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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.

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