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UNIT 18 FORUM

UNIT 18 FORUM. APRIL 23, 2008. AGENDA. Review basic elements of existing contract New Issues Salary Merit Guidelines Workload Layoff. BACKGROUND. June 2003, UC and AFT reached agreement on a labor contract that significantly changed lecturer’s terms and conditions of employment

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UNIT 18 FORUM

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  1. UNIT 18 FORUM APRIL 23, 2008

  2. AGENDA • Review basic elements of existing contract • New Issues • Salary • Merit Guidelines • Workload • Layoff

  3. BACKGROUND • June 2003, UC and AFT reached agreement on a labor contract that significantly changed lecturer’s terms and conditions of employment • Current contract is effective October 3, 2007 – July 21, 2010

  4. DEFINITIONS • NSF -- Non-Senate Faculty—Instructional faculty in the Unit 18 bargaining unit • Pre-Six--NSF who has fewer than 12 semesters of service credit in a department • POST-SIX--NSF who has gone through a 6th year review (Excellence Review) • CONTINUING--Appointment is continuous unless terminated through resignation, layoff, or dismissal

  5. DEFINITIONS • EXCELLENCE REVIEW— Review conducted during 6th year to determine if NSF should receive a continuing appointment • NEEDSASSESSMENT—Departmental assessment of continuing instructional staffing needs • SEMESTERCOUNT—Time accrued by an NSF in a department towards 6th year

  6. DEFINITIONS • BASE PERCENTAGE--Percentage appointment as initially set by the department in which NSF is appointed to a continuing appointment. • PERMANENTAUGMENTATION—Base percentage is increased on a permanent basis • TEMPORARYAUGMENTATION—Base percentage is increased on a temporary basis to meet a temporary instructional need.

  7. DEFINITIONS • LIMITED TIME APPOINTMENT—Appointment for a limited time based on programmatic or pedagogical needs • POST 6 YEARAVOIDANCE—Activity or policy whose sole purpose is to deny Pre-Six year NSF access to Continuing Appointment

  8. PRE-SIX • Appointment letters will include • Assessment Criteria • UC and AFT website addresses • Must conduct assessment prior to reappointment • Assessment must be based on criteria outlined in appointment letter

  9. PRE-SIX-SALARY • Upon reappointment to the fourth year, NSF receives a two-step salary increase if the NSF has not yet had a within-range increase in the preceding three years • Salary can be different by department

  10. SEMESTER COUNTS • Counts towards Continuing Appointment are by Department • NSF can be Continuing in one department and Pre-Six in another

  11. POST-SIX YEAR AVOIDANCE • UC will not engage in activities or establish practices or programs for the purpose of denying Pre-Six NSF access to Continuing Appointments • UC may choose not to reappoint a Pre-Six NSF based on considerations that include, but are not limited to: • Programs that have limited time positions • Need to infuse new perspective or pedagogy • Need to employ other academic appointees in order to accomplish the University’s academic goals

  12. NEEDS ASSESSMENT • Identify course offerings for next academic year (part of TAS process) • Identify instructors needed, including NSF • Determine if there are prior or ongoing commitments to Continuing NSFs OR if a Continuing NSF can be augmented • If need still exists, appoint Pre-Six NSFs

  13. INSTRUCTIONAL NEEDS ASSESSMENT (5TH YEAR) • During 5th year, determine if there is a need (2 years hence) for courses to be taught by NSF in area in which NSF has taught • The NSF is qualified to teach the courses • A Continuing Appointee is not already expected to teach the course(s). • If need exists, determine the percentage of possible continuing appointment • Make 6th year appointment percent based on the projected continuing need

  14. INSTRUCTIONAL NEEDS ASSESSMENT (5TH YEAR) • The assignment of the NSF to teach the course(s) conflicts with established departmental academic program requirements for intellectual diversity • Other courses in the area in which the NSF has taught are neither available nor taught during the initial appointment year

  15. EXCELLENCE REVIEW • Conducted during the 6th year • Unit head advises NSF of the review, in writing, including • Timetable • Process • Criteria • Documentation required

  16. EXCELLENCE REVIEW • Chair appoints departmental committee • Committee is at least two faculty and should, where possible, include an NSF • Service by NSF on committee is voluntary

  17. SAMPLE TIMETABLE Spring-5th yr Assess if Continuing Appointment is appropriate Notify NSF of assessment Mid-Fall-6th yr Provide NSF with letter which includes timetable, description of process, and review criteria Late Fall Appoint committee February 1 Deadline for submission to L&S Dean’s Office March 1 Deadline for submission to APO

  18. CONTINUING APPOINTMENT-SALARY • Performance must be reviewed every three years • If deemed “Excellent”, must provide at least a 2 step increase (~5%) • If not deemed “Excellent”, merit may not be approved—remediation required

  19. MERIT GUIDELINES • All candidates should prepare self-statement • Chair provides a detailed description of accomplishments in discipline/field and contributions to teaching excellence • Chair compares accomplishments to departmental expectations and norms • See handout

  20. FAIRNESS SAFEGUARD • New format (handout) • Structured as a form of checksheet to be completed as review progresses • Need to follow review procedures

  21. SALARY SCALE CHANGES • OCTOBER 1,2007 • 3% ADJUSTMENT • MINIMUM OF SCALE INCREASED • STANDARDIZED % INTERVAL BETWEEN STEPS • OCTOBER 1, 2008 • AT LEAST 3% ADJUSTMENT • OCTOBER 1, 2009 • AT LEAST 3% ADJUSTMENT

  22. ONE TIME SALARY ADJUSTMENTS • Article 21.D of MOU • For continuing NSF with 7 or more years of service in a Unit 18 title • Adjustments based on years of service and salary as of June 30, 2008 • Effective July 1, 2008 and 2009 • Notifications sent by APO in June • Implemented by department after July 1, 2008, merit increase (if any)

  23. WORKLOAD • Campus Instructional Workload policies (IWC) defining values and equivalencies • http://hrweb.berkeley.edu/labor/instrwrkld.htm • Changes in new contract • Elimination of reduction for second section of same course • List of duties for which equivalencies will be provided (handout)

  24. LAYOFF • Can refer to both a full separation and a reduction in time • Covers Continuing Appointees and Pre-Six Year NSF who are reduced during their appointments • Reasons for Layoff can include: • Lack of work • budgetary consideration • programmatic changes that result in a lack of NSF work

  25. LAYOFF • UC must look at alternatives before implementing layoffs • Order of Layoff is first by skills, knowledge and ability in the department, then by seniority

  26. LAYOFF • UC cannot reduce a Continuing Appointee’s % by assigning a course s/he has taught to a Pre-Six • A Continuing Appointee targeted for layoff may identify a Pre-Six or less senior individual s/he believes s/he is qualified to bump • UC determines whether Continuing Appointee’s qualifications are “substantially equal” to less senior NSF

  27. LAYOFF-PROCESS • Seniority is calculated by full-time equivalent months of service at 50% time or more in the department • Service is not counted when NSF is less than 50% • If Continuing Appointees are teaching the same courses/sections, Pre-Six must be laid-off first unless there is program justification

  28. LAYOFF-PROCESS • First step when considering layoffs (including Reduction in Time) is to separate Continuing Appointees from Pre-Six • Layoff Pre-Six where possible—based on special skills

  29. LAYOFF-PROCESS • If a layoff of a Continuing Appointee is being considered: • Look at the skills of the Continuing Appointee and the Pre-Six • If the Continuing Appointee can teach a course taught by a Pre-Six, layoff the Pre-Six • If 2 Continuing Appointees are under layoff review with similar skills, layoff least senior Continuing Appointee

  30. LAYOFF-NOTICE For total layoff or more than one course/semester • Pre-Six • <1 year service—30 days notice • 1-2 years service--60 days notice • 3 or more years service—90 days notice • Pay in lieu of notice can be provided • Continuing • 12 months notice

  31. LAYOFF-NOTICE • When a single course is cancelled due to lack of enrollment or a CA’s initial appointment % is reduced by a single course—30 days prior to first course meeting (where practicable) • Pay is to be provided in lieu of notice • Layoff-notice sent by same unit issuing appointment letter

  32. DEADLINES AND TIMELINESS • Appointment/Reappointment requests must be submitted to allow time for approval letters to be prepared • Reappointment letters to be issued prior to June 1, where practicable • Excellence reviews have the highest priority and MUST be fully completed by June 30 • PLEASE BE AWARE OF AND MEET PUBLISHED DEADLINES

  33. RESOURCES • Unit 18 Tool Kithttp://apo.chance.berkeley.edu/UNIT%2018%20tools.html • Unit 18 Contracthttp://atyourservice.ucop.edu/employees/policies_employee_labor_relations/collective_bargaining_units/nonsenateinstructional_nsi/agreement.html • Unit 18 Administration Manualhttp://atyourservice.ucop.edu/employees/policies_employee_labor_relations/collective_bargaining_units/nonsenateinstructional_nsi/mou/index.html • Berkeley Instructional Workloadhttp://hrweb.berkeley.edu/labor/instrwrkld.htm

  34. QUESTIONS?

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