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:
- Competitive Compensation
- Appointments, Promotion, and Tenure and
- 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:
- Competitive Compensation
- Pay Inequity and
- 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:
- Competitive Compensation
- Reasonable Workload Standards and
- 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:
- Competitive Compensation
- Reasonable Workload Standards and
- 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:
- Competitive Compensation
- Reasonable Workload Standards and
- 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:
- Competitive Compensation
- Appointments, Promotion, and Tenure and
- 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