Faculty Association Questions

Faculty Association Questions

Below are some answers and/or additional information relating to questions asked of or to the UNF Faculty Association.

Administrative Raises & Promotions
Could the Faculty Association request the salaries of every administrator as well as the history of raises for all of these individuals during the time in which John Delaney has been president? Could the Faculty Association then report on the trends and especially the comparison with faculty raises over this same period?

UNF-UFF has collected such data (administrative salaries and changes to those salaries since 2008) and has comparisons to faculty raises over that period. We would be happy to share this information with the Faculty Association and faculty at large.

Paying Outside Counsel

The administration claims there are no resources for faculty raises. Yet salaries and raises for current and former administrators, as well as ongoing payments to Leonard Carson, suggest that there are resources available for salaries. How can these resources be shared with faculty, who are teaching students on the front lines and are justifiably surprised by these raises, when their own cost-of-living raises with no increase in pay?

Why does the administration employ an expensive outside attorney to negotiate with the union, when the union/faculty do not similarly employ an attorney to represent us and negotiate on their own? We have many in-house lawyers, including John Delaney, and all of our in-house lawyers recently received very large raises because they threatened to walk out en masse, in a state where faculty do not have the right to strike. Couldn’t the fees that Leonard Carson charges each year be put instead toward a faculty/staff raise?

Our chapter has repeatedly complained to university administration about the costs of maintaining outside counsel for negotiations as well as the often patronizing and dismissive approach that this attorney brings to contact negotiations. The costs for paying outside counsel are substantial and, just as importantly, the administration’s insistence on paying him to lead negotiations seems to represent the former’s desire to win in negotiations rather than to have an equal and balanced exchange of ideas and to find mutually beneficial possible solutions. The UFF side, conversely, comes to the bargaining table absent an attorney and it consults attorneys very rarely (and when it does, it does so through the Florida Education Association rather than directly). For more information, see our last letter to President Delaney regarding this matter.
Gender and Racial Equity

Has there been any study done at the university to support what is being discussed among some faculty members about male patriarchy and faculty salaries? I would like to know if there is any truth to the rumor that female faculty members make less than their male counterparts?

Our chapter of UFF has proposed the idea of such a study (and we would be willing to help fund such a study). Our idea was to examine such issues as starting pay and time in rank disaggregated for gender and race/ethnicity.  We encourage faculty or graduate students who have an interest in the area, the statistical expertise and data analysis skills to collect and analyze archival and current salary data, and who are willing to take on the challenge. The Office of Equal Opportunity and Diversity has welcomed such a study and has agreed to supply any data that is not confidential per state law.

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AA Policy: Former Administrators Keep Their Salary When They Go Back to Faculty Roles

Former administrators retain the rate of pay they received as administrators even after they have returned to their non-administrator faculty roles. Typically, former administrators keep all or a portion of the stipend they received for their administrator role (depending on length of service) and the only adjustment to their former administrative salaries is that they are adjusted to 9 months rather than 12. This results in former administrators being paid significantly more than their departmental same-rank peers. In addition, former administrators are usually awarded a one-semester sabbatical at full administrator pay before returning to their faculty roles. According to the Provost, this practice is official Academic Affairs policy (the actual AA policy, while used universally for administrators, refers only to associate deans and chairs returning to faculty roles rather than to deans, vice presidents, former provosts, etc.).


There are a number of concerns regarding this practice. First, it is costly to maintain. UNF spends over $440,000 annually to provide higher pay for former administrators with no resultant benefits to the university community. Second, UNF remains at the bottom of the SUS in terms of faculty pay. Faculty are repeatedly told that there is no money for even modest faculty raises because of the reduction in base E & G funding from the state related to the performance metrics. Third, the legality of the practice is questionable. State law (Florida Statutes, Title 14, Chapter 215.425) prohibits additional compensation past the expiration of one’s contracted duties, it requires that additional compensation schemes must be open to all employees, and it requires regular assessment to evaluate the work of those receiving additional pay. Because this practice appears to be in violation of state statute, we have filed an inquiry with Florida’s Chief Inspector General.

Note: Though public record (and available upon request), we have removed individual faculty names from the data above. Again, our goal is not to single out specific former administrators but rather to highlight the ramifications of the practice itself.

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Florida Lawmakers Attack Public Employee Unions – Again

ALEC-Modeled Anti-Union Bill Introduced in Florida House

State House Representative Scott Plakon (R-Seminole) just filed House Bill 11, an anti-public employee union bill that was originally created and promulgated by the American Legislative Exchange Council (ALEC) and that was introduced in other states. Were the bill to become law, it would effectively decertify public employee unions with membership below 50% of all eligible employees. The bill would also require yearly registration of bargaining units that would include financial information about its individual members. The legislation specifically but inexplicably exempts law enforcement and firefighter unions.  

The UNF-UFF current membership is 38%. Thus, were the legislation to pass, all UNF faculty would lose the ability to engage in collective bargaining, to enforce a standard contract, to protect individual faculty members’ academic freedom, and to ensure equity in terms of course load.  Correspondingly, university administration could hire, fire, alter work assignments, and pay different faculty per its whims rather than via specific and negotiated standards.We need you now more than ever!

It is time to fight back against yet more attacks on public servants. Join us now!

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UFF Strongly Encourages all Departments to Develop Guidelines

The current UNF-UFF Collective Bargaining Agreement, covering academic years 2014-2015 through 2016-2017 refers to the existence of a within-discipline standard for the purposes of promotion and tenure at UNF.  UFF encourages all departments to develop discipline-specific guidelines or merely state what other standards are to be used within their academic unit. For example, departments that do not chose to develop their own set of guidelines are encouraged to refer to those published by leading professional organizations in their field. Not having any discipline-specific guidelines leaves promotion and tenure decisions entirely at the discretion of administration, without feedback from departmental faculty.

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Processes for Establishing Guidelines for Evaluation and Promotion

Article 9.7 of the CBA states that each department may adopt guidelines for evaluation and promotion. The faculty and chair may prepare draft guidelines and distribute them to all faculty for review and comment, and ultimately a vote. Deans are allowed 30 days to ensure the guidelines “comply with the [CBA] and the mission and goals of the University”, then approve them or return to the department for revision.
Provided the department responds to the Dean’s comments within 60 days, the Dean does not have the power to modify the guidelines. Once the faculty, chair and Dean are in agreement, the CBA gives the Provost the power to review and promulgate the guidelines, but not to edit the guidelines. If the Provost decides not to promulgate the guidelines, they shall be submitted to the UFF and UNF-BOT bargaining teams for immediate negotiation.
Please let UFF know if this process was not followed in your department by completing this brief survey

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