“High quality faculty and staff are crucial for providing students an integrated Western experience. The University faces an increasingly competitive national marketplace for the services of faculty and staff. Therefore: The University needs to maintain ongoing emphasis on achieving competitive salaries and broad-based benefits for faculty and staff.”
To meet this objective of the Strategic Plan, the University and the Union agree to collaborate in the development of a compelling strategy to present to the Legislature to support competitive salaries and broad-based benefits.
22.1 Salary
22.1.1 The academic salary schedule begins on September 16 and ends the following June 15.
22.1.2 The initial salary for tenured and tenure-track faculty and non-tenure-track faculty is set forth in the Letter of Offer.
22.1.3 Effective September 16, 2008, all qualified tenured and tenure-track faculty will receive a basic salary increase of 10.5%. “Qualified faculty” is defined as successful completion of the most recent performance review or equivalent evidence of successful performance, and employment during the 2007-08 academic year.
22.1.4 Effective September 16, 2008, all qualified non-tenure-track faculty will receive a basic salary increase of 10.5%. “Qualified faculty” is defined as successful completion of the most recent performance review or equivalent evidence of successful performance, and at least three quarters of WWU service.
22.1.5 For each qualified non-tenure-track faculty member paid on a per credit or per course basis, the per credit or per course rate will be increased by the percentage increase provided in Sec. 22.1.4. (“Qualified” is defined as having at least three quarters of WWU service and overall performance rated “satisfactory” or better during their evaluation for the last quarter taught. In the first year of the contract, the requirement for a satisfactory evaluation shall be waived in the event the faculty member was not evaluated during the last quarter taught.)
22.1.6 All current tenured and tenure-track faculty will receive a one-time payment of 4% of the faculty member’s September 2007 contracted annual salary, and all current non-tenure-track faculty with at least three quarters of WWU service will receive 4% of the faculty member’s 2007-08 compensation. This one-time payment will be paid as a lump sum in the first pay period following ratification of the Agreement.
22.1.7 The UFWW President and the Provost will review the salaries of faculty who are new in 2008-09 for possible adjustments.
22.2 Special Merit
22.2.1 Special merit awards of $4000 each shall be added to the 2008-09 salary base, to be distributed upon completion of the review process, to nine percent (9%) of all tenured and tenure-track faculty members. The awards shall be granted according to a distribution scheme satisfactory to both sides.
22.2.2 A task force consisting of 3 members appointed by the University and 3 members appointed by the Union shall be constituted upon ratification of the contract, and shall recommend a process for distributing the special merit awards. The recommendation, submitted to the parties to this Agreement, shall be delivered by September 2008.
22.2.3 By the end of October 2008 the parties to this Agreement shall meet and agree on a distribution method for the special merit awards. This method shall be duly implemented.
22.3 Promotion
22.3.1 Tenured and tenure-track faculty who receive a promotion shall have their base salary increased by 10% effective September 16, 2008 or September 16 following the promotion.
22.3.2 Instructors who advance to Senior Instructor shall have their base salary increased by 7%, effective September 16 following the advancement.
22.4 Department Chairs
22.4.1 Effective the first full pay period following the signing of this Agreement, chairs shall receive an increase of 10% of their current Department Chair stipend.
22.4.2 Stipends are payable quarterly, including summer.
22.4.3 Department chairs shall negotiate with the dean, with the approval of the Provost, for any reduction in teaching load associated with the position.
22.5 Academic Program Directors
The Provost or dean will determine the appropriate stipend and/or release time in accordance with the responsibilities of each position. A stipend shall be at least $1000 in each quarter, including summer session, for which there are program responsibilities. In no case will the compensation given to program directors for the current level of responsibilities decrease.
22.6 Medical, Dental, Life and Long-Term Disability
Medical, Dental, Life and Long-Term Disability Plans, benefits and premium share are set and from time to time revised by the Washington State Health Care Authority.
22.7 Salaries for Summer Session
Salaries for faculty employed for teaching during summer session shall be calculated as 1/48 of the faculty member’s academic year salary per credit hour of courses taught. Summer salary cannot exceed 25% of the academic year salary.
22.8 Mileage
Authorized travel between campuses and/or worksite assignments shall be compensated at the current State of Washington mileage rate. Worksite is defined as an official WWU program site.
22.9 Professional development and travel funds
Beginning in September 2008, each college will fund a faculty development and professional travel pool with an annual amount equal to $1,000 per FTE tenured/tenure-track faculty, and $500 per FTE non-tenure-track faculty member. The funds will be allocated and administered by deans of colleges and Library in accordance with criteria and procedures in guidelines developed within the faculty governance bodies of each college and the Library. All faculty members are eligible to apply for the funds.
22.10 Retention
The University administration may, in consultation with the faculty member’s department, grant a salary increase to any faculty member for retention, provided that the Union is notified in writing of the change in salary and of the justifications for the change.
22.11 Parking
22.11.1 Parking rates for the 2008-09 academic year shall be established by the University based on recommendations from the Transportation Initiative Task Force, provided that the rates will be no more than 2% above the rates charged during the 2007-08 year.
22.11.2 On those days when they work during the evening shift, library faculty shall have access to one evening parking permit held by the Library for parking spaces near the libraries after 5:00 pm.
22.12 Stipends for Teaching Large Classes
The dean and the chair shall confer concerning the appropriate support and/or compensation for teaching large classes.
22.13 Release Time for Faculty Senate
Honoring the direct relationship and collaboration of the Faculty Senate and the University in shared governance, the University will continue to provide a reduction in teaching load associated with the following positions in the university, depending on the scope of the role.
· Faculty Senate President
· Chair of ACC
· Chair of UPC
· Legislative Representative
· Ombudsperson
The Union will be notified of any changes proposed by the Senate and the University, and will be given the opportunity to bargain concerning those changes.
22.14 Compensation for Temporary Extra Teaching Assignments
Faculty may teach one or more courses above their regular teaching load only on an exceptional basis, with appropriate documentation of the need, recommendation of the dean, and approval of the Provost. Such temporary extra teaching assignments will be compensated by temporary additional pay at the rate of 1/36 of the faculty member’s salary per credit hour.