On Friday, Oct. 3, Temple University provided the Temple Association of University Professionals (TAUP) with a comprehensive set of revised non-economic proposals.

The university’s proposals reflect the significant progress that has been made at the bargaining table in recent weeks, including the withdrawal of one of the university’s major proposals: to remove department chairs from the bargaining unit in recognition of their managerial responsibilities. Other major areas addressed include non-tenure track faculty classifications and promotion and tenure standards and procedures.

For non-tenure track faculty, the university’s proposal includes provisions designed to encourage multi-year appointments and provide clarification on procedures and criteria for reappointment. The proposal removes the five-year term limit on contracts, allowing for unlimited, multi-year contracts and provides for written explanations to faculty members who receive single-year appointments after seven years of service. Clarification is provided on procedures and criteria for the evaluation process and deadlines are included to ensure that evaluations are performed in a timely manner.

On promotion and tenure standards and procedures, the university proposes increased faculty review, opportunities for candidate communication to reviewing bodies and extensions of the tenure clock for those with work/life balance qualifying circumstances. In addition, the proposal would remove partial years from the tenure clock.

The university proposal removes students from the university tenure and promotion committee, as originally requested by the union, but requires departments to solicit student input through course evaluations and other methods. In addition, to help departments, schools and colleges stay competitive in recruiting new faculty, the university proposal affirms an expedited process for tenure on appointment.

Other improvements to the contract proposed by the university include:

• A minimum of two-month’s notice of non-renewal of contract for non-tenure track faculty employed for five continuous years or more.
• An increase in the available summer research awards from 35 to 50.
• An increase in summer research awards from $4,500 to $5,000.

The university has also proposed the creation of a fixed-term track for librarians. This would allow flexibility for librarians who do not wish to pursue research or other duties necessary for a regular appointment. The proposal would also give flexibility to the dean of University Libraries in creating specific promotion criteria, in consultation with the Academic Assembly of Librarians.

Finally, a new work-life benefit proposed by the university and developed in collaboration with the Faculty Senate will allow flexibility in work duties for tenured and tenure-track faculty members. Those who have a newly arrived child (through birth, adoption or foster placement) or an FMLA-qualifying event affecting their health or that of an immediate family member can receive relief from teaching duties and/or extensions of the tenure clock. The proposal is among the most generous of work-life policies at regional universities.

With the extensive time that has been spent on reviewing, discussing, modifying and responding to the union’s proposals, the university negotiating team disagrees with the public stance taken recently by the union.

According to Deborah Hartnett, vice president of human resources and a member of the negotiating team, the university has made significant movement on the union’s proposals and provided sound reasons for those they disagree with. Most recently, the university’s three negotiating team members who hold faculty rank have discussed the academic proposals directly with union leaders.

“We’re hopeful that we can continue to make good progress,” said Hartnett. “We want to provide a supportive environment for our faculty.”