UO to study external equity, market compensation comparisons

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

  1. Define a compensation philosophy.
    Guide how pay for OAs is determined and managed at UO.
  2. Create a job framework.
    Recognize job value and clarify career advancement.
  3. 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:

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OA’s to get 5% raises in July 2014

But not the retroactive 2012 and 2013 raises the faculty union negotiated. This just ain’t right, everyone deserves a goat! 

10/12/13 update: A reader points out that the OAs got the goat back in October, back when Gottfredson’s lawyers Randy Geller and Sharon Rudnick were claiming he couldn’t give the faculty raises during union bargaining.

10/10/13: UO has 1200 OAs. About 400 of them are supervisors who can’t unionize. Word is that many of the other 800 are interested in unionizing, perhaps by joining UAUO. Job security is apparently concern #1. Comments on this are welcome, but maybe best to do it from your cell phone or home, as a new rumor has it that Geller is monitoring staff and OA web access to UO Matters.

October 10, 2013 
To: Officers of Administration 
From: UO President Michael Gottfredson 
Subject: Updates for Officers of Administration 
The University of Oregon and United Academics reached a tentative agreement on a first-time collective bargaining agreement, which was ratified on Tuesday. In addition, University of Oregon classified employees recently negotiated compensation increases with OUS. These agreements provide for compensation and benefit increases for our faculty and classified staff through FY2015. It is important that we also recognize the hard work of over 1200 Officers of Administration, who provide invaluable support and are critical to the success of the university and our students. 
To that end, the University plans to implement the same base FY15 salary increase package for Officers of Administration that is planned for represented and unrepresented faculty (1.5% COLA and 3.5% merit pool). Also, beginning in July 2014, subject to approval by our new Board of Trustees, the university intends to implement two new benefits for all unrepresented faculty and Officers of Administration: new paid family leave program and reduced tuition for a second child enrolled in a UO undergraduate program. 
Today Jamie Moffitt, Vice President for Finance and Administration and CFO, will be joining a meeting with the OA Council to talk about the university’s commitment to all employees, including OAs. 
Thank you for all that you do at the University of Oregon. You represent the highest level of accomplishment and innovation in your field and are critical to our mission of advancing our status as one of our nation’s premier public research institutions. 
[Con Rispetto], 
Michael Gottfredson, President