USFA Negotiating Team

November 15, 2006

THE NEED FOR ACTION

Tim QuigleyAllen Backman

Eric NeufeldJohanne Brassard

Lesley Biggs (on sabbatical)

History of Negotiations:

Last collective agreement expired June 30 2005.

Main table began with introductory meeting in June ‘05.

- side table on Article 10.8 (scope issues) began April ‘05.

Main table discussions began with workload – slow progress.

- side table negotiations broke down in May ‘06.

• last meeting was June 5 ‘06. • they were unavailable for the rest of June. • employer did not modify offer after that. • attempt at two year agreement expired June 30.

We agreed to seek two year agreement by June 30 ‘06:

During this past summer and fall:

• employer tried to insist on unreasonable bargaining schedule.

• their side cancelled two meetings because they were not prepared.

• they have now changed their bargaining team.

Only two meetings are scheduled until New Year: Nov 21 & Dec 5

THE BARGAINING POSITIONS:

• workload issues

• salary:grid reformrecruitment and retention strategyscale increases

• automatic sabbaticals at 100% of salary

better parental leave & new compassionate leave

• improvements in benefits

• measures to deal with employment & pay equity

THE USFA:

• agreement longer than permitted by law

The Employer:

• joint appointments between units

• joint committee to study methodology to measure non-member teaching

• joint committee to study intellectual property

• eliminate current Employee Assistance Plan in favour of employer-controlled EAP

•“diversity” rather than equity

• increases only at floors of ranks

• market supplements

• “flexibility” in setting initial salary

• more merit pay - preferred over scale increases

• one-time payment - preferred over scale increases

• no change in benefits

The Employer’s position on monetary items:

• workload issues

• salary:grid reformrecruitment and retention strategyscale increases

• automatic sabbaticals at 100% of salary

better parental leave & new compassionate leave

• improvements in benefits

• measures to deal with employment & pay equity

THE USFA:

• 70% of faculty work more than 50 hours per week.• USFA complement level is down ~ 120 positions.

• faculty turnover at a high level.

USFA Position - Workload Issues

No strategy from employer to deal with this.

USFA Resignations

33

22

0

5

10

15

20

25

30

35

Year

# of individuals

2000-01 2005-06

In total, 63 faculty retired or resigned this past year.

USFA Position - Workload Issues

• Substantial increase in faculty complement.

• Workload standards in each unit to measure workload.

• Sufficient resources to achieve academic mission.

• Automatic sabbaticals at 100% salary to rejuvenate.

• Recruiting and retention strategy.

We need:

USFA Position - Salary

Relative provincial gov’t support highest in the country.

Tuition increases higher than all but two other provinces.

Academic Salaries Relative To Total Expenditures At The U of S

15

20

25

30

35

40

45

72 74 76 78 80 82 84 86 88 90 92 94 96 98 00 02 04

Year

% of Total Expenses

Academic salaries includes part-time & full-time faculty & Deans

Total expenses from operating, special purpose, trust, sponsored research & endowment funds. Does not include plant, ancillary or capital funds.

Source: CAUT from U of S reports to the Canadian Association of University Business Officers (CAUBO)

41.7%

26.7%

Our salaries do not compete

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

St. Boniface Brandon Winnipeg Regina Moncton Saskatchewan

Assistant Professor Floor Associate Professor Ceiling Full Professor Ceiling

with small institutions:

or with ones of comparable size:

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

Calgary Manitoba Saskatchewan

Assistant Professor Floor Associate Professor Ceiling Full Professor Ceiling

USFA Position - Salary

Salary grid reform:

With little cost to Employer:

over two years: reduce to 6 increments in each rank and give each member a two CDI increase on scale each year.

Plus a share of increased University revenues.

= 1.18% of faculty salary budget line.

Salary is an excellent recruitment & retention strategy.

USFA Position - Sabbatical Leaves

Absolutely necessary for rejuvenation of faculty.

Automatic sabbaticals at 100% salary would reduce:

• workload and stress

• “administrative complexity” of Collective Agreement.

An excellent recruitment & retention strategy.

USFA Position - Parental & Compassionate Leaves

Parental leaves now among lowest in the country.

No compassionate leave at present.

Important for recruiting, retention & equity.

25% of faculty report systemic discrimination.

Missed opportunities for recruiting and retention.

It’s a matter of justice.

USFA Position - Equity

USFA Position - Benefits

Employer’s survey of 14 similar universities:

Employer proposes no improvements to benefits

we rank 11th

A PLAN FOR ACTION

A UNION IS ONLY AS STRONG AS ITS MEMBERS

THE EMPLOYER MUST UNDERSTAND:

WE ARE UNITED & WILL ACT

WHAT YOU CAN DO:

Sign up as a volunteer.

Join the Job Action Committee.

Take this information back to your colleagues:talk to them, alert them to the issues.

Speak out.

Support the:Negotiating Team, Negotiating Caucus,& Executive Committee

Questions & Comments.

USFA Position:Money - its all a matter of priorities.

Expenditures At The U of S Over Time

0

50000

100000

150000

200000

250000

300000

350000

400000

450000

500000

72 74 76 78 80 82 84 86 88 90 92 94 96 98 00 02 04Year

"Total" Grouping (in millions of $)

0

25000

50000

75000

100000

125000

150000

175000

200000

"Plant" Grouping (in millions of $)

Total Plant

"Total" includes operating, special purposes, trusts, sponsored research & endowments."Plant" includes physical plant, maintenance, vehicles, utilities, renovations,etc.

Does not include ancillary or capital funds. Adjusted for inflation.

Source: CAUT from U of S reports to CAUB)

Are Higher Tuition and Part-Time Enrolment at the U of S Related?

$50,000,000

$55,000,000

$60,000,000

$65,000,000

$70,000,000

$75,000,000

$80,000,000

$85,000,000

$90,000,000

2000-01 2001-02 2002-03 2003-04 2004-05* 2005-06*

Academic Year

Student Fee Revenue (actual dollars)

95

100

105

110

115

120

Part-Time Enrolment (% change from 00-01)

Student Tuition Enrollment

Sources: U of S Audited Financial Statements & Student October Headcount Analysis (both available from www.usask.ca).

Notes:Combined undergrad enrollments from the Colleges of Agriculture, Arts&Science,Commerce, Education, Engineering & Kinesiology are presented.* Student fee revenue appears to include "fall-in" money provided by the Province as part of the tuition freeze in these years.

USFA Position: Money