1. 2012-2014 CSU-CFA Unit 3 Collective Bargaining Agreement Overview
The California State University
Penelope Jennings, William Whiting, and Michelle Kilmnick
Office of Faculty Affairs
Fall, 2012

2. Agenda Article by Article Review of Key Changes Questions
Overview – Bargaining in Context
Article by Article Review of Key Changes
Questions

3. Appointments and Evaluations
Appointments and Evaluations
Article 12 – Appointments
Three year appointments (12.12 and 12.13)
Cumulative periodic evaluation of the entire qualifying period prior to the award of an initial or renewal of a 3-year contract is required.
Standard for appointment is satisfactory performance, as determined by appropriate administrator (replaces old negative standard)
Also must be “absent serious conduct problems”

4. Appointments and Evaluations
CFA Agreer
Article 12 – Appointments
Preference for Available Temporary Work (12.29)
No change to top paragraph and sections a. 1-7 or b.1-7.
Amendment to a.8.i, b.8.i
Normally, if work still available it must be offered to qualified 3-year part-time lecturers, but
Based on department need, may be offered to 1-year lecturers who are demonstrably better qualified

5. Appointments and Evaluations
CFA s
Article 12 – Appointments
Preference for Available Temporary Work (12.29)
12.29.a.8.ii, b.8.ii now specifies “part time temporary faculty unit employees holding a one-year appointment”
Visiting Faculty classification is retained
TAs retain priority over lecturers and TA quota language has been removed

6. Appointments and Evaluations
Article 15 – Evaluations
Evaluation for 3-year Lecturers (15.20, 15.28, 15.29)
Evaluation covers entire qualifying period
Applies to first 3-year appointment and renewals
Requires peer review committee evaluation as well as evaluation by appropriate administrator
“Pass/fail” standard: satisfactory or unsatisfactory
Administrator’s evaluation determines outcome

7. Appointments and Evaluations
Article 15 – Evaluations
Student Evaluations of Teaching (15.15)
Permits all campuses to administer online student evaluations
Results may be stored electronically and incorporated by extension into the PAF (provided secure access is provided)

8. Appointments and Evaluations
Article 15 – Evaluations
Student Evaluations of Teaching (15.15)
Default standard is that all classes are evaluated (Replaces CBA standard of a minimum of two classes)
Campuses may agree through shared governance to review fewer classes; if so, consultative process to determine which classes will be evaluated
CSUN Faculty Senate has voted to maintain current requirements of Section c.(2).(b).(ii)

9. Appointments and Evaluations
Article 15 – Evaluations
Post-tenure Review (15.34)
Participants in FERP no longer required to undergo post-tenure review unless either the FERP participant or the appropriate administrator requests a review

10. Article 14 – Promotion Promotion
A faculty member may be considered for early promotion (prior to six years) without requirement of positive department recommendation.

11. Reprimands Article 18 – Reprimands
For a document to be considered a reprimand it must be clearly identified or labeled as such in the Personnel Action File
When a reprimand is removed from the PAF, any rebuttal to the reprimand is also removed
When there are two reprimands on the same subject, once 3 years have passed since issuance of the most recent reprimand, it can be removed along with the earlier reprimand

12. Article 20 – Workload Workload
Status quo on workload for instructional faculty
but
Parties to form a joint committee tasked with studying workload and analyzing data

13. Summer Term Employment
Article 21 – Summer
No change to order of work assignment or campus tenure-track quotas
Campuses receive relief on faculty compensation payable for low enrolled summer courses.
Relief applies to both state-supported and self-supported summer

14. Summer Term Employment
Article 21 – Summer
Old rule:
Relief when enrollment dropped below 15 students
Reduction of 5% per student to minimum of 85% of full salary
New rule:
Relief when enrollment drops below 20 students
Reduction of 5% per student to a minimum of 65% of full salary

15. Low Enrollment Relief: Comparison
Number of students
Percent of full pay (old)
Percent of full pay (new) 20
100 19 95 18 90 17 85 16 80 15 75 14 70 13 65 12
Title of Presentation

16. Article 31 – Salary Salary
No salary increases in FY , with re-openers for and
Notice of intent to re-open for 12/13 to be given after October 1, 2012 and before November 30, 2012.
Notice of intent to reopen for 13/14 after January 1, 2013 and before February 28, 2013

17. Article 31 – Salary Salary Campus based equity:
At the President’s discretion, campuses may institute a campus-funded equity program to address discipline- specific salary inversion and compaction issues.
If campus offers an equity program, priority given to those individuals who would have received an award under the partially-implemented Equity II program (Full and Associate Professors).
“Presumptive award” is difference between award received in 2010 distribution of Equity I residual and full award

18. Article 31 – Salary Salary Campus based equity:
Presumptive awards may be reduced by amount of:
Increases for market
PPI awards
Promotion increases in excess of 7.5%
If insufficient funds are available to fully fund all presumptive awards, funds shall be distributed pro-rata
After all presumptive awards made, campus may address other campus equity issues
CFA to be consulted in developing guidelines for such a program

19. Article 35 – Outside Employment
Full time faculty must now report outside employment in writing each semester (every 3 months for 12-month faculty)
Employment need only be reported when it exceeds a threshold
Nature of outside employment and amount to be reported
Campuses to use negotiated form (on Faculty Affairs website)

20. Outside Employment

21. Article 22 - Leaves of Absence Without Pay
Leaves Without Pay
Article 22 - Leaves of Absence Without Pay
Right to up to one year of unpaid parental leave extended to probationary faculty

22. Article 23 – Leaves of Absence With Pay
Leaves With Pay
Article 23 – Leaves of Absence With Pay
Parental leave may be taken on non-consecutive days with mutual agreement
Additional flexibility for parental leave
Allows for a reduction in workload for a term (40% at semester and 60% at quarter campus) in lieu of 30-day leave
Limited to faculty with AY appointments and 12-month chairs who teach
Requires approval of appropriate administrator

23. Article 23 – Leaves of Absence With Pay
Leaves With Pay
Article 23 – Leaves of Absence With Pay
Additional flexibility for parental leave
Allows for leave sharing between spouses/partners
Requires approval of appropriate administrator(s)
For parental leave, increased ability to use sick leave from 10 to 15 days to supplement parental leave

24. Article 26 – Fee Waiver Fee Waiver
Fee waiver extended to dependents up to age 25
Limits fee waived for doctoral programs to the part-time graduate tuition fee.
Faculty member pays the difference between the part-time graduate tuition fee and the doctorate tuition fee

25. Article 27 – Sabbatical Leaves – (continued)
Twelve-month instructional faculty
Twelve-month faculty can remain in 12-month status during sabbatical but are subject to 12-month rules (e.g. 4 months at full pay or 8 months at half pay on a semester campus)
Twelve month chairs would not receive chair stipend while on sabbatical, just 12-month instructional rate

26. Office of Faculty Affairs:
Unit 3 Collective Bargaining Agreement: