My understanding is that this will soon go to the membership for a vote. I vote yes. If you’re not a member yet, the info on joining is here. Bottom line is that faculty will get average 3% raises in Jan 2018 (old contract) and now 2% in Jan 2019, and 2.125% in Jan 2020, variously distributed as ATB, merit, gender equity and external equity. These raises and the continuing promotion raises will mean that UO faculty pay will likely decline relative to peer institutions. The union pushed for additional merit pay but obviously the UO budget is tight. Next time we should call it “excellence pay” – that might get more traction.
The gender equity raise is conditional on UO’s soon to be hired consultant finding something in the pay regressions that no one else has been able to find. Assuming they don’t, that will be distributed as ATB. The external equity raise will go to faculty in departments where pay by rank is 90% below peers, or about 1/3 of the TTF.
As the statement below explains, the agreement for an extension rather than a new round of contentious bargaining (which would have started in January) was a cooperative one between the union and the administration. The UO faculty have suffered from a long series of incompetent and transient administrations. That era is over, and the union has responded appropriately.
UAUO Statement on Tentative Agreement for Contract Extension
Late last week, we were able to reach a tentative agreement with the administration for a two-year extension to the Collective Bargaining Agreement. We will be holding a ratification vote later this month. The agreement will only be finalized upon approval of a majority of voting members. This email contains a short summary of the agreement, followed by a longer explanation and a link to the tentative agreement. This tentative agreement is not to be confused with the final 3% average raise from our current contract which consists of a 2.25% merit pool and 0.75% across-the-board raise and will take effect on January 01, 2018.
Short summary: We agreed to a raise package for the 2018-19 and 2019-2020 years. This tentative contract extension reflects our desire to sustain salary growth & stability and correct observed inequities, even amid a highly constrained state and university budget context. Our current contract expires on June 30, 2018, but still includes a 3% raise package that goes into effect this coming January 01, 2018. The tentative contract extension builds on UA’s consecutive five-years of salary increases and will provide two additional years of salary raises, which will take effect in January 2019 and January 2020.
1. In the first year (beginning January 2019), the agreement is for a pool of money equal to 2.0% of the total salaries for the tenure-track faculty. The pool will be split between a 1.25% across-the-board raise for all TTF, and a .75% pool of money to address observed salary inequities by protected classes.
2. For the NTTF in the first year, there will be a 2.0% across-the-board raise.
3. In the second year (beginning January 2020), the TTF will have a pool of money equivalent to 2.125% of TTF salaries. This pool will be split between a 1.625% merit pool, and a .5% external equity pool.
4. In the second year, NTTF will have a 2.125% merit pool.
The negotiations with the university over this extension took place throughout this summer. We engaged in a relatively quick and quiet negotiation process with the university because both parties thought that a contract extension made sense in our current unsettled university climate. The state of the university’s budget it still abysmal and the additional pressure from the state about PERS funding has not helped. Many of you may recall the proposed double-digit tuition hikes and the woeful support from the state to cover university operating costs. The failure to find new revenue at the state level threatens higher education with continued pressure to increase tuition, which is something we have stood against. Recall that Oregon sits near the bottom in spending for higher education in the U.S. and in corporate tax receipts. This bind will continue to pose challenges to the UO and public education in Oregon.
Additionally, volatility in US immigration policy (see how nicely we put that?) has lead to deep concerns about the numbers of international students who will attend the university in the next few years. We also wanted to give our new Provost a chance to get a handle on his job before we entered into full-fledged negotiations with the university. The University of Oregon is not the typical research university, we have a strong commitment to shared governance and a deep respect for the work of the NTTF. We wanted to give Provost Banavar time to learn who we are before we bargained over sometimes contentious issues.
We are very aware that there are pressing issues that need to be addressed. Job stability for NTTF, both in length of employment and in assignment, still needs to be improved. Support for faculty with children is woefully lacking. The service that all faculty do is still extremely undervalued. Before we agreed to negotiate an extension, the Provost’s Office pledged to work with us over the next two years on these issues and more. We are putting some faith in the Provost’s Office, but we believe that they are committed to finding solutions to help build a better university.
Details and tentative agreement here.