FY24 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, there was an increase of $2,700.00 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 19, 2023.
The maximum of the salary range for the 2023–2024 fiscal/academic year will increase to $123,720.00; 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 2023. The new FY 24 ESH rates for part-time faculty are as follows:
Lecturer: $1,460
Adjunct I: $1,580
Adjunct II :$1,690
Adjunct II*: $1,705
FY24 Salary Schedule (PDF, 
) for Non-bargaining and Bargaining Staff, effective July 1, 2023.
Non-bargaining Staff, Department Chairs, and Administrators
A six percent (6%) general wage adjustment, became effective as of July 1, 2023, for eligible non-bargaining staff, department chairs, and administrators (i.e., those not currently at or exceeding the maximum of their salary grade). Additionally, effective July 1, 2023, the salary schedule increased by three percent (3%).
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, a six percent (6%) wage increase for all eligible bargaining
staff went into effect July 1, 2023. To be eligible for this increase, staff must
have been in the bargaining unit for at least six (6) months as of the beginning of
the 2024 fiscal year and have a salary that does not exceed the maximum of their salary
grade. The Agreement also provides for a three percent (3%) increase in the salary
schedule.
Minimum Wage
As of January 1, 2023, Montgomery College implemented an increase in the minimum wage
to $15.65.
Shift Differential
The shift differential for eligible staff is $1.35 per hour for FY24. 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.