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.

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.

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.

• 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.

• 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.

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.

• 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