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UNIT 18 FORUM. APRIL 23, 2008. AGENDA. Review basic elements of existing contract New Issues Salary Merit Guidelines Workload Layoff. BACKGROUND. June 2003, UC and AFT reached agreement on a labor contract that significantly changed lecturer’s terms and conditions of employment

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unit 18 forum

UNIT 18 FORUM

APRIL 23, 2008

agenda
AGENDA
  • Review basic elements of existing contract
  • New Issues
    • Salary
    • Merit Guidelines
    • Workload
  • Layoff
background
BACKGROUND
  • June 2003, UC and AFT reached agreement on a labor contract that significantly changed lecturer’s terms and conditions of employment
  • Current contract is effective October 3, 2007 – July 21, 2010
definitions
DEFINITIONS
  • NSF -- Non-Senate Faculty—Instructional faculty in the Unit 18 bargaining unit
  • Pre-Six--NSF who has fewer than 12 semesters of service credit in a department
  • POST-SIX--NSF who has gone through a 6th year review (Excellence Review)
  • CONTINUING--Appointment is continuous unless terminated through resignation, layoff, or dismissal
definitions1
DEFINITIONS
  • EXCELLENCE REVIEW— Review conducted during 6th year to determine if NSF should receive a continuing appointment
  • NEEDSASSESSMENT—Departmental assessment of continuing instructional staffing needs
  • SEMESTERCOUNT—Time accrued by an NSF in a department towards 6th year
definitions2
DEFINITIONS
  • BASE PERCENTAGE--Percentage appointment as initially set by the department in which NSF is appointed to a continuing appointment.
  • PERMANENTAUGMENTATION—Base percentage is increased on a permanent basis
  • TEMPORARYAUGMENTATION—Base percentage is increased on a temporary basis to meet a temporary instructional need.
definitions3
DEFINITIONS
  • LIMITED TIME APPOINTMENT—Appointment for a limited time based on programmatic or pedagogical needs
  • POST 6 YEARAVOIDANCE—Activity or policy whose sole purpose is to deny Pre-Six year NSF access to Continuing Appointment
pre six
PRE-SIX
  • Appointment letters will include
    • Assessment Criteria
    • UC and AFT website addresses
  • Must conduct assessment prior to reappointment
  • Assessment must be based on criteria outlined in appointment letter
pre six salary
PRE-SIX-SALARY
  • Upon reappointment to the fourth year, NSF receives a two-step salary increase if the NSF has not yet had a within-range increase in the preceding three years
  • Salary can be different by department
semester counts
SEMESTER COUNTS
  • Counts towards Continuing Appointment are by Department
  • NSF can be Continuing in one department and Pre-Six in another
post six year avoidance
POST-SIX YEAR AVOIDANCE
  • UC will not engage in activities or establish practices or programs for the purpose of denying Pre-Six NSF access to Continuing Appointments
  • UC may choose not to reappoint a Pre-Six NSF based on considerations that include, but are not limited to:
    • Programs that have limited time positions
    • Need to infuse new perspective or pedagogy
    • Need to employ other academic appointees in order to accomplish the University’s academic goals
needs assessment
NEEDS ASSESSMENT
  • Identify course offerings for next academic year (part of TAS process)
  • Identify instructors needed, including NSF
  • Determine if there are prior or ongoing commitments to Continuing NSFs OR if a Continuing NSF can be augmented
  • If need still exists, appoint Pre-Six NSFs
instructional needs assessment 5 th year
INSTRUCTIONAL NEEDS ASSESSMENT (5TH YEAR)
  • During 5th year, determine if there is a need (2 years hence) for courses to be taught by NSF in area in which NSF has taught
  • The NSF is qualified to teach the courses
  • A Continuing Appointee is not already expected to teach the course(s).
  • If need exists, determine the percentage of possible continuing appointment
  • Make 6th year appointment percent based on the projected continuing need
instructional needs assessment 5 th year1
INSTRUCTIONAL NEEDS ASSESSMENT (5TH YEAR)
  • The assignment of the NSF to teach the course(s) conflicts with established departmental academic program requirements for intellectual diversity
  • Other courses in the area in which the NSF has taught are neither available nor taught during the initial appointment year
excellence review
EXCELLENCE REVIEW
  • Conducted during the 6th year
  • Unit head advises NSF of the review, in writing, including
    • Timetable
    • Process
    • Criteria
    • Documentation required
excellence review1
EXCELLENCE REVIEW
  • Chair appoints departmental committee
  • Committee is at least two faculty and should, where possible, include an NSF
  • Service by NSF on committee is voluntary
sample timetable
SAMPLE TIMETABLE

Spring-5th yr

Assess if Continuing Appointment is appropriate

Notify NSF of assessment

Mid-Fall-6th yr

Provide NSF with letter which includes timetable, description of process, and review criteria

Late Fall

Appoint committee

February 1

Deadline for submission to L&S Dean’s Office

March 1

Deadline for submission to APO

continuing appointment salary
CONTINUING APPOINTMENT-SALARY
  • Performance must be reviewed every three years
  • If deemed “Excellent”, must provide at least a 2 step increase (~5%)
  • If not deemed “Excellent”, merit may not be approved—remediation required
merit guidelines
MERIT GUIDELINES
  • All candidates should prepare self-statement
  • Chair provides a detailed description of accomplishments in discipline/field and contributions to teaching excellence
  • Chair compares accomplishments to departmental expectations and norms
  • See handout
fairness safeguard
FAIRNESS SAFEGUARD
  • New format (handout)
  • Structured as a form of checksheet to be completed as review progresses
  • Need to follow review procedures
salary scale changes
SALARY SCALE CHANGES
  • OCTOBER 1,2007
    • 3% ADJUSTMENT
    • MINIMUM OF SCALE INCREASED
    • STANDARDIZED % INTERVAL BETWEEN STEPS
  • OCTOBER 1, 2008
    • AT LEAST 3% ADJUSTMENT
  • OCTOBER 1, 2009
    • AT LEAST 3% ADJUSTMENT
one time salary adjustments
ONE TIME SALARY ADJUSTMENTS
  • Article 21.D of MOU
  • For continuing NSF with 7 or more years of service in a Unit 18 title
  • Adjustments based on years of service and salary as of June 30, 2008
  • Effective July 1, 2008 and 2009
  • Notifications sent by APO in June
  • Implemented by department after July 1, 2008, merit increase (if any)
workload
WORKLOAD
  • Campus Instructional Workload policies (IWC) defining values and equivalencies
  • http://hrweb.berkeley.edu/labor/instrwrkld.htm
  • Changes in new contract
    • Elimination of reduction for second section of same course
    • List of duties for which equivalencies will be provided (handout)
layoff
LAYOFF
  • Can refer to both a full separation and a reduction in time
  • Covers Continuing Appointees and Pre-Six Year NSF who are reduced during their appointments
  • Reasons for Layoff can include:
    • Lack of work
    • budgetary consideration
    • programmatic changes that result in a lack of NSF work
layoff1
LAYOFF
  • UC must look at alternatives before implementing layoffs
  • Order of Layoff is first by skills, knowledge and ability in the department, then by seniority
layoff2
LAYOFF
  • UC cannot reduce a Continuing Appointee’s % by assigning a course s/he has taught to a Pre-Six
  • A Continuing Appointee targeted for layoff may identify a Pre-Six or less senior individual s/he believes s/he is qualified to bump
  • UC determines whether Continuing Appointee’s qualifications are “substantially equal” to less senior NSF
layoff process
LAYOFF-PROCESS
  • Seniority is calculated by full-time equivalent months of service at 50% time or more in the department
    • Service is not counted when NSF is less than 50%
  • If Continuing Appointees are teaching the same courses/sections, Pre-Six must be laid-off first unless there is program justification
layoff process1
LAYOFF-PROCESS
  • First step when considering layoffs (including Reduction in Time) is to separate Continuing Appointees from Pre-Six
  • Layoff Pre-Six where possible—based on special skills
layoff process2
LAYOFF-PROCESS
  • If a layoff of a Continuing Appointee is being considered:
    • Look at the skills of the Continuing Appointee and the Pre-Six
    • If the Continuing Appointee can teach a course taught by a Pre-Six, layoff the Pre-Six
    • If 2 Continuing Appointees are under layoff review with similar skills, layoff least senior Continuing Appointee
layoff notice
LAYOFF-NOTICE

For total layoff or more than one course/semester

  • Pre-Six
    • <1 year service—30 days notice
    • 1-2 years service--60 days notice
    • 3 or more years service—90 days notice
    • Pay in lieu of notice can be provided
  • Continuing
    • 12 months notice
layoff notice1
LAYOFF-NOTICE
  • When a single course is cancelled due to lack of enrollment or a CA’s initial appointment % is reduced by a single course—30 days prior to first course meeting (where practicable)
  • Pay is to be provided in lieu of notice
  • Layoff-notice sent by same unit issuing appointment letter
deadlines and timeliness
DEADLINES AND TIMELINESS
  • Appointment/Reappointment requests must be submitted to allow time for approval letters to be prepared
  • Reappointment letters to be issued prior to June 1, where practicable
  • Excellence reviews have the highest priority and MUST be fully completed by June 30
  • PLEASE BE AWARE OF AND MEET PUBLISHED DEADLINES
resources
RESOURCES
  • Unit 18 Tool Kithttp://apo.chance.berkeley.edu/UNIT%2018%20tools.html
  • Unit 18 Contracthttp://atyourservice.ucop.edu/employees/policies_employee_labor_relations/collective_bargaining_units/nonsenateinstructional_nsi/agreement.html
  • Unit 18 Administration Manualhttp://atyourservice.ucop.edu/employees/policies_employee_labor_relations/collective_bargaining_units/nonsenateinstructional_nsi/mou/index.html
  • Berkeley Instructional Workloadhttp://hrweb.berkeley.edu/labor/instrwrkld.htm