University of Victoria, Faculty Association Salary Negotiating Team

1
University of Victoria, Faculty
AssociationSalary Negotiating Team

• Andrew J. Weaver, Chief Negotiator
• A.R. Elangovan
• Chris Petter
• Bill Pfaffenberger
• Martin Smith
• Susan Taylor

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Background Information
A 44 increase since 2000!
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Background Information
The Salary Calculator (homefair.com)
If you earn 84,995 in Victoria, British
Columbia You would need to earn 79,947 in
Burnaby, British Columbia For the same standard
of living!
Burnaby (SFU) 6 less than Victoria (UVic) for
the same standard of living
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Faculty Association Salary Survey
45 return rate (up from 40 in 2002)
Highlight 1
30 of all professors considering or actively
seeking employment at another university
Overwhelming reason is because of our salary
and benefit package
Average person has been at UVic 9.9 years
Average of 13.1 years since (s)he got highest
degree
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Faculty Association Salary Survey
Highlight 2
overwhelming perception of poor salary and
benefits package compared to sister BC
institutions. not a single professor or
librarian perceived their salary or benefits
package to be higher or much higher than
available at a sister BC institution.
overwhelming perception that workload has
increased over the last two years, particularly
for Librarians.
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Comparing our salary with other universities
UVic 84,995 SFU 91,160
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Comparing our salary with other universities
The difference is widening with time
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Mean Canadian faculty salaries by age excluding
senior administration Source CAUT/
Statistics Canada
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Comparing our benefits with other universities
Extended Health Care Benefit (for a family of
three)
UVIC pays 50 of premium covers 100 of
prescription drug costs. UBC SFU pay 100 of
premium a) lt1000.00 covers 80 of drug costs
b) gt1000.00 covers 80 of drug costs.
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Comparing our benefits with other universities
Dental (for a family of 3 with basic yearly
dental expenses of 1000)
UVIC pays 65 of premium covers 85 of basic
65 of major restorative. UBC pays 100 of
premium covers 100 of basic 70 of major
restorative. SFU pays 100 of premium covers
90 of basic 70 of major restorative.
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Increased productivity at UVic
A 110 increase per faculty headcount!
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Increased productivity at UVic
A 9 increase per faculty headcount!
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Increased productivity at UVic
A 12 increase per FTE!
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Are faculty and librarians a priority at UVic?
A Vision for the Future A Strategic Plan for
the University of Victoria (http//web.uvic.ca/st
rategicplan/people.html)
Goal 1 to recruit and retain a diverse group of
exceptionally talented students, faculty and
staff and to support them in ways that allow them
to achieve their highest potential
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Are faculty and librarians a priority at UVic?
The quality of our endeavours is determined by
the quality of our faculty and their scholarship
in teaching, research, creative and professional
activity. It is also dependent on their
commitment to bringing their scholarship to the
classroom. The recruitment and retention of
exceptional faculty require establishing and
maintaining the highest academic standards and
providing an environment that supports the
achievement of our colleagues' academic
ambitions.
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UVic Bargaining Bulletin 4 issued during CUPE
917 and 951 negotiations
The University is fortunate in that we are
retaining our support staff. Unfortunately the
same could not be said for faculty. The
University has been having difficulty recruiting
faculty members for several years. Vacancies are
difficult to fill and in some cases positions
remain vacant for years. Our competitive
position with other Canadian universities has
declined because those universities were able to
make more competitive offers and provide more
attractive career opportunities to faculty. In
fact, the market for faculty has become global in
nature and we are losing our faculty not only to
Canadian universities, but to universities in
other countries as well. As a result, the
University felt it needed to make adjustments to
faculty compensation in order to be able to
achieve the objectives of A Vision for the Future
in the people, quality and community sections of
the plan
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Are faculty and librarians a priority at UVic?
2002 UVic 23.88 SFU 24.82 Macleans
25.69
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Are faculty and librarians a priority at UVic?
To bring UVic to the Macleans average (25.7) in
one year requires academic salaries to rise by
7.6 (4,518,000 more spent on faculty and
librarian salaries)
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Are faculty and librarians a priority at UVic?
To bring UVic to the BC average (25.35) in one
year requires academic salaries to rise by 6.1
(3,656,000 more spent on faculty and librarian
salaries)
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Are faculty and librarians a priority at UVic?
A 318 increase since 1997
Average rate of increase is 3,583,333 per year
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Are faculty and librarians a priority at UVic?
An increase from 18.02 to 53.63!
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Conclusions
UVic salaries are woeful compared to sister
universities in BC UVic benefits are woeful
compared to sister universities in BC UVic
salaries are poor compared to other national
universities The cost of living in Greater
Victoria (UVic) is higher than in Burnaby
(SFU) UVic faculty and librarian productivity
has been increasing substantially UVic stated
that recruiting and retaining excellent faculty
is a strategic objective 30 (75 out of 250)
of all professors are considering or actively
seeking employment at another university
overwhelmingly, because of our salary and benefit
package. Such a professor has on average 1)
been at UVic 9.9 years 2) got their highest
degree 13.1 years ago 3) is in the 40-49 age
range. UVic has the money to close the salary
and benefit gap with SFU.
It is all a question of institutional priorities
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University of Victoria, Faculty
AssociationSalary Negotiating Team

• Andrew J. Weaver, Chief Negotiator
• A.R. Elangovan
• Chris Petter
• Bill Pfaffenberger
• Martin Smith
• Susan Taylor

24
Libraries Strategic Plan
Goal To continually support, develop, attract
and retain a highly skilled and qualified staff
committed to the libraries goal in achieving the
Universitys mission
Goal To offer services, information resources
and facilities of such quality as to place the
UVic Libraries in the upper 20 of Canadian
comprehensive libraries
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Demographics
National Level Retirements

• 48 of library workers will have retired by 2010
  (Statistics Canada).
• More than 50 of members of Canadian Library
  Association are over 46.
• Number of librarians turning 65 each year after
  2006 is twice the rate of the previous ten years.
• 50 UVic librarians gt 50 years old
• In the last 3 years 8 UVic librarians have
  retired or resigned to work elsewhere (33
  turnover)

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Demographics
National Level Retirements
Total numbers of Masters of Library and
Information Science graduates in the United
States have been called stagnant.
Only about 475 students graduate each year in
the seven library schools in Canada.
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Librarians at UVic and SFU

• UVic Librarian/archivists positions 28
• SFU Librarian/archivists positions 35
• UVic Years since highest degree 19
• SFU Years since highest degree 11
• UVic Median salary 65,233
• SFU Median salary 67,704
• UVic Mean salary 63,952
• SFU Mean salary 66,228

Starting salary BC community colleges 48,666 UV
ic 42,210
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Uncompetitive Salary Structure

• All sister institutions (UBC, SFU,UNBC) have
  the same average dollar value for faculty and
  librarian career progress
• At UVic we have differential averages for
  faculty and librarian career progress
• Faculty 2190
• Librarian/archivist 1772

UNBC 2647 UBC 2430 SFU 232
5
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Salary Survey Highlights 2003

• 16 responses 55
• Salary dissatisfaction 93
• Removal of salary ceilings 100
• Study leave dissatisfaction 63
• No time to perform scholarly work 100
• Workload concerns 81
• ? Working more than 37.5 hrs/week 100
• ? Working more than 45 hrs/week 31

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Are librarians and the library a priority at UVic?
Percentage in library budget / university budget
2001/02 7.05 (12.369 thousands of
dollars) 2002/03 6.89 (12,896
thousands of dollars)
Average for BC academic libraries is 8 ?
approx 15 million
Acquisition budget is being protected Staffing
budget is not protected
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Increasing Challenges
Hybrid library complexities ? print and digital
library Increasing need for professional
development time
New Services
Library instruction classes 1998-2004
Participants in library classes 303.4
Virtual Reference Service 2002/03 563 sessions,
2003/04 expected to rise by 30
More Demand
1994/95 2002/03Undergraduates 18
Graduates 19.0 Faculty (FT) 1.4
Faculty (PT) 78.3
Librarians 28
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Conclusions
UVic librarian salaries are woeful compared to
sister universities in BC UVic librarian
benefits are woeful compared to sister
universities in BC The cost of living in
Greater Victoria (UVic) is higher than in Burnaby
(SFU) UVic librarian productivity has been
increasing substantially UVic stated that
recruiting and retaining excellent librarian
staff is a strategic goal UVic has the money
to close the librarian salary and benefit gap
with SFU. UVic has the money to increase the
number of librarians to a competitive level.
It is all a question of institutional priorities
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The Settlement
Two year agreement Labour Market Adjustment
for Business Economics Differentiated Market
Adjustment (for all faculty librarians)
Productivity Bonus (for all faculty
librarians) CPI and MI no hard ceilings
New floors Study leave provisions for SIs and
Librarians Benefits (child care, eye exam,
eye wear, retiree) PER
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Two Year Agreement
PSEC 0,0,??
Labour Market Adjustment Business Economics
1) Fixed lift 1000 in economics 1570 in
business
2) Differentiated amount
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Labour Market Adjustment Business Economics
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Differentiated Market Adjustment
Address the growing difference between SFU and
UVic salaries under PSEC constraint of 25 get 0
Adjustment made on base salary excluding market
retention supplements and LMA
Your current salary includes a Market Supplement
of ____. By the terms of this Market Supplement,
it may be renewed or may be terminated as
follows (set out terms of termination). In the
event that the Market Supplement is terminated in
accordance with these terms, or is reduced below
XXX (amount that Faculty Member would have
received as DMA had he or she not had a Market
Supplement), the amount needed to retain XXX in
your ongoing salary will become a retention
adjustment and will be continued in your base
salary.
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Differentiated Market Adjustment
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Differentiated Market Adjustment
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Productivity Bonus
Distributed as follows
Year 1 a) 48 ?? MIs awarded July 1,
2004 b) a fixed amount c) an amount as of
2003-04 salary.
Year 2 a) the amount awarded in year 1 b)
48 ?? MIs awarded July 1, 2005 c) a fixed
amount d) an amount as of 2004-05 salary.
40 of PB (after merit allocation) used in fixed
amount60 of PB (after merit allocation) used in
percentage Based on salary survey results
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CPI and MI
Note 1 CPI 2MI 2,190
Note 2 Productivity bonus increases MI
Key issues (automatic CPI if awarded MI)

• Removal of 16 year CPI hard ceiling for Senior
  Instructors
• Increase of Full Professor permeable CPI ceiling
  to 116,600
• Removal of all CPI hard ceilings for librarians
  (time limits)
• Set a permeable CPI Librarian IV ceiling of
  87,530

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CPI and MI
Receiving 4 MIs 8.33 Receiving 3 MIs
25 Receiving 2 MIs 33.
Note Reduces guaranteed zeros to only 6 from
10
Creation of a special merit account
15 new MIs created to be administered by VP
Academic to assist units (often small units)
where there are a disproportionate number of
4MIs.
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Faculty and Librarian Floors
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Faculty and Librarian Floors
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Study Leave Provisions for Senior Instructors
Librarians
Librarians

• 3 months after 3 years _at_ 100 salary
• 6 months after 6 years _at_ 100 salary

Senior Instructors

• 4 months after 3 years _at_ 2/3 salary 13,722
• 8 months after 6 years _at_ 2/3 salary 13,722

Both have provisions for transitions
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Benefit Enhancements
1) Eye exams continue benefit
2) Eyewear benefit continue benefit increase
from 300 to 484 every two years

• 3) Combine massage and physiotherapy limits
• 750 combined limit

4) Librarian workload will be discussed by
committee (Appendix 4)
5) Child care will be discussed by committee
(Appendix 4)
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Retiree Benefits
The Administration will initiate a call for
tenders for health and welfare benefit plans in
2004. As part of the tender process, the
University will require a user-paid
post-retirement benefit plan for members of the
Faculty Association to be included as part of the
tenders submitted with a view to obtaining
improvements in the post-retirement benefits
package that is currently available from its
carrier. The Administration will continue to
inform members coming up to retirement in a
timely way about the options available to them
for benefits upon their retirement, including
sending letters to individuals and holding
regularly scheduled seminars to assist members to
prepare for retirement.
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Professional Expense Reimbursement
Total Year 1 4.4 Year 2 4.3 Over two
years 8.7
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Thanks to

• Denise Lunger
• Wanda Lewis
• Salary Committee
• Survey Respondents
• Faculty Association Executive
• Rest of the Negotiating Team
• David Turpin

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THE END
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The Settlement
Two year agreement Labour Market Adjustment
for Business Economics Differentiated Market
Adjustment (for all faculty librarians)
Productivity Bonus (for all faculty
librarians) CPI and MI no hard ceilings
New floors Study leave provisions for SIs and
Librarians Benefits (child care, eye exam,
eye wear, retiree) PER