FY26 Compensation
Montgomery College's compensation program attracts and retains highly skilled faculty, staff, and administrators. The College recognizes employee contributions to its mission through comprehensive benefits including professional development opportunities, educational assistance, tuition waivers, degree attainment awards, wellness programs, health and life insurance, retirement plans, tax shelter annuities, and recognition awards. The total compensation philosophy balances internal equity with external market factors, subject to funding availability.
AAUP (Full-time Faculty)
FY26 Salary Range: $63,254 (minimum) to $129,343 (maximum)
Wage Adjustments: 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), full-time faculty will receive an increase
of one and one-half percent (1.5%) plus an increment based on hire date (please reference
table below), provided that no faculty member's 2026 fiscal/academic year salary under
Section 8.2(A) exceeds $129,343 or falls below $63,254. These adjustments are effective Monday, August 25, 2025.
Full-time Faculty Hire Date Increments:
| Full-time Faculty Hire Date | Amount |
|---|---|
| August 2014–December 19, 2024 | $1,850 |
| August 2013–May 2014 | $2,250 |
| August 2012–May 2013 | $2,650 |
| August 2011–May 2012 | $3,050 |
| August 2010–May 2011 | $3,450 |
| May 2010 and earlier | $3,850 |
SEIU (Part-time Faculty)
Part-time faculty will receive a 4.5% increase. The per equivalent semester hour (ESH)
compensation rate will increase according to the Collective Bargaining Agreement with Service Employees International Union (SEIU) (PDF, 
) , effective Monday, August 25, 2025.
Part-Time Faculty ESH Rates:
| Position | Rate |
|---|---|
| Lecturer | $1,583 |
| Adjunct I | $1,713 |
| Adjunct II | $1,832 |
| Adjunct II+ | $1,850 |
AFSCME (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, full-time staff and part-time staff will receive an increase
of up to four percent (4%), provided that the employee's wage does not exceed the
maximum of the salary grade.
Non-Bargaining Staff, Department Chairs, and Administrators
A four percent (4%) general wage adjustment became effective July 1, 2025, for eligible
non-bargaining staff, department chairs, and administrators (those not currently at
or exceeding the maximum of their salary grade).
A four percent (4%) increase to the pay schedule for bargaining and non-bargaining staff, department chairs, and administrators became effective July 1, 2025.
View the FY26 Pay Structure (PDF, ) for Bargaining Staff, Non-bargaining Staff, Department Chairs, and Administrators.
Shift Differential
The shift differential for eligible staff remains at $1.35 per hour for FY26. This
applies to non-exempt, bargaining, and non-bargaining staff employees regularly scheduled
to work more than 20 hours per week and required to work between 10 p.m. and 6:30
a.m.
Minimum Wage
Minimum wage increased to $17.65 on July 1, 2025.
Full-time and part-time faculty may petition for rank promotion 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.
Stipends cannot be used to compensate non-exempt employees for hours worked. The Fair Labor Standards Act (FLSA) minimum wage laws and state legislation require that casual temporary and student employees be paid based on hours worked at an hourly rate. Therefore, these employees must report hours worked and receive pay based on timesheet submission.
Faculty and exempt staff may receive stipends for work outside normal duties, such as governance. Non-exempt staff and student workers must be paid hourly rates for all College-related activities.
Students may receive stipends as scholarships, fellowships, or educational contributions. These stipends are paid through accounts payable, not payroll, and must be reported to the financial aid/scholarship office prior to payment.