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5.16.19 Board of Ed Message

Statement to Board of Education from Kenny Ascheri, LCCEF Vice President, May 16, 2019

Good evening,

I’m Kenny Ascheri, Vice President of LCCEF and Lead Programmer Analyst in Information Technology and my pronouns are he/him/his.

First, I want to thank everybody who was involved in Lane’s Fund our Future: Community College Rally on May 8. I really appreciate the leadership, dedication, and hard work by Student Government President Nick Keough, Faculty President Adrienne Mitchell, and our Federation President Robin Geyer. I appreciate all the volunteers that showed support by spreading the message, and showing up to help facilitate a seamless event. Thank you to President Hamilton, Board Chair Eyster, VP Paul Jarrell, and all of our speakers for sharing their strong messages of support for more Community College funding.

Classified staff are in the midst of a Classification and Compensation study that was contractually agreed to be completed almost a year ago. Can you believe we are hiring employees without accurate job classifications in place? Well, we have hundreds and most are 20 years old. Why hasn’t this study been completed and implemented historically? The last one was in 2005 and implementation didn’t happen. Why are we so far behind? Where is the leadership for equitable improvements here?

Professional Development for classified staff. We all want employees to be more efficient, more engaged, happier, healthier, and have bandwidth to take on more tasks. This is where professional development comes in – employees need leaders; managers or others who are going to clear the space and build the infrastructure for them to grow. Also money, there has been a meager budget of just $25,000 a year for Classified while Faculty have upwards of $300,000 a year. Why such a discrepancy? Does this speak to value because it sure does to Classified Employees.

The Administration has provided the Federation their ORS 279B analysis. According to AFT Or. Legal Counsel it did not encompass the statutory requirements for a financial analysis related to contracting out, which include:

  • Average or actual salary or wage and benefit costs for contractors and employees who
    • Work in the industry or business most closely involved in performing the services that the contracting agency intends to procure; and
    • Would be necessary and directly involved in performing the services or who would inspect, supervise or monitor the performance
  • Material costs, including costs for space, energy, transportation, storage, raw and finished materials, equipment and supplies; and
  • Miscellaneous costs related to performing the services, including but not limited to reasonably foreseeable fluctuations in the costs for the items identified in this subsection over the expected duration of the procurement

Is the College’s legal unaware of these requirements or did they and the college decide to purposefully leave this information out?

LCCEF is meeting with administrators on Labor Management issues and Bargaining. We spend a lot of time together with very little gain especially when considering the amount of time we meet.

Nearly every year Classified staff have continued to take on more medical costs because of reduction to benefits in lieu of cutting other budgeted expenses; for example: manager positions and salaries, capital investments like Titan Court or the old Downtown Campus, just to name a few. It hasn’t solved the problem yet, why is Administration banking on this solution again? If you want different results than what you’re getting, you have to try different approaches.

Administration boasts that they will fill 11 manager positions and 20 classified positions. To put that in perspective assuming full time employment, 11 manager positions is about 18.5% of that group’s total FTE while 20 classified positions is only about 6% of the total classified FTE. Why is it that manager FTE is increasing at 3 times the rate of classified staff? Why is it that every way you cut it, total FTE of classified positions is decreasing while the same is not true for management positions? This is not sustainable and classified staff are not going to stand quietly.

Administration has dispersed a Bargaining Cost Calculator worksheet which identifies all positions in all funds, including vacant ones that they intend to fill. They have identified over 90% of the vacant management FTE to be filled while only identifying 63% of classified FTE to fill. Based on the latest Personel Trends Summary [attached] from the college budget website, Management FTE has increased to be greater now than it was during our peak enrollment. The manager position list for FY19 totals 67.85 FTE, an increase of 7% over surge enrollment manager FTE. Additionally, manager FTE is continuing to increase to 71.7 in FY20. This continues to push the ceiling higher as administration budgets 13% more manager FTE than in FY12, FY13, and FY16. In this time of critically low enrollment, the lowest in 10 years, why is it that there is more manager FTE budgeted now than there was with twice the enrolled student FTE? Why has manager FTE increased 13% more than surge enrollment years while classified FTE has decreased 25%? Repeatedly, we’re seeing managers take more and give less to their classified staff.

Lastly, I need to touch on the tender topic of harassment, bullying, slander, and libel at LCC. Lot’s of that is happening and has been for years. Why? Why has the college ignored these types of behaviour? We have a new Administration and we are just now starting to see changes and action that’s long overdue. We want to emphasize the importance of this work when selecting a new Chief Human Resources Officer and the importance of the Administration’s support for the CHRO in this work.  Let’s not keep repeating the mistakes of the past.

Thank you,

Kenny Ascheri

 

Summary of Vacancies to be filled

 

Classification

FTE on March Vacancy list to BDS

FTE to be filled

Fill rate

Classified

28.93

18.43

63.70%

Faculty

21.09

12.34

58.50%

Managers

12

10.85

90.40%

 

https://www.lanecc.edu/sites/default/files/budget/personnel_trends_summary.pdf

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Cultural Competency Training May 9, 6-8 pm by ASLCCSG

Good afternoon fellow Classified staff,

This evening, ASLCCSG is hosting a cultural competency training open to all community members. LCC’s caring students have worked hard to put together this event and would appreciate the LCC staff support.

Here is a message from Multicultural Program Coordinator Chavon Wright and Gender and Sexuality Diversity Advocate Cameron Santiago:

I, Cameron Santiago, GSDA and Chavon Wright, Multicultural Program
Coordinator of ASLCCSG present to you the first ever student funded
professional development opportunity: Cultural Competency Training!

Cultural competency is the ability of an individual or organization to
effectively interact with people of different cultures. Students, faculty,
and staff have been under served by the lack of efforts made to provide
this crucial training to members of our community. As members of ASLCC
Student Government we have decided to provide this to our students,
faculty, and staff. The training will be delivered by Dr. Da Verne Bell,
the Director of Equity and Inclusion at Saint Mary’s Academy. Dr. Bell has
over 25 years of experience in equity training and positions.

The training is on* Thursday, May 9th, 2019 from 6-8pm in the Haugland
Commons (Center Building, Second Floor)*. *The location has been changed* *from
the Longhouse* so as to accommodate space for a board meeting.

We are so excited to see you all there!

If you are able to attend, be sure to sign in as the students have worked with our office of Equity & Inclusion to ensure tracking of cultural competency training hours.

Kenny Ascheri

VP LCCEF

LERC Labor Research Colloquium Header

What Happens When “Right-to-Work” Becomes Law?

Hi Classified Staff,

Labor Unions are taking a real hit in the current climate across the United States. With the recent Supreme Court ruling in Janus v. AFSCME the courts have decided to exhaust unions power to collect fees from non-union members. Seemingly savvy marketers are pushing this as a “Right-to-Work” but really it’s just the “Right-to-something-for-nothing”. Labor organizations tirelessly promote positive working conditions, better pay and health care, and equitable care throughout the community. 

Please come together on Tuesday, May 7, for a critical presentation by LERC’s Mark Brenner
4pm in the UO ERB Memorial Union, Lease Crutcher Lewis Room

The event is free and open to the public.

Find out more about the event on the LERC website’s event page for the Labor Research Colloquium.

 

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Formal Complaint against Classified Employee

Dear fellow Classified Colleagues,

Happy Monday everybody, my name is Kenny Ascheri and I am your Vice President of LCCEF. I have held this position since last November and have attended and spoke at most board meetings since then to make sure my voice is heard by the people making the large impact decisions of our college. I am actively engaged in consistent advocacy for all classified staff to have healthier working environments and gaining access to more professional development and skill building. I feel like these topics have a wide breadth and I believe in holding LCC administration to the highest standard for showing their classified staff that they truly care about us!

At first when I took this position I was anxious that I didn’t know enough about the workings of the classified unit and that I wouldn’t do well because of lack of experience with representing others. After months of treading water in the deep end, I will report that I feel quite comfortable in this new role. Don’t misunderstand my comfort in the new role with the tasks to be performed – the work is often voluntary, rigorous, and bleak – especially this time of year.

I wanted to reach out to everybody to be open and transparent that I have submitted a formal complaint against another Classified employee, on the grounds of repeated discourteous and disrespectful behavior towards other Classified employees. This behavior is in violation of our LCCEF contract 12.7.2, “The Union and the College agree that the maintenance of a safe and healthy work environment includes the expectation that all interactions among employees, and employees and managers, will be conducted with respect and courtesy.”

I feel that this employee has crossed the boundary repeatedly with disrespectful language commonly pointed at LCCEF EC and President Robin Geyer and I have finally found the appropriate administrative avenue to pursue in order to make a difference. That’s what I am going to do.

To be completely clear, I am not advocating for this employee to be removed from their platform – I am headstrong in pursuing the support from EVERYBODY for a respectful and courteous working environment. Remember, this isn’t like mainstream politics – LCCEF is not a two party system where we tear apart the other party. We are one single community of working people doing our best to pull together and stand in solidarity for healthier working conditions and adequate compensation!

Kenny Ascheri

 

Our Schools are in Crisis

JOIN OUR FIGHT TO FUND SCHOOLS!

OUR SCHOOLS ARE IN CRISIS!

After decades of disinvestment, Oregon schools have:

  • Overflowing classes
  • Low graduation rates
  • Missing supports like mental health counselors and school nurses

IT’S TIME TO INVEST IN STUDENTS!

Educators are standing up and standing together for students. Will you join us?

Lawmakers are considering the Student Success Act, which would invest $2 billion into Oregon schools. Email your legislator NOW to support students and educators. http://myoregonfuture.com/ and Take Action!

 

JOIN OUR FIGHT TO FUND SCHOOLS!

EMAIL YOUR LAWMAKERS AND TELL THEM IT’S TIME TO INVEST IN STUDENTS

JOIN EDUCATORS AND STAND UP FOR STUDENTS ON MAY 8!

SHARE YOUR SUPPORT ON SOCIAL MEDIA

  • Tweet at lawmakers:
“It’s time to fund our schools! Vote YES on the Student Success Act to finally invite in our students. #orleg #yesonstudentsuccess”

 

Join LCCEF, LCCEA, and ASLCC

When: May 8 at 11:45 – 12:15

Where: Bristow Square (next to Center Building LCC Main Campus)

Save the date and stay tuned for more info!

 

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Fund our Future: Community College Rally

By an overwhelming margin, EEA teachers in 4j and Bethel, as well as many other school districts in Lane County have pledged to join a statewide walkout on May 8 to demand more revenue for schools.

By taking action on May 8, Oregon educators will be joining a growing number of our counterparts nationwide who are standing up for students in what has become known as the Red for Ed movement.

The May 8 action is designed to highlight the crisis facing Oregon schools due to chronic under funding over the last three decades.

On May 8 Lane County teachers will join others across the state in a series of actions and events to highlight the need to fully fund our Oregon schools. We need our community to stand with us and invite you to join us at one of the following actions:

 

May 8:

LCC Main Campus:

  • 11:45 a.m. – 12:15 p.m. – Gather in Bristow Square; wear Red for Ed!

 

Around the Community:

  • 8 a.m. – 10:00 a.m. – Sign waving and pickets at the following locations:
    • Bethel: WINCO intersection on Barger
    • 4J North: Beltline intersection at River Road & Silver Lane
    • 4J Sheldon: Coburg Road & Willakenzie
    • 4J Churchill: 18th & Chambers
    • 4J South: 29th & Willamette
  • 11 a.m. – 12 p.m. – Rally at the Saturday Market Park Blocks
 
  • 12:45 p.m.  – Buses leave for Salem from Sheldon High School for a rally and march to the Capitol, where members will bring their concerns directly to legislators.
 
  • 4:30 – Depart Salem for Eugene

When educators, parents, students and community members stand together for students, we win. I hope you will join thousands of Oregon educators as we send the message that it’s time to fix the funding shortage in our schools.

Find more info at may8forstudents.org to get involved.  We need people to write their legislators and to write letters of support to the local papers.  Together we can make a difference.

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Statement to Board of Education from Kenny Ascheri, LCCEF Vice President

Good evening, Board of Education members.

I am Kenny Ascheri, Vice President LCCEF and Software Engineer primarily tasked with supporting our Human Resources department.

First I’d like to thank you for your daily dedication to our college and our community. I appreciate the time and effort that all of you invest into the growth of this institution and its’ wide variety of cultures.

Sue and Sue in 2016 identified microaggressions as brief, everyday exchanges that send denigrating messages to a target group, such as people of color; religious minorities; women; people with disabilities; and gay, lesbian, bisexual, and transgendered individuals. These exchanges can be verbal, nonverbal, visual, or behavioral in nature and happen automatically and unconsciously.[1] The thing is even the nicest, most well intentioned people can perform microaggressions and can sever a relationship.

I was overjoyed when I found out that BP520 Cultural Competency was up for review at this month’s meeting and also excited to hear the latest status update on the implementation of education by Greg Evans. I’m thankful for the work that Greg and his team have accomplished and I look forward to hearing the update soon.

My ask of you is, please review BP540 – Monitoring President’s Performance and add Cultural Competency, BP520 as soon as possible. In Feb of 2016 the board suggested the addition of BP520 during the first reading but the policy passed unanimously in March without it. **long pause**

I am concerned about our students and employees and I worry that not enough is being done to help each other to understand, empathize, and embrace the cultures of our community.

The second item I’d like to share, and I’m sure Robin will elaborate on later as well, is about ongoing conversations with Administration about opportunities and possible employee reassignments among the entire college, and more specifically the three service departments (Foodservices, Titan Store, and CML). We have been engaged by administration in a labor relations capacity with respect to outsourcing. Also we are collaboratively working together to move some employee labor expenses to other, more appropriate locations which would relieve some of the fiscal responsibility from these service areas.

While we are working together, it is clear to me the reluctance of administration to make changes and to provide the space and support for middle managers to make changes. This small amount of shifting a few employees has taken a great amount of continued pressure from the union. So I wonder, why is administration recommending to adopt a model of outsourcing rather than truly oversee operations?

I think other options to consider are Titan Court and the formerly used but still maintained downtown campus, which is also on the agenda tonight. We are wasting valuable resources and costly labor in areas that don’t have nearly as large of an impact to students.

Thank you for your time.

 

[1]: SUE, D. W. (2016). COUNSELING THE CULTURALLY DIVERSE: Theory and practice, seventh edition. Place of publication not identified: JOHN WILEY & Sons.

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Robin Geyer’s Comments to the Board of Ed

[EDIT] Sorry folks.  There was apparently an issue with the original post.  I have added a plugin to play the MP3 file that should be more cross browser compatible…

Following is the audio from Robin Geyer’s comments to the Board of Ed on June 14, 2018.  It has been trimmed to only the time Robin was speaking, but otherwise unedited.  Thank you, Robin, for being our voice on some sensitive subjects!