The Faculty Association of UBC (FAUBC) recently surveyed its members about preferences for the University’s management of its members’ Career Advancement Plan (CAP). Most of the 3,300 faculty members and librarians do not realize UBC manages their CAP, and perhaps most would conclude that their CAP is mismanaged.
In short, the CAP is performance pay—$2m in discretionary salary funds for Management to allocate to a select few FAUBC members each year (i.e., merit pay, performance salary adjustment). A large majority of members do not share in the spoils and the FAUBC’s part-time faculty or Sessional members (approx. 1,000) are excluded by status.
Exclusion, whether systematically or by status, from a CAP is mismanagement by definition: if your career is not advancing according to plan, you may have the employer that manages the plan, UBC, to blame.
Moreover, UBC’s Management does not fairly allocate this exceptionally large amount of potential salary increases. Alternatively, this $2m could be included in an across the board or general salary increase for the Sessionals, adding at least $2,000 per year to each part-time members’ meagre year-end wages. Instead of a divided FAUBC by status, this would mean the Association stands further united.
Just say no way to Performance Pay. Faculty associations, please pay attention.
PAY EQUITY :: Equal Pay for Equal Work :: Pay the Sessionals what it costs for a FT faculty member buyout = about $10,000 per course. Faculty associations, please wake up.
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