COMPRESSED CALENDAR UPDATE

AFT LOCAL 1828 – NOVEMBER 5, 2025

RISKS TO MEMBERSHIP IF WE ACCEPT

By accepting the district’s current offer:

• It sets a precedent that workload increases don't require compensation.  This will weaken faculty’s position in major CBA reopener
• There will be no way to grieve inequitable or incorrect scheduling if we accept the district’s parameters, which fails to address this and provide specific details.
• Faculty morale collapses as members realize they're working 20-30 extra hours annually for free
• The instructional modality as a district shifts as faculty request online/hybrid to avoid the burden of working excess hours in a compressed calendar
• The analysis within the survey provides documented state evidence that directly contradicts the claims made by the district’s team in negotiations.

�THE ACADEMIC CALENDAR

CURRENT ACADEMIC CALENDAR and the TENTATIVE AGREED UPON COMPRESSED CALENDAR

​

PAY SCHEDULE RAMIFICATIONS

• Rather than two savings accrual pay outs in the summer, contract classroom faculty on a 12-month pay schedule will now receive a winter savings accrual pay out at the end of January, and a summer savings accrual payout at the end of July.
• Non-contract classroom faculty will not receive a paycheck in January unless they have a Winter intersession assignment.
• Non-classroom faculty (both full-time and non-contract) pay schedules will not be affected by the compressed calendar.

FLEX DAY PLACEMENT

• Per the California Community College Chancellor’s Office, flex days must be scheduled outside the instructional semester (fall and spring).
• Meaning flex days will no longer be scheduled in the middle of the fall or spring semesters to balance out the the total number of classes in the semester and/or holidays.

POTENTIAL BENEFITS

• A week before each semester or intersession starts (two week break between summer and fall)
• One entire week off at Thanksgiving
• Shorter primary semesters (1.5 weeks less for fall and spring) which produce more student success
• Fall semester begins in the middle of August rather than at the beginning.
• Spring semester does not begin until February, allowing a larger break between the primary semesters and room for a new winter intersession where both non-contract and full-time faculty may teach extra hourly assignments.

POTENTIAL DRAWBACKS

• There is a 12-week summer scheduled in a traditional calendar, but under a compressed calendar, summer will be decreased to 8 weeks, with 4 weeks moved to the entire month of January for a winter intersession(less flexibility).
• In a traditional academic calendar, the academic year ends in the middle of May. With a compressed calendar, the spring semester will end at the beginning of the second week of June
• Without flex days scheduled in the middle of semesters, there is no way to balance (even out) the number of teaching days for classes across the board.

�CONTRACT FACULTY WORKLOAD

TRADITIONAL VS. COMPRESSED – MATH DOESN’T LIE!!

WORKLOAD AND ASSIGNMENT FOR FULL-TIME CLASSROOM FACULTY �IN A TRADITIONAL CALENDAR

• According to the California Community College Chancellors Office (CCCCO) and Ed Code, contract classroom faculty work 175 instructional days over thirty-five (35) weeks in a traditional academic calendar.

CALCULATION

Multiply 175 instructional days by 8 hours per day and it equals 1400 contract hours for the entire academic year. These 1400 contract hours for a typical contract classroom faculty member’s load include 15 LEH, 15 unscheduled prep hours, office hours, college service, and flex each semester.

• 1400 hrs/35 weeks = 40 hour work week.
• 8 hours x 5 days = 40 hours per week

1400 HOURS �IN A TRADITIONAL CALENDAR

To fulfill their 2.0 FTE contract

(1.0 FTE in the fall and 1.0 FTE in the spring),

the formula assumes a typical

10-month contract classroom faculty member

teaches five 3-unit lecture courses

1400 HOURS�ACROSS DIFFERENT SEMESTER LENGTHS

According to the California Community College Chancellor’s Office and the SAAM Addendum, while a compressed academic calendar follows a 16-week academic semester, a traditional 18-week semester is used for calculation purposes in accounting for a standard 40-hour workweek.

• CCCCO’s SAAM Addendum (see page 1)
• CCCCO’s Strategic Enrollment Management Program’s Understanding and Calculating FTES and Efficiency (page 12)

1400 ACROSS CALENDARS

540 hours of prep, class time, and flex + 160 hours institutional responsibilities and office hours (5 hours institutional responsibilities + 5 hours office hours x 16 weeks) = 700 hours per semester

• 1400/32 weeks = 43.75 hours/week
• 1400/35 weeks = 40 hours/week
• 1400/36 weeks = 38.9 hours/week

Note the chart above was repurposed from Palomar Community College Districts CBA, Article 4, page 9 and 10 , who uses the same TLM as VCCCD when converting to a compressed calendar.

In the tentative compressed calendar negotiated between AFT and the district, contract classroom faculty may be assigned 162 days (82 in fall, 80 in spring) to fulfill their 2.0 FTE (30 LEH/1.0 FTE each fall and spring) within the 175 instructional days.

Note that no holidays, Thanksgiving break, or Saturdays were counted towards the 162 working days.

Title 5 § 58120, as modified in 1996, permits districts to count any day that includes at least three hours of courses of instruction, including Saturday and Sunday, toward the 175-Day Rule per Title 5 § 55701.

CALCULATION

Multiply 162 instructional days by 8.64 hours per day and it equals 1400 contract hours for the entire academic year. These 1400 contract hours include 15 LEH, 15 unscheduled prep hours, office hours, college service, and flex.

• 1400/162= 8.64 hours per day
• 8.64 hours X 5 contract days = 43.20 hours per week

WORKLOAD AND ASSIGNMENT FOR FULL-TIME CLASSROOM FACULTY �IN VCCCD’S COMPRESSED CALENDAR

1400 HOURS �IN A COMPRESSED CALENDAR

To fulfill their 2.0 FTE contract

(1.0 FTE in the fall and 1.0 FTE in the spring),

the formula assumes a typical

10-month contract classroom faculty member

teaches five 3-unit lecture courses

PROS VS. CONS

BENEFITS

• Faculty will teach less days and less weeks in an academic year
• There will be a larger break between the fall and spring semesters which will become Winter Term. This provides flexibility for contract classroom faculty.

DRAWBACKS

• The CCCCO and SAAM Addendum mandates a method of calculation for converting face-to-face class sessions to a compressed calendar that results in more student contact hours than we are currently contracted to teach.
• Some instances result in excessive contact hours that extend past the target range (See next section).
• Faculty assigned mostly face-to-face (in-person) courses will teach longer days
• Flex days can no longer be used to balance out the holidays and keep the number of classes even.

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NEW APPENDIX

WITHOUT DETAILS, FACULTY LOSE THEIR GRIEVANCE RIGHTS!

THAT'S NOT PROTECTION!

THE NEW APPENDIX Q

• The rationale behind why we must convert using the process provided by the CCCCO and SAAM
• Sample class blocks used to schedule fully in-person (face-to-face), full semester courses according to their weekly student contact hours in a traditional and in a compressed academic calendar.
• Total number of student contact hours per week and for the entire semester based on how a single class is scheduled (once a week, twice a week, etc.)
• The load value for each class above (WSCH, lecture, lab, enhanced, activity, etc.)
• The pilot for a committee made up of individuals from the district and the union to validate and ensure accuracy in scheduling calculations before scheduling is assigned to department chairs
• formulas used to calculate the length of both short term and hybrid courses to be included in the appendix for members to review in case they have discrepancies about how a class session was scheduled. To date, the district rejects including these in the contract, stating “nothing changes from how we are currently doing it.”

COMPARING THE TWO PROPOSALS

• Sample
• We encourage you to review the charts for the new Appendix Q proposed by AFT 1828 and the ones proposed by the District.

• The District insists these charts be referred to as “examples” and continues to reject the idea of providing charts beyond a 6 WSCH course.
• This will leave numerous faculty without examples to explain how the courses they will be assigned will be converted in a compressed calendar.

LET’S SEND AN ACCURATE MESSAGE

Despite clear evidence to the contrary, the district's team persists in misleading decision makers by claiming “faculty will work fewer hours in a compressed calendar”.

EXCESS HOURS & WORKLOAD

MATH DOESN’T LIE!!

WHY FACULTY SHOULD CARE

• Before starting negotiations, the district announced that faculty would only be required to add an additional five minutes to each class session to convert to a compressed calendar.
• With the state’s introduction of the new Standardized Attendance Accounting Method, confusion caused delays in negotiations.
• After much back and forth with the district, collectively we conferred with the individual at the CCCCO who approves compressed calendar conversions with the California Community College Chancellor’s Office, and found this is not the case.

WHY IS THIS IMPORTANT?

In the past, community college districts on a compressed calendar would schedule extra time in classes as a way to make up for the apportionment that would be lost converting to a 16-week semester. With the introduction to the Standardized Attendance Accounting Method, the length of class no longer matters. All community college districts will receive the same apportionment for class that is scheduled for 4 weeks as one scheduled for for 18 weeks. ��Ventura County Community College will be one of the first colleges to convert to a compressed calendar using this new formula and will not lose apportionment for said conversion. In fact, they will make more in apportionment. See the Standardized Attendance Accounting Method FAQs memo published by the CCCCO and revised on January 15, 2025

HISTORY OF PROPOSALS

• Once we received clarification from February 23, 2025, AFT 1828 shared with faculty that most full semester face-to-face (in-person) courses will incur additional teaching minutes for the entire semester.
• AFT proposed a way to mitigate scheduling class sessions with excessive teaching hours, avoiding the need to compensate all together. That was rejected by the district.
• AFT proposed ways to compensate non-contract assignments with excessive student contact hours with either an end of semester payment based on the hourly amount or a stipend based on the amount of hourly excess. Either of these options would cost the district less than $75,000 per semester, but the district rejected both. Keep in mind, this compensation would cover not only non-contract faculty, but contract classroom faculty compensation with overload and extra hourly assignments that produce excess student contact hours.

PATTERNS WITH EXCESS HOURS

• AFT 1828 has no role or authority on how classes are scheduled. Management has the sole authority for scheduling as right of assignment. However, the purpose of the charts are to assist faculty to know how many minutes they may teach in "excess".
• All other face-to-face (in-person) class configurations for a full semester produce less than one hour of extra teaching time for the entire semester.
• Note that nonconforming, short-term (including intersessions), hybrid, and fully asynchronous online courses do not generate excess student contact hours.

ADDITIONAL OFFICE HOUR FOR PT FACULTY

BENEFIT OR POTENTIAL HARM

ADDITIONAL OFFICE HOUR FOR PT FACULTY

• The district rejected all methods of compensating excessive instructional hours (student contact hours).
• Excess instructional hours pose the greatest hardship to non-contract classroom faculty, lab instructors, and those contract classroom faculty with overload and non-contract classroom assignments whether lecture or lab.
• As an option, the District proposed paying all non-contract faculty an additional office hour to compensate for excess teaching hours in a compressed calendar. This option poses greater disparity because not all non-contract faculty will be scheduled for excessive student contact hours.
• We are aware that faculty will be contractually required to hold these additional office hours if accepted. This means faculty could be disciplined for not fulfilling these contractual requirements.

DISTRICT FUNDING FOR OFFICE HOURS

• The CCCCO reimburses college districts for non-contract (part-time) classroom faculty office hours. Public documents for 2023-2024 indicate that VCCCD reported compensation per each non-contract classroom faculty office hour participant was $118.62 per hour.
• Please review the reimbursement summary here. Note that most faculty are not paid at this rate. The CCCCO reimbursed the district at a rate of 50% at that time.
• For the current reimbursement cycle (AY 2025/2026), the CCCCO will reimburse at a rate of 90%.
• This means that the District is only responsible to pay $0.10 of every dollar paid for office hours.
• The cost of providing an additional office hour to compensate all non-contract classroom faculty for the few faculty who will be teaching excess student contact hours in a compressed calendar is a minimal cost to the district.

OFFICE HOUR PROS & CONS

BENEFITS

• All non-contract classroom faculty would receive this, whether scheduled for excess student contact hours or not.
• Non-contract classroom faculty may be providing more office hours than they are compensated for already. An additional office hour may not actually require more work.
• An additional office hour provides more support for and interaction with students from non-contract classroom faculty.
• Providing the office hour to all non-contract faculty decreases the accounting burden of identifying which non-contract classroom faculty are scheduled for excess student contact hours.
• The additional office hour would be an ongoing form of compensation, not a one-time benefit.

DRAWBACKS

• All non-contract classroom faculty would receive this benefit, even when not scheduled for excess student contact hours. A disparity will still exist for those teaching excessive student contact hours.
• There could be additional scrutiny on non-contract classroom faculty’s office hours. Non-contract classroom faculty could potentially be disciplined for not providing time for the additional office hour to their students.
• Full-time classroom faculty do not receive additional office hours for overload or extra hourly assignments with excessive teaching hours. This means full-time classroom faculty would not receive this additional office hour, and thus, would not be compensated for being scheduled for excess student contact hours.

TRADING PREP TIME FOR CLASS TIME

NO BENEFIT TO STUDENTS OR INSTRUCTORS

CHANGING 3.9.B.(1)a.ii.

• Our current contract specifies in 3.9.B.(1)a.(ii), “An LEH equals the time spent in class/instruction plus an equivalent amount of time spent in preparation/ grading outside of class time.” This reflects the language in other districts’ collective bargaining agreements throughout the state.
• Should faculty deduct prep time as a way to make up for the excess student contact hours in a compressed calendar? Should the contract language reflect this?

POTENTIAL DRAWBACKS �OF CHANGING THE LANGUAGE ABOUT PREP TIME

• Most other districts’ contract language reflects the same principles and pedagogical values of our current language for this section
• Devalues an instructor’s unscheduled prep time.
• Some may feel this compromises instructional quality and could make refreshing course design happen less.
• Decreases the quality of assignments and assessment methods, and regular and substantial interaction
• Without defining the hours, district could refuse to offer a substantial raise in the major CBA reopener stating “compressed calendar allows everyone to work less hours”
• There are no benefits. It hurts students; it hurts faculty. It only helps the district.

STIPEND

$500 OR $750 IS AN INSULT!

STIPEND FOR CONVERTING

• Initially, AFT requested a stipend to compensate faculty for converting their courses to a compressed calendar format.
• The most the district would offer is $500 (and a prorated amount for non-contract assignments based on load).
• In an effort to avoid all of the options AFT proposed for compensation for excess hours, the district’s team convinced the board that a one-time payment of $750 (and prorated amount for non-contract assignments based on load) is enough to compensate faculty for any excess teaching hours and to convert all courses to a compressed calendar.
• Currently the districts reserves amount to close to 50% of their annual expenditures
• The district refuses to acknowledge the money faculty saved them from agreeing to switch from, at first, Anthem Blue Cross to CalPERS, then from CalPERS to SISC.
• The district refuses to pass through COLA to faculty, although they receive an increase each year from the state
• The district stands to potentially increase apportionment more than any other district who converted in the past. Meaning, enrollment could decrease, and they can still make more money.

AFT 1828

is Ready

for Fact-Finding!!