New Faculty Collective Agreement achieves important gains for contract faculty, employment equity

The new Faculty Collective Agreement achieved important gains for members, particularly in three priority areas, during this round of collective bargaining: compensation and benefits, job security for contract faculty, and the use of student questionnaires on courses and teaching.

Compensation & Benefits

The 2018-2022 Collective Agreement includes the following scale increases for full-time members:

Year 1: 1.5%
Year 2: 1.5%
Year 3: 1.5%
Year 4: 1.75%

Full-time faculty members will also receive substantial lump sum increases to their base salary in the first three years of the new Collective Agreement, as well as merit pay increases in all four years. A career trajectory fund will be established in the fourth year - first to correct gender-based anomalies, then any remaining funds are to be allocated to those whose salaries are below a trajectory appropriate to their career stage compared to similar faculty members at comparator universities.

Part-time faculty members’ base salary will increase by 2.2% in each year of the four-year agreement.

Benefits

Flex credits for full-time members will increase to $2,250 in the first year of the new Collective Agreement, and $2,500 in years two, three and four.

Part-time members’ professional expense reimbursement will increase to $250 for the first full course equivalent and to $75 for each additional half course up to a maximum of $700 per calendar year.

Job Security for Contract Faculty

Members with a limited-term appointment will now be eligible for limited-term no end date status after 12 years of continuous appointment. The threshold was previously at 14 years.

The 2018-2022 Collective Agreement provides for the conversion of 12 limited-term positions from limited-duties appointments.

The new Collective Agreement also provides for the creation of at least 12 Teaching Scholar positions. These teaching-focused faculty positions will be recruited internally and are intended to provide job security for contract faculty members. The positions are full-time continuing teaching appointments with a scholarship workload component, rather than short-term contract positions.

Student Questionnaires on Courses and Teaching

Results of student questionnaires on courses and teaching will be considered as information about students’ experience in the classroom, rather than as direct evidence for the summative evaluation of teaching performance, in Appointments, Annual Performance Evaluation, and Promotion and Tenure processes.

The new Collective Agreement also provides for the creation of a joint working group between UWOFA and the UWO administration to review tools for the assessment of teaching and make recommendations to enhance them. The working group will make recommendations by June 30, 2020.

Workload Study Group

The new Collective Agreement will create a Workload Study Group with representatives from the Faculty Association and the employer to:

  • identify trends related to workload (e.g. trends in class sizes, faculty complement, number of students) and;
  • solicit input as to any perceived nature of structural and other changes on members’ workload.


The working group will be established in January 2019 and will submit a final report, including recommendations, by January 31, 2020.

Employment Equity

An equity representative will become a member of the Appointments, Annual Performance Evaluation, and Promotion and Tenure Committees to ensure that principles of equity are respected in the work of the committees. The equity representative will complete training determined appropriate by the Director of Equity & Human Rights Services.

Every year, Western’s Employment Equity Committee will receive data sorted by gender and other designated groups for which data are available, on the number of probationary and tenured faculty candidates interviewed and/or hired that year.

Gender-specific language in the new Collective Agreement will be revised to be gender-neutral and best practice terminology will be used in reference to equity-seeking groups.