Article 41 – Salary Improvements

STAFF COMPENSATION PROGRAM (“SCP”)

Subject to the appropriation of and allocation to the University by the State of adequate funding for the specific purposes identified for the full period covered by this Agreement (refer to Appendix G for the application of this provision), the following economic provisions shall apply:

A. Eligibility

Employees who meet all the requirements listed in section C below for a particular fiscal year are eligible to participate in the SCP.

B. SCP Procedure

  1. Performance Evaluation Process

a. Evaluations for all employees, who have completed their probationary period, will be completed by April 30 of each fiscal year. The performance evaluation form is in Appendix H of this Agreement. At the time of completion of the performance evaluation, the standards for the next year’s evaluation process will be set by employee’s supervisor and discussed with the employee.

b. Employees will be evaluated for the period starting May 1 of the previous year against the performance standards established during the previous evaluation process and any additions or modifications that have been communicated to the employee during the year.

c. Supervisors will notify employees of their performance evaluation ratings by May 15 of each year and will provide employees an opportunity to comment in writing by June 1. Comments shall be attached to the appraisal.

d. Employees who accepted another position included in the bargaining unit shall be included in the SCP in that fiscal year. Department heads from both the former and current units will collaborate on the performance appraisal.

e. Employees who report to a new supervisor with in a particular fiscal year shall be included in the SCP in that fiscal year. The new supervisor is responsible for discussing and collaborating with the former supervisor or department head, if available, to complete the evaluation.

f. Employees who announce their intent to retire must still be evaluated.

g. Employees who are temporarily red-circled as the result of a no-fault downgrade must still be evaluated.

h. The SCP outlined in this article shall only occur once per year as outlined above (or twice in the case of Section B.2.b. below).

Performance Rating Categories

The two rating categories are:

a. Meets Standards – This rating encompasses a wide range of performance from the employee satisfactorily meeting job expectations to making exceptional contributions in advancing the objectives of their departments and/or the university.

b. Does Not Meet Standards – Employees who do not satisfactorily meet job expectations and overall do not consistently perform their assigned responsibilities adequately will be given this rating. Employees who receive this rating will be provided specific guidelines on how to improve performance and will be re-evaluated again by October 15 of that year.

C. Salary Increase

The minimum and maximum salary for each grade shall be increased by the amount/percentages set forth below. Red-circled employees whose salary increase would put them above the maximum salary for their salary grade shall receive a one-time bonus for the amount of the increase that exceeds the maximum salary for the grade. Salary increases and bonuses, if any, for grant-funded employees shall be borne by, and shall be subject to the availability of funds for this purpose, the grant that supports the employee.

1. Fiscal Year 2023

URA-AFT unit employees shall receive a retroactive across the board salary increase in the amount of 4%, effective July 1, 2022. To be eligible for this payment, members of the unit must be on the University’s payroll in a URA negotiations unit position June 30, 2022 and continue to be on the payroll in a URA negotiations unit position on the payment date of the increase. The annual base salaries of record for all unit members will be adjusted accordingly. The new rate of pay will be effective July 1, 2022.

2. Fiscal Year 2024

URA-AFT unit employees shall receive a retroactive across the board salary increase in the amount of 3.75%, effective July 1, 2023. To be eligible for this payment, members of the unit must be on the University’s payroll in a URA negotiations unit position on June 30, 2023 and continue to be on the payroll in a URA negotiations unit position on the payment date of the increase. The annual base salaries of record for all unit members will be adjusted accordingly. The new rate of pay will be effective July 1, 2023.

3. Fiscal Year 2025

URA-AFT unit employees shall receive an across the board salary increase in the amount of 3.5%, effective July 1, 2024. To be eligible for this payment, members of the unit must be on the University’s payroll in a URA negotiations unit position on June 30, 2024 and continue to be on the payroll in a URA negotiations unit position on the payment date of the increase. The annual base salaries of record for all unit members will be adjusted accordingly. The new rate of pay will be effective July 1, 2024.

4. Fiscal Year 2026

Effective July 1, 2025, URA-AFT unit employees shall receive an across-the-board flat dollar salary increase equal to 3.5% of the full time and part time average annual salaries of all unit employees who are on the University’s payroll as of the first payroll date in March 2025. For calculation of the average annual salaries, the University will convert less than 1.0 full-time equivalent (FTE) unit employees to a 1.0 FTE figure. Less than 1.0 FTE unit employees would receive a pro-rated portion of this amount based on the unit employee’s actual FTE.

To be eligible for this payment, members of the unit must be on the University’s payroll in a URA negotiations unit position on June 30, 2025 and continue to be on the payroll in a URA negotiations unit position on the payment date of the increase. The annual base salaries of record for all unit members will be adjusted accordingly. The new rate of pay will be effective July 1, 2025.

D. Payment of Across-the-Board increases

The above-stated increases for Fiscal Year 2023 and 2024, shall be implemented and paid as soon as operationally feasible after the Union’s ratification of this Agreement. For Fiscal Year 2025 and Fiscal Year 2026, the above-stated increases shall be implemented and paid as soon as operationally feasible after July 1 of the Fiscal Year.

E. Special Circumstances

Salary increases granted to certain employees in the categories identified below pursuant to this SCP will be implemented as follows:

1. Eligible ten-month or part-time staff salary increases will be based on their prorated salary.

2. For extension service employees who are partially paid by a county, increases will be based upon their full salary, including the county portion.

3. For employees currently in an acting assignment, salary increases will be based on the pre-acting salary and then the acting rate will be recomputed.

F. Appeal Process

1. Employees who claim that SCP procedures were not followed, that there was a demonstrable factual inconsistency in the employee’s evaluation, or that they were not evaluated according to the performance standards for their job, may seek review only as described below, which shall be the sole and exclusive remedy and appeal for such claim. The judgment that forms the basis of whether an employee is evaluated as “meets standards” or “does not meet standards” shall be at the sole and exclusive discretion of the University and not subject to the above appeal process.

2. The employee may initiate a review within 30 days of receipt of the performance evaluation. The employee must inform their immediate supervisor in writing on a SCP Review Request Form available from University Human Resources of the claim that procedures have not been followed, that there was a demonstrable factual inconsistency in the employee’s evaluation, or that they were not evaluated according to the performance standards for the job. The supervisor must provide a written response to the employee within 30 days of receipt of the employee’s completed Review Request Form.

3. If the employee is not satisfied with the supervisor’s written response, the employee may, within 30 days of receipt of the supervisor’s written response, request in writing a review of the matter by the dean, director or department head who shall meet with the employee and provide a written response within 30 days of receiving the request for review.

4. If the employee is not satisfied with the written response by the dean, director or department head, the employee may within 30 days request in writing a review of the matter by the Vice President or Provost (or designee) for the employee’s area who will provide a written response within 30 days of receiving the request for review. In all cases, the decision of the Vice President or Provost is final.

5. At each level, the employee shall provide a copy of all prior requests for review and prior written responses.

G. Information Exchange

The union will be provided in writing the final report of the amount that each employee receives through the SCP no later than 30 days from the date the employee is notified of the raise.

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