Save the Economy, Save the Children - Create the 8th Grade year Small Business Practicum to be available to all students in public schools. The first week will be one of general discussion of w...
4 days ago
A page by and for academic staff at the University of Alberta, where issues relevant to the future of the academy can be discussed
Thoughtful people must not cede all power to politicians and business interests; we must make our voices heard across the full range of professional, social, and civic circles.(p. 95: Karr, J.R., 2008, Protecting society from itself: Reconnecting ecology and economy, in Soskolne, C.L., ed., Sustaining Life on Earth: Rowman & Littlefield Publishers, p. 95-108)
The UofA follows the expectations outlined for the Salaries and Salary Scales of Full-time Teaching Staff at Canadian Universities (which is no longer conducted by Statistics Canada). The reported information includes the annual gross salary (including vacation pay) the staff member is expected to receive during the salary year, and includes ongoing market supplements. However, it excludes stipends or other honoraria for administrative duties (e.g., administrative stipends for chairs or deans).This information is important, because it means that average salaries, which are often used as benchmarks for salary negotiations and recruitment, can be skewed to higher values by the awarding of market supplements — i.e., they do not reflect average base salaries.
Ultimately, there are two possible universities of the future. There is the theoretical one: the institution devised in the abstract by selecting the most-innovative technologies and most-appealing ideas and packaging them together. This is the future of flying cars and Mars colonies. It may come to pass, but it is hard to see how. Then there is the university of the future that remains firmly rooted in the university of the present and the past; a place where students, teachers and scholars gather to share and seek information, and where both the information and the process that uncovers it have value.Interestingly, a companion commentary extols the tenure system as the way forward in China (the opposite to what some in North America advocate). So maybe all is about to change to the same (or similar) and the end is not really nigh? Or maybe Nature is just an old-school British publication, and we're all soon to be overrun by market forces and short-sighted populist politics.
9. Salary Adjustments
9.1 The value of the Faculty Salary Adjustment Fund shall remain unchanged at $500,000 per annum for each fiscal year of the Term. [Note that this terminology has led to the long-standing confusion between what this actually is — the value of new supplements that can be awarded each year — and the total value of supplements being paid out each year, which is the $12-13m figure mentioned above.]
9.2 The Provost and Vice-President (Academic) retains the right to provide salary adjustments to staff members above and beyond ATB increases and merit pay where the Provost determines that such adjustments are needed to correct salary inequities or to retain individual staff members in response to competitive pressures. [This is the "management rights" piece.]
9.3 The Provost's discretion to provide salary adjustments, including to correct salary inequities or to retain individual staff members, does not constitute an infringement of AASUA's sole and exclusive role in representing academic staff members on matters relating to their terms and conditions of employment. Funds used for these purposes shall not be included within the compensation funding envelope.
9.4 The Provost and Vice-President (Academic) shall provide an annual report to the AASUA as of May 1 with an accounting of all compensation from the Faculty Salary Adjustment Fund for the previous year by Faculty, Department and academic rank (aggregated where necessary in order to protect individual identification).The statement in §9.3 that "Funds used for these purposes shall not be included within the compensation funding envelope" is curious, and I'm not sure what it means. The funds are definitely coming from the operating budget, so they must in some way be competing with other operating budget priorities, such as regular salaries. I'll try to find out more.