The process by which the money in the three pools is to be allocated could definitely be better. This blog explains the problems the Association is attempting to rectify, and the objectives it is attempting to achieve, with our proposals.
The process by which the money in the three pools is to be allocated could definitely be better. This blog explains the problems the Association is attempting to rectify, and the objectives it is attempting to achieve, with our proposals.
In addition to General Wage Increases and Career Progress Increments or salary steps, many of our members are regularly considered for merit awards and Performance Salary Adjustments (PSA). Merit and PSA are some of the more confusing features of our members’ compensation packages. We have made three proposals to rationalize, clarify, and simplify merit and PSA.
In our bargaining blog this week, we discussed our proposal to remove the contract-specific dates on which PTR increases (CPI, Merit, and PSA) are implemented so that faculty members would receive anticipated annual salary increases even when we have not finished negotiating the next collective agreement. While the University has not agreed to this proposal, President Gupta has assured the Faculty Association that interest accrued on our delayed salary increases has nothing to do with the University’s position on this issue. We accept unequivocally his assurances.
Salary increases to individual members fall into two categories: General Wage Increases (GWI), and Progress Through the Ranks (PTR). GWIs are intended to protect members against inflation and maintain salary comparability with faculty at other universities of comparable academic quality and size. PTR is intended to reward individuals’ career advancement. The provisions of Progress Through the Ranks are contained in Part 2, Sections 2.02 through 2.05 of the Collective Agreement.
