Executive Summary

The following is only a brief overview of the most significant features of the Tentative SFU-SFUFA Collective Agreement for the period July 1, 2019 – June 30, 2022. Further information is provided in two additional documents: the 2019-2022 Agreement Info Sheet, which provides a narrative review of the major features of the tentative Agreement, and the New Agreement by Article document, which provides an article by article breakdown.

The most significant terms of the tentative Agreement are as follows:


General Wage Increases of 2% added to salaries and salary scales effective on each of July 1, 2020 (retroactive), January 1, 2021, and July 1, 2021

Elimination of Market Differential roll-in at terminal ranks.

Pension and Benefits:

Transition to the BC College Pension Plan, with a target effective date of March 1, 2021

  • Deferred liability paid by a range of measures including delayed wage increases and use of additional monies in the provincial mandate; cost savings that may emerge are shared; if costs cannot be managed by the above, temporary levies on PDR and salary will be used to make up any shortfall for the year in question

Updated Leave of Absence provisions to match changes in legislation

Changed roll-in of market differentials on promotion to terminal ranks to ensure salary increases apply to full salaries

Equity, Diversity and Inclusion:

Formalized EDI training for hiring and review committees, and additional procedures to ensure EDI impacts are proactively considered in Departmental, Faculty, and University processes

Evaluation of Teaching:

Greater restriction on the role of and use of student surveys in evaluation, and alternate processes introduced based on teaching dossiers and faculty members’ demonstrated engagement with student feedback

Biennial Review:

Increase in steps available to units from an average of 1.3 to an average of 1.5; units will now have the ability to award the average rather than having always to award steps either above or below; shift from a scale of 0-2 to a scale of 0-2.5

Teaching Faculty:

 Language to ensure appointments are generally at least 50% of full time (exceptional circumstances to be provided to the Association); amended probationary language to better match other faculty; promotion timelines altered to match those of other faculty

 Librarians and Archivists:

Introduction of language regarding research activities of Librarians and Archivists; greater clarity of language relating to promotion

Practitioner Faculty:

Substantial new language added; elimination of the distinction between clinical and professional practice faculty; provision for continuing appointments to be the norm, with access to study leave, expanded voting and governance rights, and severance