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.
In terms of equity, we have also urged a revision of minimum compensation requirements so they are pegged to the AAMC National averages, as well as allow faculty who believe they are inequitably compensated to appeal such matter to a committee of their peers. If the committee is deadlocked, the Union may appeal the matter to a neutral third party.
Finally, we proposed a variety of fixes to the extramural and clinical incentive plans. They have proposed none.

New Benefit for Department of Medicine Faculty

The AAUP-BHSNJ is pleased to announce the creation of a new benefit for Department of Medicine faculty members, an academic enrichment fund. We reached agreement with the Administration, retroactive to July 1, 2018, which will provide you $1500 to be used for the following:

  • Professional society meeting as Presenter
  • Professional society meeting as an Attendee;
  • Professional society membership dues;
  • Research publication fees;
  • Purchase educational material and/or subscribe to journals not available through RBHS
  • Other: such as attendance at special courses, statistical support, etc, with approval of division chief;
  • RWJUH hospital privileges; and/or
  • NJ medical licensure

Original versions of this benefit called for cutting out hospital privileges and reducing the benefit of part-time faculty. We objected to that and thought it would be in the interest of all faculty to retain these items.

A Voice for Faculty in the RWJBH/Rutgers Alignment

We are advocating for you in Trenton, at the bargaining table and in meetings with the Chancellor. We are fighting to:
  • To stop Professional Practice faculty being moved to RWJBH, where they will not receive union representation or the full rights and benefits of being a faculty member
  • Prevent faculty from being assigned to RWJBH institutions at the last minute and have to travel a considerable distance to do so.
  • Maintain a voice in how the RWJBH practice is run and to maintain control over aspects where faculty currently occupy control.

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. This and other similar issues should be corrected.

Let’s Slow Down the Premature Medical School Merger

Several months ago, the RBHS Chancellor formed a “Committee on the Future of Medical Education,” comprised of mostly Rutgers faculty administrators. This committee is tasked with making a recommendation as to how the two medical schools, New Jersey Medical School and the Robert Wood Johnson Medical School could merge together or align in some fashion. We oppose any attempts to use a merger plan to reduce the number of faculty positions, decrease tenure, relocate faculty offices or laboratories, and any other potentially adverse effects on our faculty. Please see our full statement on this issue.