Before Tom Young, Special Magistrate Sumi Helal, Professor of - PowerPoint PPT Presentation

Impasse Presenta,on Before Tom Young, Special Magistrate Sumi Helal, Professor of Computer & Informa6on Science & Engineering UFF-UF Chief Nego6ator and Candi Churchill, UFF Service Unit Director John Biro, Professor of Philosophy, bargaining team member and former UFF-UF President Agnes Leslie, Senior Lecturer in the Center for African Studies, bargaining team member Raúl Sánchez, Associate Professor of English, bargaining team member & Susan Hegeman, Professor of English, UFF-UF President For more informa6on, UFF can be reached at: bargaining@uff-uf.org tel 352.519.4130 www.uff-uf.org Nov 18, 2015

Issues at Impasse 1. Effec6ve Date 2. Promo6on Increases 3. General Salary Increases 4. Salary Increases for P.K. Yonge Faculty 5. Star6ng Salary

Issue 1: Arbitrary Effec6ve Date Since 2010 (date of first local CBA) salary increases have been effec6ve at beginning of a faculty member’s annual appointment. • Ar6cle 24.2 of 2013-16 CBA: All salary increases and adjustments referenced in this Ar3cle shall become effec3ve retroac3ve to the beginning of the faculty member’s annual appointment, unless otherwise specified below . • 12-month employees’ appointments begin July 1; 10-month employees appointments begin August 10; 9-month employees’ appointments begin August 16. • Only one excep6on has been made since 2010: in 2013, both par6es agreed to hold raises un6l October 1, to coincide with dispersal of monies for a State-mandated (non-BOT) raise. BOT has insisted on an excep,on, showed no movement, and refused to nego,ate their posi,on that 2015 raises begin January 1, 2016.

Issue 1: Arbitrary Effec6ve Date • A January 1, 2016 effec6ve date will devalue the net 2015-2016 raises by up to 50%. Effec6vely only Unit Base Salary: UF proposal (2.5%) $146,609,894 a 1.25% raise Total cost of 2015-2016 raises if $3,665,247 for 2015-2016. effec6ve mid-Aug 2015* Total cost of 2015-2016 raises if $1,832,623 effec6ve Jan 1, 2016* Difference (raise money taken $1,832,624 away from faculty) • Despite repeated requests, no reasons were provided by the BOT as to the choice of this delayed effec6ve date. * Assuming 9-month employees -- the majority of the faculty.

Issue 2: Low Promo6on Increases • UF promo6on raises are among the lowest in the State University System. • Promo6ons are awarded aler rigorous peer review process. Raises awarded upon promo6on are therefore merit increases. • Promo6on increase proposals have been rejected by the BOT without explana6on for at least two rounds of nego6a6ons. • The BOT also claims that promo6on increases are not a legi6mate subject of bargaining in the currently open salary ar6cle.

Issue 2: Low Promo6on Increases UF FSU UNF USF FIU UWF FGCU FAU UCF Full 9% 15% 12.5% 9% + 12% 13% 12% 12% 9% Professor $7000 Associate 9% 12.% 12.5% 9% + 10% 9% 9% 9% 9% Professor $5000 NTT (non- 9% for 12.5% 12.5% 6% 10% 9% 9% 9% 9% tenure-track NTT 1 st 1 st 1 st 1 st 1 st prom prom prom prom prom 9% for o6on o6on o6on o6on o6on PKY 15% 12.5% 12% 12% 12% 2 nd 2 nd 2 nd 2 nd 2 nd prom prom Prom prom prom o6on o6on o6on o6on o6on

Issue 3: Non-Compe66ve Salaries Ques6onable Salary Rates and Procedures Viola6ons of merit raise procedures One of the No infla6on & lowest salaries cost of living among adjustments na6onal peers Salary Issues

Issue 3: Salary No Cost of Living Adjustments • The need for cost-of-living adjustments has been ignored by the UF-BOT for over 5 years. – Except for a 2013 increase--provided by the state, not by UF--nothing has been done to help faculty cope with a 5-year cumula,ve infla,on of 9% in the State of Florida (worse, when you factor in the 3% state-mandated employee re6rement contribu6on). – This while raises for administrators have far exceeded the infla6on rate.

Faculty Cost-of-Living Raises Compared to Infla6on Rate 10 9 8 7 6 % infla6on 5 4 % across the board 3 2 1 0 2011 2012 2013 2014 Infla,on Percent Change : Figures taken from Table A, South Region CPI-U, all items 12-month changes for October 2011 (3.7%), 2012 (2.1%), 2013 (1.3%), and 2014 (1.6%) (US Bureau of Labor Sta6s6cs, South Region). Increases compounded to show cumula6ve effects. Faculty Salary Percent Change: Figures from salary agreements 2011-2014. No cost of living increases given, except for 2013, when the state allocated $1000/$1400 across-the-board increases ( average: 1.75% ). Increases compounded to show cumula6ve effects.

Infla6on Rate as Compared with Raises: Upper Administrators 16 14 12 10 % infla6on 8 6 % raise upper admin 4 2 0 2011 2012 2013 2014 Upper Administra,on Salary Percent Change: 20 upper administrators from all colleges and schools across the university, ranked Associate Dean to Provost, were selected based on their having remained in their posi6on at UF during the period 2010-2014. The selec6on is comprised of 11 Associate Deans, 4 Deans, 1 Dean and ASO VP, 2 ASO Provost, 1 Sr. VP, and 1 Provost and Sr. VP. Units represented are: Arts (2), Business (3), CLAS (2), COE (1), DCP (2), Engineering (2), Grad School (1), Health Affairs (1), HHP (1), Medicine (2), Provost (3). Their salaries were iden6fied using public records available through the UF Office of Ins6tu6onal Planning and Research. If they received salary under mul6ple appointments, those salaries were added together to account for 1.0 FTE salary. The percent change in salary per year was calculated, as well as the percent change from 2010-2014. These figures include the state-allocated $1000/$1400 across the board increases. Increases compounded to show cumula6ve effects.

Issue 3: Salary Unenforced Merit Raise Procedures Exhibit • UFF-UF encourages a balanced mix of merit and Cost-of-Living adjustment raise. • UFF-UF is opposed to so-called Merit Raises that lack the required process as per Ar6cle 24. • UFF-UF requested that the BOT ensure that merit raise distribu6on procedures are in place as required by the CBA. • The UFBOT ignored UFF-UF’s requests to work together in good faith to resolve these maters.

Merit Pay Procedures as Agreed to in the 2013-16 CBA Merit pay criteria must be established in the unit Bylaws, approved by a secret faculty vote. 9.2 Development and Approval of Bylaws (c) Faculty Proposal . The faculty members in each unit, in conjunc6on with the chair, shall develop and maintain bylaws. Provisions in the bylaws rela6ng to tenure, promo6on , merit salary increases , market equity salary increases, and performance evalua6ons must be approved in a secret-ballot vote by a majority of all affected faculty in the relevant unit who are eligible to vote on the mater under considera6on. The proposed bylaws shall be forwarded for approval to the dean. If the chair and the other faculty are unable to reach agreement on an issue, both the chair’s proposal on that issue and the proposal approved by a majority of the faculty shall be submited to the dean. 24.4 (g)(3) Qualifying Criteria for Merit Increases . Merit increases must be determined using exis,ng criteria which have been established by the faculty, chair, and dean of each unit, consistent with the terms and provisions of this Agreement. The Chair or Director must consult with a faculty commi]ee on merit pay decisions. 24.4 (g)(3) (a) Merit salary increases shall be distributed to faculty members who qualify under the unit’s criteria. In determining who receives a merit increase, the chair or equivalent supervisor shall consult with the unit’s commi]ee responsible for merit pay considera6ons. Tenure-track and non-tenure track faculty must be eligible under the merit pay criteria. 18.6 (a)1 & 18.6 (a)2

Unit Compliance with CBA-mandated Merit Pay Procedures Exhibit 35% compliant: 33 not compliant: 18 65% $1,795,230 of “merit” raise funds were distributed to 503 faculty in 18 non-compliant departments in 2014-15. Source: Informa6on supplied by UF as a grievance resolu6on along with research by UFF through individual unit administrators (Fall 2015)

Comparison of SUS Salaries Carnegie Instructors/ University Classifica6on Professors ASO Prof ASST Prof Lecturers UF RU/VH $126,072 $84,969 $78,237 $59,202 USF Main Campus RU/VH $108,522 $78,525 $65,826 $47,439 UCF RU/VH $119,223 $81,918 $69,741 $54,432 FSU RU/VH $112,329 $79,281 $81,495 $36,900 FIU RU/H $119,898 $89,955 $80,901 $75,825 FAU RU/H $97,218 $71,100 $68,661 $48,159 UWF DRU $93,078 $67,086 $63,675 $47,331 FAMU DRU $89,685 $74,763 $59,364 $54,144 FGCU Masters L $97,335 $71,379 $62,964 $46,764 UNF Masters L $94,365 $69,192 $60,660 $46,485 USF St. Petersburg Masters M $121,194 $79,605 $59,958 $57,159 USF Sarasota/ Manatee Masters M $116,955 $85,428 $70,335 $51,795 KEY: RU/VH=Research University, Very High Research Output; RU/H=Research University High Output; DRU=Doctoral Research University; Masters L=Large MA University; Masters M=Medium MA University Source: 2013-14 AAUP Faculty Salary Survey Chronicle of higher Educa3on , April 7, 2014.