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Faculty Merit Awards
12-13 for AY 11-12
Your Right to a TAUP Representative
TAUP 2014 Audit Results for FY2013
Available to All TAUP Members
TAUP COPE Contribution Form
of Teachers Main Site
TAUP Member Benefits
July 22, 2014
TAUP’s Annual Audit for 2013
In February, 2014, as we do annually, TAUP submitted to a financial review of the 2013 fiscal year (January 1, 2013 through December 31, 2013) by the American Federation of Teachers. Yhasmine Bryan, AFT Assistant Director for Financial Operations, performed the audit in accordance with generally accepted accounting principles, and in compliance with the AFT’s Constitution and Bylaws.
The results of the financial review were received in June 2014, and the full report was presented to and accepted by the TAUP Executive Committee at the regular monthly meeting on Monday June 16, 2014. The auditor’s report found our financial records and internal controls to be in good condition.
TAUP dues paying members may view the complete report by request at the TAUP office at 1900 N 13th St, Barton Hall, room A231. Contact John DiBenedetto at 1-7641 or firstname.lastname@example.org.
June 23, 2014
Contract Discussions Underway
Non-economic Issues First
TAUP and Temple administration have been quietly discussing contract issues over the past month, trying an approach different from the past. Based on issues TAUP identified in our Bargaining Issues Survey this spring and that the administration identified in the contract, the two sides agreed to set up discussions on six non-economic topics:
1. NTT issues: multi-year appointments; procedures and standards with respect to reappointment, promotion, and merit; involvement in department and college decision-making
2. Tenure & promotion: including the role of the Provost’s recommendations; the role of the University Tenure & Promotion Advisory Committee; the status of college and university standards and criteria; letters from independent external evaluators
3. Workload: class size and enrollment caps; release time standards; recognition for service roles; research and grant funding
4. Librarians: length of initial appointment; promotion to L3 prior to receipt of regular appointment (librarians’ equivalent of tenure); language on 35-hour workweek; 10-month vs. 12-month appointments; flexible work arrangements
5. Discipline: the role of mediation in the discipline process in Article 12; specification of disciplinary charges; the burden of proof
6. Childcare: need for on-campus daycare for the children of faculty, staff and students
So far, we have had meetings of small groups of TAUP representatives with Temple administrators on the first four topics, and meetings are scheduled for the other two. NTTs represent TAUP for the NTT discussion; tenured faculty for the T&P discussion; a mixture for Workload; and librarians for their discussion; those responsible for our grievance procedure for the Discipline discussion; and some interested faculty for the Childcare discussion. Management has chosen a variety of administrators for each discussion too. The constants in all discussions are TAUP President Art Hochner and Temple Associate Vice President for Human Resources Sharon Boyle.
TAUP would like input from interested members about these issues, especially on Childcare. Please contact Art Hochner (email@example.com) or Terry Kilpatrick-Weaver (firstname.lastname@example.org).
We will schedule further meetings on these non-economic subjects, too, when the two sides are ready to continue the discussion. We have not begun to discuss economic issues (e.g., salaries and benefits), which will have to wait, at least, for the passage of next year’s state appropriation and for the actual implementation of decentralized budgeting.
These discussions are a variation on the technique called interest-based bargaining, in which the parties try to identify the important issues that each has, share information, and seek mutually beneficial solutions. It differs from the customary bargaining over formal proposals and counter-proposals, and can promote a more positive, cooperative relationship between management and TAUP.
May 8, 2014
Merit Awards Posted
Two Pools Means More for Both T/TT & NTT Faculty
Good news in 2014: both tenured/tenure-track faculty and nontenure-track faculty received more merit units than ever before (see Figure 1 below). TAUP has posted on our website the merit awards list for each individual, showing the categories of merit and the number of units, for work done in the academic year 2012-2013 . This year was the first for the two-pool merit system (one for T/TTs and one for NTTs) negotiated in the 2012-2014 TAUP-Temple contract, and both groups of faculty benefited.
There was a total of 2,727 units available for this year, compared to 1,992.5 in 2013, an increase of 36.9%. Each unit is worth $600. T/TT faculty received a total of 1,932 units for 2013, i.e., almost equal to the entire merit pool for 2013, compared to 1,646 units granted to T/TTs in 2013. Meanwhile, NTTs had a pool of 805 units to share, which increased their total from 2013 by more than double.
Thus, splitting into two pools did not mean taking from T/TTs to give to NTTs because the entire merit pool was enlarged to 1.375% of total faculty base salaries. This year, 490 T/TTs (64.8%) and 277 NTTs (46.1%) received merit. Overall, 56.5% of full-time faculty members share the merit pool, a sizeable increase over last year (see Figure 2).
Figure 1: Distribution of Merit Units by Faculty Track
The percentage of distribution also looks very different this year from prior years (see Figure 3). At first glance, this could be misleading, because the percentage going to T/TT faculty is 70.6%, compared to 82.6% last year. However, the decrease in percentage does not mean that the T/TT faculty received fewer units (or less money) as a whole. The split in percentages on units this year exactly matches the split in the base salary pool. That is, the whole pie expanded, so there could be more all around. T/TT faculty represent 70% of the total faculty salary pool, although they comprise 55.7% of the faculty; NTT faculty, in contrast, represent 30 percent of the total faculty salary pool, although they make up 44.3% of the headcount.
Figure 2: Per Cent Of Faculty Who Received Merit by Year
Figure 3: Per Cent Distribution of Merit Units by Faculty Track
TAUP is pleased that the new split pool system improved the chances of merit for all faculty, and wishes to continue this system. Congratulations to all merit recipients.
If you have any questions or comments, we would love to hear them. Please email Terry Kilpatrick, or call her at 215-763-2287.