Article 30. Salary. COLA,
Sept. 2005 and July/Sept. 2006* 2% + 2% +
* + *
4-yr. Performance/retention increases 2% + 2% + 2% +2%
Performance/retention:
1)
YR
1 Distribute as AP in-range/across the
board; plus equity pool
2)
YR
2 Distribute as AP in-range/Promotion/Perf
for Instructors/CUPA/YIR
* and March 2007 contract re-opener for COLA 2007,
2008
3)
YR 3
Distribute as AP in range/Performance for Group 1/[1.9%] non-reviewed Group 2
4) YR 4 Distribute as AP
in-range/Performance for Groups 1 & 2
The article will specify the full amount of the
performance award based on contract length
and type of position (e.g. annual 2%, biennial 4%
phased in over two years, etc.)
Article 31.
Insurance. Fully Paid health care.
Article 2. Definitions. Accept PSU
proposal for shift of working day definition here.
Article 3. Exchange of Information.
AAUP revision.
Article 13. Non-Discrimination. Accept addition of color, sex
and equal opportunity to AAUP’s proposal
Article 16. Rename as Post-tenure Peer Review, Performance
Increases and Career Support.
Add language to integrate option for
review for performance increases. Fund
$50,000.
Article 17. Academic Professionals. Add language to recognize the professional
value and
benefit to PSU of sabbaticals for Academic
Professionals with 6 years or more service and
for multi-year contracts. Define an option for flextime for over-time exempt APs who
travel on the job extensively and/or work evenings,
weekends.
Article 18. Fixed Term. 1) Revise and add language to introduce
Instructor II and Senior
Instructor II steps within instructional ranks,
third-year review for multi-year contracts,
sixth year review for two-year rolling contracts, and
the option for review for
performance beginning in the third year. Specify
developmental response if “is not currently
meeting”
performance criteria
2) Agree to begin implementation
of placement and review for progress/promotion at four Research positions, and
develop guidelines for optional review for performance increases.
3) Agree to a joint working-group under the auspices of
Center for Academic Excellence
to
study PSU’s fixed-term and tenure-line blend and circumstances under which a
Fixed-term instructor might have a presumption of continuing employment.
Article 19. Professional Development and Support.
1) Add language to Section 1 (a) stating that all
bargaining unit members, including Fixed-
Term and
Academic Professionals are eligible
2) Add language stating that faculty who are on
half-time administrative appointments may apply.
3)
Increase Development fund 2% annually.
4) Increase travel fund to $90,000 for YR 1 and 3% annually in YR
2,3,4., and lower the amount of contribution for travel to $100 or 20%
of requests over $750.
Article 27. Imposition of Progressive Sanctions. Revise PSU
proposal to define 60 and 45
working days
in Section 3 (a) and (b).
Article 28. Resolution of Disputes. Facilitate an early resolution of
grievances by adding an
option
to stop the clock to request confidential mediation before beginning the formal
grievance process; amend Section 2
“resorts to other procedures” to allow for the timely filing of an action in
anti-discrimination claims.
Article 44. Term of Agreement. Implement a four-year contract ending June
30, 2009.
Appendices B, C, D. Grievance Forms. Accept
PSU/AAUP revisions.
Apendix F. LOA on Fixed-Term Faculty. Modify to
reflect plan to implement steps within
rank
for instructors, and to define the staggered implementation process for
rank/step designations for Research Assistant, Senior Research Assistants,
Research Associates and Senior Research Associate. Agree that departments with fixed-term hires at Assistant
Professor rank (research or instructional) will develop appropriate guidelines
for promotion to Associate rank and advertise Fixed-term eligibility for travel
& development funds.
Appendix H. Available Faculty Awards, Rewards, and Leaves. Add
professional sabbatical
option for Academic Professionals with six years plus
service. Add Performance increases.
New: Appendix J. LOA on Implementation of Performance Increases (2006-08).
1)
Emphasize the following
·
performance steps offer
both recognition and incentive for faculty work
·
the system has a
developmental (not a punitive) intent
·
review for performance
should not create more a burdensome review process, but incorporate, clarify,
and, perhaps, simplify existing practices
·
no one will be unduly
disadvantaged by the phasing in of
initial reviews because market/retention increases will be offered in tandem to
anyone not under review
2) Require the
following:
·
annual activity reports
and a personal narrative (+ CV for tenure-line) as the primary basis for review
·
in 2005-06 Departments
must review existing post-tenure peer-review guidelines for compatibility and
develop guidelines for progress and promotion for Fixed-Term faculty if needed
·
Departments or programs
will stagger their faculty’s entry into the new system in 2006-08, preferably
based on length of service.
3)
Endorse the creation of a PSU activity report and a program-specific checklist
of review criteria
·
offer template for an
annual activity report
·
offer a menu of
possible items for a checklist of review criteria