2018 Negotiations
Following a series of group meetings, a faculty survey, and private input, it became clear that job security was a major concern for faculty. Consequently, the AAUP Executive Committee and Negotiators focused this year on elements of the Contract relating to aspects of faculty evaluation. This concluded with a complete rewrite of several sections in the Agreement (aka Contract) and Faculty Handbook, which provides specific procedures for annual evaluations, issuing continuing contract, and post-award performance reviews. Although it is not perfect, we feel it is a tremendous improvement over the previous process.
Highlights:
The changes are endorsed by the Negotiators and the Executive Committee.
Please see the proposed 2018-2019 Agreement (aka Contract) and 2018 -2019 Faculty Handbook below. The 2017-2018 Agreement (aka Contract) and 2017 -2018 Faculty Handbook are available under Documents to the left. The majority of the work was done in Article XVI of the Contract and pages 32 -- 39 of the Handbook. A complete list of administrative changes to the Handbook that were agreed to or rejected by AAUP is at the bottom of this page.
Highlights:
- It removes the Professional Excellences (and the current, cumbersome e-portfolio) from the faculty evaluation process (don’t worry, your hard work won’t go to waste).
- It assures that success rates are not the sole criterion by which faculty are held accountable -- and that success rates are weighted equally with respect to the other evaluation criteria.
- It eliminates the requirement of meeting or exceeding the departmental success rate average as a minimum standard for faculty performance, replacing it with one that considers course type, student demographics, subject area being taught, and –most importantly – the natural variance associated with success rates.
- It establishes 12 criteria by which faculty are evaluated (drawn from State Rule 6A-14.0411) for Annual Evaluations, awarding of Continuing Contract, and the PAPR.
- It specifies the minimum expectations faculty must meet in order to be successful on Annual Evaluations, awarding of Continuing Contract, and the PAPR.
- It establishes a workgroup of faculty (chosen by the AAUP), administrators (chosen by Administration), and the Director of Planning and Assessment to determine how the 12 criteria will be measured, whether proposed changes to assessments are reasonable, and provide recommendations to Cabinet.
- It secures a raise of 1% to the salary schedule, plus two (2) 1% bonuses payable in August and December.
The changes are endorsed by the Negotiators and the Executive Committee.
Please see the proposed 2018-2019 Agreement (aka Contract) and 2018 -2019 Faculty Handbook below. The 2017-2018 Agreement (aka Contract) and 2017 -2018 Faculty Handbook are available under Documents to the left. The majority of the work was done in Article XVI of the Contract and pages 32 -- 39 of the Handbook. A complete list of administrative changes to the Handbook that were agreed to or rejected by AAUP is at the bottom of this page.
