2024 salary negotiations

In response to administrative proposals to establish a pilot Salary Equity Review program and to address challenges that often arise because of overlapping steps at promotion to Associate, we continued to advocate for a comprehensive salary program that would address both inter-campus equity and intra-campus equity and that would disarticulate merit and equity. Our proposal recommended a continuation of the original Special Salary Practice (inter-campus equity based on merit), an automatic additional ½ step in salary for all cases meeting expectations (inter-campus equity), and a regularized Salary Equity Program (intra-campus equity). The administration agreed to our proposal for an ongoing Salary Equity Program (every five years, subject to funding availability) and completely rejected our proposal for an automatic ½ step. Together, we agreed on normative advancement from Assistant 5 to Associate 1 (or Associate 2 for an acceleration) but with salary remaining the same as under our current approach; this allows for a longer period at Associate before hitting Associate 4, at which point salary increases are constrained if the faculty member does not advance to Full.