This pool of salary money was set aside to address equity issues in the distribution of salaries among full-time lecturers, and to provide the administration a vehicle for merit rewards. In the first year of the CBA this pool is $10,000 for the entire unit. It grows to $75,000 in each of FY'18 and FY'19. Money from this fund is added to base salary, beyond other provisions for salary raises in the CBA.

Recently a survey was distributed to members via Qualtrics that assessed the members' preferences for how this money should be distributed. The survey was completed by 71% of the membership. At a recent (10/12) post-survey meeting with the administration, we recommended modest increases for a group of about 20 lecturers, typically $400-$500. We took into consideration equity issues: lecturers with the lowest salaries and lecturers whose increases under the CBA did not amount to 5% (those in the middle of the salary range). This list encompassed eight (out of sixteen) individuals who appeared on chairs' or deans' lists of equity/merit recommendations.

As the discussions continue for the coming years, it is important to remember that we are still determining how this process should function at Tufts. We are making plans for improvements to the announcement, timing and nomination procedures in future contract years, including an avenue for self-nomination for equity and excellence increases if your department is not submitting for those on your behalf.