The 2010 Coltrane/Lariviere plan would have got UO salary averages by discipline and rank to the levels of comparators by fall 2013. So it was the same as the EWU plan, but allowing merit differentials within departments. Gottfredson was never interested, and Coltrane has now abandoned this goal, while increasing the Jock Box subsidy to $2.3M. Instead as being known as the leader on this, UO and Gottfredson are now nationally known for trying to limit free speech and academic freedom.
From the story:
But at least one university has stepped outside the box in its approach to equity in professor pay, aiming to bring all faculty salaries up to current market rates for their ranks and discipline, with some getting big percentage raises, and others less. And those involved in contract negotiations at Eastern Washington University say they’d be surprised if other universities didn’t take note.
The plan is the product of long-term planning among the Faculty Organization (the faculty senate equivalent) , the faculty union, and the administration. Samuel Ligon, professor of creative writing and Faculty Organization president, said no faculty member will get unexpectedly rich off of the contract, as it only seeks to bring faculty pay up to the market rate — something most faculty have been below for years. (Median faculty pay is 10 to 20 percent below the national average for rank and discipline at peer institutions. Full professors are most likely to be paid below market rate.)
But the policy communicates in a very clear way the university’s commitment to longtime faculty, Ligon said – something that he and administrators hope will help reinvigorate the university’s curriculum redesign, and other aspects of university life.
“The administration felt that improving faculty quality, and ensuring that those faculty would not leave the university, needed to be the main focus of a new faculty contract.”
9/15/2013: Of course I’m not talking about UO and President Gottfredson.
Sent as an open letter to the UO faculty heads, prior to tomorrow’s retreat:
Dear All –
Please excuse this mass email, which is from me as a faculty member, and has not been seen by, approved by, or discussed with the UO faculty union bargaining team or any of its members or staff.
Many of you have read Sunday’s Op-Ed from Provost Coltrane in the RG today, at http://registerguard.com/rg/opinion/30445464-78/faculty-university-support-academic-commitment.html.csp. Among other things, Scott says:
“The university also understands that its commitment to academic and research excellence must go beyond our sports infrastructure. We understand that we must compete in the primary arena of faculty compensation. … The UO’s latest offer would give tenured and tenure-track faculty an average 11.9 percent salary increase and non-tenure track faculty an average 12.4 percent increase. This represents an additional $23.6 million in salaries and benefits for members of the bargaining unit over the life of the contract, and $28.8 million if extended to all faculty.”
I know that at Monday’s head’s retreat VPAA’s Barbara Altmann and Doug Blandy will give their take on the bargaining so far, presumably including an update on UO’s raise proposals.
Given this, I thought you might be interested in the story below from today’s Chronicle of Higher Ed, about how Eastern Washington University has handled their faculty salary negotiations. They agreed a few weeks ago to bring their faculty to their averages of their own comparator universities, by rank and discipline, within 3 years.
Their President argues for this on the basis of increasing faculty retention and raising his university’s profile. Though you can criticize the EWU deal as not including enough merit differentials, note that the UO administration’s latest proposal only includes 5.5% for merit, spread out over 3 years.
Last year UO lost more ground relative to our AAU public comparators:
- Full profs: down from 85% to 82%
- Associate profs: down from 92% to 90%
- Assistant profs: down from 93% to 89%
The UO administration’s current salary proposal seems unlikely to do much more than keep up with salary growth at those comparators, and more likely will lead to us falling still farther behind.
This contract is at Eastern Washington University, apparently agreed to a few weeks ago. It’s the plan Lariviere and Coltrane were going to implement at UO by 2014, although without the merit adjustments. Here at UO, President Gottfredson rejected the faculty union’s similar proposal back in March (also with merit differences), and interim Provost Scott Coltrane has just put his name to that rejection, in this RG Op-Ed.
A new contract for faculty members at Eastern Washington University is being hailed by professors and administrators as a novel way to deal with salary inequities, because the agreement raises professors’ pay based on market rates. The agreement adjusts pay based on the mean salaries identified in survey data from the College and University Professional Association for Human Resources. Eastern Washington’s president, Rodolfo Arévalo, told the Associated Press that the university had been offering professors below-market pay for years, and had been losing faculty members to institutions elsewhere in Washington and in other states. He said he hopes the three-year agreement will fix such salary inequities and raise the university’s profile.
In three years, all EWU Lecturers, Senior Lecturers, Assistant, Associate and Full Professors will be paid at least their CUPA mean based on rank and discipline. Salary is determined by a CUPA-mean data base from 2011-2012 cross-referenced by a faculty person’s discipline and faculty status. An annual acrossthe-board adjustment is included on top of the CUPA-mean salary as a COLA adjustment.
Year 1: Faculty with salaries below 90% of market (defined herein as 2011-12 CUPA mean) will be brought to the 90% level. No market-based increase will exceed $18,000 within a single year. An additional 2% (based on the new 90%-of-market salary) will be added to the 90%-of-market salary. This 2% will be referred to as the “Year 1 ATB.”Faculty whose salaries are at or above 90% and below 110% of market will receive an additional 2% of their current salary. Faculty with salaries at more than 110% of market but not more than 115% of the CUPA mean for their discipline will receive 1% of their current salary. Faculty who are currently compensated at more than 115% of the CUPA mean for their discipline are not eligible for the across-the-board increases.
Year 2: Faculty with salaries below 95% of market will be brought to the 95% level. No market-based increase will exceed $18,000 in a single year. An additional 2% (based on the new 95%-of-market salary and referred to as “Year 2 ATB”) and the Year 1 ATB will be added to the 95%-of-market salary. Faculty whose salaries are at or above 95% and below 110% of market will receive an additional 2% of their current salary. Faculty with salaries at more than 110% of market but not more than 115% of the CUPA mean for their discipline will receive 1% of their current salary.
Faculty who are currently compensated at more than 115% of the CUPA mean for their discipline are not eligible for the across-the-board increases.
Year 3: Faculty with salaries below 100% of market will be brought to the 100% level. No market-based increase will exceed $18,000 within a single year. An additional 2% (based on the new 100%-of-market salary and referred to as “Year 3 ATB”) and the Year 1 ATB and the Year 2 ATB will be added to the 100%-of-market salary.
Thanks to an alert reader for forwarding the EWU story.