At the August 2 work session of the DCCCD Board of Trustees, Chief Financial Officer John Robertson reported that the District leadership is recommending that the Board of Trustees adopt no changes to the current maintenance and operations (M&O) tax rate, and a slight reduction to the interest and sinking (I&S) tax rate, which, coupled with rising property assessments, would result in a $1.45 per month increase in the property tax bill for an average valued home in Dallas County ($218,000).
Such a tax rate and resultant revenues would allow DCCCD to fund $40.4 million in necessary initiatives. Among those recommended initiatives would be $11.7 million in salary and benefits increases, $1.2 million to provide DART passes to all DCCCD students, $3.8 million for dual credit partnerships, $3.6 million for information technology upgrades, $9.0 million for police and public safety upgrades, $10.3 for student pathways augmentation, and $0.8 million for Title IX compliance.
Within the faculty salary increases, Chief Talent Officer Susan Hall provided additional details on proposed faculty compensation adjustments, which include:
1. A $50 increase in the extra service/adjunct rate to $2,324 per 3-credit hour course;
2. Add an additional "milestone increase" at 25 years of full-time service in Range 3 and 4;
3. Fully fund the 3, 10, 15, and 20 year "milestone increases" approved in September 2015 (benefiting 48 faculty this year);
4. Fully fund approved successful Pay for Performance projects from Spring 2016 PPI pilot (benefiting 61 faculty this year);
5. Base salary increase of $1,600 for all full-time faculty hired before June 1, 2016;
6. Additional base salary increase of $795 for those approximately 322 full-time faculty hired between 9/1/1981 and 9/1/2006, to alleviate compression of salaries of faculty hired during that time.
It should be noted that all recommended salary increases - along with the entire proposed 2016-2017 budget and tax rate, are subject to approval by the Board of Trustees on Sept. 6, 2016.
The Faculty Council believes that while much work remains to offset 30 years of salary compression, this proposal represents a good start. More importantly, this demonstrates a good faith effort by District Talent Central and Chancellor May to respond to the concerns that DCCFA consistently have brought forward regarding the issue of faculty salary compression.