AAUP at School of Public Health

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Bargain Fair Clinical Compensation

We have proposed amendments to the merit pay system. Currently, there is a large issue with merit pay increases not being tied to evaluation scores. In other words, a faculty member could get an excellent evaluation but only a small increase in pay. While we presented the senior Administration with data that showed a poor correlation between a faculty member's evaluation and the merit increase received, they produced no solutions for making the system more fair or transparent. In contrast, our plan requires that any increase cannot be more than .6 below the evaluation score. This is aimed at solving the problem, while maintaining some discretion for the department chair. We are also simultaneously resisting senior administration proposals that make no sense. One of their proposals allows for a 10-12% percent salary reduction for those with "needs improvement" on any part of their annual evaluation or in the ill-defined area of professionalism. Another exempts tenured faculty from receiving clinical incentive payments.

Finally, we proposed a variety of fixes to the extramural plan. They have proposed none.

Advocating for a Center for Gun Violence Research

We at AAUP-BHSNJ have been quite saddened at the recent attack on a synagogue this weekend, as well as the loss of our colleague at NJMS due to gun violence. We have been trying to be a part of the solution. Recently, it was announced that Rutgers will be home to a new Center for Gun Violence Research. It will be shared between the Schools of Criminal Justice and Public Health. When the idea for a center was first announced by the Governor earlier this year, it was not at all clear what higher education entity would be the recipient of the $2 million grant. We spoke out at both public hearings and private meetings with legislators and members of the Governor’s staff. We argued that Rutgers was best positioned to lead this effort. We emphasized that the School of Public Health would be particularly situated to leverage federal research dollars, if ever the present restrictions were ever lifted by Congress. We will continue to be a part of making this collaborative a success so that we no longer have to lose members of our faculty and community to gun violence.

Job Security for both Tenured and Non-Tenure Track Faculty

Unfortunately, we have represented a number of faculty members which have had their reappointments non-renewed for arbitrary or retaliatory reasons. Renewal of appointments should be based on job performance and nothing else. Currently, AAUP-BHSNJ tenured faculty are subject to less rigorous dismissal procedures then other Rutgers tenured faculty. In fact, one SPH tenured faculty member was recently fired for spurious reasons. We are working hard to represent him. Although, we need to ensure this does not happen again.

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“ AAUP-BHSNJ is the professional Bargaining Representative for more than 1,400 faculty members and librarians of the BHSNJ. 

AAUP-UMDNJ
Becomes
AAUP-BHSNJ

As of July 1, 2013, based on the integration of SOM with Rowan University and the integration of the remaining units of the former UMDNJ with Rutgers University (as per the New 
Jersey Medical and Health Sciences Education Restructuring Act as of 2012) AAUP-UMDNJ became AAUP-BHSNJ.

 Faculty and Librarians of the former UMDNJ at both Rutgers and Rowan (and those hired into units of the former UMDNJ) are now part of the Biomedical and Health Sciences of New Jersey American Association of University Professors unit, AAUP-BHSNJ.