But the substantive agreement between the UCTEU and UCT Management truly boggled what's left of my mind.
Way back in my undergraduate days I took a course in Philosophy, and was duly taught that one criticises an argument, or a philosophy, based not on whether or not one likes it, but in terms of its own logical consistency or otherwise. Most arguments contain the seeds of their own collapse through internal contradictions, and the Recognition Agreement (see below) is a wonderful illustration.
Exposure to Philosophy as an undergraduate has scarred me for life. I am incorrigibly pedantic, and insistent on such trivia as moral integrity and logical consistency. This latter character flaw obliged me to separate my emotional from my cognitive responses to the strike, resulting in my resignation from the Union.
I'm relieved to see that deep within the warrens of Bremner, there are some with no such qualms.
Thus we have, in para 2.1, a sycophantic genuflection at the altar of the Council Ratified Remuneration Principles.
And in para 2.2, a complete undermining of them.
I'm glad someone in Bremner is happy to live with this, because it allowed the agreement to be reached. But I just wish that they wouldn't pretend that the rest of us are too stupid to notice the glaring contradiction. Or perhaps, they think, too dazzled by the dizzying success of the strike to care?
1. Preamble
This agreement will operate, unless otherwise stated, for the period 1 January 2007 to 31 December 2007. It will apply to permanent staff in payclasses 5 to 12 inclusive, but shall exclude members of the UCT Management negotiating teams in the substantive negotiations and others excluded from the bargaining unit.
2. Remuneration
2.1 Remuneration principles
UCT and the UCTEU reaffirms the following remuneration principles in accordance with current Council approved remuneration policy:
- UCT aligns ranges for payclasses 5-12 to the midpoint of the all jobs national market.
- The midpoint of the UCT range is aligned to the midpoint of the national market.
- The range for each payclass is constructed off the midpoint where the minimum is 15% below the midpoint and the maximum 15% above the midpoint.
- UCT adheres to the principle of pay for performance for each individual within the range for each payclass.
- In order to ensure fairness and consistency across all Departments and Faculties in the University all remuneration recommendations are made by direct line managers and are then reviewed up the line and finally signed off by the Central Committee consisting of the Vice Chancellor and Deputy Vice Chancellors.
2.2 Remuneration review 2007
- The pay ranges for payclasses 5-12 will increase by 5.5%.
- All staff who meet job requirements (as defined in Table 1) are guaranteed a minimum increase of 5.5%.
- All staff who exceed job requirements (as defined in Table 1) are guaranteed a minimum increase of 5.5%.
- In the absence of a documented performance assessment for an individual, that individual will be deemed to have met job requirements and will be guaranteed a minimum increase of 5.5%.
- Staff who are in the ‘do not meet job requirements’ band (as defined in Table 1) and are either:
1. on a documented performance improvement plan, or
2. have been advised of performance below requirements in writing via the performance assessment system at least 6 months prior to the final remuneration review;
are not guaranteed an increase of 5.5%. The position in the range based on performance will be recommended by the direct line manager.
- Furthermore, in order to reward for performance and in support of the performance based pay system, each individual will be paid at the correct place in the range dependent on performance for the year against agreed objectives. The guideline ranges per payclass are attached.
- Increases will be backdated to 1 January 2007 and will be payable in the April payrun.
2.3 Process of review
A process of review will be made available to all staff in payclasses 5-12. The process will commence with a written request for review to the relevant Dean or Executive Director / Director, or the HR Advisor for the area, or the Executive Director HR. In all cases a copy must be submitted to the Executive Director HR and may be submitted to the UCTEU as well. This request for review may be done in confidence and must be done within 2 weeks of the individual having been advised by their direct line manager of their remuneration increase. The EDHR or nominee will take up the matter with the relevant Dean or Executive Director / Director with the individual’s prior permission within two weeks of receipt of such request. The EDHR will liaise with the UCTEU in all such cases.
2.4 Review of performance assessment system
A sub group consisting of representatives from each party identify the issues and concerns surrounding the design and implementation of the performance assessment system and make recommendations for improvement. This process should commence within 4 weeks of the signing of the substantive agreement for 2007 and be concluded in time for inclusion in the 2007/8 substantive negotiations and beyond.
3. Staff development assistance
It is agreed that a sub-group of two representatives from each party identify the issues and needs surrounding staff development and make recommendations. The UCTEU will initiate this process in March 2007 in time for consideration in the 2007/8 negotiations.
4. Tax on bonus
The request for optional tax arrangements in respect of annual bonus is agreed to, subject to a set of rules for choice and implementation being agreed to by 31 May 2007 with implementation with effect from 1 July 2007. This process will be initiated by management.
5. Campus Access Management Plan
It was noted that:
- the initial cycle of increases in parking charges is during the period 2005-2008.
- the UCTEU membership believed that communication on implementation against milestones in the Campus Access Management Plan, particularly Park and Ride facilities, was ineffective.
- staff did not know where to raise their concerns relative to the Campus Access Management Plan including the Jammie shuttle and that there was a need to have a mechanism for engaging stakeholders in this regard.
Following on from these points it was agreed that the concerns raised would be forwarded by management to the relevant Deputy Vice Chancellor responsible for the Campus Access Management Plan for consultation and action.
6. 2007 planning
The parties agree to develop a plan of action for the year by 15 March 2007 which includes the 2007/8 substantive bargaining process and associated timelines
Dated at RONDEBOSCH this ______________ day of February 2007.
University of Cape Town UCT Employees Union (tables omitted because I don't have the energy to tweak the formatting)