This is for the OA’s. Great idea. Details here:
OA Classification and Compensation Project
The purpose of this project is to establish a classification and compensation system for OAs enabling UO to be competitive in the market, to attract and retain talent, and to be able to reward top performers.
University leadership initiated this project to develop a job classification and salary structure that would achieve retention and talent acquisition goals. This project is supported by the OA Council which expressed interest in a formal compensation study to define OA compensation philosophy, strategy and provide better clarity for career progression.
Project Overview
Human Resources is in the process of designing a compensation and classification system for Officers of Administration (OAs). A cross functional Project Team representing academic, administrative, and research units, OA Council and Human Resources is actively engaged in the project providing guidance and offering diverse perspectives. University leadership hired Aon Hewitt Consulting firm to provide technical assistance.
Project Goals
- Define a compensation philosophy.
Guide how pay for OAs is determined and managed at UO. - Create a job framework.
Recognize job value and clarify career advancement. - Create a compensation system.
Retain and attract employees using a competitive, fair, equitable and sustainable market driven system.
All of which makes the administration’s strange aversion to a similar process for faculty even stranger. The faculty union’s first offer proposed a pool of money for external equity:
External Equity Raises – Tenure-Track and Tenured Classification
i. On July 1, 2015, the University will establish a pool for external equity raises for all faculty members in the Tenure-Track and Tenured classification equal to 1.5% of the total base salary paid to all faculty members employed in FY15 in the Tenure-Track and Tenured Professor and Acting Assistant Professor classifications.
The administration took it out. The union put it back in. The administration took it out. In. Out. In. Out. The union then asked for a joint committee to study equity. The administration took that out. The union said how about just saying we’ll meet and do a study, it doesn’t have to be a formal joint committee. The administration said no. Eventually, they agreed we could “examine” it. Something about the word “study” was unacceptable to our administration. Bizarre:
Interesting. I haven’t looked in a while, but the last time I did, there were people in the same position in different schools/colleges whose salaries differed by nearly 100%. When I asked HR about the issue, they said it was at the discretion of the management [sic] of each school or college.