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There are TWO pots of funding for raises in 2010-11. One is explicitly called "merit" and is formulaic, determined by the last completed annual review. Chairs have input on that in the regular annual-review cycle.
Then there is the authorization for the administration to use discretion in salary adjustments. The bargaining team does not call this merit, and it is not called "merit" in the collective bargaining agreement, though we hope that the distribution is meritorious. Discretion means that the administration has complete control over use. The central administration can ask chairs for feedback, suggestions, etc., and we hope they do. But it's in the hands of upper-level administrators how to use discretionary authority. -
Check your GEMS job code. If your job title in GEMS is instructor and you are not in the College of Medicine, you should have received notice of eligibility with 14 years of service.
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At least 3.0, not over, and weighted by assignment percentages. Yes, it will be weighted. If there are three eligible faculty in a department with evils of 3, 3, and 4 (simplified for calculation), there are a total of 10 "points" and the department merit pot is split 30%, 30%, and 40%.
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One benefit is a promotion raise that is larger than the largest annual raises most instructors receive.
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The process for promotion review depends on the area of USF. Guidelines have been voted on by the faculty senates (or equivalent) in both Tampa-Academic Affairs and St. Pete, and in general we expect that for the first year or two, tenured and tenure-track faculty and department chairs will conduct the first level of review before it heads to the college.
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The administration wanted to manage the costs of instructor promotion, and since the alternative was to have a very low proportion of promotion applications approved, the UFF agreed to a phase-in.
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The CBA gives broad discretion to the university to make assignments, and neither the current nor UFF-proposed language in 9.8 would prevent compressed workweeks for professional employees with largely scheduled work hours.
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Sherman Dorn: I suspect that the potential consequences of the proposed language were not evident to the BOT.
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We have suggested that USF make arrangements for the lump-sum payment be in 2011. That is automatic for those leaving USF at the end of fall 2010 (when the 30-day-after payout will be in 2011). We do not know if USF will be able to find an escrow agent to delay payment to individuals who leave at the end of spring or summer terms.
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The rationale the administration uses (and remember that this is the administration's program and program structure) is that the payout is 12 months of employment, annualized from a 9-month equivalent (which is the 9-month salary for 9-month employees or 81.8% of the 12-month salary for 12 month employees). There probably would be no way to structure a payout that one or another individual would not see as inequitable; someone who thinks that the program does not meet their needs should not put in for it.
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Salary would be "annualized" -- converted to a 12-month equivalent. 9 month faculty would receive 133% of salary plus $5000. 12-month faculty would receive 109% (81.8% times 133%--the first converts the 12-month back to the 9-month by the contract conversion formula) plus $5000.
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Salary would be "annualized" -- converted to a 12-month equivalent. 9 month faculty would receive 133% of salary plus $5000. 12-month faculty would receive 109% (81.8% times 133%--the first converts the 12-month back to the 9-month by the contract conversion formula) plus $5000.
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We suspect the answer is no, but we have asked the administration for confirmation.
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We suspect the answer is no, but we have asked the administration for confirmation.
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Eligible employees will be receiving all the official information very shortly after ratification is completed, if the Memorandum of Understanding is ratified. If you receive the packet, with an application, you'll have it for a few weeks before a very short time window in which to submit it (a few business days). We have heard that submissions will be accepted either in person or electronically.
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What the administration has talked about are the end of spring, summer, or fall 2010. It's the specific dates that aren't yet set by the admin, but it'll be in May, early August, or late December. The individual faculty member or professional employee in the faculty salary plan would choose among those options.
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The draft program guidelines gives the university the right to defer retirement/separation in the program for up to a year, and the university would probably stagger retirements in such a situation to enable a smoother transition.
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The Memorandum of Understanding gives discretion to the university over this type of detail, and the central USF administration decided that each unit with a separate line in the state budget would make its own choices about participating at all and setting aside money.
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The draft policy makes clear that on each participating campus, it will be the timestamp of application submission that divides those accepting the package from those who are not accepted.
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United Faculty of...’s Bio
Faculty union at the University of South Florida
