UPI Membership Negotiations: Tentative Agreement (TA) May 15th, 16th, and 17th, 2018

Goals for Today Voting Information Summary of the Tentative Agreement (TA) Discussion/Questions

Voting Information Wednesday, May 30th Voting across the day on both campuses Exact times and locations to be announced Online voting option will also be available to any members unable to vote in person. If you will be voting from off campus, send a request for online voting to Molly Homer (MK-Homer@wiu.edu) no later than 4:30 pm on Friday, May 25th.

Salary (Basic Increase/Decrease) FY 18 (current year): 3% deferral FY 19 3% deferred returns to base salary no furloughs for ASP’s FY 20 Basic decrease of 2% (minima reduced by 2%) Exempts those with an IER to retire no later than June 2020, signed by December 2018 Salary reopener (no triggers) FY 21 0%, unless changed by salary reopener during previous year (FY 20)

Minima Minima decrease by 2% in 3rd year (FY 20) and held frozen for 4th year (FY 21) For Unit B (ASP’s and Associate Faculty) all current minima lanes are retained For Unit A Minima lanes for Assistant, Associate, Associate (5), and Full are retained Beginning in FY 20, Full (5), Full (10), Full (15) are piloted for a merit system for 4 years (separate MOU) Next year (FY 19) minima will be paid out as scheduled

PAA Current PAA system is eliminated In Fall 18, new PAA’s will be paid PAA’s already earned remain out of base for calculating minima and merit increases

Merit System Pilot Applicants rated as “Satisfactory” or “Outstanding” in teaching/primary duties, scholarship, and service Ratings based on activities (not points) There is no “unsatisfactory” rating If on a PIP, faculty member is ineligible Increases earned as follows (Full 5 and 10): Lane 1 – Satisfactory in Teaching – 2% increase Lane 2 – Outstanding in Teaching – 2.5% increase Lane 3 – 1 Outstanding, 2 Satisfactory – 3% increase Lane 4 – 2 Outstanding, 1 Satisfactory – 4% increase Lane 5 – 3 Outstanding – 5% increase For Full (15), 2%, 3%, 4%, 5%, and 6% for Lanes 1 through 5 The Merit Form is a template that departments add to (subject to Provost approval), but the Provost may not remove activities from The Merit system may be modified, or discontinued, at the end of the pilot

Promotion Unit B Associate Faculty Unit A For next year (FY 19) paid out as scheduled Beginning FY 20, promotion increases to $150 per month per promotion New titles of Instructor, Associate Instr., Senior Instructor May promote after 7 years, then again 4 years later Current Unit B Assistant Professors retain title Promotion based on teaching only Unit A Beginning FY 20, promotion increases to $500 per month, per promotion

Other Compensation Articles Summer Compensation 85% of one month’s pay for first course Overload remains status quo ($1000 per ACE) Equality across units for department rotation (summer course offerings still determined by Admin) Summer compensation for activities other than course instruction remains status quo UPI assigned time remains status quo $500 per Thesis Chair; $750 per Dissertation Chair Paid parental leave expanded to 6 weeks

Other Non-Compensation Articles New Mini-Sabbatical Program Expands current grant writing program to 36 ACEs per year and to include different types of projects Eligible to Unit A Faculty who may apply every year Awards reduce teaching load by 1 or 2 courses per year Various minor language changes that help clarify and/or strengthen language for our members Who recommends in RTP, Faculty may request meeting with Provost if s/he denies a requested DC change, Written request for teaching assignments, Faculty comments regarding updated departmental documents will be written by a committee of faculty voted by faculty, etc…)

Other Non-Compensation Articles Joint UPI-Administration Committees (setting up the next contract) Salary equity committee ASP workload committee Committee assessing the merit system pilot UPI will provide guidelines to the Provost on publishing in open access journals UPI will provide guidelines to the Provost on predatory publishing UPI will provide guidelines for effective course evaluation procedures to Provost (if agreement, guidelines will be sent jointly)

Revisiting Concerns from the most recent On the Record Proposal The administration will not accept the same 2% permanent pay cut The 2% pay cut violates the deferral MOA PAA is rolled into base Duration is 5 years without a guaranteed cost of living increase 4 Unit A minima lanes are replaced with a merit system that is not a true pilot All Unit B minima lanes go from 3 year increments to 5 year increments for future members

Questions/discussion