1. 2019 AAUP Merit Rollout For Department Heads
Darshana Sonpal, Office of the Provost
April 24th, 2019
Department Heads Meeting

2. Agenda AAUP General Wage Increase (GWI) – 3.5% Merit – comprised of 2%
FY20 Provost Fund ($300k), Retention, Promotion
Eval Period
Fiscal year (July 1 to June 30)
Considering options for review period of one year, three years, or flexibility for Deans or Departments to choose – decision under review

3. AAUP - Merit Eligibility
Member of the bargaining unit as of April 1, 2019 and still employed on August 23, 2019.
All bargaining unit titles will be included in merit this year (T/TT, Article 13, Article 26 except adjuncts). Research Assistants and Associates will receive a set 1.4% from departmental pool.
Home department vs. work department
Note: faculty to management effective 8/23/19
Evaluation Period
The Provost will set a multi‐year review period in formal guidance. This period will be July 1, 2015 through June 30, 2019 to account for previous years where merit was not available. Departments may establish criteria to determine how to weigh meritorious activity across the entire review period.
Article 13 titles include Acad Asst, Extension Prof., Extension Assoc. Prof., Extension Asst. Prof., Extension Instructor, Asst. Coop. Extension Educator, Assoc. Coop. Ext. Educator, Coop. Extension Educator, Senior Coop. Extension Educator, Lecturer, Facilities Scientists and faculty with Clinical and In-Res titles.

4. AAUP - Merit Pool Distribution
a. Total Merit Pool (comprised of 2% combined salaries as of 12/31/18)
Less Promotional Increases in Excess of $50k
19.3.A. The University shall allocate $50,000 annually for promotional increases; the balance of the promotional increases shall be funded from the merit pool. In years where there is no merit pool, promotional increases shall nevertheless be paid.
Provost Contingency (10%)
Unit Head/Dean Contingency (20%)
Department Pools (70%)
(Research Asst/Assoc = 1.4% from dept pool)
b. Dean’s discretion in distributing departmental pool amounts
Article 25.2.B. of the AAUP CBA stipulates: “the remainder of the merit pool, excluding an amount for department heads’ merit, shall be distributed at the discretion of the Dean among the departments.” Labor Relations has confirmed that the Deans do in fact have the authority to set individual departmental pool amounts out of the total departmental pool. Deans might consider one of two approaches Schools/Colleges have employed in the past:
Calculate the departmental pools based on the actual salaries of the faculty in the department, or
Calculate the departmental pools based on an average amount per faculty for the entire School/College * the number of faculty in the department.

5. AAUP – Merit High Points / Deadlines Communication Plan Date Event
5/6/2019
Provost distributes guidance and spreadsheets to Unit Heads with pool amounts and eligibility lists for entire unit
5/10/2019
Unit Heads to distribute guidance and spreadsheets to Department Heads
5/10/ /7/2019
(4 weeks)
Department level review
6/7/ /28/2019
(3 weeks)
Unit level review
6/28/ /22/2019
Provost level review
7/22/2019
All awards finalized and decisions distributed back to Units for processing into eComp
7/22/ /13/2019
Processing period - all awards entered into eComp
8/23/2019
Salary increase effective date
9/13/2019
Salary increase in paycheck
Date
Event
3/5/2019
Council of Deans
3/27/19
Provost & School/College Admin Leadership (Sr. Fiscal/HR Admins)
4/24/2019
Department Head Meeting
5/6/2019
Provost distributes guidance to Units
7/22/2019
All awards final
8/15/2019
Provost notifies employees of merit and/or Provost Fund award via University
Week of 9/2/2019
HR notifies employees of all salary increases via University

6. AAUP – FY20 Provost Fund, Retention, Promotion
FY20 Provost Fund ($300k) – see 2/18/19 Provost Memo
Retention
Increases effective 8/23/19
Inclusive of all other increases except promotion
‘Retention’ piece = after GWI/merit
Dean may request ‘retention’ piece funding split 1/3 Provost, 2/3 School/College
Approval for retention offer and commitment of FY20 Provost Fund must be in writing in advance of offer. Copy Bridget & Darshana on all communications.
Use template retention letter
Non-retention – special achievement, compression, inversion
Promotion
Effective 8/23/19 – set amount in contract
Applied after all other increases
Contractual amount applies to base only. We will manually re-calculate add’l 10th or 11th months if applicable (~5 total last year).
Instructor $900, Asst Prof - $1500, Asst. Prof - $3,000 and Prof - $4,500. Promotion increases shall be applied after all other increases are awarded.

7. AAUP – Processing Framework – two phases
Decision-making (excel spreadsheets with pools and eligibility lists)
Processing (enter awards into eComp)
eComp Salary Increase Processors have been identified
SHR freeze and manual cleanup in August
Other admin changes effective 8/23/19
Increases are applied proportionately across all pay components, with the exception of promotional increases (only applied to base)*
Admin supplements must be identified in Core as a separate pay component
Department/Supervisor
Note: faculty with home departments will be reassigned to home by Provost Office before spreadsheets are distributed to units

8. Questions?
Please contact Darshana Or call x2223 Thank you!