URA Salary Improvements Survey

PLEASE REVIEW THE FOLLOWING INFORMATION ON THE DIFFERENT TYPES OF SALARY IMPROVEMENTS WE HAVE PROPOSED. GIVE US YOUR FEEDBACK ON HOW USEFUL EACH PROPOSAL IS FOR OUR NEXT CONTRACT. THEN HELP PRIORITIZE THE DIFFERENT TYPES OF SALARY IMPROVEMENTS BY RATING THEM

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* 1. ·         Across-the-Board Flat Amount Increase—every member of the bargaining unit gets the same dollar amount added to base salary

Benefit:  Flat-amount raises equally distribute the benefit of the contract to everyone.

How important is this demand?

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* 2. ·         Across-the-Board Percentage—every member of the bargaining unit gets the same percentage added to base salary

Benefit: Across-the-Board percentage raises maintain the existing salary scale, while moving everyone up.

How important is this demand?

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* 3. ·         Merit Pool A percentage of the total salaries of all bargaining unit members is used to create a merit pool.  That amount is distributed among all members who

a)      Are in the bargaining unit at the beginning of the calendar year and

b)      Receive an overall “Meets Standards” on their SCP Performance Evaluation in April of the year and

c)       Remain at Rutgers, in the URA bargaining unit until the date the raise is implemented

Benefit:   In our jobs, we constantly face new challengers.  Merit pay is an opportunity to be recognized for the years we go the extra mile or ten.

How important is this demand?

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* 4. ·         Equity Increases for Longevity—A percentage of the total salaries of all bargaining unit members is used to create an equity pool.  That amount is distributed among all members who have been in the bargaining unit for a certain time, but whose salaries are still below other employees in their grade.  URA’s current proposal would provide equity increases  to members who
      

a)      Have been in the bargraining unit for more than 5 years, but are earning less than midpoint for their  grade or

b)      Have been in the bargaining unit for more than 15 years but ear earning less than the maximum for their grade

Benefit:  Salaries within each grade are chaotic.  New hire salaries were depressed during the Great Recession.  Equity increases help level the playing field for employees in the same grade.
 
How important is this demand?

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* 5. ·         Health Insurance Rebates -   Public employees in New Jersey pay high costs for our health insurance.  Only eight years ago, most of this cost was paid by the employer.  Rutgers is in excellent financial health and can afford to charge us less than the State of New Jersey does
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Benefit:  Provides relief from the  cost of health insurance without changes to insurance plans or networks.

How important is this demand?

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* 6. Which Salary Improvement proposals are most important to you?  Top Priority =1.

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* 7. It takes more than ideas to get a strong contract.  What will you do to show management you need a raise?

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