Statement on TAUP Package Proposal 2/3/09
TAUP wishes to settle the contract expeditiously on terms that address current economic realities. We recognize the deteriorating economy in the US and want to do what is best for Temple’s students, faculty and staff.
Recently, Temple’s management negotiating team decided to pull off the bargaining table its four-year economic proposal, replacing it with terms stretching over five years, including a salary freeze in the second year. However, given the uncertain and volatile economic climate, we believe that a contract that runs through this fiscal year and the next makes the most sense.
No one knows how long it will take for our nation’s economy to recover from this deep crisis. No one knows whether we will be facing deflation or high inflation in the foreseeable future. Some economists are predicting that the recovery could start within the next six to twelve months.
Cuts & collaboration
Tomorrow, Wednesday February 4, Governor Rendell is due to make his budget request for the next fiscal year. There may be more cuts. But there is a bright spot. Congress is debating the economic stimulus package. There is a good deal in that bill focused on education, including higher education. AFT national staff has informed us this bill contains approximately $1.5 billion to restore Pennsylvania’s cuts in education funding, including public higher education. There is additionally approximately $257 million for construction projects in higher education. We expect that, when the stimulus bill is signed by President Obama, Temple will receive its fair share of restoration of funds.
Temple President Ann Weaver Hart recently announced plans to cut $40 million from Temple’s budget for next year. We have, from the very beginning of these negotiations, called for Temple to take a collaborative approach. TAUP continues to urge this approach to Temple’s financial concerns. Such collaboration requires transparency and information sharing. We are ready to participate in this process through the establishment of a joint committee to explore ways to reduce expenditures while preserving academic quality.
Focus on the most vulnerable
In this climate, TAUP is especially concerned about the economic and professional conditions for the most vulnerable faculty and staff among us – those with the most insecure jobs, who do most of the teaching. Approximately 20% of the 1,300 faculty and staff, including 40% of the 500-plus nontenure-track faculty (NTTs), make less than $50,000/year. Many of these faculty members have been working at Temple for over five years. The minimum salaries in our contract, which affect these lower-paid professionals, have not risen in four years. The minimum for Instructors and Assistant Professors is $40,000. Meanwhile, in the School District of Philadelphia, not the richest one in Pennsylvania, new teachers with Masters degrees are hired at $42,321 and those with Doctorates start out at $47,008.
Thus, we propose first of all to raise salary minima. Second, we propose a flat-dollar-amount raise for the first year of the contract, so that the lower-paid will get the biggest benefit. Third, we have modified our pension proposal to give increased employer contributions to NTTs in the first three years of participation in the pension program. They need the economic security and savings most of all. Our proposal on NTT evaluations also is directed at providing greater job security.
Sacrifice & sharing
We are willing to share in the sacrifices that budget cuts are imposing on the University. Thus, we will agree to a freeze of ATB raises for next year.
However, we are confident that the economic stimulus package will be passed by Congress and signed by the President. If this legislation leads to the restoration of state budget cuts for Temple, we propose that a portion of the restored funds be used to provide raises.
Merit & excellence
Nevertheless, we strongly believe, as Temple administration does, in rewarding excellence through merit pay. We recognize, even if there is a 0% ATB next year, that it is fair to exempt merit pay from any salary freeze for faculty and staff. It would not be right for excellent performance in one particular year to go unrewarded.
However, as with the ATB raises, we propose that a proportion of funds restored to Temple’s budget under the economic stimulus package should go to increasing the merit pool.
In addition, it is very important that the significant event of promotion, a step that takes place usually no more than twice in an entire academic career, be given significant recognition through a commensurate raise.
Peer review & shared governance
As we have stated many times, TAUP stands for peer review. Thus, our proposals on tenure and promotion procedures, on merit pay procedures, and on decisions to grant sabbaticals rely on faculty committees operating independently of administrators.
Fairness & shared governance
In light of our call for collaboration and mutual respect, the University should agree to our proposal for fair share. It has no impact on Temple’s budget.
TAUP continues to observe that Temple University maintains strong finances; nevertheless, our students, faculty and staff are not immune to the outside environment. Our goals are modest but significant. These proposals are put forth as a package. The package comprehensively covers all outstanding issues, though we note that Temple’s last proposal was incomplete. We expect a detailed response and we look forward to reaching a mutually agreeable settlement.
