Area Report for Board of Trustees

Goal 4: CULTURE & CAPACITY: Promote a campus culture which fosters equity and inclusivity supporting employee growth and development, and institutional capacity for transformation.

Become an anti-racist college through intentional development of employees, facilities, and systems that support student success and close equity gaps

We want to provide a brief update on the status of our ongoing compensation study.

We have made great progress toward creating a career framework that includes clear definitions to guide employee categorization across the institution. This framework is intended to ensure consistency and transparency in compensation for exempt positions at Highline going forward.

Our compensation expert has completed an analysis and provided us with both a general pay range and a pay range specific to Highline. They are currently meeting with divisional leaders to review this information and are working collaboratively with those leaders to finalize both the career framework and the compensation data gathered.

We are expecting to complete this project before the May 2026 meeting. Further updates will be communicated as we progress. 

We are also preparing ourselves for interest-based bargaining training as we move forward with our local bargaining with WPEA. This bargaining training will be provided by PERC. We are optimistic that these bargaining sessions will improve collaboration and communication amongst leadership and WPEA members. The bargaining is set to begin in May.

Report submitted by Vice President of Human Resources, Melanie Lawson