An Investment In Faculty Excellence
Barbara Altmann, Vice Provost for Academic Affairs and Professor of French
April 22, 2013
Reflecting a commitment to faculty excellence, the University proposed salary and benefits packages this morning that increase pay across-the-board through 2015, designate merit raises to reward excellent teaching and research, and provide paid leave for new parents.
Specifically, the salary package presented to United Academics includes the following:
| Fiscal Year | Across-the-Board | Merit | Total |
| FY 13 (eff. 1/1/13) |
1.5% | 1.5% | |
| FY 14 | 1.5% | 2.0% | 3.5% |
| FY 15 | 1.5% | 3.5% | 5.0% |
| Total | 4.5% | 5.5% | 10.0% |
The University’s proposal clearly states that tenure-track and non-tenure-track faculty must have a voice in how the merit increases are awarded.
The University is also endorsing a Joint Labor-Management Committee on NTTF Compensation to be charged with recommending salary floors for NTTF positions – including post-doctoral fellows. We know that this is a priority for the union and it is one that we share.
In total, the proposal increases salaries for bargaining unit faculty from $92 million currently to more than $102 million in 2015. This advances the UO’s long-term goal of attracting, rewarding and retaining the highest caliber faculty.
The parental leave benefit allows for up to six weeks paid time off following the birth or adoption of a child. Under the proposal, parents must first use any accrued sick or vacation time, but they are assured six weeks paid leave.
These proposals reflect a substantial investment in faculty salaries. However, UO has many other obligations and needs, including higher PERS costs, additional classroom space to accommodate the more than 4,000 students added the past six years, technology upgrades, maintaining the library collections, deferred building maintenance, higher utility and rent bills, and the need to invest in compensation increases for other employee groups such as classified staff.
While the campus faces rising costs, the University has shared with the union bargaining team information that unmistakably shows that UO is significantly underfunded and has significantly fewer resources and staff than our AAU peers.
Unfortunately, the University’s revenue picture does not appear to be changing in the immediate future. We all agree that it’s imperative to keep tuition increases in check, though that is where the majority of UO’s revenue comes from. Regarding expected state revenue, the governor’s proposed budget includes slightly higher than a 3 percent per year increase for the Oregon University System. Even if that’s adopted by the Legislature, it’s unlikely that the UO will see any significant increases in state funding.
Despite these fiscal realities, this salary package reflects the University’s priority to our outstanding faculty. The University has repeatedly pledged to negotiate in good faith. This proposal reflects that commitment.
