Temple University's bargaining team presented the following proposal to TAUP's bargaining team on Nov. 13, 2008. This economic proposal was offered in addition to the many non-economic items previously discussed.
Temple University Proposal to TAUP
Salary Increases and Benefits
November 13, 2008
A. Salary Minima
[No change – Temple hires faculty at rates based on market conditions for specific disciplines. In most cases the hire rates are above contractual minima.]
B. Additional Increases for Promotion
[Explanatory Note: This section has been moved to Article 21]
C. Minimum Summer Compensation:
Effective for the 2009 summer sessions – increase minimum from $1700 to $1800 per credit hour
Effective for the 2010 summer sessions – increase minimum to $1850 per credit hour
Effective for the 2011 summer sessions – increase minimum to $1900 per credit hour
[Explanatory Note: With each course customarily being 3-credit hours, the minimum pay for teaching one summer session course over a period of approximately six weeks will be $5700 by 2011.]
Pay of faculty for summer advising shall remain at .55% (fifty-five hundredths of one percent) of the annual salary for each day worked (based on the prior year annual salary as of June 30.)
D. Increased Compensation:
Nothing in the collective bargaining agreement shall preclude Temple from making additional compensation awards to members of the bargaining unit when Temple deems such additional awards to be in the best interest of the University; and such additional awards shall not be subject to grievance or arbitration.
Effective for the 2008-09 fiscal year: Temple shall provide $852,000 in additional increased compensation awards to faculty in the bargaining unit. The awards will be added to the base salary of the affected faculty members for FY 2008-09.
[Explanatory Note: Based upon a University-wide salary study, the University has proposed to provide increases to approximately 11% of the faculty in the TAUP bargaining unit.]
E. TAUP has requested that there be no increase to the $100,000 annual minima for increased compensation. Temple therefore withdraws its proposal to increase the annual minima to $150,000, but continues to reserve the right to make additional compensation awards to members of the bargaining unit when Temple deems such additional awards to be in the best interest of the University; and such additional compensation awards shall not be subject to grievance or arbitration.
F. Compensation for Overload Teaching
The rates for overload teaching in the 2004-08 contract shall be continued, but shall be salary minima. Deans shall have the discretion to pay at higher rates.
G. Outside Compensation for Non-Temple Work
[No change from the 2004-08 contract.]
Contract Across-the-Board Merit/Performance Pool Across-the-Board
Year Base Salary Increase Base Salary Increase Non-Base Bonus
1 2% 1% .75%
2 2% 1.25% .5%
3 2% 1.5% .25%
4 1.75% 2% 0
[No change in effective dates for increases from 2004-2008 contract]
[Explanatory Note: Total pool for base salary increases grow each year: 3.0%, 3.25%, 3.5% and 3.75%, respectively. Bargaining unit members who receive merit/performance increases equal to the merit/performance pool for that year will receive base increases of 3.0%, 3.25 %, and 3.75% respectively. Bargaining unit members whose performance exceeds average levels can expect to receive higher annual base increases each year.]
Years 1 and 2 - The University proposes to distribute the merit/performance pool by using the same merit system as followed during 2004-2008 contract years, except that, consistent with TAUP’s proposal, partial merit units may be distributed to a faculty member after the first merit unit to that faculty member. Merit units remain at $600 per unit.
Years 2, 3 and 4 - All continuing faculty members who submit an annual report by September 1 relating to their activities for the prior academic year will receive a .25% increase to the prior year’s base salary from the merit/performance pool. The balance of the merit/performance pool in each year will be distributed based upon application of merit/performance process in place for that year.
Years 3 and 4 - Except for the .25% increases awarded to base salary for submission of an annual report, performance-based increases will be made as a percentage increase to base salary in accordance with the following:
Performance Pay for Faculty
Fiscal Years 2010-2011 and 2011-2012
(Contract Years 3 and 4)
For the 2010-2011 and 2011-2012 fiscal years, the Promotion and Tenure criteria will be used to evaluate the performance of tenured and tenure-track faculty for performance pay purposes, and the non-tenure track promotion criteria will be used to evaluate the performance of non-tenure track faculty in fulfilling the responsibilities set forth in his/her appointment letter. All faculty who perform at a satisfactory or higher level and who submit an annual report for the prior academic year will be eligible for performance pay increases to base salary.
A. Review Process: Levels of review for performance-based pay shall include in consecutive order: the Department Chair; a College or School committee; the Dean; and the Office of the Provost. In his or her discretion, a Dean may have Department Chairs consult with a departmental faculty committee. Pay for performance for contract years 2010-11 and 2011-12 will be distributed as follows.
- Each school or college will establish a performance review committee consisting of at least 6 faculty members. Half of the members will be selected by the Dean and half of the members will be selected by the faculty of the school or college. Administrators are not eligible to serve on these committees.
- Each faculty member will submit an annual report to the Department Chair by September 1 detailing the faculty member’s activities and achievements from the previous year. Each faculty member who submits a report will receive .25% increase to base salary from the merit/performance pool. Faculty who fail to submit reports shall not be eligible for performance pay increases.
- The Department Chair will review each report and make a recommendation for performance pay for each continuing faculty member in the department. Departmental committees also will review the annual reports and make recommendations in those departments in which the Dean has established such committees. The annual reports will be forwarded to the school/college committee.
- The school/college committee will review the annual reports of each faculty member and make its own recommendation regarding each individual faculty member. The committee will forward its recommendations for performance-based increases for each faculty member to the Dean.
- The Dean will review each faculty member’s annual report and the recommendations of the committee and the Chair. The Dean will make his/her own recommendations, and forward them, along with the committee(s) and Chair recommendations, to the Provost.
- The Provost will review the recommendations, and the Provost or his/her designee will inform the Dean of the performance increases that will be awarded for that year. The Dean will communicate the final performance increases to base salary separately to each individual faculty member.
B. Annual Reports: For the 2009-2010, 2010-11 and 2011-2012 fiscal years (contract years 2 through 4), a faculty member who timely submits an annual report to his/her Department Chair, as set forth above, will receive a .25% performance increase to base salary from the merit/performance pool.
C. Merit/performance awards are not subject to grievance or arbitration.
D. Additional Increases for Promotions:
Any faculty member who is promoted in rank effective any July 1 shall receive a promotional increase, effective the following January 1, of seven percent (7%) of the promoted individual’s salary as of the preceding June 30.
In any year, the amount granted for promotions shall be reduced by the amount of the increase received the prior July 1 due to the application of salary minima.
Performance Pay for
Librarians and Academic Professionals
Fiscal Years 2010-2011 and 2011-2012
(Contract Years 3 and 4)
A. All librarians in the bargaining unit shall be eligible for consideration for performance-based awards. Performance-based awards shall be made based upon the individual librarian’s performance evaluated against the workload expectations, responsibilities and assignments of the individual for the academic year, including without limitation the performance of the duties and responsibilities set forth in Article 17 B of this agreement. Performance-based increases shall be made as a percentage of base salary applied to base.
B. The performance-based increases for librarians shall be made according to the following procedure:
- The commencement of the performance review process shall be announced by Temple to all librarians and their supervisors.
- Uniform written guidelines governing the performance review process and criteria for performance-based increases shall be distributed to all librarians and their supervisors each year.
- The Dean of University Libraries or his or her designee shall consult with a library-wide advisory committee consisting of no more than three (3) librarian members who shall be nominated by the Academic Assembly of Librarians and three (3) members who shall be appointed by the Dean or his or her designee. In his or her discretion, the Dean or his or her designee may consult with librarian supervisors or others. The Dean or his or her designee shall then determine the performance-based increase to which the librarian is entitled, and notify the librarian in writing of his or her determination.
- Performance-based increases are not subject to grievance or arbitration, but an individual librarian may appeal his or her performance-based increase to the Provost or the Provost’s designee, and the decision of the Provost or the Provost’s designee shall be final, non-appealable, non-greivable and non-arbitrable.
A. All academic professionals in the bargaining unit shall be eligible for consideration for performance-based increases to base salaries. Performance-based awards shall be made based upon the individual academic professional’s performance evaluated against his or her workload expectations, responsibilities and assignments for the academic year. Specifically, performance-based increases shall be given principally for (1) effectiveness of performance as an academic professional; (2) significant continuing professional growth as demonstrated by scholarly activities such as continuing education, participation in professional activities, contributions to the profession, and publication of reports, articles or to her works pertinent to employment as an academic professional; and (3) effectiveness of service to Temple. Performance-based increases shall be made as a percentage of base salary applied to base.
B. The performance-based increases for academic professionals shall be made according to the following procedure:
- The commencement of the performance review process shall be announced by Temple to all academic professionals and their supervisors
- Uniform written guidelines governing the performance review process and criteria for performance-based increases shall be distributed to all academic professionals and their supervisors each year.
- The dean, director or other senior supervisor shall review the performance report and such other information as he or she may determine in his or her discretion, and consult with the immediate supervisor of the academic professional and such other persons as the dean, director or other senior supervisor may determine in his or her discretion. The dean, director or senior supervisor shall then determine the performance-based increase to which the academic professional is entitled, and notify the academic professional in writing of his or her determination.
- Performance-based increased determined by the dean, director or other senior administrator are not subject to grievance or arbitration, but an individual academic professional may appeal his or her performance-based increase to the Provost or the Provost’s designee, and the decision of the Provost or the Provost’s designee shall be final, non-appealable, non-greivable and non-arbitrable.
A. Change employee prescriptions co-pay structure as follows:
Generic Drugs 10% of cost
Preferred Brands 20% of cost
Brands 30% of cost
B. No change to Co-premium percentages paid by bargaining unit members for health and prescription coverage during the life of this agreement.