Impasse Presentation - PowerPoint Presentation

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Impasse PresentationBefore Tom Young, Special MagistrateSumi Helal, Professor of Computer & Information Science & EngineeringUFF-UF Chief Negotiator andCandi Churchill, UFF Service Unit DirectorJohn Biro, Professor of Philosophy, bargaining team member and former UFF-UF PresidentAgnes Leslie, Senior Lecturer in the Center for African Studies, bargaining team member Raúl Sánchez, Associate Professor of English, bargaining team member & Susan Hegeman, Professor of English, UFF-UF President For more information, UFF can be reached at:bargaining@uff-uf.orgtel 352.519.4130 www.uff-uf.org Nov 18, 2015Slide2

Issues at Impasse Effective Date Promotion IncreasesGeneral Salary IncreasesSalary Increases for P.K. Yonge FacultyStarting Salary Slide3

Issue 1: Arbitrary Effective DateSince 2010 (date of first local CBA) salary increases have been effective at beginning of a faculty member’s annual appointment.Article 24.2 of 2013-16 CBA: All salary increases and adjustments referenced in this Article shall become effective retroactive to the beginning of the faculty member’s annual appointment, unless otherwise specified below.12-month employees’ appointments begin July 1; 10-month employees appointments begin August 10; 9-month employees’ appointments begin August 16.Only one exception has been made since 2010: in 2013, both parties agreed to hold raises until October 1, to coincide with dispersal of monies for a State-mandated (non-BOT) raise.BOT has insisted on an exception, showed no movement, and refused to negotiate their position that 2015 raises begin January 1, 2016.Slide4

Issue 1: Arbitrary Effective DateA January 1, 2016 effective date will devalue the net 2015-2016 raises by up to 50%.Despite repeated requests, no reasons were provided by the BOT as to the choice of this delayed effective date.Unit Base Salary: $146,609,894UF proposal (2.5%) Total cost of 2015-2016 raises if effective mid-Aug 2015*$3,665,247Total cost of 2015-2016 raises if effective Jan 1, 2016*$1,832,623Difference (raise money taken away from faculty)$1,832,624* Assuming 9-month employees -- the majority of the faculty.Effectively only a 1.25% raise for 2015-2016.Slide5

Issue 2: Low Promotion IncreasesUF promotion raises are among the lowest in the State University System.Promotions are awarded after rigorous peer review process. Raises awarded upon promotion are therefore merit increases.Promotion increase proposals have been rejected by the BOT without explanation for at least two rounds of negotiations.The BOT also claims that promotion increases are not a legitimate subject of bargaining in the currently open salary article.Slide6

Issue 2: Low Promotion IncreasesUFFSUUNFUSFFIUUWFFGCUFAUUCFFull Professor9%15%12.5%9% + $700012%13%12%12%9%Associate Professor9%12.%12.5%9% + $500010%9%9%9%9%NTT (non-tenure-track9% for NTT9% for PKY12.5% 1st promotion15%2nd promotion12.5% 1st promotion12.5% 2nd promotion6%10%

1st promotion

12% 2nd Promotion9%9% 1

st promotion12% 2nd promotion9% 1

st promotion

12% 2nd

promotion9%Slide7

Issue 3: Non-Competitive SalariesQuestionable Salary Rates and ProceduresSlide8

Issue 3: Salary No Cost of Living AdjustmentsThe need for cost-of-living adjustments has been ignored by the UF-BOT for over 5 years. Except for a 2013 increase--provided by the state, not by UF--nothing has been done to help faculty cope with a 5-year cumulative inflation of 9% in the State of Florida (worse, when you factor in the 3% state-mandated employee retirement contribution). This while raises for administrators have far exceeded the inflation rate. Slide9

Faculty Cost-of-Living Raises Compared to Inflation RateInflation Percent Change: Figures taken from Table A, South Region CPI-U, all items 12-month changes for October 2011 (3.7%), 2012 (2.1%), 2013 (1.3%), and 2014 (1.6%) (US Bureau of Labor Statistics, South Region). Increases compounded to show cumulative effects. Faculty Salary Percent Change: Figures from salary agreements 2011-2014. No cost of living increases given, except for 2013, when the state allocated $1000/$1400 across-the-board increases (average: 1.75%). Increases compounded to show cumulative effects.Slide10

Inflation Rate as Compared with Raises: Upper AdministratorsUpper Administration Salary Percent Change: 20 upper administrators from all colleges and schools across the university, ranked Associate Dean to Provost, were selected based on their having remained in their position at UF during the period 2010-2014. The selection is comprised of 11 Associate Deans, 4 Deans, 1 Dean and ASO VP, 2 ASO Provost, 1 Sr. VP, and 1 Provost and Sr. VP. Units represented are: Arts (2), Business (3), CLAS (2), COE (1), DCP (2), Engineering (2), Grad School (1), Health Affairs (1), HHP (1), Medicine (2), Provost (3). Their salaries were identified using public records available through the UF Office of Institutional Planning and Research. If they received salary under multiple appointments, those salaries were added together to account for 1.0 FTE salary. The percent change in salary per year was calculated, as well as the percent change from 2010-2014. These figures include the state-allocated $1000/$1400 across the board increases. Increases compounded to show cumulative effects. Slide11

Issue 3: Salary Unenforced Merit Raise ProceduresUFF-UF encourages a balanced mix of merit and Cost-of-Living adjustment raise. UFF-UF is opposed to so-called Merit Raises that lack the required process as per Article 24. UFF-UF requested that the BOT ensure that merit raise distribution procedures are in place as required by the CBA.The UFBOT ignored UFF-UF’s requests to work together in good faith to resolve these matters.ExhibitSlide12

Merit Pay Procedures as Agreed to in the 2013-16 CBAMerit pay criteria must be established in the unit Bylaws, approved by a secret faculty vote. 9.2 Development and Approval of Bylaws (c) Faculty Proposal. The faculty members in each unit, in conjunction with the chair, shall develop and maintain bylaws. Provisions in the bylaws relating to tenure, promotion, merit salary increases, market equity salary increases, and performance evaluations must be approved in a secret-ballot vote by a majority of all affected faculty in the relevant unit who are eligible to vote on the matter under consideration. The proposed bylaws shall be forwarded for approval to the dean. If the chair and the other faculty are unable to reach agreement on an issue, both the chair’s proposal on that issue and the proposal approved by a majority of the faculty shall be submitted to the dean. 24.4 (g)(3) Qualifying Criteria for Merit Increases. Merit increases must be determined using existing criteria which have been established by the faculty, chair, and dean of each unit, consistent with the terms and provisions of this Agreement. The Chair or Director must consult with a faculty committee on merit pay decisions.24.4 (g)(3) (a) Merit salary increases shall be distributed to faculty members who qualify under the unit’s criteria. In determining who receives a merit increase, the chair or equivalent supervisor shall consult with the unit’s committee responsible for merit pay considerations. Tenure-track and non-tenure track faculty must be eligible under the merit pay criteria. 18.6 (a)1 & 18.6 (a)2Slide13

Unit Compliance with CBA-mandated Merit Pay ProceduresSource: Information supplied by UF as a grievance resolution along with research by UFF through individual unit administrators (Fall 2015)35%65%$1,795,230 of “merit” raise funds were distributed to 503 faculty in 18 non-compliant departments in 2014-15.ExhibitSlide14

Comparison of SUS SalariesUniversityCarnegie ClassificationProfessorsASO ProfASST ProfInstructors/ LecturersUFRU/VH$126,072 $84,969 $78,237 $59,202 USF Main CampusRU/VH$108,522 $78,525 $65,826 $47,439 UCFRU/VH$119,223

$81,918 $69,741

$54,432 FSURU/VH

$112,329 $79,281 $81,495

$36,900

FIU

RU/H$119,898

$89,955

$80,901 $75,825

FAU

RU/H

$97,218

$71,100

$68,661

$48,159

UWF

DRU

$93,078

$67,086

$63,675

$47,331

FAMU

DRU

$89,685

$74,763

$59,364

$54,144

FGCU

Masters L

$97,335

$71,379

$62,964

$46,764

UNF

Masters L

$94,365

$69,192

$60,660

$46,485

USF St. Petersburg

Masters M

$121,194

$79,605

$59,958

$57,159

USF Sarasota

/ Manatee

Masters M$116,955 $85,428 $70,335 $51,795

KEY:

RU

/VH=Research University, Very High Research Output; RU/H=Research University High Output; DRU=Doctoral Research University; Masters L=Large MA University; Masters M=Medium MA University

Source: 2013-14 AAUP Faculty Salary Survey

Chronicle of higher Education

, April 7, 2014. Slide15

UF Salaries Compared with Other State UniversitiesIn-state comparisons are misleading.UF competes nationally—even globally—not locally or regionally. The Florida Legislature and UF are committed to UF’s achieving “top ten” status among all public universities in the nation.We’re taking what we’re great at and making it world-class. We’re extending the reach of our efforts, so we can help even more people in even more places. And by transforming the state’s flagship university into a truly global university, we’re showing the world that the Gator Good is the greater good. http://ufpreeminence.org/UF is the only university in Florida that belongs to the prestigious, 62-member Association of American Universities (AAU).

Even within the SUS, salaries are higher at other Florida universities at ranks below professor.Slide16

Issue 3: SalaryFaculty Salaries Lag Behind Peer Institutions** “Peers” as designated by the Office of Institutional Planning and Research, University of Florida: http://ir.aa.ufl.edu University of California, BerkeleyUniversity of Illinois, Urbana-ChampaignIndiana University, BloomingtonUniversity of Michigan, Ann ArborUniversity of North Carolina, Chapel HillOhio State University, ColumbusPennsylvania State UniversityTexas A & M UniversityUniversity of Texas, AustinUniversity of Wisconsin, MadisonSlide17

Full ProfessorsInstitutionAverage salary, 2014U California, Berkeley165,400U Michigan, Ann Arbor156,900UNC, Chapel Hill146,700U Texas, Austin145,400U Illinois, Urbana-Champaign145,000Pennsylvania State U140,600 Ohio State U139,200Indiana U, Bloomington132,600U Florida128,300Texas A & M 128,200U Wisconsin, Madison123,500Source: 2013-14 AAUP Faculty Salary Survey Chronicle of Higher Education, April 7, 2014. http://chronicle.com/article/2013-14-AAUP-Faculty-Salary/145679/#id=table Slide18

Associate ProfessorsInstitutionAverage salary, 2014U California, Berkeley110,200U Michigan, Ann Arbor103,900UNC, Chapel Hill98,100Pennsylvania State U96,900 U Illinois, Urbana-Champaign96,200U Texas, Austin94,400Ohio State U94,100U Wisconsin, Madison93,300Indiana U, Bloomington90,700Texas A & M 88,100U Florida85,100Source: 2013-14 AAUP Faculty Salary Survey Chronicle of Higher Education, April 7, 2014. http://chronicle.com/article/2013-14-AAUP-Faculty-Salary/145679/#id=table

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Assistant ProfessorsInstitutionAverage salary, 2014U California, Berkeley99,200U Illinois, Urbana-Champaign90,200U Michigan, Ann Arbor89,600U Texas, Austin88,500Pennsylvania State U85,000Ohio State U84,800Indiana U, Bloomington83,000U Wisconsin, Madison81,600UNC, Chapel Hill

81,100Texas A & M 80,400

U Florida

76,200Source: 2013-14 AAUP Faculty Salary Survey Chronicle of higher Education, April 7, 2014. http://chronicle.com/article/2013-14-AAUP-Faculty-Salary/145679/#id=table

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UF Cost of Living Compared to Peers $78,200 in Gainesville is equivalent to at109,170U. California, Berkeley 83,9155U. Wisconsin, Madison80,523U. Michigan, Ann Arbor80,368Pennsylvania State U.78,200U. Florida

77,271Texas

A and M U.74,251

U. Illinois, Urbana-Champagne

72,083

U.

Texas,

Austin

71,232

U. North Carolina

69,606

Indiana U., Bloomington

68,135

Ohio State U.

Source:

Cost of Living Calculator,

https

://

www.nerdwallet.com

. Accessed 11/11/15Slide21

Peers Ranked by Cost of Living with Salary Comparisons $78,200 =Assistant*Associate*Full*U. Ca. Berkeley 109,17097,600108,300162,500U. Wisconsin83,915577,30084,600113,300

U. Michigan

80,52387,900

102,500154,700

Penn

State U.

80,368

70,900

92,000

138,200

U.

Florida

78,200

78,200

85,000

125,900

Texas

A and M

77,271

76,200

87,600

129,300

UIUC

74,251

86,700

95,000

140,700

U.

Texas

72,083

88,100

92,900

137,900

UNC

71,232

82,800

95,400

143,700

Indiana U.

69,606

79,000

90,900

132,200

Ohio State U.

68,135

78,200

87,700

129,400

Figures marked in green are salaries that are HIGHER than UF’s at rank, even where cost of living is LOWER than UF’s.Slide22

Officially-Announced BOT PositionOur highest priority is securing the funds for raises for our excellent faculty and staff.This is important in part to make up lost ground in rewarding employees for their performance – performance that remained at a high level during the prolonged economic downturn despite years without raises and added workloads due to attrition and hiring freezes.Boosting our employee compensation will also help ensure that we pay salaries that are more competitive with our peer universities nationally. This is key as we emphasize attracting accomplished faculty as part of our Preeminence Plan to rise among the nation's top public universities.  President Bernie Machen, March 18, 2014, http://info.uff.ufl.edu/UFAA/President/GatorsForHigherEd_20140317.htm Slide23

Officially-Announced BOT PositionWe also appreciate that competitive salaries and support are critical in attracting and retaining the world’s best faculty and graduate students.  We are committed to achieving employee compensation and graduate student stipends that match our peers. President Kent Fuchs, “An Opportunity to Lead,” State of the University Address to the Faculty Senate, Sept. 24, 2015Slide24

Actual BOT Position on Salary IssuesBOT refuses to:provide cost-of-living adjustment increases for faculty, despite inflation limit merit raises to those units with established merit criteria and procedures as required by Article 24 act on the fact that UF faculty salaries are in general trailing peer institutions (according to the BOT’s own list) consider the ill effects of salary compression and inversion on retention and faculty morale Slide25

Faculty Morale is LowUnable to judgeStrongly DisagreeSomewhat DisagreeNeutralSomewhat AgreeStrongly AgreeTotal responses1.60%31.67%16.90%15.48%22.78%11.57%562Question 17 from the 2015 UFF-UF Faculty Climate Survey:The administration gives clear indication that it values my success and respects my work:49% strongly or somewhat disagreeSlide26

Faculty Morale is LowUnable to judgeStrongly DisagreeSomewhat DisagreeNeutralSomewhat AgreeStrongly AgreeTotal responses1.60%9.61%9.96%17.08%21.88%39.86%562Question 19 from the 2015 UFF-UF Faculty Climate Survey:I would leave UF if I were offered a comparable job elsewhere and personal factors did not keep me here:62% strongly or somewhat agreeSlide27

UF’s Ability to PaySlide28

2013-2014: UF’s Ability to PayPresident Bernie Machen2013-2014 Annual Financial Report, University of Florida, p. 4 (http://www.fa.ufl.edu/wp-content/uploads/AFR/UF_AFR_2014_indexed_4.pdf)ExhibitSlide29

2013-2014: UF’s Ability to PayVice President & Chief Financial Officer2013-2014 Annual Financial Report, University of Florida, p. 4 (http://www.fa.ufl.edu/wp-content/uploads/AFR/UF_AFR_2014_indexed_4.pdf)ExhibitFrom MANAGEMENT’S DISCUSSION AND ANALYSIS:Page 12The University’s assets totaled $3.2 billion at June 30, 2014. This balance reflects a $201.5 million, or 6.6%, increase from the 2012-13 fiscal year. Page 17[The State of Florida’s]…favorable economic outlooks are echoed in the State budget for the coming fiscal year which includes more than $100 million in new funding for the University of Florida. This reflects an extraordinary level of support from the Legislature and the Governor for the University of Florida and the goal to become one of the nation’s top ten public research universities. The budget for the 2014-15 fiscal year includes an

additional $25.9 million in recurring dollars for meeting the performance metrics developed by the Board of Governors. An

additional $5 million was added to the preeminence initiative, bringing the total to $20 million per year. Slide30

2003-2014: UF’s Growing Ability to PayTotal Reporting Entity: University, Direct Support Organizations, Health Science Center Affiliates, Shands Hospital & OthersSource: Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htmExhibitSlide31

2003-2014: UF’s Growing Ability to PayReporting Entity: UniversitySource: Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htmSlide32

Ability to Pay: Unrestricted Net AssetsSlide33

2015: UF’s Continued Ability to PayPresident Kent Fuchs Our financials are solid.  Legislative leaders this spring provided UF with a new  $19 million for meeting performance goals, allowing us to invest in our people, including $1 million in raising the minimum wage from $10 to $12 per hour. The state added a new $5 million in preeminence dollars, enabling us to add new faculty to our recent hires across campus.Faculty set a research funding record of $707 million this past year.Alumni and friends for the first time gave over $300 million, for a new record of $315 million in gifts and commitments. -- President Kent Fuchs, “An Opportunity to Lead,” State of the University Address to the Faculty Senate, Sept. 24, 2015Slide34

UF’s Ability to Pay Continues to Grow From the UF 2014-15 Financial Report received Monday Nov 16th:Referring to the chart titled “Statement of Revenues, Expenses and Changes in Net Position,” one sees an increase in Net Position of $261,988,000 for fiscal year 2014-2015, much larger than the increase for 2013-2014 of $119,831,000 or any other year dating back to 2002-2003. “The modest economic conditions are reflected in the State budget for the coming fiscal year which increased overall by $37.7 million. The budget for the 2015-2016 fiscal year includes $39.8 in performance funding allocation and a reduction of $7.1 million in other non-recurring items. An additional $5 million was added to the preeminence initiative enabling the University to add new faculty.” (page 8)UFF-UF’s proposed raise rate of 5.25% amounts to 20.4% of the $37.7 million overall budget increase, while the BOT’s proposed rate of 2.5% amounts to 9.7% of the overall budget increase. BOT is equally able to allocate 20.4% or 9.7% of additional money for raises, if faculty salaries are truly a priority as current and former UF presidents claim. ExhibitSlide35

2015: UF’s Continued Ability to PayUnrestricted Net AssetsFlorida Statutes Section 1011.40(2) requires that: If at any time the unencumbered balance in the education and general fund of the university board of trustees approved operating budget goes below 5 percent, the president shall provide written notification to the Board of Governors.The 5% threshold for UF’s “unencumbered balance” (unrestricted net assets) would be an ending fund balance of $34.7 million.Yet the 2015 unrestricted net assets (reserves or fund balance) is $1,474,510,000 ($1.5 billion) including all reporting entities.The 2015 unrestricted net assets for the “University” entity is $112 million.In total 2015-16 UF operating budget, UF has an ending fund balance of 29.2% of total revenues.Sources: September 2-3, 2015 Board of Governors Meeting 2015 UF Financial StatementCalculations by UFF’sSlide36

UFF’s Position is in the Public InterestSlide37

UFF’s Position is in the Public InterestUF’s mission is to offer the best possible training for the children of Florida’s citizens and those who will make Florida their home. Attracting, developing, and retaining the best possible faculty serves this mission and the public good.Slide38

UFF’s Position is in the Public InterestBecause UF is a public institution, it should conduct its negotiations in an open and transparent manner. A large portion of UF’s assets, which number in the billions of dollars, come from public funds. We have asked the BOT for clear reasons why it will not address UF’s finances as they relate to faculty salaries, but they have refused. Slide39

Proposed SettlementEffective DateAll salary raises and promotional increases are effective beginning of faculty members’ annual appointment.Promotion IncreasesUpon promotion, faculty at all ranks (incl. NTT and P.K. Yonge) shall receive a salary increase of 15% of their base salary.

Cost of Living

Adjustment

2.75% cost-of-living adjustment.

Merit Raise

2.5%

raise pool to units that comply with merit procedures in the CBA

. Monies distributed to non-complying units on an across-the-board basis.

P.K.

Yonge

Salary Increases

5.25%

of PKY salary

b

ase paid across-the-board (incl. annual performance adjustment as per Appendix E).

Starting Salary

Contributions to further compression or inversion by new hires shall be matched by contributions to unit-specific compression-equity-fund.

Remove Waivers:

24.5

Administrative

Discretionary Salary Adjustments

.

24.11

Grievability

.

Exhibit