• Two-year contract (7/1/17-6/31/19)
  • Compensation increase

o    1.5% retroactive to 7/1/17, 1.5% 7/1/18. Applies to Chair stipends, overloads and lecturer steps.

  • Salary Compression & Inversion

o   For 4 years, UMS shall set aside 1% of post tenure amount to minimize/correct salary compression and inversion. This agreement does not change the maximum 3.5% that UMS may use to augment the base 3.5%.

  • Salary Compression and Inversion:

UMS agrees it will seek to minimize or correct salary compression and inversion when applying post tenure increases to the extent possible and will conduct a review of salary compression during the term of this agreement. For a period of 4 post tenure cycles (4 years) UMS will set aside 1% of its 3.5% post tenure discretionary monies for minimizing or correcting salary compression and inversion. This 1% is to be calculated on an individual basis (e.g. 1% from the maximum 3.5% discretionary monies for that individual faculty member up for post tenure). UMS may award up to the full 3.5% for salary compression or inversion. Should UMS determine there is no salary compression or inversion the full 3.5% discretionary monies for the individual faculty member will be available for merit consideration stellar performance and /or equity consistent with the existing post tenure compensation program. The total for post tenure, including monies for compression or inversion issues, shall not exceed 7%. The application of the 1% and the outcome of any individual or group salary compression or inversion analysis shall not be grievable.

  • Early College Summary

1)    Faculty role in oversight includes

  1. Approval, supervision and oversight of cooperating teachers
  2. Course content and curricular matters
  3. Evaluation of cooperating teachers
  4. Assessment methodology for students (grading oversight/audits as needed)
  5. Site visits (mileage reimbursed)
  6. Discipline specific input and participation in professional dept
  7. Policy education of cooperating teachers

These may vary by campus/college/dept

2)    AFUM unit has first right of refusal of oversight assignments and AFUM unit members will supervise a non-unit faculty doing oversight

3)    Departments will recommend faculty for oversight positions (chief academic officer may modify for compelling reasons)

4)    Article 7 (adjunct approval process) will be used to vet cooperating teachers

5)    Review and selection of cooperating teachers should occur at the end of the semester preceding the semester when the EC course will be delivered.  Each department, division or other appropriate unit will develop process for review outside of that time frame. University will work with cooperating schools if out of schedule reviews become too frequent

6)    Faculty supervising EC courses shall receive a stipend of ½ credit hour at the minimum assistant overload rate per course

  1. Faculty should not be assigned more than 6 EC sections with a maximum of 30 students per section
  2. Course releases may be granted instead of stipend by mutual agreement.

 

7)    If the EC oversight becomes too burdensome, AFUM and UMS will negotiate over the impact

 

Early College (TA)

1)      The faculty role in the oversight of early college programs shall include, but is not limited to:

  • approval, supervision, and oversight of all co-operating teachers,
  • course content and curricular matters
  • evaluation of co-operating teachers,
  • assessment methodology for early college students, including necessary grading oversight/post audits
  • site visit(s) – mileage will be paid per the provisions of Article 23
  • discipline specific input into and participation in professional development to further enhance course content and delivery knowledge of co-operating teachers
  • education of co-operating teachers on program policies, procedures and any necessary oversight to check for compliance.

 

The degree to which any of these or other necessary responsibilities and oversight occur are largely dependent on the faculty department, division, or other appropriate academic unit and academic administration goals and objectives. As such these may necessarily vary by co- operating teacher and academic program.

AFUM unit faculty shall have the right of first refusal to early college assignments. AFUM unit faculty will supervise and provide oversight to any non-unit faculty providing early college supervision. Departments will recommend those faculty to be involved in early college and the number of supervisions. Such recommendations shall be provided to the chief administrative officer who may either approve or modify the recommendation for a compelling reason(s).

2)      Consistent with the need to have qualified and appropriately credentialed individuals teaching early college courses, the faculty, consisting of AFUM unit members, in the appropriate department, division, or other appropriate academic unit shall follow the provisions of Article 7 in the review and selection of EC co-operating instructors.

Typically, the review and selection of co-operating teachers will take place prior to the end of the UMS semester preceding the start of the UMS semester they are scheduled to teach (end of fall for spring, end of spring for fall). Each Department, Division, or other appropriate academic unit shall develop the process to be used in the event of a review outside of the typical timeframe.  Should review outside of the typical timeframe become more routine, the University will work with the cooperating school to reinforce the timely selection of co- operating teachers.

Faculty who perform supervision of EC course(s), excluding review and approval of co-operating instructors or participation in occasional education of co-operating teachers, shall be provided a stipend for such work. Typically faculty will not be assigned greater than 6 early college sections with a maximum of 30 students per section for supervision each year. Any assignment for early college work will be reviewed and approved by the appropriate campus academic administrator prior to performing any such duties. The minimum stipend shall be ½ credit hour at the assistant professor overload rate (currently $587) per EC course.  With mutual agreement of the faculty member and appropriate academic administrator course release may be granted instead of a stipend for early college program work.

UMS recognizes the potential workload impact in the appropriate academic unit in providing supervision to non-unit members engaged in early college oversight/supervision. If such workload becomes unreasonable UMS and AFUM will meet to negotiate over the impact.

  • Student Evaluation
  • Mutual interest to increase response rates
  • Improved language in confidentiality of materials:

Teaching Evaluation results are confidential until such time as they are officially placed in the personnel file. In no case shall any administrator or peer see any unattributed comments unless they have been placed in the personnel file and accessed appropriately.

Non-administrative staff responsible for organizing the results and breaking out of the signed and unsigned comments shall be trained on the confidential nature of the evaluations. These personnel shall not be students.

  • Student Evaluations only during the last two weeks of classes (except by agreement).
  • Evaluations not accepted after grades reported
  • New language: “Care should be used in evaluating teaching effectiveness utilizing these results when fewer than 10 students respond, or the response rate is less than 60% for an individual class”
  • UMS will develop training and/or resources regarding proper use and interpretation of student evaluation data.

 

  • Office Space and Equipment

UMS is agreeable to confirming availability of private space to hold confidential student meetings. Such space may need to be pre-scheduled to the extent there may be competing demands for the space. Those meetings which have an impact on students shall have scheduling priority.

UMS agrees that faculty shall be issued computing devices upon hire. UMS will provide a computing device for day-to-day faculty responsibilities, consistent with the faculty member’s discipline, job duties, and University mission. Any disputes over the contract provision related to computing devices shall be the subject of a meet and discuss between the parties and shall not be grievable.

  • Sabbaticals

UMS agrees to the preservation of existing sabbaticals at campuses that become a regional, branch or part of another campus.

  • Tuition Waiver

o   UMS agrees with AFUM’s proposal regarding tuition waiver benefits for dependents of deceased faculty members.

o   UMS agrees to remove the term pilot from the language re: non-matriculated students taking summer or winter term courses.

22 B 1 d. In the event of the retirement, retrenchment, or death of a unit member, his or her spouse or dependent children who are enrolled students or become enrolled students within 4 years of the event,and who are otherwise eligible for this waiver at the time of the retirement, retrenchment, or death shall maintain eligibility as long as they maintain continuous enrollment as matriculated students or until they complete the requirements for a degree.

22 B 3. There shall be a pilot program during the term of this agreement whereby nNon-matriculated dependents may take summer or winter term courses with a 50% tuition waiver. Eligibility is on a space available basis. Non-matriculated dependents need not be counted toward minimum enrollment requirements for a course to be offered and proceed as scheduled. This provision in no way alters any University requirements which may otherwise exist for non-matriculated students to be eligible for enrollment in courses.

 

  • Clinical Faculty (for nursing and other health related disciplines)
  • Number limited to 25% of tenure stream faculty.
  • All Lecturer provisions apply except:

o   Two 3% promotion opportunity. Promotion criteria to be developed using contract provisions.

o   Titles: Assistant Clinical Faculty, Associate Clinical Faculty, & Senior Clinical Faculty.

  • Voluntary Workload adjustment

The University and AFUM recognize the importance of encouraging and supporting faculty service and research along with meeting student needs during the academic year and the summer term and agree to a 4-year pilot program.

On a voluntary basis and with the approval of the department head and or Dean, a faculty member may be allowed to substitute a summer teaching assignment(s) for a fall or spring teaching obligation. Such adjustment will only apply to teaching workload and is not to be used in the event a regularly scheduled class is cancelled.

Application from faculty proposing to shift teaching workload will be submitted to unit member’s faculty peer committee in the appropriate department, division or other appropriate academic unit for recommendation prior to February 10 for shifting a class out of the following Fall and October 1 for classes shifting out of the following spring. Department, division or other appropriate academic unit’s recommendation will be provided to the appropriate academic administrator for review and action.

This exchange will be considered as in-load and will not be eligible for extra compensation.

If a summer course is scheduled based on mutual agreement but is subsequently cancelled for low enrollment, the University may reassign the faculty member to another, available course for which they are qualified to teach or alternate assignments during the same academic term so long as 2 weeks’ notice is provided.   Should such a reassignment not be available the faculty member will be considered as heaving met their obligation and there will be no carry over of this adjusted workload into the academic year or other summer sessions.

Such voluntary changes are understood to be in the best interests of the University and the faculty member, and therefore, annual record and merit and other evaluations will be adapted to take into account such flexible scheduling.

 

o    Article 19.6 Change compulsory leave to administrative leave.

If the chief administrative officer has a reasonable belief, based upon objective evidence, that a Unit member is unable to perform assigned duties due to a medical condition, the chief administrative officer may suspend the unit member with pay and require the unit member to submit to a medical examination by a physician chosen and paid by the University, or if the unit member desires, by a physician chosen and paid by the unit member who is acceptable to the University and who shall submit a report to the University. If the medical examination confirms that the unit member is unable to perform assigned duties, the chief administrative officer shall place the unit member on compulsory disability administrative leave at which time the unit member shall be notified in writing of the conditions under which the unit member may return to work.

  • The parties agree to meet and discuss Distance Education Compensation (through May) and a contract reopener (July 18) on this issue.