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Faculty and Staff Federation of CCP

Since 1970, the Faculty and Staff Federation of Community College of Philadelphia (FSFCCP) has helped to make CCP a good place to work.  Thanks to the steady participation of its members in union activities, FSFCCP has been able to secure and defend some of the best community college employee contracts in the country.  Our members are divided into three bargaining units: Full-Time Faculty; Classified Employees; and Adjunct and Visiting Lecturer Faculty.  We are proud of our history of working together for three contracts.  We are affiliated with the American Federation of Teachers, AFT-Pennsylvania, and the AFL-CIO.

Board Action Update: November 2, 2017

On Thursday, November 2, faculty, staff and students rallied at the Board of Trustees meeting to tell them to get back to table to negotiate three fair contracts. You can view, like and comment on photos and videos of the action on the union's Facebook page here


Faculty, staff and students made it clear that the Board's proposals are unacceptable.  As this photo of staff member Louise Hinton says, she wants a fair contract because the cost of living keeps going up, and our paychecks are staying the same.  And as this photo of faculty member Sarah Byker James says, she wants a fair contract because because CCP students deserve our best!  Students rallied with these signs to let the Board know that students and teachers are united.  


Speakers emphasized that the proposed 5-5 load would require mandatory overtime for full-time faculty, lay off many valuable part-time faculty, make it more challenging for students to get the support they need, and hurt efforts to diversify our faculty body. You can watch a video of faculty member Alexine Fleck addressing the Board hereMarissa Johnson-Valenzuela here, and Julie Odell here. Two students also addressed the Board, and emphasized the ways that students support our fight for fair contracts. You can watch a video of CCP student Michael Luna addressing the Board here.  


You can also read statements to the Board on our blog here.  

Legal Victory and 11/2 Board of Trustees Meeting

For the second time, President Generals and the Board have failed in their attempts to have the government declare that the faculty campaign to do only contractual work is an illegal “strike.”  The first time they were rebuffed by the Pennsylvania Labor Board.  Now their argument has been rejected by the Court of Common Pleas.  While President Generals and the Board continue to waste the College's money on legal actions that are summarily dismissed, we continue to try to negotiate in good faith to reach fair contracts that move the College forward.  Our student canvassing last week showed us that students understand that fair contracts for faculty and staff are part of high quality public college education.  In order to win good contracts, we need students, faculty and staff to demonstrate to Dr. Generals that we are united and will not settle a contract until his extreme demands go away.  Join us at the next board meeting on Thursday Nov 2 to show President Generals and the Board that they should invest in the people that make CCP work everyday and its students rather than fighting usRSVP to the Board action here. 

CCP faculty and staff contract fight stretches into a second school year

PHILADELPHIA – The Faculty Federation of Community College of Philadelphia, Local 2026, started its second school year this fall without new contracts for all three of its bargaining units.

Since the contracts expired on August 31, 2016, CCP’s administration has tried to rewrite them in its favor, while the union – at and away from the bargaining table – has tried to encourage the college to work collaboratively to reach fair and equitable agreements that support student success. 

After 18-months of talks, the main sticking points are increased course loads, salary “increases” that would be more than consumed by higher benefit costs and CCP’s demand that administration control the calendar, evaluations and other issues that now must be agreed upon jointly.

“Rather than negotiate in good faith at the table, CCP publishes self-serving and often inaccurate communications in college-wide publications aimed at our members,” said union presidents Steve Jones and Eric Massenburg. “The administration sent several memos about negotiations to the college community last spring in which they tried and failed to divide and conquer union members, but our members are resolute and united.”

The major sticking points in negotiations are:

·       The administration wants to increase the course load for full-time faculty by 25%-33%, which the union contends would wipe out almost all part-time/visiting lecturer positions, reduce educational quality and undermine faculty diversity.

·       The administration demands unilateral control of the calendar, faculty evaluations and tenure, and other items that currently require mutual consent. 

·       The college is demanding that Classified Employees and 12-month faculty clock in and out electronically, a Big Brother measure that the Classified Unit and the 12-month faculty oppose.

·       The college claims it is offering faculty and staff net salary increases of 2% per year. The figure is inaccurate, the union contends, and any increase would be eaten up by increased health-care deductibles, co-pays and new out-of-pocket costs for benefits.  Additionally, the college is proposing no pay increase for the first year of the new contract. 

·       The administration wants changes in retirement benefits that would cost current and future employees thousands of dollars.

“The administration’s proposals undermine educational quality and faculty diversity,” union co-presidents said. “CCP’s faculty and staff are fighting to improve the quality of education for students who depend on community college for opportunities.”

CCP, which has had a balanced budget for the last 12 years, can and should provide faculty and staff with the time and resources they need to help students graduate, transfer to 4-year colleges and move into their careers. The union is fighting for:

·       Reasonable course loads that allow faculty time to prepare for class, meet with students and offer meaningful feedback. 

·       Release time for faculty leaders, lower class sizes in writing intensive courses, adequate staffing in Counseling, Library and the Learning Lab, and improvements in the academic advising system.

·       Fairness and equity for all faculty and staff. The union has proposed annual salary increases for all faculty and staff that won’t be swallowed up by increased healthcare costs. 

CCP employees are working under the terms of the previous, five-year contract. The union represents full- and part-time professors as well as staff, including janitors and secretaries. The last strike was in 2007. The union has held a number of protests at board meetings and college events to increase awareness about the dispute.

Notice of 2017 Federation Elections and Call for Nominations

Nominations closed on Tuesday, October 3, 2017 at 5:00pm EDT

Nominations are now open for the following Federation positions:

General Officers

  • Two (2) Co-Presidents
  • Secretary
  • Treasurer

Bargaining Unit Co-Chairs

  • Two (2) Co-Chairs of the Classified Employees Unit
  • Two (2) Co-Chairs of the Full-Time Faculty Unit
  • Two (2) Co- Chairs of the Part-Time Faculty/Visiting Lecturer Unit

Department Representative

Recognizing/Reporting Child Abuse training online

The online training "Recognizing and Reporting Child Abuse"  is available at This training takes a total of three hours but need not be taken all at once - you may pause the training at any and return to it later. The website will automatically save your progress.

According to CCP's HR Department, "In accordance with the College's Child Abuse Reporting Policy #162 & the Pennsylvania Protective Services Law, if you come in contact with children (minors) in the course of your employment at the College, you have a mandatory obligation to report child abuse which you know about, see or suspect. A component of this includes mandatory training on how to recognize & report suspected child abuse."

Furthermore, "At the end of the training you will be provided with an eCertificate. Please print this certificate of completion & provide a copy to the Human Resources Department. This will be placed in your Personnel File."

The contact person in HR for this is Jen Hagan, or 215-751-8498 (x.8498 on campus). Please direct any questions about this training to her.

You may also review the training materials at


FSFCCP Endorses Larry Krasner for District Attorney

On May 2nd, The Representative Council of the Faculty and Staff Federation of Community College of Philadelphia, AFT local 2026 that represents over 1300 employees, unanimously voted to endorse Larry Krasner for District Attorney of Philadelphia because of his long-standing commitment to progressive reform of Philadelphia’s criminal justice system, and because Krasner’s demonstrated commitment to civil rights and equality aligns with CCP’s mission to provide affordable and quality educational options for all who may benefit.

The Philadelphia District Attorney’s race is a significant moment in the ongoing fight for social and economic justice in Philadelphia. One of the most effective approaches to crime reduction and decreased recidivism is access to education before, during and after incarceration. Through our general enrollment, targeted programs, and numerous other community partnerships, CCP works with many returning citizens who are attempting to turn their lives around, and their families. As the only open-admissions higher education institution in Philadelphia and the most affordable, CCP serves some of the poorest students in the city, many of whom—because crime disproportionately impacts the poor and people of color—are negatively impacted by the kinds of policies and approaches that Krasner seeks to reform. This endorsement is a recognition of that interconnection. We listen to our students’ experiences with discrimination in Sociology discussions, we read English 101 essays on mass incarceration, and at least one of us has helped a Black mother write a research paper on how to protect her son.

The Faculty and Staff Federation of Community College of Philadelphia proudly supports the candidate with the experience and passion necessary to best serve all Philadelphians: Larry Krasner. 

Response to Open Letter to the College Community on Negotiations

Yesterday, the C.C.P. administration sent an “Open Letter to the College Community” regarding negotiations.  For the second time, the College Administration has chosen to negotiate in public in an attempt to divide the union membership from the union leadership.  In addition, the new online "Fact Center" on negotiations launched by the College appears to be an act of desperation as they try to figure out how to craft a message that portrays their position as reasonable and serving students.  The Federation negotiating teams do not think that this strategy of negotiating publicly will lead to a settlement, and we are going to continue to negotiate at the negotiating table.  As is clear from the documents that the College has shared, we are still very far apart.   

A detailed explanation of the status of negotiations will soon follow this, but here is a quick reality check:

The College is claiming that, in their most recent proposals, faculty and staff would have a net gain of 2% per year with the changes to salaries and benefits.  This is not true.  With the increase in deductibles and the co-pays they are proposing, our members would not receive 2% net increases, which would not meet our needs, even if that was what they had proposed.  In addition, the College is still proposing changes to retirement benefits that would cost current and future employees thousands of dollars.

The College is still insisting that Classified Employees and 12-month faculty clock in and clock out electronically, a Big Brother measure which the Classified Unit and the 12-month faculty are against.

The College is still seeking to get unilateral control of the calendar, faculty evaluations and tenure, and a long list of other items that the current faculty contracts include as items to be agreed upon mutually.  After nearly a year and a half of negotiating, the administration has not been able to tell us what current problems their proposals would address, or what their contractual changes would really mean.  All we know is that they want them because they would prefer to have more control over us.

The College continues to seek to make assessment of courses for accreditation purposes a contractual responsibility--a sure sign that they know it is not.  In addition, this week the Pennsylvania Labor Board for the second time refused to hear the charges they filed against us, claiming that our withdrawal from voluntary accreditation assessment work is an Unfair Labor Practice.  Our charge that they are violating the labor law by insisting we do the voluntary work of accreditation assessment is going to be heard by the labor board in the coming months.  No wonder they are feeling desperate about their chances of forcing us to give in to their demands.

Finally, they have not come off their proposal to increase the teaching load of Full-time faculty.  They persist with this proposal while demonstrating full well that they know it would almost entirely wipe out the Part-Time/Visiting Lecturer Bargaining Unit for the foreseeable future, made worse by the downward enrollment trend.  Their latest version of this proposal would require Full-time faculty to teach on weekends and in Corporate Solutions in order not to be under-loaded.

Now that their proposal for Full-time faculty includes a salary increase for being forced to teach a permanent overload that is slightly higher than the current rate for voluntary course-overload work, it is even clearer that this issue, and most of our negotiations, are not about cost savings for the college or the quality of education, as the College asserts.   The primary concern of the College in these negotiations is appearances.

Right now the best way for members to show that you are determined to preserve quality working conditions and most of all that you insist on maintaining a genuine quality educational experience for our students is to come to the CCP Board of Trustees Meeting this Thursday May 4th at 2:45 to express your anger and frustration with the shameful, self-serving way the College is behaving.  Email the union office at to let us know you will be attending and if you are interested in making a statement to tell the Board how unacceptable their proposals are.

In solidarity,

Your Negotiating Teams 

Advice on Participation in Professional Development Week

RSVP to some of the union organized PD Week actions and activites here

Dear Federation Members:

In keeping with the upcoming inauguration of the most anti-worker President of the United States in memory, the C.C.P. administration has made plans for this coming week to “Make C.C.P. Great Again” by forcing the Federation to postpone the professional development activities the union planned for this coming week.

Although we made room reservations for workshops and a lunch in accordance with College policy, those reservations have been revoked on the flimsy excuse that these events would “interfere” with the administration’s plans for the week.  We have assured the administration that we acknowledge that Professional Development Week days are work days for Full-time Faculty and Classified, and that we have no intention of interfering with any College activities. Despite this, their fear about what we might say to each other in a room without administrative supervision seems to have overcome common sense.

This escalation in aggressive and punitive behavior by the College’s top leadership has a very serious and troubling root cause:  Because they do not understand the work we do (whether faculty or staff), because they don’t respect us, because they have utterly failed to argue the case for C.C.P.’s students to the public funders who should be supporting the College financially, they have turned on us.  Their failure of leadership has translated into an extreme set of contract proposals that disrespects our value and threatens to damage the educational quality of the College.

This is our advice about participation in Professional Development Week:

  • This is a work week for Full-time Faculty and Classified. Other than for illness or other approved reasons, Full-time Faculty and Classified should report to work as normal.
  • The C.C.P. administration has written to the Full-time Faculty and asserted that they “must” attend the College’s Professional Development program, and then clarified that in their view “Full-time faculty are expected to attend the opening and related general sessions on Monday and attend relevant sessions on Tuesday and Wednesday (which may include department meetings).” The union strongly disagrees with this characterization and will pursue our objection in the appropriate legal setting.  In the meantime, Full-time Faculty are advised to attend the opening sessions and other sessions that are “relevant” to their faculty roles.
  • Please do participate in the following activities, which are still protected by your rights to free speech, even at work, and please RSVP.

Monday, January 9th, 2017

  • Come to work in your Federation T-shirt
  • 7:45-8:30: Informational Picketing, outside Winnet Student Life Building and other locations
  • 8:15-11:45: Winnet Student Life Building Great Hall: Hold a sign or banner expressing your feelings about the administration’s behavior toward faculty and staff
  • 12:00-1:00 Solidarity Lunch. Location TBD

Wednesday, January 11th, 2017

  • 12:00-1:00pm: General Membership Meeting, S2-3
  • 1:00-2:00pm: Full Time Faculty Bargaining Unit Meeting, S2-3
  • 1:00-2:00pm: Part Time Faculty/ Visiting Lecturer Bargaining Unit Meeting, S2-7
  • 5:00-6:00pm: Classified Employees Bargaining Unit Meeting

Thursday, January 12th, 2017

  • 2:45-5:00pm: Board Meeting Action, meet outside Boardroom, M2-1 (and wear your union T-shirt and button!)


According to the administration, the following dangerous and “disruptive” sessions cannot be held during P.D. Week without administrative supervision. They will be re-scheduled.

  • Faculty Diversity in Hiring
  • Q&A about Current Contract Campaign
  • Strike to Win: Panel with Local Labor Leaders
  • Negotiating for Educational Quality: Panel with Students
  • Standing Committee Member Session


Executive Committee, Faculty and Staff Federation of C.C.P.

Commitment to Do Only Contractual Work FAQ

Faculty can sign the Statement of Resolve in Support of the Federation’s Commitment to Do Only Contractual Work here

On October 20, a meeting of both the Full-Time Faculty and Part-Time Faculty/Visiting Lecturer Bargaining Units made some decisions about the next steps in our contract campaign.  We hope that the Q&A below will help faculty better understand our current campaign and strategy. 


What kind of voluntary activity is the Federation asking faculty to stop doing?   
Faculty should only do contractual work until we secure three fair contracts, except for voluntary activities that meet any of the following criteria:
1) directly impact students;
2) would negatively impact faculty if we stopped doing it; or
3) is necessary for outside accrediting agencies for career and other academic programs.

For example, we support faculty in:

  • doing open houses and majors fairs
  • serving on hiring and award committees
  • completing the “Survey on Faculty Experiences and Engagement”
  • fulfilling their responsibilities on Standing Committees

What if I’m not sure if something I was asked to do fits in the above criteria or not?
If you have questions about whether you should continue to do any particular activity as part of this commitment to only do contractual work, contact the Federation leadership so that we can assess whether it falls into the categories above and communicate that to the entire membership.

What if I’m getting released or extended time, or a grant, to do specific work?
Faculty who are on released or extended time or who have received grants to do specific work must continue to do those activities, as they are being paid specifically for such work and thus it is not voluntary.

How do I say “no” to doing voluntary activities when I am asked to do it?
Below is some boilerplate language faculty can use when telling administrators that we will no longer be doing voluntary activities:
"Dear Administrator:
As part of the Federation’s campaign to secure fair contracts, I am not (no longer) going to do __________________.  When the contract dispute is resolved, I will gladly do this activity.
Thank you for understanding."

What are some examples of voluntary activities I should definitely not do? 
Faculty should refrain from participating in voluntary activities on everything having to do with Middle States including General Education Assessment, Student Learning Outcomes (SLOs), Program Learning Outcomes (PLOs), Program Audits and Course Revisions, as well as all voluntary activities for Guided Pathways.  Also, Counseling faculty should not participate in Student Orientation and Registration Sessions (SOARs) that are requested outside regular work hours. 

Should I complete the assessment task I’ve been asked to do, but refuse to turn it over to the administration until we get contracts?
No.  To refrain from doing something means not to do it; it does not mean that faculty should do it and then refuse to turn it over to the administration.

I’m a Full Time Faculty member in the English Department. Should I continue to participate in my teaching circle? 
Yes! Teaching circles are the way that you participate in official departmental evaluation.  What you should not do is any Student Learning Outcome (SLO) assessment as part of your teaching circle.  

Should I participate in Professional Development week in January 2017?
For the January 2017 PD Week, faculty should not submit proposals or present on topics that have to do with assessment.  Additionally, faculty should not attend the Keynote Speaker on Monday of PD Week, the Assessment Conference on Tuesday of PD Week, or any of the Guided Pathway talks.
Because the Monday and Tuesday of PD Week are work days, faculty should come to campus and work.  The Federation will be developing alternative experiences for faculty to participate in.  Faculty should continue to participate in Department Meetings and other meetings created by faculty for PD Week as they usually would. 

What else can I do to support this commitment to only do contractual work to help us win fair contracts?  
We are asking all faculty to sign onto this Statement of Resolve in Support of the Federation’s Commitment to Do Only Contractual Work.  We realize that when faculty decide to only do contractual work, it can be difficult to feel that we are taking collective action, even though we are all part of a campaign to win fair contracts.  Our hope is that as many individual faculty sign onto this Statement of Resolve, our campaign will be more clearly a collective act.       

Open Letter to Board of Trustees of CCP

Dear members of the Board of Trustees:

As representatives of the faculty and staff at CCP, we want to thank you for your willingness to use your volunteer time to help advance the mission of our college.  We share with you a commitment to a high quality education for all of our students, and we are proud to play a key role in success both here at CCP and in the new opportunities that develop as a result of their work at the college.

Because we are committed to a high quality education, we are extremely concerned about the set of contract proposals that you have presented to us as we negotiate new contracts for our Adjunct Faculty, our Classified Employees, and our Full-time Faculty.  It is not our intent to attempt to negotiate with you by means of this letter.  We have been meeting with your representatives for more than eight months now, and we will continue to negotiate with them until we reach agreements on all of the issues. 

However, we are writing to make you aware that the proposals that you have given us would represent, in our opinion, an extremely large step backwards in providing a quality education here at CCP. 

For example, for most Full-time Faculty, you have proposed a workload increase of 25%-33%.  We don’t think that you would accept that in your own work lives.  Faculty at CCP are working hard to deliver a high-quality education despite the challenges that many of our students have when they arrive at our doors.  It is impossible to see how forcing Full-time Faculty to teach an additional course each semester will improve that quality, and it easy to see how such a mandatory workload increase would likely compromise teaching quality.

As another example, for Adjunct Faculty, you have proposed a step backwards in the seniority system that has successfully provided for job security for adjunct faculty since 1985.  Good teaching conditions lead to good learning conditions for students.  Job security for adjunct faculty gives our adjunct members the confidence that their hard work leads to continued employment.  Weakening the seniority system leads to a sense of insecurity and communicates a lack of commitment by the College to Adjunct Faculty who are part of the backbone of instruction here.

As a third example, for nearly all employees, you have proposed drastic increases in the cost of health benefits and the erosion of retirement benefits.  Many of us here at CCP could earn higher salaries elsewhere, but we choose to work here because we support the mission of delivering a high quality education to students who might not be able to attend and succeed anywhere else.  In making that choice, we have chosen to negotiate contracts that provide a solid benefits package, even though the salary package is not as high as it is in some other institutions.  We believe that your proposals to weaken the benefits package, increase the workload, and reduce job security will cause many valued employees to look elsewhere for employment. 

These are only some of the many examples of your proposals, which in our view would lead to a serious weakening of employment conditions at CCP, and in turn lead to a decline in educational quality.

We noted that Board member Matthew Bergheiser wrote in the Inquirer on July 18:

"A vital component of Green City Works’ mission is to serve as a “high road employer,” and we have committed to offering employees good wages, full-time positions, and advancement opportunities. . . Once people enter this kind of environment after many bumps in their career and life paths, there’s a palpable sense of an unprecedented open door to opportunity. They haven’t had the chance in their working lives to be valued or to be valuable; given that chance, their talent and eagerness to perform prove unstoppable."

We urge you to use this philosophy of being a “high road employer” and, through your designated representatives, to significantly moderate your contract proposals so that we may reach a fair settlement in the near future.


Steve Jones, Co-President                                         

Eric Massenburg, Co-President

Junior Brainard, Secretary                                         

John Braxton, Treasurer


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