REGULAR MEETING AGENDA Board of Trustees Meeting June 14 ...

REGULAR MEETING

AGENDA

Agenda Item/Subject Information/Action/Presenter 1. CALL TO ORDER 2:00 p.m.

A. Notation of Quorum B. Flag Salute

2. EXECUTIVE SESSION

A. An Executive Session will be called to review the performance of a public employee; all Faculty Tenure probationers.

B. Announcement of time Executive Session will conclude (estimated 1.0 hour; reconvening regular meeting at 3:00 p.m.)

3. ACTION ITEMS Action

A. Comments from the Audience B. Faculty Tenure and Advancements

1) Faculty Advancements Second to Third Year 2) Faculty Advancements to Tenure

C. Prof-Tech Contract Approval Lesley Hogan D. College Budget Melinda Merrell E. Interfund Transfer Mark Johnson

4. ADOPTION OF MINUTES Action

A. May 17, 2017 Regular Meeting

5. COMMUNICATIONS Information

A. General Information/Introductions B. Correspondence C. Student Leadership D. Renton Federation of Teachers E. Written Communication Reports: 1) Administration/Finance 2) Human Resources

3) Information Technology 4) Institutional Advancement 5) Instruction 6) RTC Foundation 7) Student Services

6. DISCUSSION/REPORTS

A. President Kevin McCarthy

1)

2) First Consideration Strategic Plan

Board of Trustees Meeting June 14, 2017 Roberts Campus Center, Board Room I-202 2:00 p.m.

Goals: Strategic Planning • Diversity, Equity and Inclusion Plan • College Advocacy

Preparing a Diverse Population for Work.

B. Board of Trustees ACTION

1) Board of Trustees Election of Officers a) Chair b) Vice Chair

2) ACT Legislative Action Committee (LAC) a) Primary/Secondary Representatives

3) RTC Liaison Positions a) RTC Advisory Council b) RTC Foundation

4) Draft 2017-18 Board Meeting Calendar

C. Administration/Finance

1) Operating Funds Budget Status Report Melinda Merrell 2) Property Acquisition Status Update


A. An Executive Session may be called for any reason allowed under the Open Public Meetings Act (RCW 42.30).

B. Announcement of time Executive Session will conclude.

8. ACTION

A. Action items, if any, that may be necessary to be taken as a result of matters considered in the Executive Session.

9. MEETINGS Information

A. The next regular meeting is scheduled July 19, 2017 at 7:30 a.m.

10. ADJOURNMENT ACTION

EVENT REMINDERS: • RTC Faculty Tenure Reception – June 15, 2017 │ Culinaire Room

• Nurse Pinning Ceremony – June 20, 2017 │ RTC Cafeteria

• RTC Commencement – June 22, 2017 | ShoWare Center, Kent

• RTC Scholar and Donor Reception – September 27, 2017 │ RTC Library

- 2016-2017 BOARD PRIORITIES

Advocacy · Tenure Process · College Awareness

Preparing a Diverse Population for Work.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 1. CALL TO ORDER SUBJECT:

BOARD CONSIDERATION

Information

Action

BACKGROUND: Board Chair Kirby Unti will carry out the Notation of Quorum and the Flag Salute. RECOMMENDATION: None.

Renton Technical College Board of Trustees Meeting June 14, 2017

AGENDA ITEM: 2. EXECUTIVE SESSION SUBJECT:

BOARD CONSIDERATION

Information X Action

BACKGROUND: A. An executive session will be called to review the performance of a public employee; all Faculty Tenure

probationers. B. Announcement of time executive session will conclude. RECOMMENDATION: None.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 3. ACTION ITEMS SUBJECT: A-B. Faculty Tenure/Advancements

BOARD CONSIDERATION

Information

X Action

BACKGROUND: A. Comments from the Audience

B. Faculty Tenure and Advancements – Action will be taken on the following faculty advancements:

1. Advancing from Second to Third Year of Probation:

o Chef Tony Parker, Culinary Arts o Alma Meza, Basic Studies/ABE

2. Advancing from Third Year Probation to Tenure:

o Colleen Bassham, Academic/Career Counselor o James Robinson, Medical Assistant

RECOMMENDATION: None.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 3. ACTION ITEMS SUBJECT: C. Prof-Tech Contract

BOARD CONSIDERATION

Information

X Action

BACKGROUND: Executive Director Hogan will provide highlights from the newly negotiated Professional-Technical Union agreement. Union Representation will also attend the meeting. RECOMMENDATION: Approve as presented.

Renton Technical College & Renton Professional Technical Association

Collective Bargaining AgreementCollective Bargaining

Agreement

between Renton Professional Technical AssociationRenton Professional Technical

Association and

Renton Technical CollegeRenton Technical College

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Formatted: Font: (Default) Times New Roman, 18 pt, BoldJuly 1, 2017 to June 30, 2020


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TABLE OF CONTENTS

ARTICLE 1 RECOGNITION AND AGREEMENTS PAGE Section 1.1 Sole Bargaining Agent ................................................................................................. 1 Section 1.2 Committees ................................................................................................................. 1 Section 1.3 Union Membership and Dues ................................................................................. 1 Section 1.4 Position Descriptions ................................................................................................... 2 Section 1.5 Salary Placement ......................................................................................................... 2 Section 1.6 Distribution of Contract .............................................................................................. 2

ARTICLE 2 CONDITIONS OF EMPLOYMENT Section 2.1 Definitions .................................................................................................................... 3 Section 2.2 Probation ............................................................................................................................ 3 Section 2.3 Work Week .................................................................................................................. 3 Section 2.4 Overtime and Compensatory Time ............................................................................ 4 Section 2.5 Discipline and Dismissal .............................................................................................. 5 Section 2.6 Layoff .................................................................................................................................. 8 Section 2.7 Temporary Layoff ...................................................................................................... 10 Section 2.8 Voluntary Reduction in Hours ................................................................................... 10 Section 2.9 Separation from Employment................................................................................... 11 Section 2.10 Vacancies ................................................................................................................... 11 Section 2.11 Affirmative Action ..................................................................................................... 11 Section 2.12 Involuntary Transfer .................................................................................................. 12 Section 2.13 Seniority ..................................................................................................................... 12

ARTICLE 3 PROFESSIONAL DEVELOPMENT Section 3.1 ....................................................................................................................................................... 13 Section 3.2 ....................................................................................................................................................... 13 Section 3.3 ....................................................................................................................................................... 13 Section 3.4 ....................................................................................................................................................... 13 Section 3.5 Educational Increments (Certificates) ...................................................................... 13 Section 3.6 Degree Stipend .......................................................................................................... 14 Section 3.7 Professional Organization Membership ................................................................... 14 Section 3.8 Professional Development Plan ............................................................................ 14

ARTICLE 4 SICK LEAVE

Section 4.1 .............................................................................................................................. 14 Section 4.2 .............................................................................................................................. 14 Section 4.3 .............................................................................................................................. 15 Section 4.4 .............................................................................................................................. 15 Section 4.5 .............................................................................................................................. 15 Section 4.6 .............................................................................................................................. 15 Section 4.7 .............................................................................................................................. 15 Section 4.8 .............................................................................................................................. 15 Section 4.9 .............................................................................................................................. 15 Section 4.10 .............................................................................................................................. 16 Section 4.11 .............................................................................................................................. 16 Section 4.12 Sick Leave Reporting & Verification .......................................................................... 16


TABLE OF CONTENTS (continued)

ARTICLE 5 FAMILY & MEDICAL LEAVE Section 5.1 FMLA .......................................................................................................................... 17 Section 5.2 Military Caregiver Leave ............................................................................................ 17 Section 5.3 ........................................................................................................................................................ 18 Section 5.4 ........................................................................................................................................................ 18 Section 5.5 ........................................................................................................................................................ 18 Section 5.6 Benefits Coverage ...................................................................................................... 18 Section 5.7 Designation of Leave ................................................................................................. 18 Section 5.8 Parental & Pregnancy Disability Leave ..................................................................... 18 Section 5.9 Certification ............................................................................................................... 19 Section 5.10 Intermittent Leave ..................................................................................................... 19 Section 5.11 Fitness for Duty ......................................................................................................... 19 Section 5.12 ...................................................................................................................................................... 19 Section 5.13 Return Rights ............................................................................................................. 19 Section 5.14 ...................................................................................................................................................... 19 Section 5.15 ...................................................................................................................................................... 19

ARTICLE 6 OTHER LEAVES Section 6.1 Leave Sharing ............................................................................................................. 20 Section 6.2 Bereavement Leave ................................................................................................... 20 Section 6.3 Emergency Hardship Leave (Non-Accumulative) ..................................................... 20 Section 6.4 General Leaves of Absence ....................................................................................... 21 Section 6.5 Jury Duty or Subpoena Leave ................................................................................... 22 Section 6.6 Military Leave ............................................................................................................ 22 Section 6.7 Uniformed Service Shared Leave .............................................................................. 22 Section 6.8 Domestic Violence Leave .......................................................................................... 23 Section 6.9 Personal Convenience Leave .................................................................................... 23

ARTICLE 7 ON-THE-JOB INJURY Section 7.1 Workers’ Compensation ........................................................................................... 24 Section 7.2 Injury Reporting ......................................................................................................... 24

ARTICLE 8 HOLIDAYS Section 8.1 Paid Holidays ............................................................................................................. 24 Section 8.2 Faith or Conscience Holidays .................................................................................... 25

ARTICLE 9 VACATION Section 9.1 Accrual ....................................................................................................................... 25 Section 9.2 Part Time Accrual ............................................................................................................ 26 Section 9.3 ........................................................................................................................................................ 26 Section 9.4 ........................................................................................................................................................ 26 Section 9.5 Vacation & Family Care Act ....................................................................................... 26 Section 9.6 Vacation and Military Caregiver Act ......................................................................... 26 Section 9.7 Vacation and Domestic Violence Leave Act ........................................................... 26 Section 9.8 Vacation Maximum ................................................................................................... 26 Section 9.9 Vacation and Termination ......................................................................................... 27



ARTICLE 10 HEALTH AND WELFARE Section 10.1 Health and Welfare Benefits ..................................................................................... 27 Section 10.2 Retirement ................................................................................................................. 27 Section 10.3 Supplemental Retirement Plans ............................................................................... 27 Section 10.4 Dependent Care......................................................................................................... 28 Section 10.5 Flexible Spending Account ........................................................................................ 28 Section 10.6 Voluntary Employees' Benefits Account................................................................... 28

ARTICLE 11 SALARIES & COMPENSATION Section 11.1 Payment ...........................................................................................................................29 Section 11.2 Promotions and Demotions ...................................................................................... 29 Section 11.3 Longevity Stipend ...................................................................................................... 30 Section 11.4 Uniform Reimbursement (Campus Security) .......................................................

ARTICLE 12 GRIEVANCES Section 12.1 Purpose ...................................................................................................................... 30 Section 12.2 Grievance Defined ..................................................................................................... 30 Section 12.3 Procedure .................................................................................................................. 31

ARTICLE 13 MANAGEMENTS RIGHTS Section 13.1 Recognition ................................................................................................................ 33

ARTICLE 14 NO STRIKE PLEDGE Section 14.1 ...................................................................................................................................................... 33

ARTICLE 15 TERM AND SEPARABILITY OF PROVISIONS

Section 15.1 Terms of Agreement ................................................................................................. 34 Section 15.2 ...............................................................................................................................34 Section 15.3 ...............................................................................................................................34 Section 15.4 ...............................................................................................................................34 Section 15.5 ...............................................................................................................................34 Section 15.6 ...............................................................................................................................34 Section 15.7 ...............................................................................................................................34 Section 15.8 ...............................................................................................................................34

ARTICLE 16 ASSOCIATION –MANAGEMENT COMMUNICATION COMMITTEE Section 16.1 ...............................................................................................................................35 Section 16.2 ...............................................................................................................................35 Section 16.3 ...............................................................................................................................35 Section 16.4 ...............................................................................................................................35 Section 16.5 ...............................................................................................................................35

ARTICLE 17 EMPLOYEE RIGHTS AND RESPONSIBILITIES Section 17.1 Official Personnel File ................................................................................................ 36 Section 17.2 Grievance Files ........................................................................................................... 36



ARTICLE 18 SUSPENDED OPRATIONS/CAMPUS CLOSURE

SIGNATURE PAGE .............................................................................................................................................. 37

APPENDIX A Classification and Salary Range Table ................................................................................................................ 38

SALARY SCHEDULE 2014-2017

AGREEMENT BETWEEN

RENTON TECHNICAL COLLEGE and the

RENTON PROFESSIONAL TECHNICAL ASSOCIATION THIS AGREEMENT by and between Renton Technical College (College), and the Renton Professional Technical Association (Association), for the purpose of governing their labor relations by establishing the following conditions of employment, schedule of hours, and scales of wages and benefits.

ARTICLE 1

RECOGNITION AND AGREEMENTS

1.1 Sole Bargaining Agent

The College agrees to recognize the Association as sole bargaining agent for the employees holding the positions listed in Appendix A of this Agreement, and to deal with the representatives of the Association with respect to wages, benefits, hours and working conditions, and adjustment of grievances arising under this Agreement.

1.2 Committees

A. The parties agree that at no time will their respective table negotiations committees exceed six (6)

persons.

B. Association representatives that are called to meetings by the office of the President shall be released from College duties, and shall suffer no loss in pay, when such meetings are held during work hours.

C. Section 1.2.B above shall not be interpreted so as to apply to negotiations sessions. Negotiations

may be scheduled during off duty hours.

1.3 Union Membership and Dues

A. As a condition of employment, all employees who are represented by Renton Professional Technical Association (Association) shall, as a condition of continued employment, become a dues paying member of the Association or pay an equivalent non-association fee after their probationary period.

B. Nothing contained in this Agreement shall require Association membership of employees who object

to such membership based on bona fide religious tenets or teaching of a church or religious body of which such employee is a member. Such employee shall pay an amount equal to normal dues to a nonreligious charity or other charitable organization mutually agreed upon by the employee and the Association. The employee shall furnish written proof that such payment has been made.

Renton Technical College & Professional Technical Association

ARTICLE 1 (continued)

Disagreement as to a religious objection and/or a charitable organization will be referred to the Public Employment Relations Commission (PERC).

C. The College shall promptly provide the Association any change to membership, including new or

terminated employees and changes of classification. The College shall provide the Association the agenda of the Renton Technical College’s Board of Trustees, which includes the Human Resources Report of new and terminated employees.

1.4 Position Descriptions

A. There will be a current position description on file in the personnel office for each position

covered by this Agreement. Any significant modification to the duties associated with the position shall cause the writing of a new position description, with a copy to be given to the employee, the employee's supervisor, and the Association.

B. Each position will have an established salary classification. Significant modification to the duties

reflected in the position description will cause a review and possible modification of the salary classification as necessary.

1.5 Salary Placement

The President of the Association will be notified prior to the posting of any new position that would come under the Association Agreement, as indicated in Section 1.1.

The proposed salary as recommended by the College will be reviewed by the Association for comparative analysis with any similar positions already established in the unit.

Final determination of salary placement rests with the office of the President, and will be in accordance with Section 1.5.2.

1.6 Distribution of Contract

A. The College will post the Agreement electronically on the College website by the effective date of this Agreement or within thirty (30) days of ratification, whichever date is later. The College will provide all current and new employees with a link to the Agreement. All employees will be authorized to print one (1) copy of the Agreement from the link on work time using state-purchased paper and state owned equipment.

B. Five (5) copies of the contract will be printed and sent to the president of the Association and one

(1) copy will be sent to the Library within the timeframe as set forth in 1.6.A.

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2.1 Definitions

ARTICLE 2

CONDITIONS OF EMPLOYMENT

A. Annual (Full-Time) Employee: A person scheduled for forty (40) hours in a work week, twelve (12) months per year or variations established when the employee is hired.

B. Less than Annual (Part-Time) Employee: A person who does not qualify as an annual employee as

defined in 2.1.A.

C. Association: The Renton Professional Technical Association.

D. College: The Renton Technical College.

E. Office of the President: means the President of Renton Technical College, District 27, or any of the vice presidents designated to act on his/her behalf.their designee.

F. Day: means the employee’s work day unless otherwise specified.

G Domestic Partner: As defined by the Washington State Health Care Authority Public Employees

Benefits Board. 2.2 Probation

A. A. A probationary period for all new full-time and part-time scheduled employees of one hundred eighty (180) calendar days will be required. If an employee’s conduct proficiency and fitness areperformance is judged to be satisfactory by the evaluating supervisor during the probationary period, the employee will be given permanent status. The termination provision of Article 2.5 Discipline and Dismissal does not apply to probationary employees. The probationer may be discharged during the probationary period in the event of his/hertheir inability to cope with or perform the assigned duties as identified in his/her job description, or for being unproductive, or for misconduct. The College may extend the initial probationary period as long as the extension does not cause the total period to exceed twelve (12) consecutive months. Employees and the Association will be provided with an explanation and the timeframe for the extension.

B. Upon completion of the probationary period, the employee will be subject to all rights and duties

contained in this Agreement, with seniority retroactive to the hire date. All applicable rights and benefits as described elsewhere in the Contract shall apply to probationary employees.

2.3 Work Week For annual employees, the work week shall consist of forty (40) hours per week, excluding a lunch period. 2.3.A Schedule Changes

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1. Temporary Schedule Changes Employee’s workweeks and/or work schedules mat be temporarily changed with prior notice from the College. A temporary schedule change is defined as a change lasting thirty (30) days of less. Employees will be given not less than five (5) calendar days’ notice of any temporary schedule change. 2. Permanent Schedule Changes Employees’ workweeks and work schedules may be permanently change with prior notice from the College. Employees will receive no less than thirty (30) calendar days’ written notice of a permanent schedule change. 3. Emergency Schedule Changes While appropriate consideration will be given to an employee’s availability constraints whenever possible, the College may adjust an employee’s workweek and work schedule without prior notice in emergencies or unforeseen operational needs. 4. Employee Requested Schedule Changes/Flexible Schedules Flexible work schedules may be approved for employees by their supervisor, in consultation with Human Resources, provided the operational needs of the institution are met and there shall be no reduction in service to students, the public or other employees. Refer to the College’s Flextime Procedure for further information.

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ARTICLE 2 (continued) 2.4 Overtime and Compensatory Time

A. Any approved* time for eligible employees worked in excess of forty (40) hours per week, will be considered overtime to be paid at the rate of time-and-one-half per hour. Annual and less-than-annual employees may or may not qualify for overtime pay under the provisions of the Fair Labor Standards Act.

B. Approved work* performed on the seventh (7th) consecutive work day will be paid at the rate of two

(2) times the regular rate for eligible employees.

C. Approved work* performed on a holiday will be paid at the rate of two (2) times the regular rate, in addition to the holiday rate. [See Article 8.1.D]

*Approved work is work authorized by immediate supervisor or administrator.

D. Call-back Time

Emergency call-back time for eligible employees will be paid for a minimum of two (2) hours.

E. Standby Stipend for Campus Security

1. Any campus security officer required to remain on standby shall be compensated in accordance

with the following:

2. During hours not otherwise covered, one (1) campus security officer will be scheduled to be on standby to respond to alarms. The current standby schedule is as follows: from 12:00 a.m. Saturday to 11:59 p.m. Sunday. The standby schedule for College holidays is from 12:00 a.m. to 11:59 p.m. of the holiday.

3. The College shall pay a stipend to the assigned campus security officer for this standby schedule.

The campus security officer will be paid $40 for each weekend and $25 for each College holiday spent on standby.

4. The College will have an early morning standby schedule from 12:30 00 a.m. to 6:30 00 a.m.

Monday through Friday Campus security officers may volunteer for this duty and if called back to the College must be able to return in 30minutes. The campus security officer will be paid $10 for each morning spent on standby.

5. Campus security officers will be scheduled for this duty and if called back to the College must be able to return with in 1 hour in full uniform.

6. The Security Officer on standby will respond to the campus if notified of an incident of, but not limited to, a confirmed burglary, confirmed water-flow alarm, fire alarm, flooding on campus, confirmed power outage with no restoral of power, and the day of a potential severe weather forecast to check the campus for operational ability.

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7. The Security Officer will notify Administrators in a timely manner of any potential incident which may affect operational ability for the campus, according to the college closure procedures.

5.8 Authorization for payment of the standby stipend will be submitted to the payroll department

by the Director of Campus Safety and Security on a semi-monthly basis. ARTICLE 2 (continued)

F. Compensatory Time Off

At the option of the employee, and if arranged prior to the assignment, compensatory time may be taken in lieu of authorized overtime payment, in accordance with the provisions of applicable state and federal law. Compensatory time must be granted at the rate of one and one-half (1-1/2) hours of compensatory time for each hour over forty (40) hours worked by full-time overtime-eligible employees and straight time compensatory time for each hour worked over the weekly schedule of less than full-time overtime-eligible employees (up to 40 hours).

1. Compensatory Time Use

An employee must use compensatory time prior to using vacation leave, unless this would result in the loss of his or hertheir vacation leave or the employee is using vacation leave for domestic violence leave. Compensatory time must be used and scheduled in the same manner as vacation leave, as in Article 9, Vacation. Employees may use compensatory time for leave as required by the Domestic Violence Leave Act, RCW 49.76. Compensatory time must be used within 12 months of transfer to an overtime exempt position within the College.

2. Compensatory Time Cash Out

a. All compensatory time must be used by June 30th of each year. If compensatory time

balances are not scheduled to be used by the employee by May of each year, the supervisor will contact the employee to review his or her schedule. The employee’s compensatory time balance will be cashed out every June 30th or when the employee separates from the Employer.

b. As an exception to Subsection 2.4.F.2.a above, a Vice President or Director may allow an

employee to carry forward up to twenty-four (24) hours of compensatory time past June 30th when an employee’s workload requires overtime during the months of May and June. Payroll and Human Resources must be notified no later than June 10th.

2.5 Discipline and Dismissal

A. General Principles of Discipline

The College will not discipline any permanent employee without just cause. The College shall give consideration to due process and progressive discipline in its discipline of employees. Although each situation merits individual investigation of the facts and circumstances, the College will make reasonable effort to maintain consistency in discipline of employees. Employees will be given adequate forewarning, verbally or in writing, about behaviors that may lead to disciplinary action,

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http://apps.leg.wa.gov/RCW/default.aspx?cite=49.76


except for instances of misconduct that are so severe that the employee is reasonably expected to know that it would be grounds for discipline.

B. Investigation

The College has the authority to conduct investigations and will make effort to maintain employee privacy in all investigations, to the extent that the investigative process allows and as appropriate to applicable statute. Within ten working days receipt of an allegation of potential misconduct that could lead to disciplinary action, up to and including termination, the College will notify the employee and the Association of the allegation and need for investigation. Upon request, an employee who believes that discipline may occur in the course of an investigation may request representation by a member of the Association. If the requested representative is not reasonably available, the employee will select another representative who is available. The role of the accompanying Association representative is to provide assistance and counsel to the employee and not interfere with the College’s right to conduct the investigation.

Both parties agree that timely resolution of investigations of alleged employee misconduct is critical to maintaining a positive and productive work environment. The College will notify and advise the employee with updates of the status of the investigation every thirty (30) calendar days until the investigation is complete. Upon notice that the employee has requested representation, the College will provide simultaneous notification to the Association representative. An employee may be placed on an alternative assignment during an investigation. Unless a conflict of interest exists relevant to the investigation, the employee will not be prohibited from contacting their Association representative. If a conflict exists, the employee may select an alternate Association representative.

C. Cause for Discipline

The College shall have the right to discipline an employee, up to and including dismissal, with just cause, provided that knowledge of the misconduct is obtained within ninety (90) calendar days of the alleged misconduct.

1. An employee shall be subject to termination as the appropriate culmination of a course of

progressive discipline. The principles of progressive discipline shall be used except when the nature of the problem requires more serious or immediate action, as described in 2.5.D below. Progressive discipline includes the following steps: verbal warning (which is clearly identified as a warning when given), written warning (clearly defined as such when issued), suspensions (without pay, subject to severity of actions), reduction in pay and dismissal. All disciplinary actions subsequent to the verbal warning shall, at the option of the employee, be given with an Association witness present.

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2. In addition, an employee who has received any three (3) disciplinary actions within a one (1)-year period may have his/hertheir employment terminated upon the occurrence of any fourth cause for discipline.

3. Upon written request by the employee, a warning notice shall be removed from the official

personnel file one (1)-year from the date of notice if there have been no further notices for a six (6) month period.

D. Cause for Immediate Termination

The College may terminate an employee, without previous discipline, for “cause”. “Cause” shall include, but not be limited to, gross misconduct; willful, frequent, and intransigent violation of College rules, policies, procedures or directives; incompetence in the performance of professional duties; insubordination; neglect of duty; sexual harassment; or acts of moral turpitude.

E. Process for Discipline

The College shall give an employee a written statement of the reason(s) for any suspension without pay, reduction in pay or termination. Prior to a decision of suspension without pay or termination, the College shall inform concurrently the employee and the Association, in writing, of the charges against the employee, any evidence and documentation to support the charge and the action contemplated. The College will provide an opportunity to the employee to respond in writing or in person to the evidence and explain and defend his/hertheir conduct. The College shall handle discipline of an employee as confidentially and discretely as the situation warrants and is possible under the circumstances.

1. The College will provide fifteen (15) calendar days’ written notice prior to the effective date

of any suspension or reduction in pay.

2. The College will provide seven (7) calendar days’ written notice prior to the effective date of termination. The College may terminate an employee immediately without seven (7) calendar days’ notice if, in the College’s determination, the continued employment of the employee during the notice period would jeopardize the good of the College. The College will provide the reasons for an immediate termination in the written notice.

F. The College has the authority to impose discipline, which is subject to the grievance procedure as

set forth in Article 12. Verbal warnings, however, may be processed only through Article 12.3.B.2. ARTICLE 2 (continued)

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2.6 Layoff

A. Reduction in Force

This section establishes the process by which a reduction-in-force (RIF) and any resultant layoff of “hard money” employees may occur. Any such reduction-in-force may be due to actions such as a lack of funds, a College reorganization, or a curtailment of work.

B. RIF Determination

The College will determine that a RIF is necessary and establish that one or more positions within the Association that need to be eliminated. The College will determine which positions will be retained and which positions will be eliminated.

C. Association Notice of RIF

The College will notify the Association of any position to be eliminated, unless the position is vacant. Except in emergency situations (i.e., cessation of funding), at least thirty (30) calendar days prior to the first effective date of layoff, the College shall notify the Association of positions to be eliminated and further, shall furnish the Association updated seniority lists for each of the effected classifications.

D. Employee Notification of Layoff

The Association and the employee to be laid off shall be notified in writing a minimum of thirty (30) calendar days prior to the effective date of the layoff unless an emergency situation occurs as described under 2.6.C above. A layoff notice should include: the effective date of the layoff, the reason for layoff, a list of other employees in the same classification by seniority date, notice of placement on the re-employment list, the beginning and ending date of any placement on the re-employment list, and the requirement to notify the College of any change of address.

E. Classification

Classification means those specific job titles, such as, “Buyer/Salesperson,” “Campus Security Officer,” and “Payroll Officer” listed on the salary schedule. (Appendix A.)

F. Bumping Rights

In the event the incumbent in an eliminated position holds more seniority than another employee in a position in the same classification which is not eliminated, the more senior employee shall notify the human resources department of their intent to exercise the right to bump the less senior employee. Such notice shall include sufficient identification of the specific position the employee is bumping into so as to allow for the transfer from one position to another.

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1. Bumping Order

Provided the employee has more seniority, one employee shall be allowed to bump another employee with less seniority in the same classification.

2. Bar on Movement

No employee shall be able to bump into a higher classification.

3. Non-Exercise of Bumping Rights

Employees who chose not to exercise available bumping rights shall be paid their accumulated vacation leave balance at their current rate of pay.

G. Re-employment Pool

Those employees not initially retained shall be placed in a re-employment pool and shall be called back in order of seniority.

1. Employees placed in the re-employment pool shall be listed by order of seniority in the classification, excluding any temporary or other time spent in a substitute position.

2. In cases where seniority is equal, employees will be chosen by lot.

3. The most senior employee will be offered the first open position which is substantially

equal to the position held at the time of layoff.

4. If the most senior employee in the pool does not take the position, the next most senior employee in the classification will be offered the position.

5. An employee may turn down two (2) position offerings for which they qualify before being

removed from the re-employment pool, PROVIDED that the employee is offered a position substantially equal to that held prior to being laid off.

6. Removal from the Re-employment Pool

An employee will remain in the re-employment pool for a period of two (2) years from date of layoff, UNLESS the employee has declined two offered positions as stated above.

7. A laid-off employee shall, upon application and at the employee's option, be placed on the

substitute list.

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8. Salary Placement and Benefits Upon Recall From Layoff

All benefits to which an employee was entitled at the time of the layoff, including unused sick leave, will be restored to the employee upon return to active employment, unless accumulated vacation leave balances were cashed-out at the time of layoff. The employee will be placed on the appropriate range of the salary schedule, on the step that is closest to, but not less than, the hourly rate of pay at the time of layoff; PROVIDED that no employee shall be placed above the top step of the appropriate range. Seniority will be restored to the accumulation at the time of layoff.

9. Requirements for Recall Notices

Notices of recall shall be sent by certified or registered mail to the last known address as shown on the College's records. It shall be the employee's responsibility to keep the College notified as to his/her current mailing address.

H. Employment Under a Special Contract

The scheduled hours and days per week of any employee hired under a “special contract” may be modified by the College in the event that such modifications are necessary to maintain contracted instructional programs, classes, or services without being subject to the layoff section of this contract. The term “special contract” shall mean those situations in which the funding and obligations to provide instruction or services are the result of special funding provided by the state, a gift, a grant, or a contract with a business, organization or agency outside the College. Employees hired under a “special contract,” who are subsequently laid off, are not eligible to bump “hard money” funded employees.

I. Re-Training

The College will work with the employee in the re-employment pool to retrain them for other occupational opportunities.

2.7 Temporary Layoff

The employer may temporarily reduce the hours of an employee up to twelve (12) days per fiscal year or as directed by the state legislature, due to revenue short-fall or unanticipated loss of funding. The employee shall receive a thirty (30) day notice of a temporary reduction of hours. Temporary layoff is leave without pay. An employee may not use any leave for a temporary layoff day(s).

2.8 Voluntary Reduction in Hours

An employee may request to reduce his/hertheir working hours for a period not to exceed one (1)

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year, to help reduce permanent layoffs. The employee and his/hertheir supervisor will determine if a reduction in hours is feasible, based on department staffing needs. The President or designee will have final approval for the reduction in hours. At the end of the one (1)-year period, the employee may choose to reinstate their original working hours or request to continue working the reduced hours. The employee shall be paid their current salary and benefits based on their new percentage of fulltime. The employee, supervisor and President or designee will sign a form agreeing to the reduced hours and new work schedule. The form will be kept in the employees personnel file. The College may terminate this agreement with two (2) weeks’ notice.

2.9 Separation from Employment

Employees are requested to give thirty (30) days’ notice of intent to resign. The employeeEmployees shall give the College are encouraged to give as much notice as possibletwo (2) weeks’ notice of intent to terminate., but in no event less than two (2) weeks before the effective date of the resignation. If less than two (2) weeks’ notice is given, the employee will forfeit vacation pay.

2.10 Vacancies

A. The president of the Association will be notified of all openings of positions covered by this Agreement and will be informed in advance of the selection process to be used in such positions. Such notice will state that the position is funded by “special contract” funds, if applicable.

B. The College will fill job openings covered by this Agreement by selecting the best qualified

applicant, PROVIDED such selection is made in compliance with the College's Affirmative Action Program.

C. The College will give preferential consideration to senior employees in this unit for any job openings

covered by the Agreement when qualifications and ability are substantially equal to those of other candidates.

D. In the event the person with the most seniority is not chosen, the office of the President will give an

explanation in writing, upon request, to such senior employee and the Association, stating the reason for the non-selection. Nothing contained in this section is intended to preclude the College from hiring outside applicants.

2.11 Affirmative Action

A. The Association and the Board of Trustees recognize the requirements of the Civil Rights Act of 1964 and mutually agree to support the provisions of the College's Affirmative Action Plan. The parties further agree that the purpose of the plan is for achieving equality in employment practices wherever it may be lacking in compliance with the letter and spirit of the law. The Affirmative Action Plan will be applied in modifying the composition of the future work forces in the College.

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B. Present employees will not be discharged to achieve employment goals. Hiring policies will be adapted to ensure equal employee opportunities. Only qualified personnel will be considered for any position.

C. The College and the Association are committed to providing equal access to employment

opportunities, and to maintaining a workplace that is free from discrimination. This policy shall apply to all employees and applicants for employment without regard to race or ethnicity; color; national origin; gender; marital status; sexual orientation; age; religion; the presence of any sensory, mental or physical disability; genetic information or status as a Vietnam-era or disabled veteran.

2.12 Involuntary Transfer

A. If an employee is involuntarily transferred to another classification of work, his/hertheir job classification and base rate of pay will be changed to conform to the new work to which he/shethey is are assigned.

B. If the employee is involuntarily transferred to a classification position of lower pay, he/shethey

shall be placed on the step closest to but not less than the rate of pay the employee was receiving at the time of transfer. If the employee's salary exceeds the salary of the new classification, he/shethey will be grandfathered at his/hertheir current salary.

2.13 Seniority

A. For the purpose of promotion and layoff within the unit, an employee's seniority will be determined by the following factors in the order listed:

1. Employees transferred from the Renton School District No. 403 on September 1, 1991 will

continue their seniority from that organization.

2. The total College seniority will be applied to persons within their specified classification.

3. The total amount of time in the bargaining unit will include time with the Renton School District in this unit.

B. All seniority rights will be lost and an employee's relationship with the College deemed severed under

the following circumstances:

If the employee: a. resigns; b. is discharged for just cause; c. does not return to work as required when recalled after layoff; d. is absent due to work elsewhere.

C. Employees do not accumulate seniority when on unpaid leave of absence or layoff.

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D. Employees returning from unpaid leave of absence or from a layoff may recover their previous seniority.

E. For purposes other than those described in 2.11.A, seniority shall be length of continuous

employment in the College.

ARTICLE 3

PROFESSIONAL DEVELOPMENT 3.1 The College and the Association recognize the quality of the College's educational program and services can

be enhanced by employee training. In the mutual interest of the College and employees of this bargaining unit, the College shall budget funds for the purposes of training as noted herein. The amount budgeted for each year of this Agreement is $4,000. These funds will be available to members after completing their probationary period. All state employees are eligible for tuition fee waivers at any state of Washington college after meeting their probationary period in accordance with the provisions of RCW 28B.15.558. Fee waivers should be used when possible to maximize the use of this funding for all members.

3.2 The College shall establish a Staff Development Committee with at least two Association appointed

members. The Staff Development Committee will determine the content and structure of the staff in-service.

3.3 The College will provide training on state and federal regulatory requirements to all faculty. It is the

responsibility of all faculty to stay current with all regulatory requirements related to their duties. Any fees or registration costs for required training will be paid by the College. Any hours of required training by the College will be paid for at the employee's regular rate, or at the employee's overtime rate if appropriate, unless training is scheduled during the employee's regularly scheduled work hours, in which case the employee will receive his/hert regular pay rate.

3.4 The College will provide training on state and federal regulatory requirements to all faculty. It is the

responsibility of all facultystaff to stay current with all regulatory requirements related to their duties.

3.45 The College and the Association will develop procedures and criteria which will increase the Association's involvement in both the planning for and authorization of education and in-service opportunities. Such increased involvement and authority could affect up to fifty percent (50%) of the training funds allocated in Subsection 3.1 of the Agreement.

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ARTICLE 3 (continued) 3.56 Educational Increments (Certificates)

Three (3) college credits or thirty (30) hours earned in a College approved training program qualify for one (1) payment of five hundred dollars ($500). Educational increments will not be prorated. Unused credits and/or hours will be carried over to the next fiscal year only. Employees are individually responsible for obtaining and keeping course or training documentation and submitting such documentation with the College educational increment application form when each thirty (30) hours has been completed. Notification of intent to earn educational increments must be made in writing to the Human Resources department for budget purposes by March 15. Actual documentation and verification must be received by the human resources department no later than June 10 of one (1) contract year for payment in July of the following contract year. Employees may submit documentation by June 30 if he or she is taking a class spring quarter and the grades are not available by June 10. Employees who need to submit grades after June 10 must notify the Human Resources Development Assistant Director in writing by June 10. Credit and payment will not be given for duplicate training or training not relevant to the individual employee's specific responsibilities or individual personal growth, unless special circumstances result in College authorization for such repeat training. NOTE: Hours of training received during regularly scheduled work hours or for which the employee is paid are specifically excluded from the certificate program.

3.6 Degree Stipend

One (1) Renton Technical College degree stipend will be paid in July to each qualifying employee who has earned and submits transcripts verification of their degree. A degree stipend of one hundred fifty dollars ($150) will be paid annually if the employee’s highest degree is an associate degree. A degree stipend of two hundred fifty dollars ($250) will be paid annually if the employee’s highest degree is a bachelor’s degree. A degree stipend of three hundred fifty dollars ($350) will be paid annually if the employee’s highest degree is a master’s degree. The degrees must be from an accredited college or university.

3.7 The College recognizes the value of participation in professional organizations. The College agrees to pay

for or reimburse full-time employees up to two hundred fifty dollars, ($250) annually, for each supervisor approved membership in professional organizations. A membership that exceeds $250 will require approval of the Vice President of Administration and Finance or designee.

3.8 Professional Development Plans

Each employee has the option to develop a five (5) year professional development plan in consultation with the College, and approved by the supervisor. The plan shall be on file with the supervisor and reviewed annually with the employee. The human resources department shall maintain a file of all such plans and share summarized information with the staff development committee.

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ARTICLE 4

SICK LEAVE 4.1 All annual employees will receive twelve (12) days sick leave each year. (NOTE: Article 6.3—six (6) days

emergency leave inclusive.) 4.2 Former State of Washington and Washington School District employees who are re-employed within five (5)

years of their separation from service will have their sick leave balance at the time of separation restored; employees must notify Human Resources within thirty days of hire of a previous sick leave balance.

4.3 Less than annual employees will receive a prorated portion of one (1) day for each month in pay status of ten

(10) days or more. 4.4 Annual employees shall be credited with one (1) day sick leave per month for each month in pay status of ten

(10) days or more. 4.5 Each employee's portion of unused sick leave allowance shall accumulate from year to year. 4.6 Sick leave may be used for:

A. A personal illness, injury or medical disability that prevents the employee from performing

his or her job, or personal medical or dental appointments.

B. Care of family members as required by the Family Care Act (WAC 296-130).

C. Illness or preventative health care appointments of relatives, significant others and domestic partners when the presence of the employee is required.

D. Leave for Military Family Leave as required by RCW 49.77 and in accordance with Article 5.2.

E. Leave for Domestic Violence Leave as required by RCW 49.76.

F. Qualifying absences for Family and Medical Leave (Article 5).

4.7 A doctor's certificate is required for sick leave absences of the employee that last more than five (5)

consecutive days. 4.8 For each day's absence beyond accumulated sick leave days a deduction of the full day's salary will be made.

4.9 Employees who qualify for the State's Sick Leave Buy Back program will be eligible for the following:

A. In January of the year following any year in which a minimum of sixty (60) days of leave for illness or injury is accrued, and each January thereafter, any eligible employee may exercise an option to receive remuneration for unused leave for illness or injury accumulated in the previous year at a rate equal to one (1) day's monetary compensation of the employee for each four (4) full days of accrued leave for illness or injury in excess of sixty (60) days.

B. Leave for illness or injury for which compensation has been received shall be deducted from accrued leave for illness or injury at the rate of four (4) days for every one (1) day's monetary compensation. PROVIDED, that no employee may receive compensation under this Section for any portion of leave for illness or injury accumulated at a rate in excess of one (1) day per month.

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ARTICLE 4 (continued

C. At the time of separation from College employment due to retirement or death, an eligible employee or the employee's estate shall receive remuneration at a rate equal to one (1) day's current monetary compensation of the employee for each four (4) full day's accrued leave for illness or injury.

D. Should the legislature revoke any benefits granted under this section, no affected employee

shall be entitled thereafter to receive such benefits as a matter of contractual rights. 4.10 In the event an employee is injured or becomes ill while on vacation leave, the employee may submit a

written request to use sick leave and have the equivalent amount of vacation leave restored. A written medical certificate may be required.

4.11 The College may allow an employee who has used all of her or histheir sick leave to use

compensatory time, vacation leave, and personal holiday for sick leave purposes as provided in 4.6 above. 4.12 Sick Leave Reporting and Verification

A. In the absence of extenuating circumstances, an employee must promptly notify his or hertheir supervisor on his or hertheir first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if he or she is absent, he or shethey will notify his or hertheir supervisor at least two (2) hours prior to his or hertheir scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act).

B. An employee returning to work after any sick leave absence may be required to provide

written certification from his or hertheir health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

C. Sick leave must be reported by the employee on the appropriate absentee reporting form. Leave

used for Family Medical Leave Act (FMLA) purposes should also be reported to Human Resources.

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ARTICLE 5

FAMILY & MEDICAL LEAVE

5.1 Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and any amendments thereto and

the Washington state Family Leave Act of 2006 (WFLA), an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) workweeks of family medical leave in a twelve (12) month period for one (1) or more of the following reasons A through D:

A. Parental leave for the birth and to care for a newborn child, or placement for adoption or foster care of a child and to care for that child.

B. Personal medical leave due to the employee's own serious health condition that requires the

employee's absence from work.

C. Family medical leave to care for a spouse, son, daughter, parent or state registered domestic partner as defined by RCWs 26.60.020 and 26.60.030 who suffers from a serious health condition that requires on-site care or supervision by the employee. Because the FMLA does not recognize state registered domestic partners, an absence to care for an employee’s state registered domestic partner in accordance with the WFLA will not be counted towards the twelve (12) workweeks of FMLA.

D. Family medical leave for a qualifying exigency when the employee’s spouse, child of any age or parent

is on active duty or on call to active duty status of the Armed Forces, Reserves or National Guard for deployment to a foreign country.

Qualifying exigencies include attending certain military events, arranging for alternate childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, rest and recuperation, and attending post-deployment reintegration briefings. In addition, the College and the employee may agree that other events which arise out of the covered military member’s active duty or call to active duty status qualify as an exigency, provided both agree to the timing and duration of the leave.

5.2 Military Caregiver Leave will be provided to an eligible employee who is the spouse, child of any age, parent

or next of kin of a covered service member to take up to twenty-six (26) workweeks of leave in a single twelve (12) month period to care for the covered service member or veteran who is suffering from a serious illness or injury incurred in the line of duty.

During the single twelve (12) month period during which Military Caregiver Leave is taken, the employee may only take a combined total of twenty-six (26) workweeks of leave for Military Caregiver Leave and leave taken for other FMLA qualifying reasons.

The single twelve (12) month period to care for a covered service member or veteran begins on the first (1) day the employee takes leave for this reason and ends twelve (12) months later, regardless of the twelve (12) month period established for other types of FMLA leave.

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ARTICLE 5 (continued) 5.3 Entitlement to family medical leave for the care of a newborn child or newly adopted or foster child ends

twelve (12) months from the date of birth or the placement of the foster or adopted child. 5.4 The one thousand two hundred fifty (1,250) hour eligibility requirement noted above does not count paid

time off such as time used as vacation leave, sick leave, personal holidays, compensatory time off, or shared leave.

5.5 The family medical leave entitlement period will be a twelve (12) month period measured forward from

the date an employee begins family medical leave. Each time an employee takes family medical leave during the twelve (12) month period, the leave will be subtracted from the twelve (12) workweeks of available leave.

5.6 The College will continue the employee's existing College-paid health insurance, life insurance and disability

insurance benefits during the period of leave covered by family medical leave. The employee will be required to pay his or her share of health insurance, life insurance and disability insurance premiums. The College may require an employee to exhaust all paid leave prior to using any leave without pay, except that the employee will be allowed to use eight (8) hours a month of accrued leave during each month to provide for the continuation of benefits as provided for by the Public Employees Benefit Board.

5.7 The College has the authority to designate absences that meet the criteria of the family medical leave.

A. The use of any paid or unpaid leave (excluding leave for compensable work-related illness or injury and compensatory time) for a family medical leave qualifying event will run concurrently with, not in addition to, the use of the family medical leave for that event. An employee, who meets the eligibility requirements listed in Section 5.1, may request that family medical leave run concurrently with absences due to work-related illness or injury covered by workers compensation at any time during the absence. Employees will not be required to exhaust all paid leave prior to using any leave without pay for a compensable work-related injury or illness.

B. An employee using paid leave during a family medical leave qualifying event must follow the notice

and certification requirements relating to family medical leave usage in addition to any notice requirements relating to the paid leave.

5.8 Parental and Pregnancy Disability Leave

A. Parental leave will be granted to the employee for the purpose of bonding with his or her natural newborn, adoptive or foster child. Parental leave may extend up to six (6) months, including time covered by the family medical leave, during the first year after the child's birth or placement. Leave beyond the period covered by family medical leave and pregnancy disability may only be denied by the College due to operational necessity and per Article 6.4 - General Leaves of Absence. Such denial may be grieved beginning at the top internal step of the grievance procedure in Article 12.

2014-2017 19



B. Parental leave may be a combination of the employee's accrued vacation leave, sick leave, personal holiday, compensatory time, or leave without pay. Parental leave may be taken on an intermittent or reduced schedule basis in accordance with Subsection 5.10 below.

C. Pregnancy disability leave will be granted for the period of time an employee is sick or temporarily

disabled because of pregnancy and/or childbirth and will be in addition to any leave granted under family medical leave or Washington state family leave laws.

5.9 The College may require certification from the employee’s, family members, or covered service

member’s health care provider for the purpose of qualifying for family medical leave.

5.10 Personal medical leave, serious health condition leave, or serious injury or illness leave covered by family medical leave may be taken intermittently or on a reduced schedule basis when certified as medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the College’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

5.11 Upon returning to work after the employee’s own family medical leave qualifying illness, the employee will be

required to provide a fitness for duty certificate from a health care provider. 5.12 The employee will provide the College with not less than thirty (30) days’ notice before family medical

leave is to begin. If the need for the leave is unforeseeable thirty (30) days in advance, then the employee will provide such notice as is reasonable and practicable.

5.13 An employee returning from family medical leave will have return rights in accordance with FMLA and

WFLA. 5.14 Both parties agree that nothing in this Agreement will prevent an employee from filing a complaint

regarding FMLA with the Department of Labor or regarding the WFLA with the Department of Labor and Industries.

5.15 Definitions used in this Article will be in accordance with the FMLA and WFLA. The parties recognize

that the Department of Labor is working on further defining the amendments to FMLA. The College and the employees will comply with existing and any adopted federal FMLA regulations and/or interpretations.

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6.1 Leave Sharing

ARTICLE 6

OTHER LEAVE

A. Employees may participate in the Washington State Leave Sharing Program in accordance with RCW 41.04.650 and College procedure. Under the provisions of this program, the College shall receive and process requests for leave sharing. Shared leave may be requested and shared to aid another employee who has been called to service in the uniformed services, who is responding to a state of emergency anywhere within the United States declared by the federal or state government, who is a victim of domestic violence, sexual assault, or stalking, or who is suffering from or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition.

B. The College will determine the amount of leave, if any, which an employee may receive. However,

an employee will not receive more than five hundred twenty-two (522) days of shared leave, except that, the College may authorize leave in excess of five hundred twenty-two (522) days in extraordinary circumstances for an employee qualifying for the program because he or she is suffering from an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature.

6.2 Bereavement Leave

A. Up to and including five (5) days leave with pay, including travel time, shall be allowed for bereavement leave for each occurrence of a death in the employee's immediate family, or the immediate family of his/her spouse or domestic partner, which includes spouse, domestic partner, children, mother, father, sister, brother.

Two (2) days bereavement leave with pay will be allowed in the case of the death of grandparents and grandchildren, or anyone who is living with or considered part of the family.

B. This bereavement leave is not deducted from sick leave and is not accumulative.

C. In special cases, the office of the President may extend the definition of immediate family.

6.3 Emergency Hardship Leave (Non-Accumulative)

A. Six (6) days emergency leave per year, non-cumulative year to year, will be available upon request for each employee without loss of pay (deductible from annual sick leave). Upon written request to the office of the President, employees may be granted additional emergency leave days with pay. Additional days may be granted: (1) if the situation is as defined in this section; (2) if the employee has sufficient sick leave balance to cover the requested days; and (3) if such request is timely and follows the regularly established absence reporting procedures

2014-2017 20



B. The problem must have been suddenly precipitated and must be of such an emergent nature that pre-planning is not possible and where pre-planning could not relieve the necessity for the absence during the working hours.

C. Emergency leave may not be taken the day before or the day after a holiday or in any combination

for purposes of extending vacations.

D. This leave may be used for any personal reasons of an emergency nature, including illness or injury in the family except as provided in Subsection C.1, funeral of friends or legal or personal affairs that cannot be scheduled outside the normal working day.

E. Weather conditions for local travel to and from school shall be considered as a valid reason for an

emergency leave, EXCEPT for "emergency staff" who must work his/her assigned shift, unless on a pre-approved leave, during time of inclement weather.

F. Emergency leave for purposes of illness in the immediate family, including domestic partners legal

affairs, business affairs, and/or funerals not covered by bereavement leave should be cleared through the department supervisor and then reported on the usual absentee report.

G. Emergency leave for other or unusual circumstances should be cleared through the department

supervisor and then reported on the usual absentee report for final payroll approval by the personnel department.

H. Employees with special hardship situations may be granted additional emergency days by the

President. 6.4 General Leaves of Absence

A. Upon written request from the employee and upon approval of the College President, unpaid leave of absence may be granted to any employee for such things as: (a) illness; (b) family emergency; (c) maternity/paternity; (d) adoption; (e) education; and (f) military leave. The terms of the leave of absence will be confirmed in writing by the College.

B. The leave of absence of an employee on leave for reasons other than military service will terminate

at the end of one (1) full year in which no service has been rendered. No more than one (1) year will be granted to any family unit for maternity/paternity leave for any one (1) child.

C. Except for military service, there shall be no other employment while on leave without prior approval

of the President.

D. The College may agree to re-employ the employee upon written request or give first preference to any opening for which the employee is qualified.

2014-2017 21



E. All employee benefits earned prior to a leave of absence will be maintained upon re-employment. 6.5 Jury Duty and Subpoena Leave

A. Leave of absence with pay will be granted to employees for jury duty with appropriate documentation. An employee will be allowed to retain any compensation paid to him or her for jury duty service. An employee will inform his/hertheir supervisor when notified of a jury summons and will cooperate in requesting a postponement of service if warranted by business demands.

B. Leave of absence with pay will be granted for employees responding to a subpoena, with

appropriate documentation, when the employee has been subpoenaed on the employer’s behalf or the subpoena is for legal proceeding which is unrelated to the personal or financial matters of the employee.

6.6 Military Leave

A. In accordance with RCW 38.40.060, any employee who is a member of the Washington National Guard or of any organized reserve or armed forces unit of the United States shall be entitled to and shall be granted military leave of absence from his or hertheir employment for a period not exceeding twenty-one (21) days during each year, beginning October 1st and ending the following September 30th. Military leave will be in addition to any vacation or sick leave to which the employee might otherwise be entitled and will not involve any loss of privileges or pay.

B. Military leave shall be granted in order that the person may take part in active training duty when

required to do so by the military service if such duty cannot be taken during non-contract days.

C. When military leave is granted, the employee shall receive his or her regular pay from the College. 6.7 Uniformed Service Shared Leave Pool

The Uniformed Service Shared Leave Pool (USSLP) was created so that state employees who are called to service in the uniformed services will be able to maintain a level of compensation and employee benefits consistent with the amount they would have received had they remained in active state service.

The pool was also created to allow general government and higher education employees to voluntarily donate their leave to be used by any eligible employee who has been called to service in the uniformed services. Employee participation is voluntary at all times and will be consistent with state law (RCW 41.04.685) and College Policy. The Military Department, in consultation with the Department of Personnel and the Office of Financial Management, is responsible for administering the USSLP.

2014-2017 22


ARTICLE 6 (continued) 6.8 Domestic Violence Leave

In accordance with the Domestic Violence Leave Act, RCW 49.76, leave without pay, including intermittent leave, will be granted to an employee who is a victim of domestic violence, sexual assault or stalking. Family members of a victim of domestic violence, sexual assault or stalking will be granted leave without pay to help the victim obtain treatment or seek help. Family member for the purpose of domestic violence leave includes child, spouse, state registered domestic partner, as defined by RCWs 26.60.020 and 26.60.030, parent, parent-in law, grandparent or a person the employee is dating. The Employer may require verification from the employee requesting leave.

Requests for leave without pay will be submitted in writing. The College will approve or deny leave without pay requests, in writing, within fourteen (14) calendar days when practicable and will include the reason for denial.

6.9 Personal Convenience Leave

A. During each contract year, all employees will be credited with three (3) days paid accumulative leave, which may be used for the employee's personal convenience. Employees may use this leave for a purpose they believe to be sufficient to warrant their absence from their assigned responsibilities.

1. Employees may accumulate up to a maximum of six (6) days personal convenience

leave. Should an employee have an accumulated balance of six (6) days the employee will not receive additional personal convenience leave.

2. Employees whose initial hire date is after July 1 shall receive a prorated amount of

personal convenience leave.

B. Personal convenience leave days may be used at the discretion of the employee with the approval of the College. Employees who want to use personal leave days to extend vacation or holiday periods will request use of the personal convenience leave days in accordance with Article 9.4. Employees who request use of personal convenience leave days on short notice are urged to not use this leave for days in which their presence on the job, rather than a substitute, is especially critical to the successful functioning of their office, department, or program.

C. An employee planning to use a personal convenience day or days will normally notify his/hertheir

supervisor at least two (2) days in advance and will report the absence on the appropriate absentee form.

D. Each year employees have the option to be compensated at their current salary, for their unused

personal convenience balance. Employees must notify the payroll office in writing no later than June 10 indicating the amount for which they want compensation. Employees shall receive payment with their June 25th or July 10th pay. It is the intent of the College to pay for the unused personal convenience days on the June 25th check whenever possible.

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ARTICLE 6 (continued

ARTICLE 7

ON-THE-JOB INJURY

7.1 In the case of accidental injuries or work-related illnesses which occur to employees during the working hours and/or while they are carrying out their responsibilities, the College agrees to maintain maximum allowable coverage under current provisions of workers’ compensation rules. The College further agrees to review each such accident case on an individual basis when the loss of salary is involved. The College shall provide necessary information and forms to the employee who is filing a claim under Workers’ Compensation.

7.2 Employees are to promptly report all accidental injuries or work-related illnesses to immediate supervisors

or designees. Supervisors must report any accidental injuries or work-related illnesses within twenty-four (24) hours of occurrence to Human Resources and Campus Safety.

ARTICLE 8

HOLIDAYS

8.1. Paid Holidays

A. Employees are eligible to be paid for up to eleven (11) of the following holidays: 1. Labor Day 2. Veterans Day 3. Thanksgiving Day 4. the day after Thanksgiving Day 5. Christmas Day 6. New Year's Day 7. the legally designated day for Martin Luther King Jr's birthday 8. Presidents' Day 9. Memorial Day

10. Independence Day 11. Personal Holiday (1 day)

B. If a paid holiday falls on the weekend, the holiday will be designated and granted on the Friday

preceding or Monday following said holiday. If the employee fails to work the assigned day before a holiday or the day after because of illness, he/shethey must show reasonable proof of such illness, or receive a full deduction for the day(s) missed and the holiday. If a holiday falls within an

2014-2017 24



employee's vacation period, the employee shall receive an extra day of paid vacation or be given an extra day off at the employee's discretion.

C. Full-time employees that are scheduled for eight (8) hours per day and two hundred sixty (260)

days per year will be paid for all eleven (11) holidays. All other employees will receive the holiday pay if they are in pay status on their last regularly scheduled work day before or after the holiday.

D. Employees whose regular schedule does not fall on a school holiday, may elect to take the holiday

within one (1) week of the scheduled holiday or receive their regular pay. Employees who elect to be paid for the holiday must notify payroll in writing the next working day after the holiday.

8.2 Faith or Conscience Holidays (unpaid)

Pursuant to RCW 1.16.050, employees are entitled to up to two unpaid holidays per calendar year for reasons of faith or conscience, or an organized activity conducted under the auspices of a religious denomination, church or religious activity. Employees must follow practice as established under Article 9, Vacation. Requests will be granted provided the employee’s absence will not impose an undue hardship on the College as defined by WAC 82-56-020.

ARTICLE 9

VACATION 9.1 Each annual employee will receive paid vacation as follows:

Vacation leave will accrue monthly based on an employee's hire date, or state seniority date if a direct transfer, and will be available for use or compensation after the first six (6) month employment period has been completed. For each month the employee is in pay status ten (10) or more days, the employee shall earn vacation leave.

Each employee is eligible for paid vacation up to the following maximumsbased on the schedule below:

A. Twelve (12) days annual vacation for the 1st year of continuous employment computed at the

rate of 8 hours per month.

B. Thirteen (13) days annual vacation for the 2nd year of continuous employment computed at the rate of 8.67 hours per month.

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C. Fourteen (14) days annual vacation for the 3rd and 4th years of continuous employment computed at the rate of 9.33 hours per month.

D. Fifteen (15) days annual vacation for the 5th thru 9th year of total employment computed at

the rate of 10 hours per month.

E. Sixteen (16) days annual vacation for the 10th year of total employment computed at the rate of 10.67 hours per month.

F. Seventeen (17) days annual vacation for the 11th year of total employment computed at the

rate of 11.33 hours per month.

G. Eighteen (18) days annual vacation for the 12th year of total employment computed at the rate of 12 hours per month.

H. Nineteen (19) days annual vacation for the 13th year of total employment computed at the

rate of 12.67 hours per month.

I. Twenty (20) days annual vacation for the 14th year of total employment computed at the rate of 13.33 hours per month.

J. Twenty-one (21) days annual vacation for the 15th year of total employment computed at

the rate of 14 hours per month.

K. Twenty-two (22) days annual vacation beginning with the employee's sixteenth (16th) anniversary date of total employment computed at the rate of 14.67 hours per month.

Years of Service Number of Days of Annual Vacation

Rate of Hours Per Month Based on Continuous Service

One (1) Year 13 Days 8.67 Hours

Two(2) through Four (4)

14 Days 9.33 Hours

Five (5) through Nine (9) Years 15 Days 10 Hours

Ten (10) Years 16 Days 10.67 Hours

Eleven (11) Years 17 Days 11.33 Hours

Twelve (12) Years 18 Days 12 Hours

Thirteen (13) Years 19 Days 12.67 Hours

Fourteen (14) Years 20 Days 13.33 Hours

Fifteen (15) Years 21 Days 14 Hours

Sixteen (16) Years 22 Days 14.67 Hours

Twenty (20) Years 23 Days 15.33 Hours

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Twenty-Five (25) Years 24 Days 16.00 Hours

9.2 Employees working less than full-time schedules shall accrue vacation leave credits on the same pro-rata basis that their schedule bears to a full-time appointment.

9.3 Vacations must be earned before an employee is entitled to receive use his/her paid vacation. accrual.

9.4 Vacations will be taken at times mutually agreed on between the employee and the immediate

supervisor and reported on the appropriate absentee reporting form.

9.5 Vacation leave may be used for care of family members as required by the Family Care Act (WAC 296-130).

9.6 Vacation leave may be used as required by the Military Caregiver Act, RCW 49.77 and in accordance

with Article 5.2

9.7 Vacation leave may be used as required by the Domestic Violence Leave Act, RCW 49.76.

9.8 Vacation credit currently due but unused by the new accrual date each year may be carried over to a maximum of thirty (30) days as provided in RCW 43.01.040. No employee shall be denied accrued vacation benefits due to College employment needs.

9.9 Any employee who is discharged or terminates employment shall receive payment for accrued and unused vacation credit with their final paycheck, up to a maximum of 240 hours. Employees are encouraged to provide at least two (2) weeks’ notice ; PROVIDED they have given two (2) weeks’ notice of intent to terminate. Employees who are discharged by the College will have their accrued and unused vacation credits paid with their final check, up to a maximum of 240 hours.

ARTICLE 10

HEALTH AND WELFARE

10.1 Health and Welfare Benefits

A. The College agrees to make available to all eligible employees group medical, dental, life, and other

appropriate insurance programs consistent with the rules and regulations of the State Health Care Authority and as funded by the Legislature.

B. In the event of the inability of an eligible employee to work because of illness or a non-occupational

accident, the College will continue the funded monthly medical/dental and insurance payments for eligible employees for a period of up to six (6) months for any month that the employee is in a pay status for at least eight (8) hours per month. The employee may use any available leave, one (1) day per month as pay status for the purpose of keeping insurance benefits intact for this period. If the employee desires to continue the benefit of this health/dental plan beyond the six (6) months, he/shethey may do so by making the required payments to the Health Care Authority. In either event the employee must actually be incapacitated from work by such illness or non-occupational accident and shall, in fact, not be working elsewhere.

C. Any employee who is on authorized unpaid leave may continue his/hertheir term life and accidental

death plan via direct monthly payments to the state Health Care Authority. Employees must make

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arrangements with the benefits office to continue other benefits while on a leave of absence.

10.2 Retirement

All employees covered by this Agreement shall be members of the Washington State Public Employees Retirement System as required by law.

10.3 Supplemental Retirement Plans

The College shall offer Internal Revenue Service (IRS) 403(b) plan(s) and make the state's IRS Rule 457, Deferred Compensation Plan available to all employees. The College will provide application forms to participate, deduct the amount from the employee's salary, and make appropriate remittance to the plans.

10.4 Dependent Care

The College will make available to employees, at their option, an Internal Revenue Service Code Section 129 Dependent Care plan as offered by the State of Washington Health Care Authority. The plan will be established, administered, and communicated to employees by the state without cost to the employees.

10.5 Flexible Spending Account

The College will make available to employees, at their option, an Internal Revenue Service Code Section 125 Flexible Spending Account as offered by the State of Washington Health Care Authority. The account will be established, administered, and communicated to employees by the state without cost to the employees.

10.6 Voluntary Employees' Benefits Account

A. The College shall make available to eligible employees a medical expense plan that provides

for reimbursement of medical expenses. Instead of cash out of sick leave at retirement, the Employer agrees to contribute equivalent funds in a medical expense plan for eligible employees, as authorized by the state statute. The medical expense plan must meet the requirements of the Internal Revenue Service.

B. As a condition of participation, each eligible employee must submit to the College a signed

hold harmless agreement complying with RCW 28B.50.553.If an eligible employee fails to sign and submit such agreement to the College, the College will not make sick leave cash-out contributions to the Plan at any time during the term of this agreement, and the eligible employee will not be permitted to participate in the Plan and remuneration for accrued sick leave at retirement shall be forfeited.

C. Funds deposited in the plan will be used for payment of the retiree's documented medical

insurance premiums and medical, dental, and vision care expenses not covered by insurance (including co-payments and deductibles) until the account is exhausted.

D. Members must notify the Association President by December 15th of their intent to retire

in the next calendar year.

ED. The Union must notify the Human Resources Development Executive Director by December 31st

of each year if they choose not to participate in the VEBA plan of the following calendar year.

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ARTICLE 11 SALARIES &

COMPENSATION 11.1 Payment

ARTICLE 11 SALARIES & COMPENSATIONFormatted: Centered

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A. Annual employees will be paid in accordance with their placement on the salary schedule(s), Appendix A. Each employee who is eligible for an increment and who has remaining incremental movement available will be granted one (1) increment each year of this Agreement as authorized by Section 11.1.D below. Should the state authorize and fund an amount for classified salaries higher than the amounts shown on Appendix A, the College will improve the salary schedule to cause the total salary increase (increments plus percentage allocated to schedule improvement) to reach the percentage allocated in the State Appropriations Act. Salaries listed are based upon a 260-day, 8-hours-per-day work year.

B. Less than full-time employees will be paid a pro-rated share based on the number of days and/or hours worked and in accordance with their placement on the salary schedule, Appendix A.

C. Extra days: Less than full-time employees authorized to work any time in excess of their schedule

as stated in the job description will be paid at their hourly rate plus benefits.

D. Salary Improvement: It is the intention of Renton Technical College to provide employees with salary improvement from such monies as are authorized by the state legislature and allocated and approved by the State Board for Community and Technical Colleges. It must be clearly understood that the College must meet all requirements set by the state in the budget allocation for each school year. When the amount is known, the College will revise the appropriate salary schedule with the improvement authorized by the legislature.

11.2 Promotions and Demotions

A. Salary on Promotion: Employees covered by this Agreement who move to a higher classification shall be placed on the appropriate step which will result in a salary equal to or greater than the salary that would have been paid on the previous classification plus one step.

B. Salary on Demotion: An employee who moves voluntarily or involuntarily to a position with a

lower salary classification and whose salary exceeds the maximum rate of the new classification shall be held at his or hertheir current salary until the salary range shall exceed the employee's rate of pay. An employee who moves voluntarily or involuntarily to a position with a lower salary range, and whose salary rate is within the new range shall be placed on the step closest to, but not less than, the rate of pay the employee was receiving prior to the move to the new position.

11.3 Longevity Stipend

One (1) Renton Technical College longevity stipend in the amount of five six hundred fifty dollars ($550600) will be paid annually in July to each qualifying employee who has ten (10) or more year’s seniority on July 5th.

11.4 Uniforms (Campus Security)

The College will furnish and maintain the established uniform requirements for Campus Security employees in the bargaining unit. Employees shall wear uniforms that comply with general College guidelines. Each Security employee working four (4) hours daily shall receive a biennial boot/shoe allowance of one hundred dollars ($100.00). Receipts must be submitted and approved by June 15th to be reimbursed by June 30th.

ARTICLE 12

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GRIEVANCES 12.1 Purpose

A. The purpose of this Article is to provide for a mutually acceptable method of prompt and equitable settlement of grievances or complaints arising between the College and its employees within the Association with respect to matters dealing with the interpretation or application of the Terms and Conditions of this Agreement.

B. Both parties will encourage employees and supervisors to discuss and resolve concerns on an

informal basis. If this cannot resolve the issue(s) the employee may proceed with the grievance.

C. Grievances shall be processed as rapidly as possible; the number of days indicated at each step shall be considered maximum and every effort shall be made to expedite the process. Under unusual circumstances, time limits may be extended by mutual agreement.

D. Failure of the College or aggrieved employee to comply with the stipulated number of days will

result in the grievance proceeding to the next step, PROVIDED the grievance was submitted in a timely manner.

12.2 Grievance Defined

A. A grievance is an alleged violation or misapplication of a specific article(s) of this Agreement. This does not preclude complaints regarding matters other than the contract provisions, including College policies and rules/regulations being pursued informally by employees through the regular administrative channels.

B. "Grievant" means an employee having a grievance.

C. Words denoting gender include both masculine and feminine, and words denoting number shall

include both singular and plural.


12.3 Procedure

An employee may institute a grievance on his/hertheir own or may request the assistance of the Association or another of the employee's choosing. The proper procedure for pursuing adjudication of alleged grievance is as follows:

A. Within fifteen (15) work days of the time the employee demonstrably knew or should have

known of the alleged violation, the aggrieved will notify the immediate supervisor of a desire to discuss a grievance and also state the fact that this action possibly constitutes a grievance.

B. Within five (5) work days of notification of the alleged grievance, the immediate supervisor will

meet with the employee, either directly or accompanied by another person designated by the employee, and discuss the grievance. Within five (5) work days after the discussion of the grievance, the supervisor shall give his/hertheir response to the aggrieved.

1 Step One:


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a. If the grievant is not satisfied with the resolution, he/she may, within fifteen (15) work days of receipt of the response, submit College's Classified Grievance Claim" form containing (1) the facts on which the grievance is based; (2) a reference to provisions of this Agreement allegedly violated; (3) the remedy sought. All allegations, and any facts, evidence, or materials supporting the allegations should be clearly stated.

b. Within fifteen (15) work days of receipt of the form, the immediate supervisor

shall submit his/her written response to the aggrieved through the College's "Supervisor's Classified Grievance Response" form.

c. If the grievance is satisfactorily resolved, both parties will sign the College's Classified

Grievance Settlement" form.

2 Step Two:

a. If the grievant is not satisfied with the resolution at STEP ONE, he/she may, within fifteen (15) work days of receipt of the written response in STEP ONE, submit the grievance to the office of the President. If the President does not personally review the grievance case, he they shall appoint a designee to serve in his their place. This designee shall not have had prior involvement in the grievance.

b. Within fifteen (15) work days of receipt of the grievance, the office of the President

shall communicate a written response to the aggrieved. c. If the grievance is

satisfactorily resolved, both parties will sign the College's "Classified Grievance Settlement" form.

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3 Step Three:

a. If the grievant is not satisfied with the resolution at STEP TWO and provided that the grievance has to do with an alleged violation or alleged misapplication of a specific article or section of this Agreement, he/shethey may, if the Association's membership agrees, in the case of an employee grievance, within fifteen (15) work days of receipt of written response to STEP TWO, submit the grievance to the American Arbitration Association for arbitration under their rules and within the following guidelines:

b. The arbitrator shall, if convenient, hold a hearing within twenty (20)

work days of this appointment. Five (5) work days’ notice will be given to all parties of the time and place of the hearing. The arbitrator shall limit his/hertheir decision strictly to disputes involving the application, interpretation, or alleged violation of specific articles and/or sections of this Agreement; and he/shethey shall be without power or authority to establish salary schedules.

c. The arbitrator shall issue his/her written opinion within twenty (20) work

days, if possible, from the date of the hearing. The opinion shall set forth the arbiter's award, opinions, and conclusion on the issues submitted.

d. There shall be no appeal from the arbitrator's decision if within the

scope of his/hertheir authority. It shall be final and binding on the Association, the employee(s) involved, and the College.

e. The fees and expenses of the arbitrator shall be shared equally by the

College and the Association. All other expenses shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other.

f. The fact that the grievance has been considered by the parties in the

preceding steps of the grievance shall not constitute a waiver of jurisdictional limitations upon the arbitrator as delineated in STEP 3. a. above.

13.1 Recognition

ARTICLE 13

MANAGEMENT RIGHTS

A. The Association recognizes the College's inherent and traditional right to manage its respective business, as has been its practice in the past.

B. The Association recognizes the right of the College to hire, suspend, transfer, promote, demote, or

discipline its employees and to maintain the discipline and efficiency of its employees; the right (which shall be exercised as provided in the paragraph hereof relating to termination of

2014-2017 34


employment) to layoff, terminate and otherwise relieve employees from duty because of lack of work for them to do, or for other reasons set forth in this Agreement; the right to establish and change or consolidate jobs; the right to direct the methods and processes of doing work, to introduce new, improved work methods or equipment, and to assign work to outside contractors; the right to determine the starting and quitting time and the number of hours to be worked; and the right to reasonably make and amend such rules and regulations as it may deem necessary for the conduct of its business, and to require their observance. All matters not specifically and expressly covered by the language of this Agreement may be administered for its duration by the employer in accordance with such policies and procedures as it from time to time may determine. If an issue arises that must be administered by management that issue will be allowed as an article that may be negotiated at the start of the following contract year. Such an issue will not affect 15.3.

C. The exercise of the College's rights stated herein is an exclusive function of management.

D. The exercise of the management rights herein does not modify the employee's right to appeal

through the grievance procedure as set forth in this Agreement when, in the opinion of the Association, such exercise violates the letter and intent of the Agreement.

ARTICLE 14

NO STRIKE PLEDGE

The Association and the College recognize and agree that strikes are not conducive to harmonious working relations and may be disruptive to the educational process and should not occur. The Association and the College subscribe to the principle that differences shall be resolved by peaceful and appropriate means without interruption of the College operations. The Association, therefore, agrees that there shall be no strikes or other concerted refusal to work, nor any instigation thereof, by the employees for the duration of this contract.

2014-2017 35



The Association further agrees not to honor, or to encourage employees in the bargaining unit to honor any strikes, picket lines, or other concerted work stoppages that may be established by any other College employee organization. The College agrees that, for the duration of this contract, there shall be no employee lockout.

ARTICLE 15

TERM AND SEPARABILITY OF PROVISIONS

15.1 The term of this Agreement shall be July 1, 2014 2017 to June 30, 20172020. 15.2 All provisions of this Agreement shall be applicable to the entire term of this Agreement notwithstanding its

execution date, except as provided in the following section. 15.3 This Agreement may be reopened and modified at any time during its term upon mutual written consent of

the College and the Association. The parties may each identify five (5) sections of this contract in each year of the agreement.

15.4 This Agreement shall be reopened as necessary to consider the impact of legislation enacted following the

execution of this Agreement which affects the terms and conditions herein. All contract modifications will be in conformance with state legislative action and the attending Washington Administrative Codes and, if found not in conformance by government regulatory agencies or a court of law, the provisions in question shall be deemed invalid and proper modifications and necessary adjustments shall be made to bring the College into conformance. Also, collective bargaining may be initiated at the request of either party to adjust, where necessary, contract language to reflect the adjustments that have been necessary to bring the College into compliance with the law.

15.5 If any provision of this Agreement or the application of any such provision is held invalid, the remainder of

this Agreement shall not be affected. Such provision shall be subject to negotiation pursuant to a written request by either party.

15.6 This Agreement constitutes the negotiated agreements between t he employer and the Association and

supersedes any previous agreements or understandings, whether oral or written, between the parties. In addition, this Agreement supersedes any rules, regulations, policies, resolutions or practices of the employer which shall be contrary to or inconsistent with its terms.

15.7 Agreement expressed herein in writing constitutes the entire Agreement between the parties and no oral

statement shall add to or supersede any of its provisions. 15.8 The parties acknowledge that each has had the unlimited right and opportunity to make demands and

proposals with respect to any matter deemed a proper subject for negotiations. The results of the exercise of that right and opportunity are set forth in this Agreement.

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Therefore, the employer and the Association for the duration of this Agreement each voluntarily and unqualifiedly agree to waive the right to oblige the other party to negotiate with respect to any subject or matter covered or not covered in this Agreement unless mutually agreed otherwise.

ARTICLE 16

ASSOCIATION-MANAGEMENT COMMUNICATION COMMITTEE 16.1 The College and the Association support the goal of a constructive and cooperative relationship. To promote

and foster such a relationship, an Association-Management Communication Committee will be established. The purpose of the committee(s) is to provide communication between the parties, to share information, to address concerns and to promote constructive union-management relations. Agenda items may include, but are not limited to: administration of the Agreement, changes to applicable law, legislative updates, resolving workplace problems and/or organizational change. The committee(s) will meet, discuss and exchange information of a group nature and general interest to both parties.

16.2 Employees attending pre-meetings during their work time will have no loss in pay for up to sixty (60) minutes

per committee meeting. Attendance at pre-meetings during the employee’s non-work time will not be compensated for nor be considered as time worked.

16.3 Employees attending committee meetings during their work time will have no loss in pay. Attendance

at meetings during employees’ non-work time will not be compensated for nor be considered as time worked.

16.4 All committee meetings will be regularly scheduled on mutually acceptable dates and times. Agenda

items will be exchanged five (5) work days prior to the meeting date. Summary minutes will be taken of the meeting and consist of the topics discussed and disposition of each. Copies of the minutes shall be exchanged electronically and corrections made within seven (7) working days after the meeting. If the topics discussed require follow-up by either party, it will be documented and communication will be provided by the responsible party.

16.5 Committee meetings will be used for communications between the parties, to share information and to

address concerns. The committee will have no authority to conduct any negotiations or modify any provision of this Agreement. If any matter remains unresolved at the Association- Management Communications Committee, the parties may agree to submit the dispute to an Alternative Dispute Resolution (ADR) process. If the parties do not mutually agree to ADR, or if the matter is not resolved through the ADR process, the issue may be pursued as a grievance in accordance to Article 12.

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17.1 Official Personnel File

ARTICLE 17

EMPLOYEE RIGHTS AND RESPONSIBILITIES

A. Only one (1) official personnel file for each employee shall be maintained by the College, and that file shall be located in the human resources department. The official personnel file shall contain all relevant information including but not limited to original employee application, transcripts, letters of recommendation, recognition, discipline, and all official evaluation reports. This shall not preclude the maintenance of other files such as working files necessary for the operation of the College.

B. Employees shall have the right to review material in their official personnel file in the presence of

a member of the human resources department during regular business hours, except for materials that were obtained upon initial employment through assurances of confidentiality to a third party.

C. Upon request, copies of any document in the official personnel file shall be provided to the employee.

The College may assess a reasonable charge for this service.

D. Any written communication either critical or commendatory shall be shared with the employee prior to inclusion in the official personnel file. The employee shall be given the opportunity to sign or initial any document prior to inclusion in the official personnel file. The employee shall have the right to respond to any critical written communication which is to be included in the employee's official personnel file, and a copy supplied to the administrator shall be entered into the employee's official personnel file.

17.2 Grievance Files

A separate file for processed grievance(s) shall be kept apart from the employee's official personnel file. No reports on grievance(s) shall be added to the employee's official personnel file.

ARTICLE 18

SUSPENDED OPERATION/CAMPUS CLOSURE

Closure Determination The College President or designee (or in some cases the Governor) is authorized to suspend the operation of all or any portion of the College if, in his or her opinion, an emergency condition makes the closure advisable. Emergency situations include, but are not limited to: severe weather conditions, natural disaster related hazards, and mechanical or equipment failure. If the College is closed, the buildings will be closed and non-emergency staff cannot report to work. Due to safety issues the only people allowed on campus will be the emergency staff. In the event the Governor closes the College, no employee is required to take leave for the period of time the College is closed, unless the Governor declares otherwise. When the College is closed by the President or designee prior to an employee’s designated shift and the closure continues through the entire shift:

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A. Employees scheduled and not required to work during the disruption will have no loss in pay for the first full

day. B. The following options will be made available for time lost for the balance of the closure: 1. emergency leave (this is deducted from available sick leave balance), 2. personal convenience or personal holiday (if available), 3. vacation (if available), 4. previously accrued compensatory time (if available), 5. leave without pay. 6.Employees may make up time lost (and not compensated for) during the same workweek. This time is not subject to shift differential or overtime. C. If the employee reports to work for his/her regular shift and the College is subsequently closed during the shift

and the employee is instructed to go home, the employee will not have to take leave for the period of time the College was declared closed during that shift.

D. If the employee does not report to work for his/her regular shift and the College is subsequently closed during

the shift, the employee must take leave for the entire shift. E. If the employee does not report to work for his/her regular shift due to inclement weather or disaster hazards

and the College is not declared closed during the shift, the employee must take leave for the entire shift. F. Employees who already had an approved leave at the time of the College closure will be charged leave as they

would have been had the closure not occurred.

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Signed this _____ day of June, 2017. RENTON TECHNICAL COLLEGE RENTON PROFESSSIONAL TECHNICAL ASSOCIATION ___________________________ ___________________________

Kirby Unti Perry Culwell Chair, Board of Trustees President ___________________________ ___________________________ Kevin McCarthy Lisa Ziemer President Vice President ___________________________ Susie Rather Secretary/Treasurer ___________________________ Benjie Rae Henke Prof Tech Member ___________________________ Leslie Hand Prof Tech Member ___________________________ Dani Mudd Prof Tech Member

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1 2 Signed this day of August , 2014. 3 4 5 6 RENTON TECHNICAL COLLEGE RENTON PROFESSIONAL 7 TECHNICAL ASSOCIATION 8 9

10 11 Susan Palmer Perry Culwell 12 Chair, Board of Trustees President 13 14 15 16 17 Steven Hanson Lisa Ziemer 18 President Vice President 19 20 21 22 23 Susie Rather 24 Secretary/Treasure 25 26 27 28 29 Jinny Wesson 30 Prof-Tech Member 31 32 33 34 35 36 37 38 39 40 Approved as to form: 41 42 43 44 45 John Clark 46 Assistant Attorney General 47

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1 APPENDIX A 2 RENTON PROFESSIONAL TECHNICAL ASSOCIATION 3 CLASSIFICATION AND SALARY RANGE TABLE 4 5 6 Classification Salary Range 7 8 Bookstore Buyer II 9 Campus Security Officer II

10 HeW Grant Technical Assistant II 11 Research Assistant II 12 13 Cashier Coordinator III 14 Credentials Evaluation III 15 Dental Clinic Coordinator III

Digital Media Specialist III 16 Events Coordinator III 17 Financial Aid Program Coordinator III 18 Grant and Contract Coordinator III 19 Graphic Designer III Human Resources Representative/Assistant Recruiter III 20 Library Coordinator III 21 Registration Coordinator III 22 Testing Center Coordinator III WISE Grant Project Coordinator III 23 WorkFirst Reporting Coordinator III 24 Worker Retraining Financial Aid Coordinator III 25 26 Client Relationship Manager IV Content and Communication Specialist IV 27 Technical Support AnalystEnrollment Information Specialist IV Enrollment Technology Specialist IV 28 Human Resources Representative IV 29 Instructional Service & Support Specialist IV Institutional Research Analyst IV 30 Payroll Officer IV Publications and Design Manager IV 31 Purchasing Agent IV Technical Support Analyst IV Testing Center Manager IV


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APPENDIX A RENTON PROFESSIONAL-TECHNICAL ASSOCIATION

JULY 1, 2014 TO JUNE 30, 2017 SALARY SCHEDULE

Salary Pay Step Step Step Step Step Step Step Step Step Step Step Range Interval A B C D E F G H I J K

I Index 1.000 1.035 1.071 1.108 1.148 1.188 1.230 1.273 1.317 1.363 1.411

Annual $26,512 $27,427 $28,392 $29,383 $30,423 $31,487 $32,600 $33,742 $34,916 $36,136 $37,401 Monthly $2,209.33 $2,285.56 $2,365.98 $2,448.60 $2,535.21 $2,623.91 $2,716.71 $2,811.84 $2,909.69 $3,011.32 $3,116.72 Semi-Monthly $1,104.67 $1,142.78 $1,182.99 $1,224.30 $1,267.61 $1,311.96 $1,358.35 $1,405.92 $1,454.85 $1,505.66 $1,558.36

Hourly $12.75 $13.19 $13.65 $14.13 $14.63 $15.14 $15.67 $16.22 $16.79 $17.37 $17.98

II Index 1.155 1.191 1.233 1.275 1.320 1.366 1.414 1.463 1.514 1.567 1.622

Annual $30,628 $31,562 $32,675 $33,813 $35,002 $36,215 $37,477 $38,790 $40,139 $41,544 $42,998 Monthly $2,552.33 $2,630.19 $2,722.89 $2,817.76 $2,916.87 $3,017.95 $3,123.11 $3,232.48 $3,344.93 $3,462.03 $3,583.20

Semi-Monthly $1,276.17 $1,315.09 $1,361.45 $1,408.88 $1,458.44 $1,508.97 $1,561.56 $1,616.24 $1,672.47 $1,731.01 $1,791.60

Hourly $14.72 $15.17 $15.71 $16.26 $16.83 $17.41 $18.02 $18.65 $19.30 $19.97 $20.67

III Index 1.236 1.279 1.324 1.371 1.418 1.468 1.519 1.572 1.627 1.684 1.743

Annual $32,774 $33,913 $35,102 $36,339 $37,602 $38,913 $40,274 $41,685 $43,135 $44,646 $46,209 Monthly $2,731.18 $2,826.07 $2,925.14 $3,028.22 $3,133.50 $3,242.75 $3,356.20 $3,473.73 $3,594.59 $3,720.52 $3,850.74

Semi-Monthly $1,365.59 $1,413.03 $1,462.57 $1,514.11 $1,566.75 $1,621.37 $1,678.10 $1,736.87 $1,797.29 $1,860.26 $1,925.37

Hourly $15.76 $16.30 $16.88 $17.47 $18.08 $18.71 $19.36 $20.04 $20.74 $21.46 $22.22

IV Index 1.545 1.599 1.655 1.713 1.773 1.835 1.899 1.966 2.034 2.105 2.179

Annual $40,968 $42,403 $43,888 $45,423 $47,008 $48,642 $50,349 $52,111 $53,925 $55,808 $57,761 Monthly $3,413.97 $3,533.61 $3,657.33 $3,785.25 $3,917.37 $4,053.46 $4,195.74 $4,342.62 $4,493.78 $4,650.65 $4,813.42

Semi-Monthly $1,706.99 $1,766.80 $1,828.67 $1,892.63 $1,958.68 $2,026.73 $2,097.87 $2,171.31 $2,246.89 $2,325.32 $2,406.71

Hourly $19.70 $20.39 $21.10 $21.84 $22.60 $23.39 $24.21 $25.05 $25.93 $26.83 $27.77

Any employee who has ten (10) or more years of seniority on July 5th shall receive an annual longevity stipend of $550

This schedule will only be implemented if funding and movement is authorized by the State Legislature and approved by the State Board for Community and Technical Colleges.

APPENDIX A

RENTON PROFESSIONAL-TECHNICAL ASSOCIATION

JULY 1, 2016 TO JUNE 30, 2017

SALARY SCHEDULE

Salary Pay Step Step Step Step Step Step Step Step Step Step Step

Range Interval A B C D E F G H I J K

I Index 1.000 1.035 1.071 1.108 1.148 1.188 1.230 1.273 1.317 1.363 1.411

Annual $27,799 $28,758 $29,770 $30,810 $31,899 $33,015 $34,183 $35,380 $36,611 $37,890 $39,216

Monthly $2,316.57 $2,396.50 $2,480.82 $2,567.46 $2,658.27 $2,751.28 $2,848.58 $2,948.33 $3,050.93 $3,157.49 $3,268.00

Semi-Monthly $1,158.29 $1,198.25 $1,240.41 $1,283.73 $1,329.13 $1,375.64 $1,424.29 $1,474.16 $1,525.46 $1,578.75 $1,634.00

Hourly $13.36 $13.83 $14.31 $14.81 $15.34 $15.87 $16.43 $17.01 $17.60 $18.22 $18.85

II Index 1.155 1.190 1.232 1.275 1.320 1.366 1.414 1.463 1.514 1.567 1.622

Annual $32,115 $33,094 $34,261 $35,454 $36,701 $37,973 $39,297 $40,673 $42,088 $43,561 $45,085

Monthly $2,676.22 $2,757.86 $2,855.06 $2,954.54 $3,058.46 $3,164.44 $3,274.71 $3,389.38 $3,507.29 $3,630.07 $3,757.12

Semi-Monthly $1,338.11 $1,378.93 $1,427.53 $1,477.27 $1,529.23 $1,582.22 $1,637.35 $1,694.69 $1,753.65 $1,815.04 $1,878.56

Hourly $15.44 $15.91 $16.47 $17.05 $17.64 $18.26 $18.89 $19.55 $20.23 $20.94 $21.68

III Index 1.236 1.279 1.324 1.371 1.418 1.468 1.519 1.572 1.627 1.684 1.743

Annual $34,365 $35,559 $36,805 $38,103 $39,427 $40,802 $42,229 $43,708 $45,229 $46,813 $48,452

Monthly $2,863.75 $2,963.25 $3,067.12 $3,175.21 $3,285.60 $3,400.15 $3,519.11 $3,642.35 $3,769.07 $3,901.11 $4,037.65

Semi-Monthly $1,431.87 $1,481.62 $1,533.56 $1,587.61 $1,642.80 $1,700.08 $1,759.55 $1,821.17 $1,884.53 $1,950.56 $2,018.83

Hourly $16.52 $17.10 $17.69 $18.32 $18.96 $19.62 $20.30 $21.01 $21.74 $22.51 $23.29

IV Index 1.545 1.599 1.655 1.713 1.773 1.835 1.899 1.966 2.034 2.105 2.179

Annual $42,956 $44,462 $46,018 $47,628 $49,290 $51,003 $52,793 $54,641 $56,543 $58,517 $60,565

Monthly $3,579.69 $3,705.13 $3,834.86 $3,968.99 $4,107.52 $4,250.22 $4,399.41 $4,553.41 $4,711.91 $4,876.39 $5,047.06

Semi-Monthly $1,789.84 $1,852.56 $1,917.43 $1,984.49 $2,053.76 $2,125.11 $2,199.70 $2,276.71 $2,355.96 $2,438.19 $2,523.53

Hourly $20.65 $21.38 $22.12 $22.90 $23.70 $24.52 $25.38 $26.27 $27.18 $28.13 $29.12

Any employee who has ten (10 ) or more years of seniority on July 5th shall receive an annual longevity stipend of

$600

This schedule will only be implemented if funding and movement is authorized by the State Legislature and approved by the State Board for Community and Technical Colleges

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Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 3. ACTION ITEMS SUBJECT: D. College Budget

BOARD CONSIDERATION

Information

X Action

BACKGROUND: The Washington State Legislature was delayed in completing its consideration and action of the 2017-2019 operating and capital budgets. Therefore, the State Board for Community and Technical Colleges has not allocated operating funds to Renton Technical College for 2017-2018 or capital funds for 2017-2019. The college’s 2017-2018 operating and 2017-2019 capital budget cannot be presented to the Board of Trustees until after the beginning of the 2017-2018 fiscal year. The college is asking that the Board of Trustees adopt the following Board Resolution Number 10 to allow the college to expend funds as necessary during the 2017-2018 fiscal year, until formal adoption of the budget. RECOMMENDATION: Approve as presented.

Board of Trustees

Washington Community College District 27 Resolution No. 17-06-10

RESOLUTION Authorizing 2017-2018 Operating & 2017-2019 Capital Budget Continuing Authority

NO. 10

WHEREAS, the Washington State Legislature has not completed its consideration of and action upon the 2017-2019 operating and capital budgets; and WHEREAS, the State Board for Community and Technical Colleges has not allocated operating funds to Renton Technical College for 2017-2018 or capital funds for 2017-2019; and WHEREAS, the College’s allocations, adoption of new tuition rates, and action on new college initiatives will result in the need to adjust the operating budget subsequent to the start of the 2017-2018 fiscal year; and WHEREAS, the College’s 2017-2018 budget development process is not yet complete; NOW, THEREFORE, BE IT RESOLVED that the Board of Trustees hereby authorizes the President to continue to expend operating funds on and after July 1, 2017 at a level not to exceed 90 percent of the same level as approved by the Board of Trustees in 2016-2017; and BE IT FURTHER RESOLVED that the Board of Trustees hereby authorizes the President to continue to expend state capital funds as allocated by the State Board and local capital funds at a level not to exceed 90 percent of the same level as approved by the Board of Trustees in 2016-17; and BE IT FURTHER RESOLVED that to the extent permissible by law this continuing resolution authorizing the expenditure of funds is to be in effect until action is taken by the Board of Trustees authorizing the 2017-2018 operating budget and the 2017-2019 capital budget. ADOPTED by the Board of Trustees at its regular meeting June 14, 2017. RENTON TECHNICAL COLLEGE BOARD OF TRUSTEES Board Chair, Kirby Unti Vice-Chair, Debra Entenman Board Member, Tyler Page Board Member, Susan Palmer Board Member, Frieda Takamura Attest: President Kevin D. McCarthy, Ph.D.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 3. ACTION ITEMS SUBJECT: E. Interfund Transfer

BOARD CONSIDERATION

Information

X Action

BACKGROUND: RCW 43-88-260 states that no fund can have a deficit cash balance at the end of a biennium. To comply, cash from funds with a positive cash balance should be transferred to funds with a negative balance before the close of a biennium. The cash is transferred back to the originating fund at the beginning of the new biennium. Financial Services Director Johnson will request approval to transfer cash from Fund 149 and/or Fund 148, to all funds which end the current biennium in a negative cash position as well as the reversal of this transfer at the start of the next biennium. RECOMMENDATION: Approve as presented.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 4. ADOPTION OF MINUTES SUBJECT: A.

BOARD CONSIDERATION

Information X Action

BACKGROUND: A. The minutes of the May 17, 2017 regular meeting are attached for approval by the Board of Trustees. RECOMMENDATION: Approval as presented.

MINUTES

1. CALL TO ORDER

The meeting was called to order at 3:00 p.m. by Board Chair, Trustee Unti. There was notation that a quorum was established, and Chairman Unti led the flag salute.

2. ADOPTION OF MINUTES

Chairman Unti asked for corrections and/or additions to the following minutes:

April 13, 2017 regular meeting

Trustee Page introduced a motion to approve the meeting minutes for the regular meeting on April 13, 2017 as presented. Trustee Palmer seconded, and the motion carried.

3. COMMUNICATIONS

A. General Information/Introductions Dr. McCarthy introduced Dean Scott Latiolais, as the new Vice President at Clover Park Technical College, effective July 1, 2017. Board members thanked Dean Latiolais for his service to the college and wished him luck as he moves on to the south.

B. Correspondence Chairman Unti called attention to the local media articles published on behalf of the college, including a hand written thank you note from Senator Murray, following her campus visit. The Automotive complex has gotten great press. Also included are thank you notes from two students that received the Board Scholarships.

C. Comments from the Audience There were no comments from the audience.

D. Student Leadership There was no written report, as the Student Leadership budget was presented for approval under the action portion of the agenda.

E. Renton Federation of Teachers Ms. Lynn Dee Spencer reported on behalf of RFT. She thanked student leadership and the LRCC for their support to students and their campus life. We now have a faculty sub-committee for the Workload Task Force (WLTF). She thanked Dr. McCarthy and Vice President Reyna for their open door policies. We have been working on instructional plans for the new year. Many students are out on extern right now and students are getting job offers already.

F. Written Communication Reports Written reports were included in the Board materials from various departments: Administration/Finance, Institutional Advancement, Human Resources, Information Technology, Instruction, RTC Foundation, and Student Services.

Trustee Page asked about measuring the effectiveness of billboards. Executive Director Campbell responded there is no easy way. We do ask students during enrollment how they heard about RTC. Google analytics are better.

Board of Trustees – Regular Board Meeting May 17, 2017 Board Room (I-202) 3:00 p.m.

BOARD OF TRUSTEES MEETING Minutes – May 17, 2017

Board Chair Page commented on the Instruction report and update of the Nursing Program. Director Hertig was present at the meeting, and stated she was delighted to write the report on Nursing. We want to maintain the diversity of program while increasing success. We are excited about focusing on raising the standards to be consistent with other programs and provide that support for students so they can be successful. We accepted a class for the fall, but after we were unable to launch it because of the Nursing Commission ruling, we lost a few students, then brought in a few new applicants when we started the cohort this spring. They had a higher GPA and higher TEAS (test of academic score), and we were able to maintain the diversity. Trustee Entenman asked about the lottery students. They were automatically grandfathered and were able to start in the spring (23 students). In Nursing, we think in groups of 8, so we brought in another 9-10 in a selection process. We met with students included in the lottery and discussed how they might be successful in a selection process. We had to turn in a report to the state and it came down to providing support for our students. In terms of doing that, there needs to be a dedicated support plan. Administration has approved a half-time support specialist. Trustee Palmer asked if the Nigerian nursing faculty is still planning to join our team. Director Hertig noted that his wife doesn’t want to move, and WSU does not want to lose him. He is a real prize in the nursing ranks. She keeps putting out the challenge and has met with him but he has not yet signed the contract. Trustee Takamura inquired about the Kentlake High School CNA program, and asked if other high schools are included. Other students in Kent can participate. We are working with the CNA students, to help them understand what their opportunities are once they get the CNA certificate. We are also encouraging the student club on our campus. We are hosting a nursing camp on June 27th. Kentlake has partnered with Multicare and they want to have a camp on our campus.

Board Chair Unti realizes the uphill slog with the Nursing program and appreciates the commitment and work to have a successful program. Dr. McCarthy noted a clearly positive difference in the progress report letter we recently received from the nursing commission. We are also working to build a partnership with Seattle University to use their nursing lab. Being creative and keeping the diversity of the program is what we need.

4. ACTION ITEMS

A. Student Leadership Budget Approval Director Supinski noted that in preparation of today’s presentation, they realized it was the five-year anniversary of student leadership on our campus! She and student leaders shared a slide presentation of the success of student government on our campus. Following the presentation, student leaders shared their successes in what they have learned: learning team-work, sometimes leading/sometimes following, equity and inclusiveness, sharing feelings, learning to listen, learning to have a voice, and learning about themselves. Board members asked for a comparison to last year’s budget. Director Supinski responded that most adjustments were between revenue and work study. More money was added to equity and inclusion, and funding was increased in the student access fund. Trustee Takamura asked about the contingency fund. These funds cover ideas that next year’s leaders may develop on other things; another event, water fountains, dialogues, as well as breathing room to have a creative space. Student leaders vote on allocations. Trustee Page asked about last year’s contingency fund – every year fifteen percent of the anticipated revenue is allocated into contingency. Trustee Palmer asked further about benefits for student ambassadors – these are allocations for labor and industry. Trustee Entenman asked about

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student emergency funds – students go to the Foundation and ask for one time grants. These grants existed before student government was in place. The Foundation asked ASG for supplemental funds to keep this account active. Vice President Merrell confirmed that we are very careful about how those funds are spent; we collect a copy of the bill, and make the payment directly to the company on behalf of the student.

Trustee Palmer introduced a motion to approve the student leadership budget as presented, Trustee Entenman seconded and the motion carried.

Trustee Page applauded student leaders and encouraged them to continue to challenge themselves as though this is still new every year. We are very proud of everyone for proving the skeptics wrong; you have demonstrated that the capacity of our community is unlimited, and you have our vote of confidence. Trustee Takamura reminded students that she can’t say enough about the role they play when visiting Olympia and sharing their voices; it has a state-wide implication. Board Chair Unti offered his pride on behalf of the entire college. Not only have you proved you are forming great development of soft skills and knowledge, but you are a benefit to the whole community. A very big shout out to your leader, Director Supinski – who in turn included her co-workers Michelle Iko, Anthony Covington and Mical DeGraaff. You hear in our voices a strong vote of affirmation. Dr. McCarthy thanked students for their efforts and he enjoys seeing them all around campus in a variety of places doing great work.

5. DISCUSSION/REPORTS

A. President

1) Dr. McCarthy asked board members if the monthly reports were meeting their needs. Trustee Takamura appreciates the work that goes into the report preparation. It is nice to hear questions from board members. Everyone has been very busy of late. People have been handling it all with grace.

The Automotive Grand opening was a wonderful event and provided great fun! It is a vibrant hub for the community and it nicely gave that feel. Many parents and students who approached Dr. McCarthy shared their accolades. In many ways we did not play up the college’s 75th anniversary, and this was that event.

Overall enrollments are off from last year; we are between 98-99 percent of where we were. There is more head count in Adult Basic Education (ABE), but due to some coding issues brings the FTE down. We are getting more numbers from HS 21+ (expecting about 400 graduates from this program; English & Spanish). Gen Ed is slightly higher this year but had a weaker winter and spring. Other colleges nearby may have had more openings then in the recent past. Prof-tech continues to be softer than in the past. There was a huge boost in I-BEST enrollments. The state average is 7 percent, and RTC was up 35 percent over last year. We have done a good job in leveraging that. CNT (Computer Network Technology) is now an I-BEST program. We are up some with apprenticeship and that helps us meet our overall goal. Two-year colleges are cyclical to our economy. We are trying to keep good relations with our apprenticeship partners, and get the paperwork in on time. We are seeing the Nursing program back on track, adding a new BAS in Network Architecture, Mechatronics, and cohorts in Medical Assisting and Computer Science in the fall.

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Strategic Plan – Dr. McCarthy and Executive Director Campbell spent the last half of April drafting the plan. The first draft is in three sections: 1) institutional context; 2) mission, vision, and values (refreshed); and 3) four goals with objectives and sample activities. It is a relatively short document. Next week we will hold four additional open forums for continued participation on campus. A second draft will be done and we will have the first presentation to the Trustees in June, and present for approval in July. Overall we believe that we work from our traditions and our strengths and not getting sucked into the status quo. Forums give people ownership.

Equity Plan – Vice President Reyna and the leadership team of the Equity, Diversity, and Inclusion Council are continuing development of a distinct plan, with forums also taking place. Forums have been held with cabinet, the Instructional team, Student Services leadership, and participation of over 50 faculty and staff so far. They will meet with the general student body on May 25th, student leadership on May 30th, and will host an evening session on May 31st. We will have a full review in June, with a draft plan at the end of the year.

Dr. McCarthy will be a panelist at the ACT meeting (a variation of what was done at WACTC in July), presenting Faculty of Color, Diversity of Hiring, and Bias Incidence. It is nice to see the trustees across the state interested in this. This is good material for a full ACT retreat. Trustee Page was engaged in the discussion to include this on the agenda. Part of the concept is that we charge our presidents to do the work, and trustees need to understand how to be fully actionable and able to bring it back. At the WACTC meeting it can have a very operational focus and we want to bring it to policy level work. Trustee Takamura commented that K-12 has made some real advances in these policies.

Legislative Advocacy – Lately this has been quiet. We haven’t been to Olympia since late March. Senator Hasegawa and Representative Santos attended the Students Serving Washington Awards on April 28th, where RTC student Abdul Amath was the runner up in the two-year college category for the Outstanding Service award. Senator Wellman and Representative Bergquist both attended the Automotive Grand opening. Dr. McCarthy sent a thank you to both with pictures, and reminded them of the importance of capital funding. On the Federal Level, Jayna Smith, District Representative from Congressman Adam Smith’s office, and Senator Patty Murray both visited campus. We are linking Ms. Smith with Sea Mar Community Health Centers. Trustee Entenman was excited about stealing her from Goodwill. Dr. McCarthy is working on an op-ed piece and another round of communications with legislators regarding the budget variations.

Board Chair Unti asked about the potential of a final budget. Dr. McCarthy noted that he and Vice President Merrell have developed and reported the college contingency plans to the state board. We have allocated $4M for the summer; this covers July balloon payments for faculty salaries. This was reported to staff and faculty at the all-college meeting last week. Board Chair Unti added that this solidifies the point of keeping good cash reserves on hand. Trustee Takamura noted that she was at a meeting with Superintendent Reykdal; they are looking at CTE. The WACTC presidents will also will be meeting with Superintendent Reykdal. HS21+ has been a terrific program that encourages transition. Associate Dean Pollock was present and commented that in addition to credits required by OSPI, there is a cover letter, and written plan required to receive the diploma. At graduation, students will

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be noticeable wearing teal honor chords, and those students in college level programs who are graduating will have two teal chords to signify transition.

2) Tenure Notifications Dr. McCarthy informed Board members that the tenure

portfolios are available on the Canvas site. Binders are also available since this round of probationers began their three-year probationary period in the binder format. We found this set of five probationers to be much more even; good developments and much more complete. Three will be presented for tenure, and two for advancement from year two to year three. There was discussion about the start time for the executive session to meet with probationary faculty. Board members agreed to begin the June 14th meeting at 2:00 p.m., immediately moving to executive session. The regular meeting will reconvene at 3:00 p.m.

B. Title III Grant Update

Presenters: Dean, Student Success Scott Latiolais, Vice President Student Services Jessica Gilmore English, Executive Director Institutional Advancement Michelle Campbell, Student Abdul Amath, Director of Student Programs and Engagement Jessica Supinski, and Director Institutional Research Heather Knous-Westfall

In 2012, RTC was awarded a five-year U.S. Department of Education Title III grant, for just under

$2M. The impetus for grant application was based on low student satisfaction based on the CCSSE (Center for Community College Student Engagement) and SENSE (Survey of Entering Student Engagement) data surveys from existing and new students. The scope of RTC’s Title III grant was extensive and included three primary student support service interventions as well as investments in the college’s institutional research and technology infrastructures. Structures weren’t up to date, and the grant allowed for creating the following interventions: redesigning the counseling and advising model, implementing the College Success 101 course, and creation of a mandatory new student orientation. A presentation was shared that included a variety of stages and changes that have occurred over the course of the grant.

Student Abdul Amath shared his experience entering RTC. This is a hectic time for new students;

orientation helps students adjust. He met teachers, and reviewed classroom syllabi which allowed for immediate start when classes began. In the first quarter he took college success 101, and that’s where he met Director Supinski and learned about soft skills and stepping his foot through the door as a student leader. This has come full circle and he can now share with other students.

Having student leaders in orientation is totally full circle. Further discussion included areas that

were affected. Systems were created and put in place that didn’t earlier exist. This has been a true academic advising impact. New Student Orientation used to be a welcome for an hour, and is now mandatory before each quarter begins and now aligns with learning cohorts. Tours are conducted; what do students need in the first 10 days? There is a 75 to 85 percent attendance. Student leaders phone call, send a letter, and welcome students to campus. At the end of the day, they fill out a questionnaire; what did I learn today? Ten days later there is a check-in from support services. A recap of the first quarter module, showed 25 to 30 instructors were involved in the college success courses. It has been a journey and we are now complete with all programs,

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but just a minor few. Assessing learning outcomes was our next step. A philosophy was adopted by active concern, has become the hallmark of the program. We also retooled the entry process from nine steps to four; connect, apply, assess and register. There is a new intake model that includes a 7-8 page survey. This survey pre-qualifies students for financial aid, disability services, etc. Student ambassadors help with this process. This has been very transformational, and has proven positive gains in worker retaining numbers, veteran’s affairs, etc. Other schools are modeling from our process. Data was shared on increased student advising appointments. More counselors/advisors were also brought on. The Sense 2015 findings are much improved. College 101/GPA comparison data was shared. Every student is encourage to take the class. If they have 45 credits or more, they are eligible for a waiver. Data shows that those taking the course outperform those that don’t. It is now mandatory, and satisfaction rates are high. Lessons learned - weaving it into the fabric of the institution. Five years is huge, sometimes you have to remain consistent and after a while people will begin to believe it is their own idea. The transformation in Student Success is significant. It was necessary and we have moved forward decades. SBCTC named this one of the top three advising models. It is a lot of change in a short period of time. Much of the work we did in title III grazed the lines of guided pathways. We are very much ahead of other institutions in the guided pathways. It is important enough to continue the work, following the conclusion of the grant. The whole premise is an institutionalizing expectation. Over the five-year grant period, Title III funds supported $50K in pilot projects to faculty and staff with innovative and practical ideas for increasing student engagement, retention, and persistence. Mini grant projects included: Passport to Success for Basic Studies students, and the Textbook Access Program. Given budget realities, we have not managed to yet retain every position currently funded, to sustain their work. It is personnel intensive. Trustee Page continued conversation about sustaining the work. Vice President Gilmore English said that she came to the college at year three and Vice President Reyna about six months later. They came on during the full thrust of this momentum, and Dr. McCarthy followed as this was well under way. Board Chair Unti remembered that five-years ago, trustees were all about GISS. We may not be able to maintain all of the positions, but we have the infrastructure in place. He is happy about the collaborative transformation of student services. Dr. McCarthy added that this is change of the 30K level; change from where students have the right to fail, to . . . we will help you succeed. Trustee Palmer is pleased to hear of this success; it is exactly what we were looking for.

C. Board of Trustees

1) Board Liaison Reports

a) RTC Foundation Trustee Page added his congratulations to the college and the Foundation for the successful Automotive Grand opening event. The Foundation continues to recruit board members, and he emphasized to trustees that the board wants to pay attention to the opportunities created. As we build success, more opportunities will become available. Dr. McCarthy added that we continue to want a more diverse board and some deep pockets.

b) RTC Advisory Board Trustee Takamura reported that the next meeting is scheduled June 27, 2017.

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2) President’s Evaluation

Dr. McCarthy reminded board members that last year we went to a new format for his evaluation that was narrative, based on the goals. The plan is to have a self-evaluation to the Board by early June that will allow for completion of Dr. McCarthy’s evaluation by the Board at the June or July meeting. Trustee Page would like Dr. McCarthy to provide an honest reality and reflection of the future and challenges ahead.

3) September Board Retreat

Board Chair Unti informed fellow board members that meetings are scheduled in June and July. There will be no August meeting, and we will have the Board Retreat in September. The Board will want to complete the Board Self-Evaluation survey in preparation for discussion at the retreat. You have received a copy of last year’s completed evaluation, and it was suggested that we live with the same form for one more year to see if we need modifications. The retreat is scheduled on the normal Board meeting schedule; September 20th. We will need to determine topics and timing for the retreat at our June meeting.

D. Administration/Finance

1) Operating Funds Budget Status Report As a regular report to the Board of Trustees, Vice President Merrell provided information on the revenues, expenditures, and respective variances for the period ending March 31, 2017.

2) Board of Trustees Budget Vice President Merrell presented a draft budget proposal for the trustees 2017-18 budget. She noted that it is forever a guessing game, but she did increase the budget by $9,405 (this includes membership fees to the local ACT and National ACCT).

3) Property Acquisition Update Vice President Merrell shared an update on the King County Property Acquisition. In our discovery process is was evident that two appraisals had been done, and the college only received one. The bottom line is the second appraisal was $50K less, so we will achieve this savings. They have requested a short narrative of how we plan to use the property. The Purchase and Sale Agreement will be presented to the King County Council within the next few weeks.

We were also notified by the Renton Fire Department, that property owners approved a

Fire benefit charge, which results in an annual fee of $50K to the college. After negotiating, our fee, it has been decreased to $12K.

6. MEETINGS

A. The next regular meeting of the Board of Trustees will be held June 14, 2017.

B. There is special meeting scheduled for July 19, 2017 to present the Strategic Plan for approval and possibly the College Budget. The President’s WACTC retreat begins on this day, and we would like to propose a morning meeting. Following discussion, it was agreed that the July 19th meeting would begin at 7:30 a.m.

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At 5:50 p.m. an executive session was called for 5 minutes to review the performance of a public employee. At 5:55 p.m. the board returned to regular session.

8. ACTION

No action was taken as a result of the executive session.

9. ADJOURNMENT

It was moved by Chairman Unti to adjourn the Board of Trustees’ meeting at 5:58 p.m. Motion carried.

KIRBY UNTI, Chair KEVIN D. MCCARTHY, President Board of Trustees Renton Technical College

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Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 5. COMMUNICATIONS SUBJECT:

BOARD CONSIDERATION

X Information

Action

BACKGROUND:

A. General Information/Introductions B. Correspondence C. Student Leadership D. Renton Federation of Teachers E. Written Communication Reports:

1) Administration/Finance 2) Human Resources 3) Information Technology 4) Institutional Advancement 5) Instruction 6) RTC Foundation 7) Student Services


Administration and Finance Report Renton Technical College Board of Trustees June 14, 2017 ____________________________________________________________________________

A. Security

Work on the card access project continues. Programming of the doors will begin soon for buildings N, B, D and C. Buildings H, I and J are still at the rough-in stage. Alertus peripherals have been installed to assist with emergency notification in welding, precision machining and the auditorium. All are working well. We are waiting on a cost proposal from Day Wireless to relocate our radio repeater to increase the range across campus. A shelter-in-place drill was conducted on May 25th.

B. Facilities

Work continues addressing the modifications required as part of the OCR review. Recent activities include accessible pathways, planning for an ADA accessible dental workstation and incorporating bathroom modifications into a capital project. The pre-bid conference was held on 5/30 and bid opening will be in two weeks. Building J roof replacement is scheduled for summer of 2018. KC Health building M request for a remodel has been cancelled by King County. We are working with DES to initiate a capital repair project to complete the repair of the stucco at the Annex.

C. Business Office

Business office staff continue to work with the Financial Aid office and the State Board to get Auto-App and Auto-Check up and running as soon as possible. The B.O. is still down two staff positions (one PT and one FT). Work is progressing on the FY15-16 Financial Statements. The plan is to conduct both the 15-16 and 16-17 audits simultaneously this fall. Staff attended ctcLink workshops in April and found them to be very worthwhile and indicated that a lot was accomplished. The next phase is user testing. Business Office staff have begun testing the Grants Module as directed by the State Board.

D. Food Service

Catering has been very busy with wedding season and high profile events. One such event was the memorial service for our late Governor Lowry at St. Matthews Church on May 30th. Catering Manager, Bobbi Marx, resigned and we have opened the position in numerous job markets. Interviews will be completed in the later part of June. A substitute has been hired to assist with some of the essential tasks.

E. Bookstore

Staff are dealing with the influx of students and sales of graduation items. They are also assisting faculty and staff with cap and gown orders and distribution. The bookstore benefits directly from the restart of the Nursing program and is supporting that program as much as possible. Staff continue to search for inexpensive used or electronic copies of textbooks. Inventory is scheduled for June 17th.

Administration and Finance Report to Board of Trustees, Page 1

June 14, 2017

The following personnel actions occurred during May 2017 and are presented for the Board of Trustees' information.

AFT Effective Date Position Department - HiresNone -SeparationsNone

WFSE Effective Date Position Department - HiresEstrada, Beatrice 5/15/2017 Accounts Payable Clerk Business Office -SeparationsWells, Felicia 5/4/2017 Part Time Cashier Business Office

Prof Tech Effective Date Position Department - HiresNone -SeparationsNone

Exempt / Administrative Effective Date Position Department - HiresHackett, Marisa 5/24/2017 Director of Disability Resource Services Student Services -SeparationsMarx, Bobbi 5/12/2017 Manager of Catering Events Food ServicesJackson, Cheryl 5/15/2017 MechaWA Grant Project Manager MechaWA Grant

RFT Effective Date Position Department - HiresTofte, James 5/8/2017 Full Time Faculty WTEDBeadling, Beth 5/18/2017 Part Time Faculty Allied Health

-SeparationsNone

Monthly Total HiresFull time 3

Part time 1

Board of Trustees Report - Human Resources

% of Diverse Hires YTD39%45%

Information Technology Report Renton Technical College Board of Trustees June 14, 2017 ____________________________________________________________________________

The Office of Information Technology continues to provide secure, reliable, integrated and cost-effective technology solutions as we update our technology across campus. We are continually introducing new technologies and are creating standards and policies that are necessary to our success. We continue to build stronger relationships with all divisions and programs and are ensuring that each program and/or department is taking advantage of all of the services that we provide.

• INFRASTRUCTURE PROJECTS COMPLETED – No New updates

• TECHNOLOGIES IMPLEMENTED AND COMPLETED PROJECTS • GoodWill Partnership – Provided additional technology needs

• COST SAVINGS INITIATIVES IN PROGRESS – No New Updates • Papercut- Duplexing and printed page usage – Next Phase will be replacing our current library

pay to print software • Printer Consolidation - reducing the number of printers on campus - Ongoing • Century Link Phone Line Audit – Phone line Utilization - Reduction in phone lines – Verifying

Inventory

• PROJECTS IN PROCESS • Website Phase II – Project in Progress • DigArc – Acalog implementation – Catalog is complete. Making final edits. • Security Access Control System – Installation in progress – N, D, C, B buildings in progress • Annual Lab Computer Replacements – Ordered computers for system replacement cycle • Annual Administrative Computer Replacements – Ordered computers for system replacement

cycle • Campus Hardware/Software and security standards - Ongoing • PCI/FERPA/HIPAA Compliance - Ongoing • Network cabling upgrades - Ongoing • Develop an IT webpage for the RTC website – Reviewing Draft• IT Newsletter/ Regular Communication with Students, Staff and Faculty • SKYPE for Business Instant Messaging – Implemented in Student Success and Enrollment

Services, Next area is the Library • Exchange 2010 upgrade to 2016 – Project Plan Outline developed – Move from local to Cloud • VDI – Virtual Desktop to Replace Lab Computers – Building Environment for proof of concept • File Server – File Structure Rebuild • F5 Load Balancing and Proxy Server Implementation – Set up complete – Scheduling cutover • Active Directory Federated Services (ADFS) – Single Sign on and external application integration • New Version of SharePoint – In progress • Service Desk Automation – In progress • Digital Document Signing and Routing – Adobe Sign or other • DigArc Curriculog Implementation – Curriculum workflow/ tracking software – Timeline for

completion - Fall Information Technology Report to Board of Trustees, Page 1

• Conference Room Upgrades – HR, Security • Qualtrics – Vocalize – Course Evaluation – Implementation in progress • Signal Vine – Texting Application – Implementation in Progress • ctcLink – Statewide Enterprise Resource Planning (ERP) - Remediation in Progress – Localized

Workshops around workflow – Human Resources, Grants and Admissions workshops • Staff and Faculty Technology Survey – Technology Council creating survey to distribute • Student Technology Survey – Technology Council creating survey to distribute • Add Additional Camera Server to Surveillance System – Server ordered and configured

• UPCOMING PROJECTS

• Intranet/SharePoint Site • RFID (Radio Frequency Identification) – On hold • Digital Signage Phase III – Offsite Locations • Auditorium Upgrades • IT Written Policies • Classroom Technology Standardization • Develop a catalog of services and Service Level Agreements • Student Domain Migration • Administrative Domain Remediation

Information Technology Report to Board of Trustees, Page 2

Institutional Advancement Report Renton Technical College Board of Trustees June 14, 2017 ____________________________________________________________________________ A. COMMUNICATIONS AND MARKETING

Recent Social Media Activity – 30 day overview (April 2017) • Twitter – 5,933 impressions, 128 post engagements, 11 link clicks (total followers increased 0.8%) • Facebook – 150,997 impressions, 369 post engagements, 116 link clicks (total fans increased 1.3%) • Instagram – 338 followers, 97 likes received, 2 comments received (total followers increased 1.3%) • LinkedIn – 7,163 followers, 147 engagements, 87 clicks (total followers increased 1%) • Instagram – 359 followers, 60 likes received, 1 comment received (total followers increased 6.2%)

RECENT MEDIA COVERAGE

News Coverage Patch.com, May 17, 2017 - Bear In Tree Near Renton Elementary School: Reports Campus Technology, May 19, 2017 - Washington Prisoners Get Chance to Pursue 2-Year Degrees Renton Reporter, May 23, 2017 - College Spark grant supports new English courses at RTC

Advertising (May) Print: The Seattle Times, La Raza del Noroeste, Renton and Kent Reporter newspapers Display: Arena signs at ShoWare Center; posters at Kentlake, Hazen and Lindberg high schools; billboards in Renton, Kent, south and west Seattle TV: KOMO, King 5, Univision Digital: Seattle Times, KOMO, King 5

http://www.seattletimes.com/sponsored/bachelors-or-two-year-degree-it-depends-on-the-value/

Institutional Advancement Report to Board of Trustees, Page 1

https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=newssearch&cd=2&cad=rja&uact=8&ved=0ahUKEwjT1uT9nZjUAhVExlQKHVWaBcgQqQIIIygAMAE&url=https%3A%2F%2Fpatch.com%2Fwashington%2Frenton%2Fbear-tree-near-renton-elementary-school-reports&usg=AFQjCNFTS0cAzD_HEaiGH7TWS143RaDcPA

https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=newssearch&cd=6&cad=rja&uact=8&ved=0ahUKEwjT1uT9nZjUAhVExlQKHVWaBcgQqQIILygAMAU&url=https%3A%2F%2Fcampustechnology.com%2Farticles%2F2017%2F05%2F17%2Fwashington-prisoners-get-chance-to-pursue-two-year-degrees.aspx%3Fadmgarea%3Dtopic.mobilecomputing&usg=AFQjCNH96LeWnK__ukGdkvUxtSpi9QG6rQ

https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=newssearch&cd=1&cad=rja&uact=8&ved=0ahUKEwjT1uT9nZjUAhVExlQKHVWaBcgQqQIIICgAMAA&url=http%3A%2F%2Fwww.rentonreporter.com%2Fbusiness%2Fcollege-spark-grant-supports-new-english-courses-at-rtc%2F&usg=AFQjCNEcWyaJW_--pbfPN3rJnNAG0PO2AQ

http://www.seattletimes.com/sponsored/bachelors-or-two-year-degree-it-depends-on-the-value/

Summary

We scheduled our year-end, summer/fall quarter advertising push in May and June. Our TV ad is currently running on KIRO, CW11 and Q13, and last month on King 5, Univision, KOMO and Comcast. These ads also have digital components linking to our career program pages. We have rented five billboards in Sodo, Georgetown, Skyway, Renton, and Kent. We are re-running our Internet radio campaign on Pandora.

We also published a half-page ad with advertorial content in the May 21 edition of the Seattle Times (see image above). The advertorial has been picked up by the SBCTC. They will use that content in their informational websites for school counselors.

Additionally, we are mailing our updated viewbook to the 98156, 98157 and 98178 zip codes in June, with a smaller run in Spanish for mail routes in the Sunset area.

Traffic to the website has been steady, but it is still too early to show a consistent climb in visits linked to the ads.

One surprising item to note is that the ads and articles published in the Renton Reporter have driven a significant number of clicks to RTC.edu, with 1,485 page-views between March 1 and May 30, 2017.

B. INSTITUTIONAL RESEARCH • The first draft of the survey policy was reviewed by the Data Integrity Group. The IR Analyst is

working on edits to the policy and associated procedures. The policy will be submitted to Cabinet for formal review following the incorporation of all edits.

• The IR and IT offices continue to meet weekly with Qualtrics on the Vocalize implementation (new student evaluation system). At the present, the timeline is on track to begin testing the


tool this month. In the meantime, we continue to use the old evaluation process and faculty have until the last day of this quarter (6/22) to have their students complete the evaluations.

• IR staff continue to work on various aspects of the new program review process. Both Cohorts A and B have been sent their data templates. Six programs are scheduled to complete their review team meetings in the next two weeks.

C. GRANT DEVELOPMENT • RTC’s Early Achiever’s grant for $41,500 to support Early Childhood Education students was

approved by the SBCTC. Submissions this past month include $75,000 for a Corrections Navigator to help students with reentry and training and a $36,000 equipment grant for the automotive repair program.

• Marta Burnett also co-coordinated the spring CTC Grant Developer’s Conference at South Seattle College, attended by grant representatives from about half of the state’s CTCs. As a follow-on to the College Spark Dual Credit for Disengaged Youth, we are working with College and Career Pathways to draft a Letter of Intent (LOI) to the United Way of King County to fund a case manager and provide emergency support for opportunity youth (upwards of $200,000). Proposals are also underway for an ESL complementary translation course for students enrolled in BIOL 105 Anatomy and Physiology, a key component of many Allied Health programs, and a Men of Merit project to create a mentoring program for male students of color.

D. INSTITUTIONAL ADVANCEMENT AND STRATEGIC PLANNING

• The strategic plan will be presented to the Board of Trustees for review and discussion at the June meeting. Following board review, all feedback will be incorporated into the final draft that will be reviewed and voted on by the board at their July meeting.

• The executive director of institutional advancement presented a draft of the strategic plan at the Sunset Area Advisory Council meeting last Thursday. Community members and business leaders, many of who participated in RTC external stakeholder forums, were at the meeting and provided feedback on the plan. Overall, members of the community are enthusiastic about the direction of the College and expressed appreciation and gratitude toward RTC’s efforts to include them in the planning process.

• On June 29, six representatives from varying departments will be meeting to begin a first draft evaluation plan for RTC’s strategic plan. Representation includes student services, institutional advancement, and instruction. The draft evaluation plan will be reviewed by Cabinet in the July 10 Cabinet work retreat. The evaluation will articulate the overarching indicators for which success will be measured. Additionally, annual measures of success will also be established. More to come as the evaluation is drafted.

• Roberto Bonaccorso, Director of College Relations and Marketing, tenured his resignation a few weeks ago. He has accepted a position with the City of Seattle at the Office of Civil Rights. The position is currently posted and will close on June 21.


Instruction Report Renton Technical College Board of Trustees June 14, 2017

Culinary Arts / Early Childhood Careers

• The Culinary Arts department hosted a team of visiting chefs from Taiwan into their kitchens in May. The visiting chefs did an ethnic demonstration on a few Taiwanese dishes and then assisted our chefs and students in cooking the same dishes for campus dining.

• The Rational oven company provided RTC with a $30K “self-cooking center” oven in the main kitchen. This oven will provide our students with the ability to cook on the newest oven technology.

• The Early Childhood Careers program completed a through Program Review. This review was well received by industry members, faculty and staff that participated. Outcomes and goals for the next year were identified.

Basic Studies (College and Career Pathways) Over the past year, Basic Studies has shared updates with the Board of Trustees on work supporting the department’s action plan goals for 2016-2017:

Goal 1: Create a more equitable and inclusive environment for students, faculty, and staff.

Goal 2: Increase data quality to more accurately capture student learning.

Goal 3: Create comprehensive opportunities for students to advance along an educational pathway.

Goal 4: Create cohesive opportunities for students to transition to college.

Goal 5: Create seamless opportunities for students to advance along an employment pathway.

While we continue this work, we now do so under a new name - the College and Career Pathways (CCP) Institute. As part of the college’s work to create meta-majors and guided pathways, the faculty, staff, and students in Basic Studies determined that “College and Career Pathways” more accurately honors the breadth and depth of the students and instruction encompassed in the department. The department is thrilled to live more fully into this name, serving as the instructional underpinning for most students entering the college, meeting them where they are in their educational journey and successfully moving them forward to greater opportunity. The highlights below demonstrate this continuing work.

CCP faculty and staff have engaged in multiple opportunities to explore topics such as privilege, implicit bias, and race. In addition, many CCP faculty and staff serve as leaders of diversity, equity, and inclusion work at the college level and in the community. The department has created strategic partnerships with organizations such as Muckleshoot Tribe, El Centro Rendu, and Goodwill to create better pathways and support systems for specific populations of underserved students.

RTC’s HS21+ program leads the state in granting competency-based high school diplomas. RTC’s emphasis on valuing life and work experience as prior learning, contextualized classes, and required college and career transition planning has pushed it to the forefront. More than 400 graduates were

Instruction Report to Board of Trustees, Page 1

Basic Studies continued

invited to attend the June 22nd commencement ceremony. The department has also begun rebuilding the GED program and expects to see that option continue to regain momentum. RTC is strengthening its partnership with the Renton School District by expanding the current Youth Re-Engagement program. A new MOU (effective Sept 2017) provides RTC authority to grant competency-based high school diplomas to student enrolled in the Renton SD through the joint RTC Open Doors program. This will provide students under 21 the same menu of high school completion options that are currently available to adults.

CCP piloted two transition-focused class options in 2016-17. The Bridge to Composition class (instructor Michele Lesmeister) piloted a co-enrollment model in which students take an intensive class moving them quickly from lower levels of literacy to complete the COMP100 requirements by the end of the quarter. Another pilot program (instructors Dawn Allen and Elizabeth Demong) collaborated with the LRCC to provide focused instruction for transitioning students and students already in programs in the late afternoon timeslot. Both of these pilots successfully served students and brought to light many structural roadblocks to successful transition and completion.

One such roadblock that the college is already exploring is the current intake process for career training students. While the intake process has improved drastically through the work of Title III, the current assessment process particularly disadvantages historically underserved students with an emphasis on unnecessary standardized testing. By re-examining current intake assessment, RTC aims to build an intake process that creates a relationship with potential students, focused on career exploration, student efficacy in program choice, and connection to support services.

Instruction Report to Board of Trustees, Page 2

RTC Foundation Report Renton Technical College Board of Trustees June 14, 2017

New Scholarships launching for Fall 2017

• Tresa Jane Smart-Benjamin Scholarship for Women $10,000.00 annually • King Parker Memorial MART Scholarship $2,000.00 annually • Jan Pelroy Industrial Careers Endowment $21,000.000 • Grainger – Bridge to Composition ABE $7,684.00 completes Grainger grant • Marine Corps Support Group Grant $2,000.00 for 2017-18 academic year • Renton Business & Professional Women $500.00 for Fall 2017 • Lori Inman-Microsoft, Massage Therapy $2,000.00 for Fall 2017

Scholarship Update

The Fall 2017 scholarship cycle is now open May 29 – June 30th. Alysen plans to conduct four workshops and Carrie plans to visit classrooms and promote the scholarships with faculty. The Foundation is working with Communications & Marketing and Associated Student Government to promote the scholarships. The Scholarship Committee plans to meet August 2 to make final decisions and students will be notified on August 7th. Fall quarter begins September 18, so this gives students ample time for financial planning. Automotive Grand Opening & Career Fair May 11

We accomplished our main goals with over 400 people in attendance, engaged industry partners and showcased automotive careers to potential program recruits and educators including our ABE students. In fact, a high school senior came into Carrie’s office to pick-up his prize from the event drawing. He mentioned that his teacher had asked him to join her at the grand opening and career fair. He was so impressed by what he saw and heard about the automotive program that he wants to go to RTC and train to be an auto technician.

We raised about $13,000 to-date, covering all costs of the event. Promotional partners included: State CTE committees, Puget Sound Skills Center, local school districts, WA State Auto Dealers Association, FourBlock veterans group, Hire America’s Heroes, and USO NW. Canvasing was done to the regional high schools and receiving great feedback. State Sen. Lisa Wellman, Renton Council President Amondo Pavone and Rep. Steve Bergquist attended the event. As follow up to the event, Carrie plans VIP tours with major donor prospects.

June 5th Automotive Tour with RPM Foundation

President Diane Fitzgerald, Lemay Museum leadership, BMW Foundation and members of the Evergreen Model A Club took a tour of the new Automotive Complex and met with Automotive Dean, Jacob Jackson and Dr. McCarthy. The Evergreen Club sponsors a scholarship and the RPM and BMW Foundation are interested in a partnership and potential scholarships.

Fall Kick-Off and Exceptional Employee Awards

First Financial NW Bank is the prime sponsor of the 2017 Exceptional Employee Awards. The breakfast event is scheduled for September 13 in the RTC cafeteria and will be a time to recognize RTC staff/faculty donors and to make an appeal for payroll deductions.

Scholar & Donor Reception

Mark your calendars for Wednesday, Sept. 27, 5 – 7 p.m. in the RTC Library. This will be an opportunity for foundation donors to meet the students whose lives they have touched and impacted in such a positive way.

Student Services Report Renton Technical College Board of Trustees June 14, 2017 ____________________________________________________________________________

A. STUDENT SERVICES

The College is close to launching Signal Vine, a text messaging platform for higher education. Student Services staff have been working with IT staff to implement. This is an important step in increasing our communication to students on a platform they use.

B. ENROLLMENT & ENROLLMENT SERVICES

Enrollment Services has had a busy month. The office continues its registration activities for summer and fall quarter, including invitations to register and processing registrations at the front counter. Additionally, staff is working on cleaning up coding and data as the end of spring quarter approaches. The office is changing processes to ensure alignment with new SBCTC enrollment and reporting policies which go into effect starting this summer.

Enrollments for spring quarter remain strong in I-BEST, though general education course enrollment is still down. Apprenticeship registration will continue to be processed through the end of the quarter. It is too early to see trending for summer and fall registration.

C. FINANCIAL AID

The Financial Aid office continues to modify its processes, in order to improve service to students. At the end of the month, director Donna Hartmann-Turner will attend the National Association of Student Financial Aid Administrators national conference, where she’ll be apprised of the most current practices, which she can bring back to RTC. Proposed cuts to the Department of Education have several potential impacts and the conference will include an important update from DOE Federal Student Aid representatives.

STUDENT PROGRAMS AND ENGAGEMENT – see Student Leadership Report

D. STUDENT SUCCESS SERVICES

Our Outreach and Entry Services staff are evaluating summer outreach events to ensure they maximize the time and effort spent, as there are many competing opportunities with fairs and local events this time of year. Our Testing Services had a very busy month, both for new students preparing to complete placement for summer and fall, as well over 350 testers coming to take advantage of computer based testing GED and various industry certifications.

Student Services Report to Board of Trustees, Page 1 of 1

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 6. DISCUSSION/REPORTS SUBJECT: A. President

BOARD CONSIDERATION

X Information

Action

BACKGROUND President McCarthy will provide a report to the Board, subsequent to the May 17, 2017 Board meeting.

1)

2) First Consideration Strategic Plan

Over the past nine months, Renton Technical College has been engaged in the development of a five-year strategic plan. Led by a 25 member steering committee, the strategic plan development process engaged hundreds of internal and external stakeholders. A draft of the plan is being presented to the Board of Trustees for review and discussion.


Goals: Strategic Planning • Diversity, Equity and Inclusion Plan • College Advocacy

Renton Technical College Five-Year Strategic Plan

2017-2022

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TABLE OF CONTENTS ______________________________________________________________________

Definition of Terms ……………………………………………………………………………3 Institutional Context …………………………………………………………………………..4 Mission, Vision, and Values ………………………………………………………………....8 Strategic Goals, Objectives and Example Activities ………………………………………9

• Goal 1 ..………….…………………………………………………………………......9 • Goal 2 ..………….…………………………………………………………………....10 • Goal 3 ..………….…………………………………………………………………....11 • Goal 4 ..………….…………………………………………………………………....12

Strategic Planning Steering Committee …………………………………………………...14 Board of Trustees and President ………………………………………………………......15 Our Planning Process ……………………………………………………………………….15

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DEFINITION OF TERMS

______________________________________________________________________

Achievement Gaps: refers to the unequal distribution of educational results and benefits (i.e., completion, retention, course success, labor market outcomes).1 Disaggregated Data: refers to data being reported separately for different groups of students. Disaggregating data identifies groups of students who may not be performing as well and provides a better understanding of the barriers preventing their success. Employees: refers to all individuals employed by Renton Technical College. Equity Gaps: refers to gaps in student achievement, including opportunity gaps and achievement gaps. Faculty: refers to all employees serving in a faculty position, including full-time, adjunct, tenured, non-tenured, temporary, and non-instructional. Opportunity Gaps: refers to the unequal distribution of resources and opportunities (i.e., access to financial aid, available support services).2 Soft Skills: refers to skills often desired by employers. These include: interpersonal communication, problem solving, team collaboration, attention to detail, work ethic, and social skills. Staff: refers to all employees serving in a staff position, including full-time, part-time, temporary, administrative, exempt, classified, and those represented by a labor union. Students: refers to all students attending Renton Technical College, including full-time, part-time, apprenticeship, supplemental, Running Start, English language learners, and adult education. Note: For more information on how Renton Technical College defines certain data elements, refer to the RTC data dictionary at www.rtc.edu/IR-resources.

1 Glossary of Education Reform 2 Glossary of Education Reform

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INSTITUTIONAL CONTEXT ______________________________________________________________________ Introduction Renton Technical College (RTC) developed this strategic plan through a comprehensive and inclusive planning effort built on the foundation of past success and designed to serve as a roadmap for meeting the needs of 21st century students and communities. As a state-funded institution, we recognize our responsibility to prioritize the needs of students and the region we serve. As our economy becomes more advanced and globally connected, students and employees must be prepared to live and work in an environment that requires technical and soft-skills competencies. Students and employees must also be culturally responsive and affirm diversity, have the ability to adapt to changes in technology, and pursue lifelong learning. As we expect our students to be able to adapt to evolving circumstances and work environments, embrace learning, and seek continuous improvement, we must model this as individuals and as an institution. Our collective willingness to learn and adapt is essential to ensuring our success as we proactively move forward in the years ahead. Our Past RTC’s 76-year history is steeped in our deep commitment to student success, programmatic excellence, and meeting the needs of our community. Founded in December 1941 as a war production school operated by the school district, Renton Vocational-Technical Institute (RVTI) trained local workers, many of them women, with the technical skills to work on the assembly lines in Puget Sound. After World War II, RVTI assisted local industry and returning veterans in the transition to a peacetime economy. In the decades that followed, the College offered worker retraining classes and high-quality industry training programs. In 1991, the state Legislature amended the Community College Act of 1967 to include the five remaining public vocational technical institutes, shifting jurisdiction from the local school districts to the Washington State Board for Community and Technical Colleges (SBCTC). These five technical colleges expanded the system’s purpose of offering affordable postsecondary education to every resident regardless of background or experience. Today, RTC offers basic skills education, certificates, associate’s degrees, and bachelor’s of applied science degrees in high-demand fields such as information technology, aerospace, health and human services, business, advanced manufacturing, culinary arts, and transportation technology.

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Our Present Driven by our deep commitment to student success and serving a diverse population, RTC meets students where they are in their educational journey and successfully moves them forward to greater opportunity. Our student population is racially and culturally diverse; over 60% are students of color. The median age of an RTC student is 31 years old. Professional-technical programs generate 38% of our enrollment, followed closely by 34% in basic skills, 15% in an apprenticeship or supplemental program, and 13% in academic education and transfer. Our service area touches upon 11 legislative districts and encompasses the Renton, Kent, Auburn, Tahoma, Tukwila, and Enumclaw school districts as well as the central and south portions of the Seattle Public Schools. Located in the south Puget Sound region of western Washington, the College serves as an economic driver for the region’s aerospace, advanced manufacturing, technology, and health care sectors. In 2015, the Aspen Institute recognized Renton Technical College as one of the top 10 community colleges in the nation. In that same year, the Brookings Institute ranked us 13th in the nation for value added in its “Beyond College Rankings” assessment, which provides insight into how well colleges influence actual outcomes of alumni (e.g. salaries) beyond what would be predicted given students’ backgrounds. Following the award of a $10 million U.S. Department of Labor consortium grant known as the Washington Integrated Sector Employment (WISE) Project, Vice President Joe Biden visited the College and endorsed RTC as a leader in workforce education and apprenticeship. The College has participated in Achieving the Dream (ATD) since 2006 and currently serves as a Leader College. RTC is one of six colleges in the nation chosen to participate in ATD’s “Engaging Adjunct Faculty Initiative.” Many factors lead to RTC’s success and competitive advantage. Our cohort learning model provides students with the depth of training needed to secure often higher than entry-level positions. Small classes and strong student-staff relationships, learning strategies such as Reading Apprenticeship and Universal Design for Learning, contextualized instruction, Integrated Basic Education and Skills Training (I-BEST), strong financial aid and student support services, and high-touch advising inside and outside the classroom all serve as the foundation for achieving high rates of student completion. Our certificate and degree completion rates far exceed the national average: 63% at RTC compared to 24% nationally at two-year colleges. Additionally, our job placement rate is 85% upon graduation. Whether as part of the Associated Student Government or in their classrooms, RTC students provide leadership on campus and in the broader community. These outcomes, paired with recent national recognition, attest to our ability to prepare students for high-paying careers in high-demand fields. An important but perhaps not clearly understood context for strategic planning is our status as a “technical” college in the state’s system of 34 community and technical colleges. As such, RTC does not have legislative authority to offer an associate of arts transfer degree that many Washington residents seek in the two-year system (40% of

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students receiving bachelor’s degrees from Washington’s public university system started at community and technical colleges). While we statutorily have a narrower range of programs than community colleges, we appeal to students seeking applied and hands-on learning. RTC is also committed to basic skills and apprenticeship education; they are a crucial part of our identity. A challenge of this program mix is that 50% of our enrollments have state-mandated tuition waivers limiting our revenue production. In the past, RTC has been quite successful in securing large federal grants from the Department of Education, Department of Labor, and the National Science Foundation. To diversify our funding model, we will seek out a range of grants from federal, state, and private granting agencies. Our Future With updated emphases, the purpose of the community and technical colleges remains that of being democracy’s colleges – to provide the opportunity of an education to all residents, no matter their background or experience, at a cost within their means. Not only does higher education promote a pathway toward economic security, it works to ensure that people have equally meaningful opportunities to shape the future in their communities. As an academic institution, RTC must fulfill the logic of that mission and be welcoming and successful with all students, especially as the demographics of our residents change over time. Rather than ask whether today’s students are ready for college, we should ask ourselves if the College is ready for students now and in the future. RTC provides a vital resource as we look ahead. Multiple studies declare that job growth in Washington State will far exceed the national average. A recent report estimated 740,000 job openings across the state in the next five years due to retirements and growth3. Two-thirds of these positions will require post-secondary education and certification, yet the majority will not require a bachelor’s or advanced degree. While there is great need for the education we provide, we have recently experienced a decrease in our professional-technical enrollments as, historically, professional-technical enrollments are counter cyclical to the economy. High employment rates equate to lower enrollments, except in our apprenticeship offerings. Additionally, less than 6% of students from our local school districts attend RTC immediately following graduation. In many sectors of our society, there is a stigma of attending technical college, though there is a strong economic argument to do so. Those who would most benefit from the economic advancement of completing a certificate or degree at RTC are the most economically vulnerable and have more difficulties affording the time and resources to attend college. Finding better ways to transition students from basic skills to professional-technical programs is imperative, including exploring new scheduling models, versatile student support services, and

3 Washington Roundtable and The Boston Consulting Group report, “Washington Kids for Washington jobs,” Oct. 5, 2016.

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financial assistance programs. It is essential that we define what excellent technical education looks like in the 21st century and invest in its delivery. In order for RTC to be a first choice for education, the College also needs to be an employer of choice. We need to create a welcoming environment for a diverse faculty and staff and maximize employees’ strengths and talents. Our employees should find work rewarding, just as we expect students to find their studies. We must continue to seek and support a diverse workforce, which strengthens our institution by providing many perspectives, ideas, and experiences. This increases our ability to develop strategic goals, engage students and peers, communicate effectively, and achieve our mission. The collection, analysis, and use of data in decision making will be key to all areas of our work when implementing this plan. Likewise, we will need appropriate technology to address 21st century educational needs and efficient work processes. As much as any other point made during our internal and external forums, participants emphasized the need for effective and open communication. Finally, the participation of so many people during this process emphasizes what we know, but sometimes do not act upon. We have a critical mission, and success depends on the collaboration of all. About the Strategic Plan RTC’s 2017-2022 strategic plan includes four strategic goals designed to fulfill the College’s mission. For each goal, strategic objectives have been developed that will guide the expected outcomes we will achieve. These objectives are supported by priority activities that outline the methods and tasks for achieving each objective. To provide accountability and transparency for the plan, annual communication and a comprehensive evaluation plan will outline the overarching performance measures, annual benchmarks, and the successes and challenges in achieving the performance measures and completing priority activities. To improve the integration of planning and budgeting, RTC’s resource allocation and accreditation review processes are included in this plan and will ensure a coordinated system of institutional planning and effectiveness.

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MISSION The MISSION articulates the purpose of the college.

______________________________________________________________________ Renton Technical College engages a diverse student population through educational opportunities for career readiness and advancement, serving the needs of individuals, the community, businesses, and industry.

VISION The VISION articulates our aspirations.

______________________________________________________________________ Renton Technical College will be a locally, regionally, and nationally recognized leader for improving lives and inspiring lifelong learning.

VALUES The VALUES reflect our shared beliefs and principles that guide our work.

______________________________________________________________________ Community – create an inclusive environment where all are affirmed and welcomed. Empowerment – promote strength and confidence to embrace challenge, creativity, and intellectual risk. Equity – nurture an academic and work environment that identifies and addresses systemic and institutional barriers and promotes fairness. Integrity – foster an ethical environment of trust and honesty. Learning – pursue excellence through critical thinking, problem solving, and technical expertise. Respect – value humanity and the diversity of people, perspectives, and ideas. Stewardship – build a stronger, accountable institution for future generations.

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STRATEGIC GOALS, OBJECTIVES AND

PRIORITY ACTIVITIES STRATEGIC GOALS – what we intend to achieve during the life of the plan. STRATEGIC OBJECTIVES – measurable actions we expect to accomplish. PRIORITY ACTIVITIES – collaborative tasks carried out by departments and committees; activities that will evolve throughout the life of the plan. ______________________________________________________________________ GOAL 1: RTC will be a learning community in which students, faculty, and staff all strive for excellence and growth OBJECTIVE 1.1: Increase student progress and completion Priority Activities

• Significantly increase associate degree completion. • Increase student transition from basic studies to professional-technical and

transfer programming. • Fully implement guided pathways. • Expand program offerings for inclusive access and success. • Reimagine and design a cohort model for the 21st century.

OBJECTIVE 1.2: Provide comprehensive student support services Priority Activities

• Invest in mental health counseling and interventions. • Partner with childcare facilities and community-based organizations to identify

childcare assistance options. • Expand learning support resources, transfer advising, and career services. • Utilize a student-centered approach in the development and implementation of

policies, procedures, and technologies. OBJECTIVE 1.3: Foster continuous growth and professional development of faculty and staff Priority Activities

• Improve comprehensive employee orientation and onboarding processes, as well as the tenure process.

• Broaden the array of effective classroom learning practices. • Offer ongoing classroom management and customer service training for

employees.

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• Maximize the skills and talents of employees; cultivate subject-matter expertise. OBJECTIVE 1.4: Develop and implement a college-wide learning assessment strategy Priority Activities

• Establish a cross-departmental assessment committee. • Develop a systematic assessment plan aligned to accreditation standards. • Through the utilization of technology, develop an effective system for measuring

and tracking learning outcomes assessment. • Provide faculty with the tools needed to effectively assess student learning. • Use the program review process to drive instructional improvement.

GOAL 2: RTC will foster an academic and work environment of equity, inclusion, and collaboration OBJECTIVE 2.1: Close equity gaps for underrepresented, low-income, and first generation college students Priority Activities

• Engage faculty and staff in discussions about equity and student success. • Develop and infuse diversity, equity, and inclusion in curriculum and instructional

practices. • Implement best practice strategies for increasing retention and completion of

underrepresented students. • Regularly present and discuss disaggregated data within the current college

governance structure. OBJECTIVE 2.2: Attract, hire, and retain diverse faculty and staff Priority Activities

• Strengthen recruitment strategies to ensure a broader range of applicants. • Make ongoing improvements to the hiring process. • Expand employee orientation, onboarding, and mentoring.

OBJECTIVE 2.3: Increase cultural competency Priority Activities

• Develop and implement an institutional equity plan. • Create a shared vocabulary around diversity, equity, and inclusion. • Provide ongoing education for faculty, staff, and students. • Expand opportunities for ongoing dialogue.

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OBJECTIVE 2.4: Improve policies, procedures, and infrastructure to ensure equity among all campus constituencies Priority Activities

• Revise policies to close opportunity gaps and remove barriers for students. • Evaluate and revise intake and enrollment procedures to ensure equity and

access for all students. • Evaluate technologies and facilities to ensure accommodation of all campus

constituents, within the college’s capacity. GOAL 3: RTC will engage the greater community through intentional partnerships and responsive programming OBJECTIVE 3.1: Prepare skilled workers and leaders for the businesses and industries that power our regional and global economy Priority Activities

• Invest in new program offerings based on labor market demand and student needs.

• Ensure current programming remains relevant and up-to-date with industry trends.

• Provide corporate and continuing education courses and programs that increase our responsiveness to the needs of business and industry.

• Formalize and communicate program advisory committee expectations. • Explore partnerships for capital and program development.

OBJECTIVE 3.2: Serve as a vibrant hub for the greater community Priority Activities

• Develop and implement continuing education programming. • Improve relationships and engagement with alumni. • Engage the community through effective communication of college offerings,

events, results, and successes. • Host ongoing public service and civic engagement activities.

OBJECTIVE 3.3: Customize outreach and communication strategies for engaging the diverse constituencies we serve Priority Activities

• Promote RTC as a college and employer of choice. • Strengthen partnerships with area school districts, faith-based organizations,

community-based organizations, labor organizations, and city and county agencies.

• Improve outreach efforts in our communities.

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OBJECTIVE 3.4: Improve coordination of legislative advocacy at the federal, state, and local level Priority Activities

• Develop and implement an annual legislative relations plan. • Leverage community partnerships and student stories that support RTC’s impact

on learning and student success. • Communicate the impact of RTC and Washington’s community and technical

colleges on the state’s economy to stakeholders and policymakers.

GOAL 4: RTC will enhance institutional strength and resilience OBJECTIVE 4.1: Improve the integration of a planning, evaluation, and resource allocation system aligned to accreditation standards Priority Activities

• Improve transparency of resource allocation and decision making processes. • Actively use data to inform decision making. • Provide ongoing faculty and staff training about strategic plan implementation

and alignment with unit planning, the facilities master plan, program review, and resource requests.

OBJECTIVE 4.2: Increase financial security by maximizing professional-technical programming and through the diversification of funding Priority Activities

• Increase the number of tuition generating students. • Grow the RTC Foundation’s endowment and capacity to award student

scholarships, support programs, and fund capital projects. • Secure grant and contract funding to further develop the infrastructure and

program and support services offerings at RTC. • Expand corporate training for area businesses.

OBJECTIVE 4.3: Implement intentional systems improvement Priority Activities

• Champion a culture of transparency and accountability. • Expand participation in shared governance and inclusive decision making. • Align institutional policies to accreditation standards.

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OBJECTIVE 4.4: Invest in the College’s infrastructure Priority Activities

• Create a technological environment that promotes ease of use, including an intranet and student portal.

• Ensure classroom equipment and technology is relevant and up-to-date. • Automate manual processes and increase workflow efficiency. • Align priorities of the facilities master plan.

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STRATEGIC PLANNING STEERING COMMITTEE ______________________________________________________________________

• Mohamed Abdullahi – ASG representative, Computer Science • Sally Allen – Assistant Director of Human Resources • Shweta Babel – Adjunct Faculty, Science • Celva Boon – Academic/Career Counselor • Marta Burnet – Director of Grant Development • Michelle Campbell – Executive Director of Institutional Advancement • Rebecca Chase – Adjunct Faculty, Basic Studies • Jacque Culver – Technical Support Analyst • Mark Daniels – Custodial Manager • Jacob Jackson – Executive Dean, Workforce, Trades & Economic Development • Heather Knous-Westfall – Director of Institutional Research • Francisco Martinez – Adjunct Faculty, Machine Technology • Kevin McCarthy – RTC President • Alma Meza – Faculty, Basic Studies • Tyler Page – Board of Trustees • Jose Perdomo – Bookstore Director • Jenna Pollock – Associate Dean, Basic Studies • Jeff Pulliam – Faculty, Construction Management • Jim Robinson – Faculty, Medical Assistant • Keeyon Scott – Student Success Specialist • Joe Spieldenner – ASG representative, Business DTA • Jessica Supinski – Director of Student Programs and Engagement • Jay Townsend – Foundation Board of Directors • Justin Whitaker – ASG representative, Computer Network Technology

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BOARD OF TRUSTEES AND PRESIDENT ______________________________________________________________________ Trustees

• Debra Entenman, Vice Chair

• Tyler Page

• Susan Palmer

• Frieda Takamura

• Kirby Unti, Chair President Kevin McCarthy, Ph.D.

OUR PLANNING PROCESS

______________________________________________________________________ Renton Technical College’s process for developing this plan was dynamic and inclusive. A 25-member steering committee consisting of faculty, staff, and students as well as foundation board and board of trustees’ representation led and coordinated the development of the plan. Multiple internal and external constituent groups were engaged throughout all phases of the process. Constituent groups included: RTC faculty, staff and students, the Foundation Board of Directors, the Board of Trustees, school districts, community and faith-based organizations, city and legislative officials, community members, advisory committee members, businesses, industry partners, non-profit organizations, and local labor unions. In September 2016, a strategic plan development timeline and communication plan were drafted. The President’s Executive Cabinet met in early October to review the timeline and communication plan. At that time, the Cabinet conducted an environmental scan, a STEEP (Social, Technology, Economic, Environmental, Political) analysis, and a SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis. These analyses were used to articulate seven internal and six external constituent questions, which formed the basis of the first phase of the planning process. Between December and February, 22 internal and three external forums were conducted. Forums were interactive and lasted 90 minutes. The vast majority of employees attended a forum. The Institutional Research Office compiled all forum data and provided the campus community and the strategic planning steering committee with concept maps for analysis and discussion. From November 2016 through June 2017,

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the strategic planning steering committee met 14 times to review various reports and concept map data originating from the forums. Following the distillation of data and the development of overarching themes and objectives, another five interactive, internal forums were held to discuss the overarching themes, objectives, and proposed changes to the college’s mission, vision, and values. In May, a first draft of the strategic plan was shared with the campus community and external constituents. Feedback on the first draft was provided via five internal forums and one external forum. In June, the strategic plan was shared with the Board of Trustees for a first read. The final plan was submitted to the Board of Trustees in July 2017 for formal review.

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Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 6. DISCUSSION/REPORTS SUBJECT: B. Board of Trustees

BOARD CONSIDERATION

Information

X Action

BACKGROUND 1) Trustees will elect new officers for the fiscal year 2017-18.

a) Current Chair – Trustee Unti b) Current Vice Chair – Trustee Entenman

2) Trustees will elect representatives to the ACT Legislative Action Committee. There are two positions;

one will serve as the primary representative and one as the secondary representative. a) Current Primary Representative – Trustee Entenman b) Current Secondary Representative – Trustee Page

3) Renton Technical College Trustees represent the Board on the Renton Technical College Advisory

Council and the Renton Technical College Foundation. Trustees will elect a liaison for each position. a) Current RTC Foundation Liaison – Trustee Page b) Current RTC Advisory Committee Liaison – Trustees Takamura

Liaison Positions descriptions are below:

Renton Technical College Advisory Council (RTC Council) is a key contributor to the success of the College, advising administration on issues related to all of its instructional programs. The Council is also a major contributor in the development and approval of the annual WorkFirst, Worker Retraining, and Carl Perkins plans submitted to the Washington State Board for Community and Technical Colleges (SBCTC).

The RTC Council membership consists of volunteers from business, industry, labor, community-based organizations, and school districts within the College’s service area. The council will consist of no less than five and no more than ten voting members. Qualified individuals may be nominated for membership by current council members or by faculty and staff of the college, or they may volunteer. Following nomination, the credentials of prospective members are presented to the Board of Trustees by the Vice President for Instruction. The Board then votes on accepting or rejecting the nominee. While there is no absolute limitation on the length of time a member of the RTC Council may serve, customary practice is for a person to serve for no more than nine (9) consecutive years.

College representation on the council will consist of the President, the Vice President of Instruction, the Executive Dean of Workforce, Trades & Economic Development, and one member of the Board of Trustees. Board representation will be determined on an annual basis by the Trustees. Deans, Associate Deans, and Directors may also attend as needed but are not voting members. A committee chair, who cannot be an employee of the college or a Trustee, will be selected by the membership at its fall meeting.

The RTC Council will meet during fall, winter, and spring quarters for a total of three (3) meetings annually, plus the Industry Connection Dinner. The quarterly meeting schedule is yet to be determined. The Industry Connection Dinner is scheduled for October 10, 2017. The Executive Dean of Workforce, Trades & Economic Development, in consultation with the Vice President for Instruction and the committee chair, is responsible for the preparation of the meeting agenda. The draft agenda will be sent to all committee members prior to each meeting and with sufficient time to allow for corrections and proposed additions. Authority for the contents of the final agenda rests with the committee chair. Meeting minutes will be taken by the Executive Assistant to the Vice President of Instruction, who also is responsible for maintaining records related to the council’s activities. These records shall include current and past membership lists, meeting notices, correspondence, and minutes.

RTC Foundation - Board members serve the Foundation’s mission to support the college through fundraising, relationship building and resource management. Board members provide financial oversight, set policy and guide the overall strategic direction of the Foundation.

Specific duties include: Attendance at monthly board meetings, on the third Thursday at 4:00 p.m. (September – June) and an annual retreat (May or June). The board retreat occurs once-a-year in lieu of a monthly board meeting. Attend and support Foundation and College events throughout the year; and make a personal leadership gift to the Board of Trustee’s scholarship fund. The minimum, suggested gift amount is $500 with a goal of 100% board participation.

The Trustee Liaisons will be expected to attend monthly meetings, and communicate back to the Board of Trustees.

4) Draft 2017-18 Board Meeting Calendar

The draft Board Meeting calendar for the 2017-18 fiscal year is included for review, and approval.


2017 - 2018 D R A F T

JULY 2017 (19) AUGUST 2017 (9) SEPTEMBER 2017 (10)S M T W T F S S M T W T F S S M T W T F S

1 1 2 3 4 5 1 22 3 4 5 6 7 8 6 7 8 9 10 11 12 3 4 5 6 7 8 99 10 11 12 13 14 15 13 14 15 16 17 18 19 10 11 12 13 14 15 16

16 17 18 19 20 21 22 20 21 22 23 24 25 26 17 18 19 20 21 22 2323 24 25 26 27 28 29 27 28 29 30 31 24 25 26 27 28 29 3030 31

OCTOBER 2017 (21) NOVEMBER 2017 (18) DECEMBER 2017 (6)S M T W T F S S M T W T F S S M T W T F S1 2 3 4 5 6 7 1 2 3 4 1 28 9 10 11 12 13 14 5 6 7 8 9 10 11 3 4 5 6 7 8 9

15 16 17 18 19 20 21 12 13 14 15 16 17 18 10 11 12 13 14 15 1622 23 24 25 26 27 28 19 20 21 22 23 24 25 17 18 19 20 21 22 2329 30 31 26 27 28 29 30 24 25 26 27 28 29 30

31JANUARY 2018 (20) FEBRUARY 2018 (18) MARCH 2018 (17)

S M T W T F S S M T W T F S S M T W T F S1 2 3 4 5 6 1 2 3 1 2 3

7 8 9 10 11 12 13 4 5 6 7 8 9 10 4 5 6 7 8 9 1014 15 16 17 18 19 20 11 12 13 14 15 16 17 11 12 13 14 15 16 1721 22 23 24 25 26 27 18 19 20 21 22 23 24 18 19 20 13 22 23 2428 29 30 31 25 26 27 28 25 26 27 28 29 30 31

APRIL 2018 (20) MAY 2018 (20) JUNE 2018 (15)S M T W T F S S M T W T F S S M T W T F S1 2 3 4 5 6 7 1 2 3 4 5 1 28 9 10 11 12 13 14 6 7 8 9 10 11 12 3 4 5 6 7 8 9

15 16 17 18 19 20 21 13 14 15 16 17 18 19 10 11 12 13 14 15 1622 23 24 25 26 27 28 20 21 22 23 24 25 26 17 18 19 20 21 22 2329 30 27 28 29 30 31 24 25 26 27 28 29 30

HOLIDAYS (Non-Work Days)

Independence Day Thanksgiving Break Martin Luther King Day

Labor Day Christmas Day Holiday Presidents' Day

Veterans Day Observance New Year's Day Holiday Memorial Day

( ) Work Days per MonthNon-Student Day/Non-Work Day for FacultyProposed Board Meeting DateMeeting Time: 3:00 pm unless otherwise modified

BOARD OF TRUSTEES MEETING CALENDAR

IMPORTANT DATES

Draft: 6/14/17

July 4, 2017 November 23-24, 2017 January 15, 2018

September 4, 2017 December 25, 2017 February 19, 2018

November 10, 2017 January 1, 2018 May 28, 2018

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 6. DISCUSSION/REPORTS SUBJECT: C. Administration/Finance

BOARD CONSIDERATION

X Information Action

BACKGROUND 1) Operating Funds Budget Status Report

Vice President Merrell will update trustees on the operating funds budget status for the period ending April 30, 2017.

2) Property Acquisition Status Update

Vice President Merrell and Dr. McCarthy will provide a status update on the progress of the property acquisition.


% of year 83%

Actual Annual Actual YTD %

2016-17 YTD 16-17 YTD % 2015-16 YTD 15-16 of Annual

Budget 4/30/2017 of Budget Actual 4/30/2016 Actual

Revenues Reported by Source

State Allocation 17,390,735 17,022,444 98% A 16,796,023 16,094,473 96%

Tuition 7,345,827 5,876,609 80% 6,893,650 6,080,764 88%

Local Dedicated Funds 1,621,280 1,423,653 88% 2,136,295 1,825,139 85%

Grants & Contracts 3,290,617 3,003,868 91% 2,687,586 3,314,256 123%

Financial Aid/Scholarships 9,351,508 7,211,810 77% 8,741,141 7,994,322 91%

Enterprise Operations 3,126,995 2,573,082 82% 3,267,838 2,833,843 87%

Interest Income 20,000 17,805 89% 29,264 16,693 57%

Total Revenue by Source 42,146,962$ 37,129,271$ 88% 40,551,798$ 38,159,489$ 94%

Expenditures by Object

Salaries 18,161,469 15,988,481 88% 17,598,344 15,336,533 87%

Benefits 6,535,140 5,510,555 84% 5,898,762 5,218,698 88%

Goods & Services 7,242,028 5,171,750 71% B 8,738,490 6,141,669 70%

Travel 290,450 256,965 88% 274,765 228,759 83%

Equipment, other 538,300 1,157,161 215% C 1,139,099 634,260 56%

Financial Aid/Scholarships 9,283,500 8,495,886 92% 9,178,624 8,547,819 93%

Total Expenditures by Object 42,050,887$ 36,580,798$ 87% 42,828,083$ 36,107,737$ 84%

Contribution to (Depletion of) Reserve 96,075$ 548,473$ (2,276,286)$ 2,051,752$

Actual Annual Actual

2016-17 YTD 16-17 YTD % 2015-16 YTD 15-16 of Annual

Budget 4/30/2017 of Budget Actual 4/30/2016 of Budget

Expenditures by Program

Instruction 16,201,252 14,120,043 87% 16,503,804 13,702,526 83%

Academic Support 2,501,486 2,364,107 95% D 2,725,544 2,015,263 74%

Financial Aid/Scholarship 8,911,331 7,769,453 87% 8,547,503 7,870,782 92%

Student Services 3,194,782 2,902,059 91% 3,089,686 2,782,738 90%

Institutional Support 5,216,587 4,013,124 77% 5,320,433 4,052,903 76%

Plant Operations & Maintenance 3,113,454 3,058,892 98% E 3,255,501 2,989,096 92%

Enterprise Operations 2,911,995 2,353,120 81% 3,385,612 2,694,429 80%

Total Expenditures by Program 42,050,887$ 36,580,798$ 87% 42,828,083$ 36,107,737$ 84%

Renton Technical College

2015-2016 Operating Funds Budget Status Report

for the 10 months ending April 30, 2017

2016-2017 2015-2016

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 7. EXECUTIVE SESSION SUBJECT:

BOARD CONSIDERATION

X Information

Action

BACKGROUND: A) An Executive Session may be held for any reason allowable under the Open Public Meetings Act;

RCW 42.30.110. B) Announcement of time Executive Session will conclude. RECOMMENDATION: None.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 8. EXECUTIVE SESSION SUBJECT: A. Action

BOARD CONSIDERATION

Information

X Action

BACKGROUND: RECOMMENDATION: None.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 9. MEETINGS SUBJECT:

BOARD CONSIDERATION

X Information Action

BACKGROUND: The next regular meeting of the Board of Trustees will be held on July 19, 2017 at 7:30 a.m. RECOMMENDATION: None.

Renton Technical College Board of Trustees Meeting June 14, 2017 AGENDA ITEM: 10. ADJOURNMENT SUBJECT:

BOARD CONSIDERATION

Information

X Action

BACKGROUND: RECOMMENDATION: Motion required.

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