January 26, 2017
While the University’s strategic planning process is underway, the core purposes of learning, research and scholarship and service will remain central to UBC’s vision. There are a number of objectives supporting those core purposes such as focusing on the student experience, and fundamental to all of them is a commitment to excellence and the role of faculty in achieving them. With that in mind, and in accordance with the University’s guiding Principles and Values for bargaining, we propose the following revisions to the Collective Agreement between the University and the Faculty Association.
1. Term of Agreement
The University proposes a three year term for the Collective Agreement, July 1, 2016 – June 30, 2019.
Article 26 – Part 1: Framework for Collective Bargaining
The University proposes to discuss compensation matters at a later bargaining session. The University’s monetary proposal will be in keeping with the PSEC Mandate. The University’s proposal will also be in compliance with the language of the collective agreement.
3. Merit and Career Progress Increments
The University proposes to streamline the complex PTR system so as to more effectively recognize career progress and merit of faculty members. This will include reducing amounts attributable to Career Progress Increments with a corresponding increase to Merit Awards and Performance Salary Adjustments.
We also propose eliminating the use of units to allocate merit within each department. This will not affect the amount of monies for merit award provided to each department or academic unit.
We will also propose to revise CPI to better focus on acknowledging faculty members progress during the early stages of their careers, and will propose to remove automatic awards, without any need to demonstrate career progress, at years 20 and 25 of service.
Articles 2.03, 2.04 – Part 2: Salaries and Economic Benefits
4. Professional Development Fund
The University proposes to remove provisions which require that unspent professional development monies be transferred to CPI, or allocated to a teaching fund for sessionals. All faculty members are encouraged to use their professional development monies and the program currently allows for use of individual yearly allotments within a 2 year period for sessionals and a 5 year period for all other faculty members.
Article 7.09 – Part 2: Salaries and Economic Benefits
5. Sessional Lecturers / Lecturers
The University proposes to revise the Collective Agreement to realign the positions of lecturers and sessional lecturers, by enabling longer, more stable appointments for lecturers.
As part of its commitment to enhance professional and career development for students, the University also proposes that PhD students be given teaching opportunities to assist in their professional development, with a cap on the number of courses that can be taught, without obtaining any right of reappointment.
Part 7: Conditions of Appointment for Sessional Lecturers
6. Tenure and Criteria for Promotion
The University proposes to revise the existing tenure and promotion processes to allow for tenure only in conjunction with promotion to Associate Professor. This would eliminate tenure at the position of Assistant Professor going forward.
The University also proposes to revise some criteria to better reflect the excellence of UBC’s faculty members, the President’s vision, and the norms of our peer institutions.
The University also proposes to simplify tenure and promotion processes for tenure-track faculty by eliminating periodic reviews. The University will propose a more transparent and supportive process through which Article 5.02 meetings with the faculty member to review successes and potential concerns are mandatory on a yearly basis rather than just the year before the faculty member is considered for reappointment, tenure or promotion. The non-periodic reviews will remain available every year should the tenure track faculty member feel ready for promotion or tenure prior to a mandatory review.
Articles 1-5 – Part 4: Conditions of Appointment/or Faculty
7. Appointment / Reappointment
The University proposes to simplify appointment and reappointment processes by providing for only two appointments periods for all tenure-track positions with a single reappointment review at the mid-way point. The University further proposes to add clear and transparent criteria for reappointment, and improve communications with faculty members about their progress towards successful reappointment through the annual Article 5.02 meetings.
Part 4: Conditions of Appointment for Faculty
8. Retirement Options
The University proposes a Letter of Agreement which will allow the trial of an additional retirement option.
Part 1: Framework for Collective Bargaining
9. Library Component (pp. 91 -107)
a) Term Appointment for Heads
The University proposes putting concepts from Letter of Understanding #2 from the 2012-2014 Collective Agreement into the body of the Agreement. This will allow the library to continue to appoint heads for a term, with a stipend, which works well for the nature of the positions and strengthens the comparability of the library with the faculties.
b) Administrative Librarian Appointments
The University proposes to end the appointment of “administrative librarians” and remove that term from the Collective Agreement, as this title has become redundant and confusing. In keeping with that, remove the reference to administrative librarian in the definition of “supervising librarian”.
c) Supervising Librarian
The University proposes to redefine the term “Supervising Librarian” to include any librarian to whom another librarian reports and exchange the term “Head” with “Supervising Librarian” where appropriate, so that supervising librarians can be involved in both selection and confirmation processes as necessary.
d) Part-time Confirmation-track appointments
The University proposes to allow part-time confirmation-track appointments because opportunities are available for such positions but not at full-time, and we would like to provide Librarians with reduced appointments comparable benefits to full-time librarians as well as an opportunity to achieve confirmation.
e) Confirmation-track period
The University proposes to align the Library with the standard used in the faculties and with the majority of libraries across the country, we propose to change the confirmation-track period to 6 years, with a reappointment midway. This change will help to ensure that Librarians have more time to develop their portfolios and demonstrate excellence before achieving confirmation.
f) Confirmation criteria
The University proposes various language changes to improve the understanding of the criteria required for confirmation; to more accurately describe what is required for reappointment and confirmation; and to ensure a standard of excellence before confirmation is achieved.
g) Composition of Committees for Confirmation Review
The University proposes to change the composition of the Standing Review Committee (article 6.02) by allowing the University Librarian to appoint two librarians, rather than the Heads. This will allow the University Librarian to ensure a good cross-section of Librarians on the committee, which now reviews all confirmation files for the library.
The University proposes that two faculty members be appointed to the Librarians Appointment Committee (article 6.07), but limit the total number of individuals on the committee to seven. This change would allow valuable input from the faculties and decrease demand on our limited numbers of Librarians.
10. Disciplinary Measures
The University propose to eliminate the requirement that the President and Faculty Member meet with their Dean, head and Faculty Association present prior to a suspension for cause, while preserving the option as a matter of the President’s discretion.
11. Grievance Procedures
The University proposes to revise the Collective Agreement’s grievance and arbitration language so as to expedite dispute resolution in a more predictable, timely and orderly fashion. The University will also propose the introduction of an expedited arbitration process to more efficiently resolve disputes appropriate for this type of process.
Article 20 – Part 1 – Framework for Collective Bargaining
Articles 10.05 – 10.09 – Part 4 – Conditions of Appointment for Faculty
Articles 9.05 – 9.08 – Part 5: Conditions of Appointment for Librarians
12. Retention Funds
The University proposes to amend the process of distributing retention funds so as to enhance its flexibility and responsiveness to market demands to meet the needs of the faculty members and the University. We propose that increases be determined by the Deans without need for Provost allocation, and remove any stipulated amounts.
Article 6 – Part 3: Salaries and Economic Benefits
13. Interest Arbitration
The University proposes to amend the Collective Agreement’s interest arbitration language to provide increased flexibility in the dispute resolution process and broader considerations of issues and factors.
Article 11 – Part 1: Framework for Collective Bargaining
The University proposes to add language to the Collective Agreement which will enable it to recoup payments of wages made to sick or injured Faculty Members from third parties, such as ICBC, when the Faculty Member has a claim for lost wages against the third party.
Part 3: Leaves of Absence
15. Duty to Accommodate Provision
The University proposes to add a provision which will establish a specified number of years the University will provide a guarantee of job protection to accommodate individuals absent on long term disability benefits.
16. Reimbursement by Faculty Association for Union Leave
Without Prejudice: The University proposes to delete a current Memorandum of Agreement regarding secondment of Faculty Members to the Faculty Association which reimburses the Department at the sessional rate and a Memorandum of Agreement for a special arrangement for four sections per year of teaching release on the Okanagan campus paid fully by the University, and add a Collective Agreement provision providing leave, with reimbursement by the Faculty Association of salary determined at the teaching-buyout rate or true cost to the Department of the secondment.
Part 1: Framework for Collective Bargaining
17. Maternity/Parental Leave (Supplemental Unemployment Benefits)
The University proposes a to add a Letter of Understanding to the collective agreement which will address recent legislative changes to the Employment Insurance waiting period for maternity/ parental leave.
18. Housekeeping matters