Analysis of Fiscal Year 2014 Performance Increase by Academic Unit
As we do annually, UA has analyzed the performance component of salary increases for fiscal year
2014 by academic unit. The collective bargaining agreement provides that a sum equal to 1.45% of
the wage base of performance raise eligible faculty will be allocated for performance increases. In
theory, these can range from zero to whatever and as we shall see, there is significant variation in the
range of both the dollar and percentage amounts by unit.
Because this is a bargaining year, and performance increases always generate much discussion, both
among faculty and at the bargaining table, it is our hope that this analysis will be widely read and
discussed by members as they and the bargaining team fashion bargaining proposals and priorities.
As in seen in the accompanying table, four units—Business Administration (BSAD), Education and
Social Sciences (CESS), Extension and the Rubenstein School (RESNR)—gave performance
increases to all eligible faculty. The remainder did not, with the College and Agriculture and Life
Sciences (CALS) and the College of Nursing and Health Sciences (CNHS) withholding performance
increases from five individuals, or 8.5 and 10.4 per cent of those eligible, respectively.
The unit with the highest average percentage performance increase average was Engineering and
Math (CEMS) with 1.74% , while the lowest average percentage was in CESS, with 1.05%. These
represent average of individual percentages. The highest dollar average was in BSAD ($1981) and
the lowest ($1024) was in Extension, which is consistent with the fact that salaries are the highest
and lowest respectively in those two units.
What is most interesting is the range of the absolute and relative size of performance increases across
units, as well as the range within each unit. These are shown in the table and are highlighted in the
summary of individual units which follows.
In the College of Agriculture and Life Sciences (CALS), performance raises in dollars ranged from
$294 to $1763, with percentages ranging from 0.5 to 3.03%. The dollar amounts with three
exceptions were $588, $1175, or $1763.
In the College of Arts and Sciences (CAS), increases in dollars ranged from $99 to $1589 and
percentages from 0.23 to 5.14%. The dollar amounts consisted of more steps than CALS and were
one of the following: $99, $298, $496, $596, $695, $794, $894, $993, $1092, $1192, $1291, $1390,
$1489, and $1589. The number of eligible faculty in CAS was 304.
The School of Business Administration (BSAD) increases ranged from $300 to $4865 and from 0.5
to 2.7%. Raises were not grouped in dollar-amounts increments but appear to be determined on an
individual basis.
In the College of Education and Social Services (CESS), performance raises in dollars ranged from
$96 to $4792, and are not grouped but apparently calculated on an individual basis. Percentages
range from 0.1 to 5.7.
A similar percentage range occurred in the College of Engineering and Mathematics (CEMS), with
the lowest percentage increase being 0.27% and the highest 5.9%. Dollar amounts ranged from $350
to $2600, in specific amounts of $350, $661, $1300 and $2600.
The Extension division had the most narrow range of increases, with percentages ranging from 1.15
to 1.82% and dollar amounts of $903, $925, $1027, or $1228.
In the Libraries, the percentage range was also narrow, going from 1.08 to 2.24%.
Dollar amounts ranged from $812 to $1062, partially in groups but with some individual amounts.
In the College of Nursing and Health Sciences (CNHS), dollar amounts were $520, $816, $1020, or
$1530, with the resulting percentages ranging from 0.32 to 2.74%.
And in the Rubenstein School, dollar amounts were, $583, $706, $1165 and $1687. It is worth
noting that 2/3 of the 31 eligible faculty received the same amount of $1165.
It is apparent from the above that the amounts and distribution of performance increments varies
significantly by academic unit. This may reflect differences in the philosophies of the Deans or may
be a function of the unit’s methodoloy, or a combination of the two. In this regard, faculty are
reminded that according to Article 18.3b of the collective bargaining agreement,
Performance-based awards shall be made according to the following procedure: In
consultation with the department Chair, the Dean of the school or college shall
determine the performance-based distributions to individuals in each department. The
methodology that will be used by the college/school for allocation of performancebased distributions in the following academic year will be determined and announced
to the faculty prior to preparation of workload plans in the Spring. The Chair’s
recommendation shall be forwarded to the Dean by the Department Chair in a timely
fashion. The performance-based awards shall be based on performance evaluated
against the workload expectations and assignments of the individual for the preceding
academic year but also taking into account the preceding two years, if employed in the
bargaining unit.
Questions or comments may be directed to [email protected]
Stephen L. Finner, Ph.D.
Senior Consultant
United Academics (AAUP/AFT)
19 Warren St. Barre VT 05641
802-598-4317 or 802-595-7209 FAX: 888-646-0220
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PERFORMANCE INCREASES BY UNIT including average dollar and average percent increase,
lowest and highest dollar increases, and lowest and highest percentage increases
CALS
59
$1,150
1.53%
5
$294
$1,763
0.50%
3.03%
2.53%
CAS
304
$1,091
1.59%
BSAD
27
$1,981
1.41%
3
$99
$1,589
0.23%
5.14%
4.91%
0
$300
$4,865
0.50%
2.65%
2.15%
CESS
55
$1,088
1.55%
0
$96
$4,792
0.10%
5.70%
5.60%
CEMS
69
$1,417
1.74%
2
$350
$2,600
0.27%
5.90%
5.63%
Extension
14
$1,024
1.46%
0
$903
$1,228
1.15%
1.82%
0.67%
Libraries
21
$1,062
1.58%
1
$812
$1,062
1.08%
2.24%
1.16%
CNHS
48
$1,105
1.57%
5
$510
$1,530
0.32%
2.74%
2.42%
RSENR
31
$1,187
1.66%
0
$583
$1,687
0.70%
4.19%
3.49%
TOTAL
628
$1,156
1.57%
16
$96
$4,865
0.10%
5.90%
5.80%