class paperwork evaluated and through the approval process in a timely manner.
  • Assisted several members in removing formal written reprimands from their permanent file when the district failed to follow progressive steps of discipline.
  • Assisted a couple of members in obtaining work site accommodations so they would be able to perform their work.
  • Restored vacation leave to a member who had been incorrectly required by the district to use it before they could use parental leave.
  • Assisted a member in transferring sick leave accrued at another PERS institution.
  • On multiple occasions, successfully mediated issues between members and their supervisors, where there was no Agreement violation, to help establish a more productive working environment.
  • Assisted a member in setting up a payment plan for benefits used by the employee but the District failed to deduct from their paycheck and wanted reimbursement paid in full immediately.
  • Prevented a position elimination during a department reorganization when the proposed new position was the same work the affected employee had previously been compensated for working out of class but the department didn’t want to permanently reclassify.
  • Clarified the process to a supervisor when they incorrectly invited another manager to evaluate their employee.
  • Assisted two (2) members in securing resignation and/or retirement in lieu of termination.
  • Answered general questions regarding Agreement interpretation, management’s right of assignment, and health and fringe benefits for 15 to 20 members each month.

ACE General Membership

  • Launched the classification study which included conducting two (2) general session kick-off meetings, hosting six (6) PDQ assistance workshops and scheduling over 200 follow-up interviews to make certain members had an opportunity to provide input in the process if they chose to do so.
  • Converted five (5) classified hourly positions to permanent positions to eliminate an excessive use of district-funded student workers in the area.
  • Met with FHDA Chancellor on several occasions in addition to meeting with four of the FHDA Board of Trustees to discuss issues affecting ACE members.
  • Successfully negotiated several key items including: no increase to employee health care premiums for the second year in a row; added a holiday in December; established a hiring process for internal candidates to be considered before external ones in open positions; reduced the 2-year wait period to one year before advancing from step 6 to step 7 on the salary schedule; and secured increases to travel and conference funding and educational assistance.
  • Permanently reduced member dues by 10% and forgave dues for two months.

ACE outreach/training

  • Added a member education component to monthly site meetings to cover topics related to our Agreement.  Topics have included: What ACE does, voluntary transfer process, sick leave vs. personal leave, comp time vs. overtime, summer working hours, employee performance evaluations, staff development leave, progressive steps of discipline, travel and conference funding, stewarding, and the difference between ACE and the Senates.
  • Re-instituted the ACE Report, a monthly newsletter covering updates pertinent to ACE members and their employment with FHDA as well as topics discussed at site meetings.
  • Sponsored and coordinated member training covering CalPERS, PGA’s, educational assistance, and travel and conference funding.
  • Instituted quarterly steward training with ACE attorney and labor representative to better represent our members.
  • Established an orientation to meet new employees and introduce them to ACE.

Representation of Members

by Anthony Booth, Labor Representative

Disputes between the public employer and the exclusive bargaining representative must be resolved either through an unfair labor practice charge before the Public Employment Relations Board (PERB), through an arbitration provision found in the collective bargaining agreement or through Superior Court, depending upon the issue.

Grievance
When the District violates any section of the collective bargaining agreement, a grievance is filed. The steps to file a grievance are laid out in Article 12 of the Agreement.

If there is ultimately no agreement between the association and the district through the grievance process, an impartial arbitrator is brought in to settle the dispute.

Common contract violations include:

  • 16.4 – Skipping one of the steps of the progressive steps of discipline.
  • 7.10.3 – Not sharing negative documentation with employee before putting in evaluation.
  • 13.2.3 – Supervisors forcing employees to take comp. time instead of overtime.

Unfair Labor Practice Charge
An unfair labor practice charge is filed with the PERB when the association believes that an employee is being treated differently because of their membership in a union, which is a protected activity. It will also be filed when the district acts unilaterally when they should be bargaining the issue with ACE.

Examples include:

  • coercive questioning of employees regarding their union activity;
  • threatening employees or discriminating against employees because they participated in union activities;
  • promising benefits to employees if they refuse to participate in union activity; or
  • implementing a new rule that affects working conditions like in 2010 when the district tried to implement furlough days to balance the budget without negotiating with ACE.

Lawsuit
When a dispute between the Association and the District relates specifically to the interpretation of specific statutory language, it falls within the exclusive purview of the courts. For ACE, most of these disputes are around interpretation of the CA Education Code.

The enabling statute for the Public Education Employment Act, Government Code sections 3540 et. seq. specifically states: “This chapter shall not supersede other provisions of the California Education Code…”, meaning, for ACE,  the CA ed code is seen as the main governing law.

The Courts and PERB have determined that the PERB has no jurisdiction to enforce the provisions of the CA ed code. Therefore, even if there is agreement language regarding an employee’s right to re-employment, that language cannot diminish the rights afforded employees under the CA ed code.  For example, a laid-off member on the 39-month re-employment list applied for a lateral or lower class position different from the position which they were laid off.  They met the basic qualifications set forth in the official job description but weren’t chosen for the job. ACE filed suit and argued CA ed code and the courts state such a laid-off worker shall be offered the job over an applicant not currently with the district. The district argued our Agreement was the standard to decide this issue because it had language specifically covering reemployment rights and none of it covered workers in positions other than ones which they held permanency. The result? The laid-off worker was reinstated in the position which they applied with full back pay and all rights and benefits restored. Simply put, the CA ed code is the base and cannot be violated.

Representation: No Lawsuit or Agreement Issue
ACE is your advocate!
There are times when there is no power given to us through the law and an issue is not covered in the Agreement. In these cases, a lawsuit or a grievance would not be the appropriate action. However, we still do all we can to help you solve your issues. This includes:

  • Listening.  Finding out what happened to see what our best course of action may be.
  • Mediation. Meeting with you and your supervisor to try and resolve the issue.
  • Advocate.  Working directly with human resources to try find a solution.

In these instances, there is no obligation on management to work with us and our power of persuasion is put to the test.

 Development Opportunities Training

This workshop reviews the ACE PGA (Professional Growth Award) application process, covers eligibility requirements and defines what constitutes professional growth activities for classified professionals. We will also review the ACE Educational Assistance Plan and Travel and Conference Funding. All participants will receive a PGA Organizer binder. Those who already have a binder or folder system from prior workshops should bring them.
  • Tues., Oct. 10: 11:30 a.m. – 1 p.m. | FH Hearthside
  • Thurs., Nov. 3: 12 – 1:30 p.m. | DA MLC 246

Classification Study:  Update & Reminders

by Chris White, ACE President

The Joint Labor Management Classification Committee (JLMCC) met with the consultants last week for an update.  Gathering information from supervisor/administrators has been a little slower than anticipated – through no fault of the consultants – and they are just beginning the process of developing draft job classification and they anticipate this to take 4-6 weeks.  This means we are behind schedule from the original timeline and the draft job classification should be ready for review beginning of November.  Staff will have an opportunity to provide feedback in this process.

The preliminary information provided by the consultants at the Sept. 13 meeting was very promising. The four main themes from their work include: consolidating classifications which do the same work; title changes to more accurately reflect the current market; creation and/or elimination of classifications to reflect the work currently being done or not being done; and establishment of career ladders where applicable.  The JLMCC still needs to meet and negotiate the effects of any changes to the classification structure, like combining classifications and what it means for seniority, etc.  We won’t address the compensation portion until the consultants have agreement from us on the content of the classification descriptions.

Reminders:

  1. We have already agreed with the district that NO ONE will go down, in pay or classification, as result of the consultants findings.  Read that again.  One more time and pass it on.
  2. Classifications are generalized and not every word from the PDQs will be on the final classification description. Positions and classification are two words that are often thought of as interchangeable; but in fact have very different meanings.  In a classification plan, a position is assigned a group of duties and responsibilities performed by one person. A classification may contain only one position, or may consist of a number positions.  When there are several positions assigned to one classification, it means the same title is appropriate for each position because the scope, level, duties, and responsibilities of each position assigned to the classification are sufficiently similar (but not necessarily identical); the same core knowledge, skills, and other requirements are appropriate for all positions; and the same salary range is equitable for all positions.
  3. The goals for this project:  To align job descriptions with the current roles and responsibilities of classified employees, create career ladders were appropriate, and conduct a market analysis of compensation in similar or like jobs in other districts.
  4. Authority:  A Joint Labor Management Classification Committee (JLMCC) was established to negotiate this process. Representing ACE are Cathleen Monsell, chair of negotiations, Chris White, ACE president, and Bradley Booth, attorney for ACE.  Representing the District are Myisha Washington from human resources, Lisa Mandy, De Anza administrator, and Kevin Harral, Foothill administrator.  Neither side has more authority and the consultants report to the committee.  ACE and the District mutually agreed to the selection of Koff & Associates after independent research and reference checks.
ACE News, Classification Study 2017

ACE Update 07.10.17: Change, Voting, What I’ve Learned, ACE & Classified Senate, Management’s Right To Assign Work

Written by ACE

President’s Message

Change
The news came via text, Paula Joseph, chief steward at De Anza, will be retiring in October.  She will be sorely missed – more on her contribution to ACE later – and while change is inevitable, her upcoming retirement is a good reminder that ACE only works thanks to the compassion, resourcefulness and dedication from members who voluntarily step up to help improve the workplace on behalf of their colleagues.

It takes active participation and commitment from all the members of a union to effectively protect and serve the membership as a whole. The most obvious benefit of a union is having an organization that is always there to represent and protect you and provide you with greater job security. The second is having greater bargaining power around health benefits and salary because of your concerted group effort to obtain the greatest possible result.  To be clear, this doesn’t mean we always get it right or that the path to change can, at times, be excruciatingly slow. but whatever we do always comes from a desire to help others.  Sometimes that last point gets lost when outcomes don’t match desired expectations.

Over the next year, there will be many changes affecting ACE and the work we do as classified professionals for Foothill-De Anza.  From inevitable leadership changes within ACE to the outcome of our classification study to district wide budget concerns, just to name a few.  The one constant will be the need for people to serve.

Back to Ms. Joseph. Words cannot begin to express the gratitude I have for Paula and her work as De Anza chief steward or her service to ACE.  Her voice of reason, calm demeanor, clarity of thought and keen sense of humor have helped us become a better organization.  After she encouraged me to run for President, she followed up by checking in weekly to make sure I was doing alright.  At times those phone calls, for me, were the difference between moving forward or running away and her support is a lesson in giving to others that I will work hard to emulate long past my time with ACE.  Thank you Paula.

Of service,

Chris White, ACE President
(650) 949-7789, office

What I’ve Learned

by Art Hand, Foothill Chief Steward

Chris has asked me to write an article for the July ACE newsletter about my 20-plus years’ experience as chief steward at Foothill. I immediately asked her how long? She promptly replied, 500 words or less. I said ok. So far that’s 45, counting this.

One of the reasons for my longevity in the position is because I can remember the job description, which hasn’t changed in all this time; it is simply, “to represent the workers to management.” Now there is often considerable complexity in that, depending on the situation, but it all stems from that one purpose.

Most of what I’ve learned that’s worth saying, I learned from books, movies and other people.

From Jill Kersey, formerly of AV at Foothill and De Anza, the Jill Kersey dictum:  “If it’s important, write it down.”
Jill’s mind just insensibly produced (and, no doubt still does) fresh, original aphorisms in the course of conversation. There was apparently no effort to it; it was just an authentic talent, part of the essence and pattern of her mind. She said one in conversation that, as usual, I’d never heard before, and that was perfectly, self-evidently, true. About a week later I was at my desk trying to remember it when Jill happened to walk by. I stopped her, and said, “Jill! Jill. I was just trying to remember that thing you said last week. It was great. Do you remember it?”

Jill stopped, stood hip-shot facing me, looked kind of pityingly at me for a few seconds, and said, “If it’s important, write it down.” Turned and walked away without another word. It was a defining moment. That wasn’t it, I knew that, but it was more important, more memorable than whatever it was she had actually said. Before Jill left the District for another job, I asked her to write it down and sign it. It’s still stapled to my wall. I follow it religiously. I recommend you do it too. Because, you never know. That Kersey-inspired habit has proved determining more than once.

A Salesman Who Listened
Another I learned from my dad. He was a salesman for many years, but he had the peculiar habit—for a salesman—of listening. Actually, it’s a bit of a peculiar habit I’ve noticed, for people in general.

Many people have come to me over the years with problems. Usually what they bring does not result in or qualify as a formal grievance*. More often it’s a problem, and I’d be hard put to think of a single one that wasn’t an interpersonal problem, either with a supervisor or a coworker. What I do is listen (like my father, through his example, taught me).

Invariably, they want to tell me the story. So, I listen. It always involves some pretty strong feelings. Sometimes they cry. This is natural, never disturbs me, and I always keep Kleenex. Don’t think it’s just women who occasionally cry. It’s men, too. I usually don’t. I don’t think it would be particularly helpful if I did.

“What Happened”
At some point, after the initial story, I start to employ what I learned from De Anza chief steward, Paula Joseph. Paula has a very extensive background prior to De Anza in personnel management. Paula pointed out to me, in one of our first conversations, that everybody wants to tell you their story, but what she wants and needs to know in order to be effective is “What Happened.” That is, the facts of the matter. I make it a practice to listen, mostly without interrupting until the story is told, thus relieving the sometimes unbearable tension of the situation for the worker who has carried this burden thus far and wants to deliver it to me in full. Plop. That done, I start to fill in my knowledge of the story with clarifying questions, all aimed at answering the essential Josephian question: “WWhathat Happened.”

Many times my coworker will talk it all out, answer all my “what happened” questions, talk some more, and basically arrive at a remedy for the situation they brought–largely through their own analysis–and go away thinking rather well of me. Often the result almost convinces me that I did something truly efficacious, and that I should continue my good work, at least for awhile.

But I won’t be doing this that much longer, so this message is for you: if you can remember the job description (see the second paragraph), if you can listen and think and ask good questions, and if you find you are mostly all grown up, then you might consider being my replacement someday. I’m not at the point yet where I hesitate to buy green bananas, but you may have noticed I’m not getting any younger here. You’re out there, I know, so you better start thinking about it. Don’t worry about stepping into my shoes. Bring your own. Cowboy boots might be good. I’ve got a pair. They  make me taller.

* Formal grievance:  an alleged violation or misapplication of our Agreement.

Management’s Right To Assign Work

by Bradley Booth, Attorney, ACE

There is some confusion over management’s ability to assign the work performed by classified employees. They have the absolute right to assign your work. Management retains the right to assign work to employees in the proper classification. The only possible restriction on this right would be found in three separate place, the Government Code, the Education Code and the Collective Bargaining agreement between Foothill-De Anza Community College District and ACE.

A review of those documents indicates no prohibition on management’s right to assign work. The Government Code merely defines what are mandatory matters for bargaining. Assignment of work is not enumerated as a mandatory matter of bargaining. The Government Code goes on to state at section 3543.2 (4), that if a matter is not enumerated, that matter is reserved to the public school employer and may not be a subject of meeting and negotiating.

That doesn’t mean that the District can make you do work out of your classification without paying you more, nor does it mean it can assign you more work than you can do in your 8 hours of work. It also means that you shouldn’t work through your breaks and lunch break as these are mandated by law and cannot be negotiated away. If you have any of these problems please contact ACE immediately and we will intervene on your behalf and get the matter resolved.

ACE and Classified Senate

The staff of Foothill-De Anza are fortunate to have union and senate leaders who recognize the benefits of working together to improve staff welfare. We work in a complementary fashion, often serving on the same committees but performing different functions.  By clearly understanding each organization’s charter, we ensure that classified employees have input into the participatory governance process while at the same time are assured that classified bargaining rights are protected.

Membership 
ACE:
All classified staff whose positions fall under ACE.
Mandatory; only full dues-paying members may represent ACE on committees.

Classified Senate
All classified staff regardless of their bargaining unit affiliation.

Dues
ACE:
Mandatory. .95% of base monthly salary for full-dues members; .85% for service fee payers.

Classified Senate:
Voluntary.

Voting
ACE:
Only full dues-paying members are eligible to vote.

Classified Senate:
All classified staff.

Role
ACE:
ACE is the exclusive bargaining agent for unit members.

Classified Senate:
The Classified Senate is a professional organization that supports, facilitates, implements and promotes awareness of participatory governance policy.

Responsibilities
ACE:
To focus on collective bargaining issues such as wages and benefits and issues pertaining to working conditions.

  • Wages, including salary schedule and placement, service recognition awards, professional growth awards, promotions, seniority, layoff and re-employment rights, initial classification and reclassification.
  • Hours of employment, including pre-retirement reductions.
  • Health and welfare benefits, including holidays and vacations.
  • Leaves, transfer and reassignment policies, including sick leaves, bereavement leaves, military leaves, industrial accident leaves, personal necessity leaves, and unpaid leaves of absence.
  • Safety conditions of employment, including district-initiated disability leaves.
  • Procedures to be used for the evaluation of employees.
  • Procedures for processing grievances and disciplinary actions.
  • Selecting from its membership representatives to serve on governance and district/college committees specific to bargaining issues such as hiring committees for classified positions and campus/district budget committees.
  • Provide a means of communication between classified staff and the college community regarding contractual issues.

Classified Senate:
To focus on issues related to the participatory governance policy and to ensure equal representation on campus committees, projects and issues.

  • The voice of classified staff with regards to participatory governance, including work on college accreditation.
  • Appointment of classified staff on campus committees that review non-restrictive policies, procedures, practices and needs assessments, such as equity and basic skills committees.
  • Development and implementation of classified staff professional development.
  • Provide a means of communication between classified staff and the college community on participatory governance issues.

Leadership:
With the exception of the ACE President, every classified staff member who serves on behalf of ACE or one of the Senates does so in addition to their full-time FHDA job.  See the links below for a complete list of officers for each organization.

  • ACE, click here.
  • Central Services Classified Senate, click here.
  • De Anza Classified Senate, click here.
  • Foothill Classified Senate, click here.

Classification Study:  Reminders

by Chris White, ACE President

The consultants are developing draft job classifications from information collected through the PDQs and follow-up interviews. Draft job classifications will be presented at an undetermined date in fall quarter and staff will have an opportunity to provide feedback in this process.

Reminders:

  1. We have already agreed with the district that NO ONE will go down, in pay or classification, as result of the consultants findings.  Read that again.  One more time and pass it on.
  2. Classifications are generalized and not every word from the PDQs will be on the final classification description. Positions and classification are two words that are often thought of as interchangeable; but in fact have very different meanings.  In a classification plan, a position is assigned a group of duties and responsibilities performed by one person. A classification may contain only one position, or may consist of a number positions.  When there are several positions assigned to one classification, it means the same title is appropriate for each position because the scope, level, duties, and responsibilities of each position assigned to the classification are sufficiently similar (but not necessarily identical); the same core knowledge, skills, and other requirements are appropriate for all positions; and the same salary range is equitable for all positions.
  3. The goals for this project:  To align job descriptions with the current roles and responsibilities of classified employees, create career ladders were appropriate, and conduct a market analysis of compensation in similar or like jobs in other districts.
ACE News

ACE Update 02.06.17: Budgets, Classification Study & the Value of Independence

Written by ACE

President’s Message


With the governor’s initial budget proposal for 2017-2018 offering very little in increases to base funding or COLA’s, status quo seems to be the name of the game.  For FHDA, the challenge with this concept comes from our continuing enrollment decline, further reducing our base funding, rising administrative costs and the very real impending increases to PERS and STRS retirement obligation to employers.  The state chancellor’s office has stated there is a clear expectation from policy makers that funds have been provided – through increases to base funding and COLA’s – to ensure colleges are covered for new expenses related to pension cost increases.

The PERS/STRS challenge isn’t unique to FHDA.  Nearly every public agency in California is grappling with how to address this issue and, most likely, change needs occur at the legislative level.  What that looks like is anyone’s guess, but advocacy is key if a pension – an important component of your compensation package when you work for a public agency where salaries tend to be lower than the private sector – is important to you.  To start, the FHDA Board of Trustee as part of their proposed 2017 legislative principles, has included advocating for funding to cover increased employee pension costs but it would not be surprising if the district brought this issue to the negotiating table.

For FHDA, while enrollment remains a challenge the district has been very clear, with $45 million available in one-time stability funds, we are good for the next two years but if enrollment doesn’t start to increase changes may need to be made in year three.  The district has been non-specific on exactly what those necessary changes would be. The district has also been clear that they are looking at ways to increase enrollment and revenue growth, not make cuts, including a promising new partnership with UC Santa Cruz as one area for potential growth.  The district will be hosting three Districtwide Conversations on Enrollment and Revenue Growth to address this issue.  I will be attending all three sessions and encourage you to join me.

  • Wed., Feb. 22 – 12:30 – 2 p.m., Foothill College, Hearthside Lounge
  • Thurs., Feb. 23 – 12:30 – 2 p.m., Sunnyvale Center, Room 124
  • Tues., Mar. 7 – 12:30 – 2 p.m., De Anza College, Conference Room A/B

What does this mean for ACE?  As we head into negotiations, this gives us a better idea of how funding could affect our proposals to the district and where we might want to focus our efforts over the next 12-24 months.

Of Service,

Chris White, ACE President
(650) 949-7789, office

New ACE Representatives

Joining the ACE board March 1, Cynthia Smith will be serving as the De Anza board member, seat 2 replacing Selda Sigala-Aguilar who is retiring from FHDA at the end of February.  Words cannot express how grateful we are to Selda for her years of service to ACE.  Please take a moment to thank her and wish her a happy and healthy retirement.

We also have two new members representing De Anza on negotiations, Dana Kennedy, division assistant in the business division and Andrea Santacruz, administrative assistant in A&R.  For the first time in 3 years, as we begin negotiations with the district, our negotiations team is full.

Classification Study Update

by Chris White, ACE President

First, a reminder:  Your position description questionnaire (PDQ) for the ACE classification study is due no later than 5 p.m. on Friday, Feb. 24.

To ensure your comments remain unchanged, email your completed PDQ to:
  1. The supervisor and/or administrator who signs your time sheet; AND
  2. Myisha Washington, Manager, Compensation, Classification and Employment, washingtonmyisha@fhda.edu.
  3. Keep a copy for your records.

Second, some frequently asked questions:

  1. How long will the study take to complete?  The consultants have stated it will probably take a year to complete.  The biggest delays?  Missing deadlines, like the PDQ submission, and negotiating the effects of the study’s final recommendations. The more accurate information we provide upfront, and on time, reduces the possibility of delays later. Let’s keep this moving forward and get those PDQ’s in by the Feb. 24 deadline.
  2. Do I really have to submit the PDQ to my supervisor?  Yes.  This study is about the position NOT the person.  If there are large discrepancies between what you define as your duties and what your supervisor does, the consultants – who are neutral in this process – will dig deeper to get a clearer picture of the position.  It is built into the process through the follow-up interviews.  If you are concerned there will be repercussions for things you have written, contact ACE immediately and we will work with you to address your concerns.
  3. My supervisor told me something different than what was presented at the kick-off meetings.  What do I do?  Contact me or Myisha Washington immediately and we will clarify the process for you and your supervisor.  To help ensure we are all on the same page, I will be attending a Classification Study Information Discussion for supervisors and administrators in mid-February hosted by HR.
  4. I’m working on the PDQ and have questions, can you help?  Yes.  You can email me or Myisha Washington at any time.  We will also be offering drop-in assistance on the following dates/times:
    1. Foothill, Altos Room
      1. Feb. 9 – 1:30 – 3 p.m.
      2. Feb. 15 – 11 a.m. – 1 p.m.
    2. De Anza – Staff Development Office, MLC246
      1. Feb. 15 – Noon – 3 p.m.
      2. Feb. 21 – 1 – 4 p.m.
  5. How can I stay informed on this process?  I invite you to avoid misinformation that inevitably makes its way through the grapevine. Instead. be certain to read ACE emails, attend site meetings and bookmark, http://hr.fhda.edu/class-comp/e-ACE%20Classification%20Study%202017.html

Lastly, all classified employees are expected to take part in the study by completing the PDQ.  Although not every job description will require significant changes, every classification will be reviewed and modified as needed.  At the completion of the Study, all classified positions will have job descriptions that accurately reflect the roles and responsibilities of the position.

Professional Development Opportunities
This workshop reviews the ACE PGA (Professional Growth Award) application process, covers eligibility requirements and defines what constitutes professional growth activities for classified professionals. We will also review the ACE Educational Assistance Plan and Travel and Conference Funding. All participants will receive a PGA Organizer binder. Those who already have a binder or folder system from prior workshops should bring them.

  • Thurs., Feb. 9: 10-11 a.m., FH Toyon Room
  • Mon., Mar. 13: 12 – 1:30 p.m. DA Admin 109

PGA Workgroup
All classified professionals are welcome to attend these working sessions where we get together to organize our professional growth materials and work on our PGA application. Share your knowledge and experience with others! Get assistance with completing your application and identifying the support materials you need to include.

  • Thurs., Feb. 23: 12:30-1:30 p.m., FH Toyon Room

CalPERS Planning Your Retirement Workshop
This workshop is geared towards members who are nearing retirement.

  • Fri., Feb. 10: 9:30 a.m. – noon, DA Admin 109
  • Fri., Feb. 24: 9:30 a.m. – noon, FH Toyon Room

Please note the CalPERS workshop requires an additional registration by calling (888) 225-7377 or online through your My CalPERS account https://my.calpers.ca.gov/web/ept/public/systemaccess/login/username.html.  Follow the instructions to set up an account if you do not have one.

Please pre-register for the above workshops by emailing Mary Kay, staffdevelopment@fhda.edu, at the De Anza College Office of Professional Development and letting her know which workshop(s) you want to enroll in.

The Value of Ownership and Independence
By Bradley Creamer, ACE member & Foothill webmaster

When I first came to work for Foothill-De Anza, I didn’t know much about unions. During new hire orientation, I received the basic union orientation but didn’t see the value in being part of it.  As time went by and I learned more about the union itself, I further justified my non-involvement due to the fact that the organization seemed to be a nebulous, distant entity that also didn’t seem to have any value by our local members. I met our local officers and knew that they were concerned for our members, but also saw that union was busy with issues outside of our members’ concerns.

When the time came that we, as classified professionals, decided to form our own union – one which was independent of a national organization and self-governed – I knew it was the time to participate. I served on the first board of the Association of Classified Employees (ACE). This was one of the best learning experiences I’ve had in my career. 

Obviously learning the ins and outs of being on a governing board had its trying times, but the most important thing I learned was the value in making decisions ourselves. Many times we had to prioritize items that left out other important issues, much like the current board has to do now. But through ACE, our voting membership has had the power to prioritize those important issues. Our voting membership then makes the decision on actions that impact those important issues.

Understanding the value of owning and having an independent union has never left me. To this day, I continue to help ACE with the website, online voting and email support. I hope that you also understand the value of ACE.  If you are not already a voting member, become one, and then get involved by serving on the board or becoming a steward.

ACE News, Classification Study 2017, Uncategorised