Bargain

• Cost-of-Living Adjustments (COLA)
What we have: The College proposes no raises – zero percent! – for the next 12 months.
What we need: We need annual cost-of-living increases to ensure our salaries keep pace with inflation. These adjustments are essential to preserve the real value of our compensation and acknowledge our ongoing contributions to Berklee’s success. Without them, faculty are asked to do more with less every year.
Why it matters: Without COLAs, faculty experience a pay cut year after year. This harms morale, widens wage gaps, and threatens retention.

• Pay Equity
What we have: Long-serving faculty are often paid less than newly hired colleagues.
What we need: We need equity adjustments to ensure faculty are compensated based on experience, not just market conditions at the time of hire. Faculty who have dedicated years (or decades) to Berklee should not fall behind in salary simply for staying. Correcting these disparities is a matter of respect and fairness.
Why it matters: Pay equity recognizes commitment, closes unjustified wage gaps, and builds a culture of retention and loyalty.

• Paid Training
What we have: New faculty attend unpaid new hire orientation sessions.
What we need: We need to ensure that new hires are compensated for the time they spend learning policies, procedures, and expectations. Orientation is essential preparation that directly supports student learning and smooth onboarding. Paying for that time affirms the value of faculty labor from Day 1.
Why it matters: Faculty are professionals, and professionals are paid for their time, especially when it directly benefits students and the institution.

• 3-Year Contracts for Part-Time Faculty
What we have: Most part-time faculty face uncertainty each semester and rigid barriers to multi-year contracts.
What we need: We need a clear and inclusive pathway to multi-year contracts for part-time faculty with sustained, high teaching loads. These contracts provide stability and allow faculty to plan their lives, their work, and their long-term role in the institution. They also foster deeper student-faculty connections and improve continuity.
Why it matters: Faculty stability is student stability. Job security helps faculty show up more fully for their students.

• Full-Time Conversions & Seniority Credit
What we have: No appreciation of seniority or service when part-time faculty apply for full-time positions.
What we need: We need a transparent conversion process that gives serious consideration to part-time faculty who have proven their excellence in the classroom. Years of experience and service to Berklee must be valued in hiring decisions. Without a conversion pathway, we risk losing some of our most dedicated educators.
Why it matters: Faculty who already know our students, our culture, and our mission are assets. We should be working to retain them, not replace them.

• Healthcare Premiums
What we have: Berklee’s healthcare contribution is significantly below industry standards.
What we need: We need employer contributions to be brought in line with peer institutions in the higher education sector. Faculty should not be burdened with disproportionately high premiums to access basic health coverage. Affordable health insurance is a basic requirement.
Why it matters: Faculty should not have to choose between healthcare and take-home pay. Strong benefits support recruitment, retention, and peace of mind.

 • Parental Leave
What we have: Faculty face limited time off for childbirth, adoption, or family bonding.
What we need: We need an expanded and inclusive parental leave policy that allows all new parents, regardless of gender or family structure, to take adequate time to care for and bond with their children. Paid family leave is a hallmark of forward-looking institutions.
Why it matters: A strong parental leave policy signals that Berklee values families, equity, and the long-term health of its faculty community.

 • Earned Sick Time
What we have: Faculty often fear taking sick time, and some substitutes go unpaid.
What we need: We need a clearly written, contractually enforceable policy that guarantees paid sick leave and compensates faculty who step in to substitute. No faculty member should be penalized for getting sick, and no substitute should be asked to work without pay.
Why it matters: A healthy campus starts with humane policies. This protects the well-being of everyone.

• Faculty Office Space
What we have: Hundreds of faculty members lack space to meet with students or prepare for class.
What we need: We need dedicated, professional workspace for all faculty, including confidential meeting spaces and basic amenities like desks and rest areas. These spaces are critical for student advising, preparation, and collaboration.
Why it matters: Students benefit when their instructors are accessible and supported. Physical space is a cornerstone of student-faculty engagement.

• Workload
What we have: Full-time faculty are overextended, and many part-time faculty are juggling multiple jobs.
What we need: We need to adjust workloads to align with national benchmarks, ensuring faculty have time to advise, mentor, create, and reflect. Sustainable workloads protect faculty from burnout and preserve the quality of instruction and attention students receive.
Why it matters: Students come to Berklee for mentorship and artistic guidance. That’s only possible when faculty have the time to teach.