Collective Bargaining Impasse at UFF-UF: Salary Disputes and Promotion Issues
A detailed description of an impasse presentation involving key stakeholders at UFF-UF, highlighting unresolved issues such as effective dates for salary increases, low promotion raises, and other salary-related concerns. The negotiation challenges and proposed solutions are discussed, shedding light on the complexities of the bargaining process.
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Impasse Presentation Before Tom Young, Special Magistrate Sumi Helal, Professor of Computer & Information Science & Engineering UFF-UF Chief Negotiator and Candi Churchill, UFF Service Unit Director John Biro, Professor of Philosophy, bargaining team member and former UFF-UF President Agnes Leslie, Senior Lecturer in the Center for African Studies, bargaining team member Ra l S nchez, 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.org tel 352.519.4130 www.uff-uf.org Nov 18, 2015
Issues at Impasse 1. Effective Date 2. Promotion Increases 3. General Salary Increases 4. Salary Increases for P.K. Yonge Faculty 5. Starting Salary
Issue 1: Arbitrary Effective Date Since 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.
Issue 1: Arbitrary Effective Date A January 1, 2016 effective date will devalue the net 2015-2016 raises by up to 50%. Effectively only a 1.25% raise for 2015-2016. Unit Base Salary: $146,609,894 UF proposal (2.5%) Total cost of 2015-2016 raises if effective mid-Aug 2015* $3,665,247 Total cost of 2015-2016 raises if effective Jan 1, 2016* $1,832,623 Difference (raise money taken away from faculty) $1,832,624 Despite repeated requests, no reasons were provided by the BOT as to the choice of this delayed effective date. * Assuming 9-month employees -- the majority of the faculty.
Issue 2: Low Promotion Increases UF 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.
Issue 2: Low Promotion Increases UF FSU UNF USF FIU UWF FGCU FAU UCF Full Professor 9% 15% 12.5% 9% + 12% 13% 12% 12% 9% $7000 Associate Professor 9% 12.% 12.5% 9% + 10% 9% 9% 9% 9% $5000 NTT (non- tenure-track 9% for NTT 12.5% 1st prom otion 12.5% 1st prom otion 6% 10% 1st prom otion 9% 9% 1st prom otion 9% 1st prom otion 9% 9% for PKY 15% 2nd prom otion 12.5% 2nd prom otion 12% 2nd Prom otion 12% 2nd prom otion 12% 2nd prom otion
Issue 3: Non-Competitive Salaries Questionable Salary Rates and Procedures Violations of merit raise procedures One of the lowest salaries among national peers No inflation & cost of living adjustments Salary Issues
Issue 3: Salary No Cost of Living Adjustments The need for cost-of-living adjustmentshas 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.
Faculty Cost-of-Living Raises Compared to Inflation Rate 10 9 8 7 6 % inflation 5 4 % across the board 3 2 1 0 2011 2012 2013 2014 Inflation 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.
Inflation Rate as Compared with Raises: Upper Administrators 16 14 12 10 % inflation 8 % raise upper admin 6 4 2 0 2011 2012 2013 2014 Upper 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.
Issue 3: Salary Unenforced Merit Raise Procedures Exhibit UFF-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.
Merit Pay Procedures as Agreed to in the 2013-16 CBA Merit 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)2
Unit Compliance with CBA-mandated Merit Pay Procedures Exhibit 35% compliant: 33 not compliant: 18 65% $1,795,230 of merit raise funds were distributed to 503 faculty in 18 non-compliant departments in 2014-15. Source: Information supplied by UF as a grievance resolution along with research by UFF through individual unit administrators (Fall 2015)
Comparison of SUS Salaries Carnegie Classification Instructors/ Lecturers University Professors ASO Prof ASST Prof UF USF Main Campus RU/VH $126,072 $84,969 $78,237 $59,202 RU/VH $108,522 $78,525 $65,826 $47,439 UCF RU/VH $119,223 $81,918 $69,741 $54,432 FSU RU/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 USF St. Petersburg USF Sarasota/ Manatee Masters L $94,365 $69,192 $60,660 $46,485 Masters M $121,194 $79,605 $59,958 $57,159 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.
UF Salaries Compared with Other State Universities In-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.
Issue 3: Salary Faculty Salaries Lag Behind Peer Institutions* University of California, Berkeley University of Illinois, Urbana-Champaign Indiana University, Bloomington University of Michigan, Ann Arbor University of North Carolina, Chapel Hill Ohio State University, Columbus Pennsylvania State University Texas A & M University University of Texas, Austin University of Wisconsin, Madison * Peers as designated by the Office of Institutional Planning and Research, University of Florida: http://ir.aa.ufl.edu
Full Professors Institution Average salary, 2014 U California, Berkeley 165,400 U Michigan, Ann Arbor 156,900 UNC, Chapel Hill 146,700 U Texas, Austin 145,400 U Illinois, Urbana-Champaign 145,000 Pennsylvania State U 140,600 Ohio State U 139,200 Indiana U, Bloomington 132,600 U Florida 128,300 Texas A & M 128,200 U Wisconsin, Madison 123,500 Source: 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
Associate Professors Institution Average salary, 2014 U California, Berkeley 110,200 U Michigan, Ann Arbor 103,900 UNC, Chapel Hill 98,100 Pennsylvania State U 96,900 U Illinois, Urbana-Champaign 96,200 U Texas, Austin 94,400 Ohio State U 94,100 U Wisconsin, Madison 93,300 Indiana U, Bloomington 90,700 Texas A & M 88,100 U Florida 85,100 Source: 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
Assistant Professors Institution Average salary, 2014 U California, Berkeley 99,200 U Illinois, Urbana-Champaign 90,200 U Michigan, Ann Arbor 89,600 U Texas, Austin 88,500 Pennsylvania State U 85,000 Ohio State U 84,800 Indiana U, Bloomington 83,000 U Wisconsin, Madison 81,600 UNC, Chapel Hill 81,100 Texas A & M 80,400 U Florida 76,200 Source: 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
UF Cost of Living Compared to Peers $78,200 in Gainesville is equivalent to 109,170 83,9155 80,523 80,368 78,200 77,271 74,251 72,083 71,232 69,606 68,135 at U. California, Berkeley U. Wisconsin, Madison U. Michigan, Ann Arbor Pennsylvania State U. U. Florida Texas A and M U. U. Illinois, Urbana-Champagne U. Texas, Austin U. North Carolina Indiana U., Bloomington Ohio State U. Source: Cost of Living Calculator, https://www.nerdwallet.com. Accessed 11/11/15
Peers Ranked by Cost of Living with Salary Comparisons $78,200 = Assistant* Associate* Full* U. Ca. Berkeley 109,170 97,600 108,300 162,500 U. Wisconsin 83,9155 77,300 84,600 113,300 U. Michigan 80,523 87,900 102,500 154,700 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 HIGHERthan UF s at rank, even where cost of living is LOWERthan UF s.
Officially-Announced BOT Position Our 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
Officially-Announced BOT Position We 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, 2015
Actual BOT Position on Salary Issues BOT 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
Faculty Morale is Low Question 17 from the 2015 UFF-UF Faculty Climate Survey: The administration gives clear indication that it values my success and respects my work: Unable to Judge Strongly Disagree Somewhat Disagree 49% strongly or somewhat disagree Neutral Somewhat Agree Strongly Agree 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% Unable to judge Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree Total responses 1.60% 31.67% 16.90% 15.48% 22.78% 11.57% 562
Faculty Morale is Low Question 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: Unable to Judge Strongly Disagree 62% strongly or somewhat agree Somewhat Disagree Neutral Somewhat Agree Strongly Agree 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 45.00% Unable to judge Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree Total responses 1.60% 9.61% 9.96% 17.08% 21.88% 39.86% 562
2013-2014: UFs Ability to Pay President Bernie Machen Exhibit 2013-2014 Annual Financial Report, University of Florida, p. 4 (http://www.fa.ufl.edu/wp- content/uploads/AFR/UF_AFR_2014_indexed_4.p df)
2013-2014: UFs Ability to Pay Vice President & Chief Financial Officer Exhibit From MANAGEMENT S DISCUSSION AND ANALYSIS: Page 12 The 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. [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. Page 17 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. 2013-2014 Annual Financial Report, University of Florida, p. 4 (http://www.fa.ufl.edu/wp- content/uploads/AFR/UF_AFR_2014_indexed_4.pdf)
2003-2014: UFs Growing Ability to Pay Exhibit $6,000,000,000 $5,000,000,000 $4,000,000,000 $3,000,000,000 $2,000,000,000 $1,000,000,000 30-Jun-03 $0 30-Jun-14 Total Reporting Entity: University, Direct Support Organizations, Health Science Center Affiliates, Shands Hospital & Others Source: Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htm
2003-2014: UFs Growing Ability to Pay $2,500,000,000 $2,000,000,000 $1,500,000,000 $1,000,000,000 $500,000,000 30-Jun-03 $0 30-Jun-14 Reporting Entity: University Source: Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htm
Ability to Pay: Unrestricted Net Assets University of Florida Unrestricted Net Assets In millions $180.00 $161.20 $160.00 $148.60 $140.00 $124.40 $119.30 $111.40 $120.00 $109.90 $100.00 In millions $80.00 $60.00 $40.00 $20.00 $0.00 2009 2010 2011 2012 2013 2014 Source Florida Auditor General: http://www.myflorida.com/audgen/pages/subjects/financial.htm#bmu
2015: UFs Continued Ability to Pay President 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, 2015
UFs Ability to Pay Continues to Grow From the UF 2014-15 Financial Report received Monday Nov 16th: Exhibit 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.
2015: UFs Continued Ability to Pay Unrestricted Net Assets Florida 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 Statement Calculations by UFF s
UFs 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. UFF s Position is in the Public Interest
Because 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. UFF s Position is in the Public Interest
Proposed Settlement Exhibit P.K. Yonge Salary Increases 5.25% of PKY salary base paid across-the-board (incl. annual performance adjustment as per Appendix E). Effective Date All salary raises and promotional increases are effective beginning of faculty members annual appointment. Cost of Living Adjustment 2.75% cost-of-living adjustment. Promotion Increases Upon promotion, faculty at all ranks (incl. NTT and P.K. Yonge) shall receive a salary increase of 15% of their base salary. Starting Salary Contributions to further compression or inversion by new hires shall be matched by contributions to unit- specific compression- equity-fund. 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. Remove Waivers: 24.5 Administrative Discretionary Salary Adjustments. 24.11 Grievability.
