FY25 Compensation
The Montgomery College compensation program is designed to attract and retain highly skilled and performing faculty, staff, and administrators. The College recognizes the contributions of each employee in advancing the College’s mission by offering professional development opportunities, educational assistance, a tuition waiver, a degree attainment award, wellness, health and life insurance, retirement, tax shelter annuities, and recognition awards. The total compensation philosophy considers both internal equity and external market factors in determining pay and is subject to the availability of funding.
As outlined in the Memorandum of Agreement – Collective Bargaining Agreement between Montgomery College and the Montgomery College Chapter of the American Association of University Professors (AAUP), there was an increase of five and three-tenths percent (5.3%) in salary for full-time faculty members who have been in the bargaining unit for at least one semester. This wage adjustment is effective August 17, 2024.
The maximum of the salary range for the 2024–2025 fiscal/academic year will increase to $127,432.00; the minimum of the salary range will remain at $62,319.00.
The per equivalent semester hour (ESH) compensation rate for part-time faculty will increase according to the Collective Bargaining Agreement the College has with Service Employees International Union (SEIU), effective for the fall semester in 2024. The new FY 25 ESH rates for part-time faculty are as follows:
Lecturer: $1,525
Adjunct I: $1,650
Adjunct II :$1,765
Adjunct II*: $1,780
FY25 Salary Schedule (PDF, 
) for Non-bargaining and Bargaining Staff, effective July 1, 2024.
Non-bargaining Staff, Department Chairs, and Administrators
A five percent (5%) general wage adjustment became effective as of July 1, 2024, for eligible non-bargaining staff, department chairs, and administrators (i.e., those not currently at or exceeding the maximum of their salary grade).
Employees whose wage adjustment is less than $1,000, or at the top of the scale, will instead receive a one-time payment (not to the base) of $1,500. This excludes department chairs and administrators.
Bargaining Staff
As outlined in the Collective Bargaining Agreement between Montgomery College and
the American Federation of State, County, and Municipal Employees (AFSCME), AFL-CIO,
Local 2380, Council 67, employees will receive an increase of up to $3,000, provided
that the employee’s wage does not exceed the maximum of the salary grade.
For employees whose wage adjustment is less than $1,000, the employee will instead
receive a onetime payment (not to base) $1,500. Any employee who is currently at or
above the maximum of their salary grade, will receive a one-time payment (not to base)
of $1,500.
AFSCME employees who were hired by the College between January 1, 2023 and June 30,
2023, and who did not receive any wage adjustment on July 1, 2023, will receive a
salary increase of six percent (6%) applied before the applicable adjustment above,
provided the employee’s salary does not exceed the maximum of their salary grade.
Minimum Wage
As of July 1, 2024, Montgomery College implemented an increase in the minimum wage
to $17.15.
Shift Differential
The shift differential for eligible staff is $1.35 per hour for FY25. This applies to non-exempt, bargaining, and nonbargaining staff employees regularly
scheduled to work more than 20 hours in a work week and required to work between the
hours of 10 p.m. and 6:30 a.m. Full-time and part-time faculty may petition for a promotion in their rank by downloading, completing, and
submitting the relevant rank advancement form, Full-time Faculty Rank Advancement (PDF, ) or Part-time Faculty Rank Advancement (PDF, ) , to their department chair.
In order to stay compliant with applicable laws, stipends are not paid to compensate non-exempt employees for hours worked. The Fair Labor Standards Act (FLSA) minimum wage laws and state legislation, such as Maryland Sick and Safe Leave, require that casual temporary and student employees be paid based on hours worked and at an hourly rate. As a result, these employees must report hours worked and receive pay based on the submission of a timesheet.
Faculty and exempt staff may receive a stipend for work outside of their normal duties,
such as governance, etc. Non-exempt staff and student workers must be paid an hourly
rate for all hours worked relating to activities performed on behalf of the College.
A stipend may be paid to a student as a scholarship, fellowship, or other contribution
to support their education, such as training. These stipends are paid through accounts
payable, not payroll, and must be reported to the financial aid/scholarship office
prior to payment to the student.