Below is a very brief summary of the results of this year’s Administrator Survey. The university was in a transition period when the survey was given this Spring so President Kelly and Deborah Floyd, Dean of the Graduate College, were not evaluated. Regardless, over 200 faculty responded to the survey.
Florida Atlantic University’s new president, John Kelly, who has officially begun work, will be paid at least $440,000 his first year, in addition to benefits and retirement compensation, bringing the whole package to a minimum $500,000.
The FAU Board of Trustees approved Kelly’s five-year contract February 18th, which includes $400,000 base salary and a $40,000 sign-on bonus.
He is also eligible for a performance bonus of up to $40,000 a year. An additional $60,000 a year will be set aside for retirement compensation.
Read article at Sun-Sentinel.com
Download and view PDF of President John Kelly’s Contract
UFF-FAU is pleased to present a new study commissioned from the Research Institute on Social and Economic Policy at Florida International University. The report, “How FAU Prioritizes Its Money,” locates disturbing trends in Florida Atlantic University’s personnel and salary-related budgeting priorities. Taken as a whole, these suggest a developing inability for the institution to adequately service the academic needs of its growing student body.
For example, between 2006 and 2012 Florida resident-students choosing to attend FAU are paying more than 60% more in tuition. At the same time the student-to-faculty ratio rose by an astounding 19% while administrative positions grew by 12%. In the same period faculty salaries have also decreased, making it more difficult to attract and retain capable instructional and research staff.
January 9, 2014
By Chris Robé
Happy New Year! As you emerge from your eggnog stupor and candy yam bloat, your friendly faculty union prepares the way for a better 2014.
The union has received a series of questions regarding summer rates, so I wanted to clarify the matter here.
The second summer course has been a point of contention for administration for the past few years. They and many of the deans claimed that a 12.5% rate made a second summer course for in-unit faculty either increasingly difficult to sustain or never sustainable in the first place, depending upon which college you are located within.
UFF started bargaining a lower price for a second summer course with the caveat that our bargaining contract language guarantees bargaining unit faculty receive the first offer for a second summer course, something absent from prior contract language. The new language states: “If all bargaining unit employees qualified to teach a class have already been offered two classes to teach or an equivalent assignment, the University may offer the supplemental summer appointment to anyone who is qualified (e.g., adjuncts).” If you read the old contract, it only states “one” class.
We initially suggested the second summer course occur at a 10% rate or that we place a cap on the amount faculty could earn for two summer courses. The administration instead suggested that bargaining unit faculty be offered a higher percentage of the adjunct rates for a second course. After much negotiation, faculty rates were determined roughly at 175% of the adjunct rate, give or take depending upon the college.
These rates, however, are only minimums. As it states in the contract: “Second assigned course: At the minimum rate set in Appendix H, but not to exceed the rate paid for the first course. 12.5%.” Any dean can up these rates for their college as long as they don’t exceed 12.5% for a second summer course.
UFF understands that faculty in some colleges were teaching two courses for 12.5% each for the last two years. The dean’s in those colleges can continue to offer the same rates under the new contract if deemed feasible. Faculty should continue to advocate for higher pay within their colleges, and UFF will continue to try to improve the rates for second summer courses in the future for all faculty. This portion of the collective bargaining agreement will be automatically reopened for Summer 2015.
The thinking in accepting the deal was: we can either hold out on a 12.5% second course rate that was benefiting an ever-decreasing number of faculty or we could accept a lower rate for a second summer course that was guaranteed to be offered to all bargaining unit faculty first and at a minimum rate that would not immediately simply replicate adjunct pay.
Hence Appendix H and the changes in language for Article 8.
(2) 2013 Legislative Salary Increase.
a) In accordance with the Florida Legislative guidelines from Ch. 2013-40, Florida Laws, each eligible employee who qualifies for a “competitive pay adjustment” as defined by law shall receive an increase effective October 1, 2013 consistent with the law.
b) Eligible employees earning $40,000 a year or less will receive an increase of $1,400 to their annual base salary, adjusted for full or part-time status. Eligible employees earning more than $40,000 a year will receive an increase of $1,000 to their annual base salary, however the increase for employees in this category must result in a base salary of at least $41,400 a year.
c) In order to be eligible for this 2013 Legislative Salary Increase, employees must: (1) have been continuously employed at FAU since July 1, 2013; (2) be meeting required performance standards during the one year period immediately preceding the increase; and (3) have not received an overall AMP appraisal ratings of “Needs Improvement” or “Below Standards,” or the equivalent for faculty, during the one year period immediately preceding the increase.
23.2 Additional University Compensation Increases for Faculty. The FAU Board of Trustees has made a commitment to additional compensation increases for high performing faculty (not FAUS) and librarians. The University shall provide these bargaining unit employees with a total salary increase pool equal to 2.0% of the September 13, 2013 salary base of eligible bargaining unit employees for the 2013-2014 academic year. This pool includes any applicable legislative appropriated lump-sum compensation. All salary increases shall be distributed in the following categories:
a) Merit Increases.
(i) All regular bargaining unit employees who were employed as of May 1, 2013, and have continued employment through October 1, 2013 and have Above Satisfactory overall annual evaluations for the 2012-2013 academic year or the 2012 calendar year will be eligible. The University shall provide a pool of funds to each college for increases to each college/unit equal to approximately 2.0% of the total base salary rate of eligible bargaining unit employees on September 13, 2013. The Dean/Unit head shall distribute these funds in a proportionate, fair and equitable manner to the department/unit.
(ii) Merit increases shall be provided to eligible employees consistent with criteria specified in Article 10.4.
(iii) The increases shall be effective upon ratification by the UFF.
b) Market Equity Increases.
(i) All regular bargaining unit employees who have three or more academic years of consecutive assignment at FAU as of May 1, 2013 shall be eligible.
(ii) The employee’s three year average overall evaluation must be Satisfactory or higher.
(iii) For employees whose three year overall evaluations are Above Satisfactory or higher, the employee’s September 13, 2013 salary must be below 100% of the mean salary (parity level) for comparable departments and comparable ranks in the most recent Oklahoma State University Salary survey (or equivalent). For employees whose three year overall annual evaluations are Satisfactory, the employee’s September 13, 2013 salary must be below 80% of the mean salary (parity level) for comparable departments and comparable ranks in the most recent Oklahoma State University Salary survey (or equivalent).
(iv) The University shall provide a pool of funds to each college equal to approximately 2.0% of the total base salary rate of eligible bargaining unit employees on September 13, 2013. This amount is defined as the Available Market Equity for the unit.
(v) The Available Market Equity shall be distributed to all eligible employees as defined above based on a formula set by the Dean of each college, and the formula must increase the distribution amount as the disparity from the adjusted parity level (based on evaluation as described above) increases. The formula shall not disqualify employees based on rank. The formula used to distribute funds shall be made available to faculty at least two weeks before the funds are distributed.
(vi) These increases shall be effective upon ratification by the UFF.
23.3. Additional Merit Increases for Administrative, Managerial and Professional (“AMP”) Employees.
a) The FAU Board of Trustees shall provide AMP bargaining unit employees with a merit salary increase pool equal to 2.0% of the September 13, 2013 salary base of eligible AMP bargaining unit employees.
b) All bargaining unit AMP employees who were under appointment as of May 1, 2013 and who have continued appointment through August 7, 2013 shall be eligible.
c) Employees on grants or contracts shall receive salary increases equivalent to similar employees on regular funding, provided that such salary increases are permitted by the terms of the contract or grant and adequate funds available for this purpose in the contract or grant.
d) These increases shall be distributed according to the merit criteria for the unit.
e) These increases shall be effective upon ratification of the BOT/UFF Collective Bargaining Agreement.
23.4 Florida Atlantic University School Employees.
a) FAUS Employee Promotion Increases.
1) Promotion increases shall be granted to FAUS employees pursuant to procedures and criteria for promotion to each rank for those promoted in 2012-13, effective upon the start of the 2013-14 academic year appointment. Permanent status employees may be promoted, but may not receive any promotion/merit salary increase.
2) These increases shall be granted to non-permanent status employees in an amount equal to a specified percentage of the employee’s previous years’ base salary at the time of promotion to one of the ranks described below:
3% To achieve University School Accomplished Instructor;
7% To University School Assistant Professor;
8% To University School Associate Professor; and
9% To University School Professor
b) FAUS Employee Base Salary Increases. All FAUS employees shall receive an additional base salary increase for the 2013-2014 school year in accordance with the Statewide Teacher Pay Increases provided by law. The amount of the base increase for each FAUS employee shall be $2,975 effective at the start of the 2013-14 school year.
17.9 Paid Parental Leave. A 9-month faculty member who does not accrue annual leave and is on a benefit-eligible line of 0.75 FTE or greater may utilize paid parental leave for a period of one regular (Fall or Spring) semester no more than once every three years during his or her employment with the University. FAUS employees and employees on 10- or 12-month appointments are not eligible (retroactively to inception of the benefit). Such paid parental leave will be taken no later than a year from the point when the faculty member becomes a biological parent or a child is placed in the faculty member’s home for purposes of adoption by the faculty member.
(8) FAU Instructors who have been employed at FAU for over three years on an annual appointment will be notified of a subsequent annual appointment offer on or before the expiration of that annual appointment.
(3) Compensation. An employee who has received a summer appointment to teach a course in accordance with Article 8.4(b) shall be compensated according to the scale below. The following reflects compensation for a summer course or equivalent assignment that would carry a 0.25 FTE instructional assignment value when teaching the same course, or a course similar in length and content during a semester in the regular academic year, and shall be prorated accordingly. Percentages are based on the regular 9-month base salary.
a. First assigned course: 12.5%.
b. Second assigned course: At the minimum rate set in Appendix H, but not to exceed 12.5%.
September 9, 2013. Former FAU Pres. and SUS Chancellor Finds New Perch in Pennsylvania Higher Ed
By Kevin Mahoney
Raging Chicken Press
September 6, 2013
Last month, the Board of Governors of the Pennsylvania State System of Higher Education (PASSHE) lifted the veil of secrecy and announced that they had chosen Frank Brogan to help write the next chapter of the 14 state-owned universities. Brogan comes to PASSHE fresh off his gig as chancellor of Florida’s State University System. PASSHE Board of Governors chair, Guido Pichini, sang the praises of Brogan in a public relations piece released following the announcement:
He has had an impressive record of success throughout his career. He understands the many complexities and challenges facing public higher education and the vital role public universities play both in preparing students for a lifetime of their own success and in ensuring the economic vitality of the state.
However, as I reported in my first article on the in-coming chancellor, Pichini’s words could not be judged on their merit. He and PASSHE’s Board of Governors forced search committee members to sign confidentiality agreements to not disclose any information about the search process – including the names of the candidates. Given that PASSHE and public education in general has been under assault by Governor Tom Corbett’s administration, we at Raging Chicken Press thought we should get up to speed on who this guy is.
Read more at Raging Chicken Press