Florida state university bot uff collective bargaining summation 2012 2013
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Florida State University BOT – UFF Collective Bargaining Summation 2012-2013. November 20, 2012. Lisa Scoles, Associate General Counsel* Anne Blankenship, Associate Vice President, Academic Affairs Olivia Pope, Assistant Vice President, Research Michael Lake, Director, Budget Office

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Florida State University BOT – UFF Collective Bargaining Summation 2012-2013

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Florida state university bot uff collective bargaining summation 2012 2013

Florida State University BOT – UFF Collective Bargaining Summation2012-2013

November 20, 2012


Florida state university bot uff collective bargaining summation 2012 2013

  • Lisa Scoles, Associate General Counsel*

  • Anne Blankenship, Associate Vice President, Academic Affairs

  • Olivia Pope, Assistant Vice President, Research

  • Michael Lake, Director, Budget Office

  • Susannah Miller, Human Resources Director*

  • Bill Strickland, Senior Specialist, Human Resources*

Management Bargaining Committee

Eric Barron, President

Garnett Stokes, Provost

Sally McRorie, Vice President of Faculty Development and Advancement

Joyce Ingram, Assistant Vice President and Chief Human Resources and Diversity Officer*

Carolyn Egan, General Counsel*

Ralph Alvarez, Associate Vice President of Budget/Planning and Financial Services

Seth Beckman, Senior Associate Dean, College of Music*

* Attends bargaining sessions with the UFF


Florida state university bot uff collective bargaining summation 2012 2013

Relevant Articles

Article 5: Academic Freedom and Responsibility

Article 10: Performance Evaluations

Appendix F: Annual Evaluation Form

Article 14: Promotion

Article 15: Tenure

Appendix I: Criteria & Procedures for Promotion & Tenure

Article 23: Salaries

Article 24: Benefits

Article 31: Amendment & Duration


Article 5 academic freedom responsibility

Article 5Academic Freedom & Responsibility

  • Reflects that academic freedom is without regard to whether expression is verbal, written, or electronic.

  • Includes provisions regarding safety in the classroom which comport with University policies and processes.

  • Requires that faculty members be notified of public records requests and that the University ensure that department chairs and other administrators be provided guidance on the handling of public records requests.

  • Requires that the University provide guidance to the faculty regarding records retention policies.


Article 10 performance evaluations

Article 10Performance Evaluations

  • The new evaluation process is effective beginning on January 1, 2013. Departmental evaluation procedures should be revised as soon as possible to comport with the new provisions.

  • After two attempts to draft provisions that comport with the new provisions of the collective bargaining agreement, the Vice President of Faculty Development and Advancement may resolve discrepancies and impose the departmental provisions.

  • No evaluation process shall require a forced distribution of evaluation ratings.

  • Faculty performance shall be assessed using the following ratings:

    • Substantially Exceeds FSU’s High Expectations

    • Exceeds FSU’s High Expectations

    • Meets FSU’s High Expectations

    • Official Concern

    • Does Not Meet FSU’s High Expectations


Article 10 cont performance evaluations

Article 10 (cont.)Performance Evaluations

  • Merit Evaluations require that all faculty members shall be reviewed for merit.

  • Meritorious performance is now defined in the collective bargaining agreement as “Performance that meets or exceeds the expectations for the position classification and department/unit.”

  • Merit criteria may not mandate a merit pay award for all members of the department.

  • Merit criteria must reflect distinctive levels of merit reflecting the differences in performance.

  • All evaluations must contain a narrative explanation attached to the evaluation summary form.

  • New Performance Improvement Plan (PIP) Provisions:

    • A PIP is required when a non-tenured faculty member receives a “Does Not Meet FSU’s High Expectations” rating.

    • Tenured faculty members may be placed on a PIP if they receive an overall performance rating of “Does Not Meet FSU’s High Expectations” on three or more of the previous six performance evaluations.

  • Appendix F – Annual Evaluation Summary Form:

    • The form was updated in accordance with the new evaluation ratings, and now contains a column for AOR average percentage.


Articles 14 15 appendix i promotion tenure

Articles 14 & 15; Appendix IPromotion & Tenure

  • Assistant Professors will now receive a tenure review in their second and fourth years conducted by the department’s promotion and tenure committee.

  • Annual Evaluations are no longer contained in the promotion and tenure binders for faculty members. Rather, the new Second and Fourth Year Reports for Assistant Professors and the Progress Toward Promotion letters for all other faculty are required in the binders.

  • Promotion and tenure committees are now required to provide a narrative explanation summarizing the meeting regarding the candidates being considered for promotion and tenure.


Article 23 salaries

Article 23Salaries

  • Promotion amounts were increased to 12% and 15%.

  • Full professors will receive a 3% recurring pay increase to coincide with sustained performance every seven years.

  • Merit increases shall be awarded as follows:

    • Overall percentage: 1%

    • Allocated in accordance with departmental merit criteria: 0.8%

    • Allocated as determined by deans: 0.2%

  • Administrative Discretionary Increases

    • Administrative Discretionary Increases are capped at 1% for 2012-2013.

    • Recognition of Distinguished Faculty is a new category contained within Administrative Discretionary Increases, which allows for adding “Distinguished o the professor titled and allowing for “…with Distinction” to be added to the end of the Assistant/Associate titles.

    • Allocated in accordance with departmental merit criteria: 0.8%

    • Allocated as determined by deans: 0.2%

  • The BOT will investigate the possibility of paying 9-month contract salaries over a 12-month period.


Article 24 benefits

Article 24Benefits

  • Faculty members are now eligible for two (2) days of paid bereavement leave upon the death of an immediate family member.


Article 31 amendment duration

Article 31Amendment & Duration

  • Full-book negotiations for 2013-2016 shall begin no later than May 15, 2013.

  • Winter Break Leave was agreed upon for all in-unit faculty.


Nttf reclassification project

NTTF Reclassification Project

  • Reclassification of non-tenure track faculty into new classifications was negotiated. The project will require planning, preparation, and training for department chairs and other administrators prior to initiation.


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