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

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

3. 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 no later than 4:30 pm on Friday, May 25th.

4. 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)

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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…)

11. 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)

12. 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

13. Questions/discussion