In accordance with the terms and provisions of the Texas Open Meetings Act, Chapter 551 of the Texas Government Code, the Board of Trustees Committee of the Whole of the Austin Community College District convened in public session on Monday, August 16, 1999, at 6:05 p.m. in the Board Room (201) of the Highland Business Center of the Austin Community College located at 5930 Middle Fiskville Road, Austin, Texas, with the following members present: Allen Kaplan, Vice Chair/Presiding Officer; Hunter Ellinger, Secretary; Lillian Davis; Della May Moore [arrived 6:25 p.m.]; Carol Nasworthy; Rafael Quintanilla; Beverly Silas; and John Worley. Beverly Watts Davis, Chair, was absent.

It is further found and determined that in accordance with the policies and orders of this Board, the notice of this meeting has been posted and return thereof made pursuant to the terms and provisions of the Texas Open Meetings Act, Chapter 551 of the Texas Government Code, and there has been full compliance with the terms and provisions of said act, including the timely posting of the subjects of this meeting.

There were no recognitions.

[ Trustee Della May Moore arrived at 6:25 p.m.]

Mr. Kaplan introduced the item.

Mr. Kaplan introduced the item and Hunter Ellinger provided comments regarding the sections of the proposed policy and alternatives. Board members discussed Principle [4]:

[4] For each type of position, compare compensation to that at the main institutions with which the College competes for that type of employee. For adjunct faculty, provide that the minimum and maximum amounts paid at least match the amounts paid to non-tenure-track part-time faculty with similar experience and education teaching lower-division courses at the institutions of higher learning in the Austin metropolitan area most similar to ACC in size and the nature of their use of adjunct faculty and for which comprehensive compensation data is available. The primary relevant comparison markets for other employee classifications shall be: for non-faculty staff, similar local or regional positions; for full-time faculty with equivalent experience and education in community colleges in Texas metropolitan areas. Trustees discussed the proposed alternatives selected [4]A and [4]B for possible amendments/alternatives.

Mr. Kaplan recessed the Board of Trustees at 7:13 p.m.

Board members continued discussion of this item and proposed alternatives.

The College Principles for Employee Compensation are:

[1] Provide employment primarily on stable professional terms with an adequate level of regular staff to achieve excellence goals. However, the College shall use hourly, part-time, and temporary staffing when appropriate to match variations in work load.

[2] Have all employees receive fair pay for their contributions to the College mission, with no employee paid less than the community-accepted level of a "living wage".

[3] Provide a compensation package (including salary, benefits, time off, stipends, and awards) that is market-competitive. Priority for increasing compensation shall be for those positions that are at 95% or less of the market average or any other compensation target included elsewhere in this policy or set by the Board.

[5] Arrange workloads of employees so that there is an equitable and reasonable assignment of responsibilities generally based on objective factors, and provide appropriate extra compensation or release time to employees who are asked to work significantly more than normal or during vacation/holiday times. Incorporate sufficient flexibility in leave rules to allow tradeoffs between salary and time off, whenever appropriate given the work needed by the College.

[6] Adjust pay scales annually to reflect cost-of-living changes (including inflation), with cost-of-living adjustments applied on the same basis to all pay scales. However, cost-of-living increases will be adjusted appropriately to reflect the greater impact of inflation in the necessities on lower-income persons.

[7] Provide salary ranges that reflect appropriate adjustments for changes in effectiveness due to applicable education/experience and completion of any mandatory professional development.

[8] The Board will, in response to Presidential recommendations based on this policy, adopt specific compensation goals as part of its biennial update of the College's strategic plan. During that review, the Board shall be provided information comparing College compensation rates to those typical of both the primary comparison groups and various other groups of employers that might be considered relevant. Information shall also be provided comparing the workloads and compensation of full-time and adjunct faculty at the College.

[9] Compensation rates and proposed changes in them are to be publicly announced and shall normally be implemented as part of the budget process. Compensation changes at other times shall be made only in cases of documented urgent need approved by the President, after informing the employee associations and considering their comments. Changes require specific Board approval if the action increases a person's compensation rate by 10% or more or if the cumulative unapproved changes to the budget during the year would exceed $10,000/month.

[10] As part of the budget process, the President shall recommend pay scales and stipends that, in his or her judgment, reflect the above principles to the extent feasible given other Board directives. Projections shall be provided with the planning/budget proposals of the funds needed for cost-of-living adjustment, market adjustments, changes in staffing levels, and the net cost of any experience increments. Board approval of pay scales and rules shall be based primarily on the extent to which the President's recommendation is consistent with the provisions of Board policy and planning directives.

[11] When a budget falls short of meeting the goals of this policy, the budget shall allocate between 4% and 6% of projected annual revenues for professional development, market-level adjustments, cost-of-living increases, experience adjustments, stipends, and awards.

[12] An appropriate relationship shall be maintained between the compensation packages of executives and senior administrators and the compensation for other classes of employees. Any compensation increase in excess of the average percentage increase for other employees for an employee serving as a College administrative officer requires specific Board approval.

Mr. Kaplan introduced the item and Drs. Elva Allie, Executive Vice President for Instructional Affairs, and Sue Pardue, Dean of Workforce Continuing Education and Life Long Learning, presented information and responded to questions from Trustees. This item will be on the agenda for the September Board meeting.

Mr. Kaplan introduced the item. Elvis Eaglin, College Purchasing Manager, presented information and responded to questions from Trustees regarding campus custodial services. This item will be on the agenda for the September 7 Board meeting.

Mr. Kaplan introduced the item and Dr. Richard Fonte, College President, stated the necessity of beginning a review schedule with the Board on some of the areas to be included. He requested information from Trustees concerning suggested topics. He said student services might be a topic to be reviewed first. He stated that the total review could take several months. Hunter Ellinger provided information regarding several reports required by Board policy.

Mr. Kaplan stated that work sessions would be scheduled during meetings of the Board and suggested that student services be reviewed during a work session at the beginning of the Board meeting on September 7.

Mr. Kaplan introduced the item. Dr. Fonte and Trustees discussed Board policy and administrative rule processes. Dr. Gerry Tucker, Administrative Vice President for Human Resources, responded to questions from Board members. Ms. Cathy Frier, office of College Legal Counsel, presented information and responded to questions. Dr. Fonte stated the need for the policy to be strong and clear to permit administration of the associated administrative rules. He asked Trustees to provide him with information which might be available to them regarding workplace provisions.

Mr. Kaplan indicated that this item might be included on the September 7 agenda.

Mr. Kaplan called attention to the list of upcoming media events and suggested Trustees attend.

Mr. Kaplan advised that Austin Community College and the Women's Bureau of the U.S. Department of Labor will sponsor a regional Conference on August 20-21 regarding "Closing Gaps and Opening Doors".