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MSP Collective Bargaining

Principles

Compensation and Working Conditions

Principle:

Salary equity, as defined in the collective bargaining agreement, has been acknowledged by the parties as a necessary goal.  The parties must now refine the existing process to assure that goal is met.

Principle:

The University shall establish a working environment appropriate to the mission of a public university.  For the University to be competitive, recruit and retain excellent faculty and librarians, it must, at a minimum, offer compensation and benefits equal to or a cut above competing institutions.

Workload

Principle: 

The teaching and service workload of tenure-track faculty shall not impede their ability to fulfill the central research mission of the flagship campus.  While fully acknowledging that education is at the core of the mission of any university, and especially a public university, it is also essential to recognize that producing the knowledge we eventually teach is also a core mission of a public university, especially one classified as Research 1.

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Principle:

Faculty and librarian time is a scarce resource.  When the administration proposes any new initiative or change in policy, it must consider faculty and librarian time among the costs when doing the relevant cost-benefit analysis for the project, and just as it must identify the sources of funds or space to be used, it must identify the “sources” of faculty and librarian time; i.e. what will they  now not do in order to do this, or how will they be compensated in some other way?

Contract Faculty

Principle:

The professional qualifications and commitment of non-tenure track faculty to the University must be acknowledged.

Principle:

Where contract faculty serve functions identical to Tenure System faculty, they should be in the Tenure System.

Principle: Contract faculty who have exhibited excellence in their areas of responsibilities and a long term commitment to the University deserve a reciprocal long term commitment from the University.

Research

Principle:

Faculty shall have quality facilities appropriate for full and productive engagement in their scholarly work.

Principle:

Faculty shall have the administrative support required to achieve their scholarly work.

Principle:

Faculty shall have adequate ongoing support for research personnel including graduate students, postdocs and other staff.

Principle:

Faculty shall have adequate campus funds to support their scholarly work.

Division of Continuing and Professional Education

Principle:

As teaching of DCPE courses is done by bargaining unit members,

workload, conditions and compensation must be articulated in the MSP contract.

Principle:

The Division of Continuing and Professional Education comprises an increasing percentage of instruction. Given that there is an increasing expectation for departments to offer DCPE classes, it is necessary that faculty be fairly compensated for the time spent developing and teaching DCPE classes.

Principle:

Teaching in DCPE is not a compulsory part of faculty contracts.  As a result of the development of new revenue-generating programs, there is an increasing number of courses that are required to be taught through DCPE. Faculty shall not be required to teach on DCPE.

Librarians:

Principle: The librarian’s workload consists of the following elements: professional practice (the provision of information services to library users and the administrative and technical services required to deliver these information services); scholarly and/or professional activities; and service to the library, university and community. Professional practice may include the teaching of credit courses that relate to librarianship.

Principle:  Librarians shall have adequate campus funds and resources to support their scholarly and professional work.