Florida State University
BOT – UFF Collective Bargaining
Summation
2012-2013
November 20, 2012
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*
•
Lisa Scoles, Associate General
Counsel*
•
Anne Blankenship, Associate Vice
President, Academic Affairs
•
Olivia Pope, Assistant Vice
President, Research
•
Michael Lake, Director, Budget
Office
•
Carolyn Egan, General Counsel*
•
Ralph Alvarez, Associate Vice
President of Budget/Planning and
Financial Services
•
Susannah Miller, Human Resources
Director*
•
Seth Beckman, Senior Associate
Dean, College of Music*
•
Bill Strickland, Senior Specialist,
Human Resources*
* Attends bargaining sessions with the UFF
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
 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

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:
o Substantially Exceeds FSU’s High Expectations
o Exceeds FSU’s High Expectations
o Meets FSU’s High Expectations
o Official Concern
o Does Not Meet FSU’s High Expectations
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:
o
o

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:
o
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
 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

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:
o
o
o

Administrative Discretionary Increases
o
o
o
o

Overall percentage: 1%
Allocated in accordance with departmental merit criteria: 0.8%
Allocated as determined by deans: 0.2%
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
 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
 Full-book negotiations for 2013-2016 shall
begin no later than May 15, 2013.
 Winter Break Leave was agreed upon for all inunit faculty.
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.