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Next Round of FCP Considerations & Analysis of Last Round

Submitted by Staff on Wed, 01/25/2017 - 15:49

 

On January 25, 2017, President David M. Hughes sent a message to union members in the full-time bargaining unit about the Faculty Compensation Program (FCP), also called "merit" consideration. The new round for 2017-2018 is beginning now. Plus, the union did an analysis of the previous round for 2015-2016.

 

Dear Tenure-Track and Non-Tenure-Track Full-Time Faculty Colleagues:

 

As the next round of consideration for the Faculty Compensation Program (FCP or "merit" program) begins, we want to walk you through what to expect and also review the outcome of the process related to the last round of FCP.

 

2017-18 FCP Consideration starts NOW!

 

The overall pool for this new round of FCP is approximately $7.2 million, based on 2.125% of state-funded base salaries of the faculty. Units should be convening a Peer Evaluation Committee that will consider faculty in February in your department for awards that can range from one percent to ten percent. The minimum award, if any, is one percent or five hundred dollars, whichever is less. Sometime in February or early March, the PECs will make recommendations to Chairs, who will then share PEC recommendations and their own recommendations with the Dean by March 15. Deans must report to the Chancellor by April 3 and Chancellors to the Senior Vice President for Academic Affairs by April 21.  The expectation is that final awards will be announced by the end of the spring semester and paid effective July 1, 2017.  These awards are not retroactive. A contractual increase of 2.125% was paid to faculty on July 1, 2016. For more information on the process, you can review the FCP contract language.

 

2015-16 FCP Awards

 

The pool of funds for the last round of FCP was based on 2% of the overall state-funded salary base of the faculty. The amount was $6,000,000. Chart 1 shows the distribution of funds by campus and school. Chart 2 shows distribution by departments within schools. Chart 3 shows a breakdown along racial/ethnic and gender lines and Chart 4 the distribution by rank. Charts 5, 6, 7 and 8 show similar data for non-state-funded faculty. Chart 9 provides state-funded award comparison between Tenured/Tenure-Track faculty and Non-Tenure Track (NTT) faculty.

 

The data in charts 1 and 2 suggest that there is a fairly even distribution of the overall pool across campuses (as required by contract) and among schools (where even distribution is not required). Within schools there seems to be some variation among departments (distribution of funds to departments is at the discretion of the dean), but nothing terribly dramatic. Charts 3 and 4 tell us that junior faculty as well as women and faculty of color generally did better than the 2% average. Charts 5 - 8 show that our non-state-funded faculty are generally not doing as well within the FCP program as their state-funded colleagues. Chart 9 reflects that NTT faculty, at least those that are state-funded, benefited from the new language creating a separate pool of funds as well as NTT representation on Peer Evaluation Committees.

 

Word of Caution

 

If serving on a PEC, you should know that representing awards in flat dollar amounts could have an adverse impact upon faculty serving temporarily in a Calendar Year position.  When they return to their Academic Year salary, they could lose fifteen percent of the intended FCP award amount.

 

Finally, thank you for all the work that you do through PECs and, of course, during negotiations to obtain and administer these raises.  They make Rutgers a better place for faculty of all kinds.

 

Best wishes,

David M. Hughes
Professor of Anthropology (SAS-New Brunswick)
President, Rutgers AAUP-AFT faculty union

Rutgers AAUP-AFT
11 Stone Street
New Brunswick, NJ 08904
Office phone: (732) 964-1000
Fax: (732) 964-1032
Main union email: aaup@rutgersaaup.org

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