Invest in Education. Invest in the Educators:Return funds generated by IELP back to IELP to provide high-quality educational experience and retain a committed and professional faculty. Since 2007 the percentage of revenue used for faculty compensation has steadily been decreasing.
Provide Better Job Security: Give ongoing employment to all IELP Lecturers. No more quarter-to-quarter contracts for faculty who have been teaching here for 15 years!
Build Stability: Maintain a fair and transparent system for the allocation of work and reductions in force. No subjective annual ranking of faculty should be introduced to decide who gets to work each year.
Promote Professionalism: Provide clear and equal access to professional development funds. Encourage IELP Lecturers to broaden their expertise. No hindering of their professional development.
Rebuild a Healthy Workplace: Promote collaboration, collegiality, transparency and team-work. Stop building walls between administration and the faculty.
Personal Day like the Rest: Allow IELP Lecturers to have a personal day, just like our TA colleagues teaching the same classes and just like our supervisors.
Equal Pay for Equal Work: Pay IELP Lecturers the same amount for teaching the same number of hours in summer as in other quarters - not 16.5% less!
Salary Compliance: Increase the starting salary. Stop paying IELP Lecturers below the minimum for Lecturers.
Stop Salary Compression: Solve the problem of having 70% of the faculty at base salary even after 16 years. Introduce a system that provides regular and predictable raises.
Stop the Flight! Make IELP Lecturers want to stay at the UW, not look for better jobs elsewhere!