What We R Fighting For

New Jersey Medical School

Clinical-Faculty

  • Prevent Rutgers from abolishing Collections-Based Compensation, which has kept faculty paid higher than the national average.
  • Treat faculty with clinical guarantees equally with those who are not on clinical guarantees
  • Create more transparency in how revenue is collected and in department budgets
  • Fix the tail policy so that faculty leaving keep more of their hard earned money and are incentivized to work until their last day.

Research-Faculty

  • Lower the fringe rate on grants or mitigate the impact
  • Increased access to bridge funding.
  • Revised research incentives

All-Faculty

  • Competitive pay increases that take into consideration increased cost-of-living
  • Enhanced parental leave and access to childcare, backup childcare
  • Longer appointments for NTT faculty
  • Easier ability to change promotion tracks.
  • Strong protections for tenured faculty consistent with legacy Rutgers faculty (no-double-standards)
  • Pathway to tenure for teaching intensive faculty
  • Revised system to make equity pay increases easier
  • Stop increases on faculty workload without bargaining first with the union

The top 3 priorities for NJMS faculty according to our survey were:

  1. Competitive Compensation
  2. Appointments, Promotion, and Tenure and
  3. Reasonable Workload Standards.

To take the survey, please click here.

Robert Wood Johnson Medical School

Clinical-Faculty

  • Stop Union Busting by hiring faculty at RWJBH without access to the union or any benefits and protections
  • Raise the 25% AAMC minimum pay standard to 50%
  • Add a Fully Variable Supplement pay which allows faculty to share in revenue gains/losses like New Jersey Medical School
  • Create more transparency in how revenue is collected and in department budgets
  • Fix the Clinical Incentive Program so that more faculty can take part and so that it truly rewards productivity increases.
  • Stop workload increases due to electronic medical record system and ensure faculty get paid for extra training/work.

Research-Faculty

  • Lower the fringe rate on grants or mitigate the impact
  • Increased access to bridge funding.
  • Revised research incentives

All-Faculty

  • Competitive pay increases that take into consideration increased cost-of-living
  • Revised system to make equity pay increases easier
  • Enhanced parental leave and access to childcare, backup childcare
  • Longer appointments for NTT faculty
  • Easier ability to change promotion tracks.
  • Strong protections for tenured faculty consistent with legacy Rutgers faculty (no-double-standards)
  • Pathway to tenure for teaching intensive faculty

The top 3 priorities for RWJMS faculty according to our survey were:

  1. Competitive Compensation
  2. Pay Inequity and
  3. Reasonable Workload Standards.

To take the survey, please click here.

Rutgers School of Dental Medicine

Clinical-Faculty

  • Competitive pay increases that take into consideration increased cost-of-living
  • More inclusive faculty practice
  • Enhanced parental leave and access to childcare, backup childcare
  • Longer appointments for NTT faculty
  • Tuition remission and health insurance for faculty with less than 0.5 FTE
  • Easier ability to change promotion tracks.
  • Strong protections for tenured faculty consistent with legacy Rutgers faculty (no-double-standards)
  • Revised system to make equity pay increases easier

Research-Faculty

  • Lower the fringe rate on grants or mitigate the impact
  • Increased access to bridge funding.
  • Revised research incentives

The top 3 priorities for RSDM faculty according to our survey were:

  1. Competitive Compensation
  2. Reasonable Workload Standards and
  3. Longer Appointments for NTT faculty.

To take the survey, please click here.

School of Health Professions
  • Update and change to workload article
  • Align policies and promotion with legacy Rutgers and RBHS (no-more second-class status)
  • Elevate minimum pay standards to retain and attract best SHP faculty.
  • Competitive pay increases that take into consideration increased cost-of-living
  • Enhanced parental leave and access to childcare, backup childcare
  • Longer appointments for NTT faculty
  • Easier ability to change promotion tracks.
  • Strong protections for tenured faculty consistent with legacy Rutgers faculty (no-double-standards)
  • Pathway to tenure for teaching intensive faculty
  • Revised system to make equity pay increases easier

The top 3 priorities for SHP faculty according to our survey were:

  1. Competitive Compensation
  2. Reasonable Workload Standards and
  3. Pay Inequity.

To take the survey, please click here.

School of Nursing
  • Update and change to workload article
  • Align policies and promotion with legacy Rutgers (no-more second-class status)
  • Elevate minimum pay standards to retain and attract best nursing faculty.
  • Competitive pay increases that take into consideration increased cost-of-living
  • Enhanced parental leave and access to childcare, backup childcare
  • Longer appointments for NTT faculty
  • Easier ability to change promotion tracks.
  • Strong protections for tenured faculty consistent with legacy Rutgers faculty (no-double-standards)
  • Pathway to tenure for teaching intensive faculty
  • Revised system to make equity pay increases easier

The top 3 priorities for SN faculty according to our survey were:

  1. Competitive Compensation
  2. Reasonable Workload Standards and
  3. Pay Inequity.

To take the survey, please click here.

School of Public Health

Research-Faculty

  • Lower the fringe rate on grants or mitigate the impact
  • Increased access to bridge funding.
  • Revised research incentives

All-Faculty

  • Competitive pay increases that take into consideration increased cost-of-living
  • Enhanced parental leave and access to childcare, backup childcare
  • Longer appointments for NTT faculty
  • Easier ability to change promotion tracks.
  • Strong protections for tenured faculty consistent with legacy Rutgers faculty (no-double-standards)
  • Pathway to tenure for teaching intensive faculty
  • Revised system to make equity pay increases easier

The top 3 priorities for SPH faculty according to our survey were:

  1. Competitive Compensation
  2. Appointments, Promotion, and Tenure and
  3. Pay Inequity.

To take the survey, please click here.

RBHS Libraries
  • Competitive pay increases that take into consideration increased cost-of-living
  • Enhanced parental leave and access to childcare, backup childcare
  • Pathway to become faculty members