COCC-Faculty Forum Negotiations
Updates
Monday, Aug 24
On August 20, 2026, the Faculty Forum and COCC negotiation teams completed their third
mediation session. As a reminder, the parties reached seven tentative agreements during
the previous mediation session. Most of the remaining open articles are tied to economics.
The following is a summary of the most current economic proposals from both parties.
College Proposal
The College’s current proposal includes raising the minimum starting salary by 12.1% and the maximum salary by 4.3%, excluding longevity steps.
In years two and three, the proposal includes a 2% step increase for probationary faculty and a 2.5% step increase for tenured faculty, along with an additional 2.75% COLA in each year.
Faculty Forum Proposal
The Faculty Forum's current proposal includes raising the minimum starting salary by 26.7% and the maximum salary by 25.7%, excluding longevity steps.
In years two and three, the proposal includes a 2% step increase for probationary faculty and a 3.75% step increase for tenured faculty, along with an additional 3% COLA in each year.
No additional tentative agreements were reached during the August 20 session, and the four articles (Salary Compensation; Teaching Assignment, Compensation and Agreements; Fringe Benefits; and Duration) remain open. The next mediation session is scheduled for Thursday, September 17.
Past Updates:
- Wednesday, Aug 19
The Faculty Forum and COCC negotiations teams met for their first two mediation sessions on August 12 and August 13, 2026. We agreed to seven tentative agreements during these meetings. We are scheduled for our next mediation session on August 20, 2026 and currently have four articles still under negotiation.
- Thursday, June 18
Central Oregon Community College has requested mediation through the Oregon Employment Relations Board as part of its ongoing negotiations with the faculty bargaining unit. The College's decision follows more than 150 days of bargaining and reflects a desire to continue making progress toward an agreement throughout the summer.
Mediation is a standard part of Oregon's collective bargaining process and involves the assistance of a neutral third party who helps both sides work towards resolution. The College previously offered multiple bargaining dates throughout June and July. The next currently scheduled bargaining session between the parties is August 12. COCC remains committed to bargaining in good faith and believes it is important to continue discussions and work toward resolution before the start of fall term.
The College's priorities remain:
- Supporting students and minimizing uncertainty heading into fall term
- Continuing productive negotiations
- Reaching a fair and sustainable agreement
- Maintaining stability for students, faculty and the broader college community
- Thursday, June 11 Meeting Summary
The COCC negotiations team provided responses to the following articles: Salary Compensation; Evaluation and Personnel Files; Intellectual Property Rights; Fringe Benefits; Faculty Appointments; Tenure; Promotions; Professional Improvement; and Teaching Assignments, Compensation, and Agreements.
The College’s current proposal includes an increase of approximately 5.19% for full-time faculty in year one. This figure is based on total salary costs at a specific point-in-time and reflects not only increases for current faculty, but also the impact of staffing changes such as discontinued positions, new hires, and retirements or resignations replaced by new faculty. For continuing full-time faculty from this year to next (excluding one mid-year hire), the average increase is approximately 6.4%.
In years two and three, the proposal includes a 2% step increase for probationary faculty and a 2.25% step increase for tenured faculty, along with an additional 1% COLA in each year.
The Faculty Forum’s proposal includes an increase of approximately 25.37% for full-time faculty in year one, based on the same point-in-time salary cost calculation as noted above. For continuing full-time faculty from this year to next (excluding one mid-year hire), the average increase is approximately 25.9%.
In years two and three, the proposal includes a 2% step increase for probationary faculty and a 4.25% step increase for tenured faculty, along with an additional 4% COLA in each year.
No tentative agreements were reached and eleven articles remain open.
The 150-day good-faith bargaining period has concluded. The COCC negotiations team proposed multiple meeting dates in June and July to continue progress; the Faculty Forum proposed a next meeting date of August 12. The teams are working to confirm next steps.
Below is a list of requests from the Faculty Forum that the College has already agreed to or is prepared to accept as part of a broader package.
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Thursday, June 4 Meeting Summary
The Faculty Forum team provided responses to two articles: Salary Compensation and Evaluation and Personnel Files.
No tentative agreements were reached.
At this time, eleven articles remain open, and both teams continue to work toward resolving outstanding issues.
The final meeting within the 150 calendar day good faith bargaining period is scheduled for Thursday, June 11. The COCC negotiations team has expressed strong interest in continuing discussions and maintaining momentum and has shared potential meeting dates with the Faculty Forum team for the remainder of this month and through July.
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Thursday, May 28 Meeting Summary
Several articles were passed from the Faculty Forum team to the COCC negotiations team, including Faculty Appointments; Tenure; Promotions; Teaching Assignment, Compensation and Agreements; Fringe Benefits; Professional Improvement; and Intellectual Property Rights.
No tentative agreements were reached.
Eleven articles remain open, with both teams continuing to work toward resolving outstanding issues.
An additional meeting is scheduled for Thursday, June 4, 2026. After that, only one more meeting on Thursday, June 11 remains before the 150 calendar day good faith bargaining period concludes.
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Thursday, May 21 Meeting Summary
Several key articles were passed from the COCC negotiations team to the Faculty Forum team, including Faculty Appointments, Tenure, Promotions, Salary Compensation, Discipline and Dismissal, and Evaluation and Personnel Files.
Tentative agreements have also been reached on the Grievance Procedure and Forum Rights articles.
Discussions included a presentation outlining the projected budget impacts should the College adopt the current salary compensation proposal from the Faculty Forum. The College's most recent offer incorporates items previously requested by the Faculty Forum, including overload and summer compensation as well as salary compression.
Eleven articles remain open, with both teams working toward responses on outstanding issues.
COCC has requested an additional meeting on June 4, 2026, with both parties working to confirm the date.
Overview
Central Oregon Community College engages in collective bargaining with the Faculty Forum, represented by Oregon Education Association (OEA), as part of its ongoing commitment to supporting students, faculty and the broader community. Collective bargaining is a structured, legally defined process in which designated negotiation teams from COCC and the Faculty Forum meet to negotiate working conditions, compensation and other employment‑related matters.
Negotiations occur over time and involve multiple steps, including the development, discussion and review of proposals. This webpage serves as a resource and will be updated on a regular basis.
While not all details can be shared during active negotiations, COCC remains committed to clear communication, transparency and continuity for students, employees and the community throughout the process.
Timeline
COCC and the Faculty Forum bargaining teams began formal negotiations on Thursday, January 15 under Oregon’s Public Employee Collective Bargaining Act (PECBA). Per ORS 243.712, PECBA mandates at least 150 calendar days of good faith direct bargaining following the exchange of proposals. If no agreement is reached by the end of that period (Monday, June 15), either party may request mediation.
Once mediation begins, which may occur after the 150 day negotiation phase or be jointly requested earlier, the parties have a minimum of 15 days in mediation. If mediation does not result in an agreement, either party may declare impasse. At that point, they must submit final offers and cost summaries within seven days, followed by a 30 day cooling off period while further resolution efforts may continue.
For more details on the full PECBA process, visit the Employee Relations Board website.
COCC Budget
For the most current budget reports and financial forecasts, please refer to the latest Board meeting packet.
Bargaining Calendar
General Fund Reserve
All dollar figures in thousands (000s)
| Fiscal year | Type | Ending balance | Reserve req. (10%) | Reserve % | Days |
|---|
Historical Wage Increases
Full salary increase data is available in the table below the chart.
| Fiscal year | Full-time faculty avg. increase | Admin avg. increase |
|---|---|---|
| Average | 5.01% | 3.65% |
Articles Under Negotiation
The following existing articles are currently open for bargaining; any not listed are not presently open.
| Article | Status |
|---|---|
| Article 1 – Recognition | Tentative agreement reached |
| Article 2 – Forum Rights | Tentative agreement reached |
| Article 3 – Management Rights | Tentative agreement reached |
| Article 4 – No Strikes and Lockouts | Tentative agreement reached |
| Article 5 – Grievance Procedure | Tentative agreement reached |
| Article 6 – Faculty Appointments | Tentative agreement reached |
| Article 7 – Salary Compensation | Under negotiation |
| Article 8 – Teaching Assignment, Compensation and Agreements | Under negotiation |
| Article 9 – Fringe Benefits | Under negotiation |
| Article 10 – Discipline and Dismissal | Tentative agreement reached |
| Article 12 – Evaluation and Personnel Files | Tentative agreement reached |
| Article 13 – Promotions | Tentative agreement reached |
| Article 14 – Professional Improvement | Tentative agreement reached |
| Article 16 – Intellectual Property Rights | Tentative agreement reached |
| Article 18 – Duration | Under negotiation |
| New articles proposed by the Faculty Forum bargaining team | |
| Tenure | Tentative agreement reached |
| Academic Freedom | Tentative agreement reached |
Frequently Asked Questions
- Why is COCC requesting mediation?After more than 150 days of bargaining, the College believes mediation is the best way to continue making progress toward an agreement. Mediation provides the assistance of a neutral third party and helps both sides work through remaining issues while keeping negotiations moving forward. The College's goal is to work toward resolution before the start of fall term and minimize uncertainty for students.
- Does mediation mean negotiations have broken down?No. Mediation is a normal part of Oregon's collective bargaining process and is frequently used to help parties continue discussions and work toward agreement.
- Why is the College requesting mediation now?The College offered multiple bargaining dates throughout June and July. The next currently scheduled bargaining session between the parties is August 12. The College remains available to continue discussions sooner and believes it is important to continue working toward resolution throughout the summer.
- Is the College trying to force a contract on faculty?No. The College is requesting mediation because it wants negotiations to continue. Mediation introduces a neutral third party to assist both sides in working toward a mutually negotiated agreement.
- What does mediation mean for students?There is no immediate impact on students. Summer classes and services continue as normal. The College's goal is to work toward resolution before the start of fall term and minimize uncertainty for students.
- What happens next?Once mediation begins, a state-appointed mediator will work with both parties to help facilitate discussions and identify potential paths toward agreement.