Recap: With the latest data showing average US wages increasing at 3% a year, and Oregon having moved into the top half of the US income distribution by state, the union’s proposal for 3% COLA/ATB raises is a baseline. The proposed 5% for Excellence raises, and 2% for internal equity over the 3-year contract fit with the administration’s stated priorities. Cecil calls this the 3-9-4 plan.
The administration’s lead negotiator Missy Matella was receptive to the union’s proposal to tax the athletic department and use the money for student scholarships, seemingly agreeing that the university could not continue allowing AD Mullens to use the Duck money bucket as his safe space.
The union’s new TRP buyout plan also got a warm reception from the admin side. On the other hand, they seemed a bit skeptical of the proposal to tie faculty salary floors to a percentage of top admin salaries (15% or so).
See below for the parking and childcare proposals.
Expect lots of questions from the administration at the next round, same time and place next Thursday.
12PM, EMU Crater Lake Room. Usual disclaimer: My opinion and interpretation of what the bargainers are saying, thinking, or should be saying or thinking. Nothing is a quote unless in quotes. In the interests of transparency the union has posted the articles they will be presenting to the administration here: http://uauoregon.org/bargaining1920/ and more info is here. UAUO is also live-blogging here (Go down to the live blogging post, it’s in the comments.)
About 80 faculty and others present.
Deb Green starts with fringe benefits: http://uauoregon.org/wp-content/uploads/2020/01/ARTICLE-28.pdf
The big change is childcare:
Matella: Thanks, we’re aware of this longstanding problem and will examine this proposal.
12:20: Cecil presents parental leave article. This is an effort to boost Oregon’s birth rate thereby increasing future UO enrollment and ensuring the long-run sustainability of PERS.
Cecil: The gist is 12 weeks leave for birth or adoption plus up to another 12 weeks sick leave/vacation, including borrowing sick leave from the future. Additionally, no *extra* teaching responsibilities for the third term back.
Matella: Asks a variety of clarifying questions.
Deb Green presents this radical proposal to extend a few of the parking privileges that the athletic department nomenklatura get to the faculty:
Parking has gotten worse since the athletic department seized the East 15th parking to build its “Triumphal Way” for the 2021 IAAF championships.
PROFESSIONAL DEVELOPMENT: http://uauoregon.org/wp-content/uploads/2020/01/ARTICLE-35.pdf
Boscha presents. Cleans up ASA funding rules, sets them at $1500 min. Makes clear that Career faculty etc. get ASA support funds.
HEALTH BENEFITS: http://uauoregon.org/wp-content/uploads/2020/01/Article-27.pdf
Requires the administration to offer training to the faculty on discrimination law, and to department heads on the CBA etc.
1:06 Break til 1:20.
1:30: Admin team comes back late. Cecil gives them a stern dressing down.
Matella: We’ll have more substantive questions next week. Cecil: OK
Cecil: We’re proposing a phased in new TRP, whilst grandfathering in the old plan. “We hear from the administration that you would like to pay some faculty a lump sum of money to have them go away.” Matella: No comment.
Cecil: New “Tenure Relinquishment Plan”: Would allow a gradual step down in teaching, with details negotiated between faculty and department in advance. 1.0 FTE year 1, 0.8 FTE year 2, etc:
The buyout provision would allow faculty to exit early, in exchange for the salary they would have been paid in the following year.
This buyout proposal would save the university a significant amount of salary (by allowing the administration to replace them with cheaper, shinier new assistant profs) and also PERS.
Matella: How would this impact PERS payments to faculty? Pratt: Good question. Productive back and forth on details. What happens if faculty take the buyout, go off to some other university, double dip? Interestingly, our administrators don’t even need to leave to do this, e.g. VP Brad Shelton:
STUDENT SUPPORT: http://uauoregon.org/wp-content/uploads/2020/01/Student-Support.pdf
Totally innocuous, nothing to see here. Snoozer. Oh, wait, Urbancic presents:
Section 1. At the end of each fiscal year, the University will calculate the total amount donated to the Duck Athletic Fund in that year. The University will direct 23 20% of the donations to the Duck Athletic Fund (or its successor) to faculty who were evaluated to have met or exceeded expectations on their most recent performance review. The funds will be distributed on a proportional basis as an annual performance bonus to the faculty who have met or exceeded expectations.
Section 2. Seventy-five percent of the annual performance bonuses provided to faculty who have met or exceeded expectations will automatically be donated to a scholarship fund to offset the cost of on-campus living for first-year PathwayOregon scholarship recipients who live on campus. The remaining twenty-five percent will be paid to faculty as a one-time bonus on September 1.
Urbancic points out that the bloated Duck Athletic Department is the elephant in the room, vacuuming up all the peanuts, and that this proposal would give them a chance to contribute something positive back to the university. This would give the academic side a stake in the success and growth of the Ducks, in contrast to the current dysfunctional situation.
Civil and Respectful finger-snaps from the audience.
Matella: Appreciate the article and the explanation. Our side will come back with a response. Cecil: You understand that performance bonuses are a mandatory subject for bargaining? Matella: Some of it. I am interested in trying to change the relationship between athletics and academics. Positive response to a positive proposal. “The concepts are interesting.”
Matella then goes on to say that DAF donations may be restricted. Cecil: Do they have to be? [No. Or they could use media revenues.]
Cecil pushes back. The union is not going to sit here and listen to you tell us the bucket is dry, and refuse to work out a way to fill it back up.
Matella starts digging a hole on this, making claims about restricted funds and how no other universities do this. Big mistake. She hasn’t done her homework on these issues.
MOVING ON TO SALARIES: http://uauoregon.org/wp-content/uploads/2020/01/ARTICLE-26.pdf
Cecil: It’s your standard 3-9-4 plan. 3% ATB every year. Add 5% merit in year 2, and 1% equity in years 2 and 3. Add it up. 3-9-4.
Cecil: Three year contract. Go back to making raises start on July 1 (or Sept for 9 month) instead of January. The change to January was made 5 years ago, and causes lots of problems since it doesn’t sync with reviews.
Equity raises: Each department must develop an internal equity policy to deal with inversion compression, etc. Matella: What does equity mean? Cecil: We can work that out, or let the unit faculty decide what their issues are and how to address them. Matella: Loves unit autonomy, but wants central control. Even she laughs at that contradiction.
Merit: Sinclair: When we do merit we want it to be a big enough pool to make it worth people’s time to do a thorough job evaluating. That’s why we proposed 5%, all in one of the 3 years.
Floors, etc: Cecil: Make floor increase with years at UO, etc.
OR, adopt floor proposal II:
Cecil: Improve UO’s sense of community and eliminate complaints about administrative bloat, by tying minimum faculty salaries to a modest percentage of the average senior administrator salary. e.g.:
Matella: Hmm, this might upset some of my better paid bosses, by making it more expensive for them to give themselves more raises.
Matella: These are all the proposals that you believe will have an economic impact? Cecil: Mostly. Matella: It may be a month before we cost these out. Two weeks until the administration will get its act together with their proposals.
UOM: I skipped a few things, but that’s the gist. See you next week. Expect questions from the admins on these proposals, and more faculty union proposals.