Collective Bargaining Updates
2003/05 Contract
January 8, 2006
January 6, 2006The AAUP Bargaining Team has reached a tentative agreement on a contract that the Executive Council has voted to submit to members for ratification. A ballot will be forthcoming via campus mail. Three forums will be held to answer questions about the tentative agreement; dates, times, and rooms for which are provided at the end of this message.
The agreement has two key pieces:
The first piece:
The 2005-07 contract will contain across-the-board salary increases totaling 8% for all bargaining unit members: 5% now, and 3% next year (2% July/Sept., and 1% at the start of 2007). Health care will be fully paid for 2006 and, if insurance premium cost increases do not exceed 14%, fully paid in 2007.The second piece:
The University agreed to increase low salaries of defined groups of continuing faculty by an additional 1.25% in exchange for our participation in a risk-sharing agreement, if PEBB should choose not to cover additional health insurance premium costs over 12% out of its substantial reserves in 2007.The formulas for the second piece are straight-forward, but will take some space to describe. It is important that everyone understand the implications of (A) the low salary pool and (B) the health care agreement.
A. The low salary increase will be added to an individuals salary base. The minimum increase will be $450 for those on 9-month contracts and $600 for those on 12-month contracts. Eligibility depends on type of appointment, rank or level and hire date.
Below are the three eligible groups, starting with the largest.
1. Eligible ranked faculty must be continuing from 2004-05:
a) Instructors with 9-month base salaries less than $36,000
b) Senior Instructors with 9-month base salaries less than $40,000
c) Assistant Professors with 9-month base salaries less than $46,000
d) Associate Professors with 9-month base salaries less than $56,000
e) Full Professors with 9-month base salaries less than $66,0002. Academic Professionals, in two sub-groups:
a) Program Administrator I, Advisor/Counselor I, Instructional Technical Specialist I or Psychology Resident who are continuing from 2004-05 whose 9 or 12- month bases salaries are below $32,500
b) Program Administrator II or III, Advisor/Counselor II, Instructional Technical Specialist II or Psychologist, Clinical Social Worker or Educational Technology Specialist who are continuing from January 2003 whose 9 or 12- month base salaries are below $50,000.3. Research Assistants and Associates, in two(*) groups:
a) Research Assistants* who are continuing from 2004-05 whose 9 or 12- month base salaries are below $33,000
b) Senior Research Assistants, Research Associates, and Senior Research Associates who are continuing from January 2003 whose 9 or 12-month base salaries are below $50,000.(*)Research Assistants continuing from 2004-05 who participated in the realignment study in the School of Social Work and who are approved for reappointment as Senior Research Assistant, Research Associate, or Senior Research Associate are eligible under the terms of 3(b) above. (Research Assistants and Associates who participate in a rank realignment process during 2006 may also become eligible for this award.)
B. The Risk-Sharing agreement:
Together, the University and AAUP represented faculty are taking the risk that health care insurance premium increases might exceed 12% for the 2007 plan year, and that PEBB might not cover increases beyond 12%. Here is the language, binding only for this two-year contract:Should rates for plan year 2007 exceed the Employer contribution the parties shall jointly petition PEBB to use the reserve funding to support a portion of any premium increase above 12%. If the increase in excess of 12% is not covered by PEBB reserves, the University will fully cover an increase of up to 14%. If the increase in excess of 14% is not covered by PEBB reserves, the across-the-board salary adjustment for January/February 2007 shall be reduced by .025 percentage point for each 1% increase in premiums above 14%. This shall be in lieu of any monthly premium contribution by employees.
Based on the information available to us at this point in time, we think it is highly unlikely that the cost of insurance premiums will lincrease by more than 14% in the 2007 plan year.
You may see this risk-sharing deal as a well-hedged bet, or as an erosion of the principle of fully-paid health care. To put it in context, the State of Oregon has already signed an agreement with its largest union, SEIU that includes language on the health care issue that is less favorable to workers than the proposed language above; they risk losing as much as 2% of their contracted pay increase. This should be a red flag for all of us. OUS will pressure us on this issue during the next round of bargaining; we must be prepared to address it.
Other gains include a 7% increase to all rank, range and promotional minimums (effective July/Sept. 2006); a 20% increase in travel funds, a green light from OUS for PSU to offer three-year contracts to fixed term faculty and language specifically stating that Academic Professionals whose positions are reclassified to a higher level in their Job Family will receive a minimum increase and that they are eligible to receive faculty development funds.
Sincerely,
AAUP Bargaining Team
Martha Hickey
John Armbrust
Tom Luckett
Connie Ozawa
Jon Uto
November 21, 2005With no contract settlement in sight, the AAUP Bargaining Team and Contract Action Team have planned the following contract actions for the next 3 months. Let's keep the pressure on the PSU administration until they negotiate a fair salary increase.
Green Shirt Wednesdays
Wednesday, November 23 and 30
Green contract campaign t-shirt day/red buttonsHave you seen this good-looking shirt? It is 100% green cotton and the text on the front and back is printed in white and yellow. The front says "The Campaign for Portland State Faculty" while the back says "Bridging the Gaps" and "American Association of University Professors."
We have the following size t-shirts: S, L, XL, and XXL. Come by the AAUP office (232 Smith) to get your shirt. Call or email Julia with at 5-4414 or aaup@psuaaup.org for campus mail delivery.
Faculty Senate Meeting
Monday, December 5
3 pm
53 Cramer HallAAUP is on the agenda! Sy Adler, AAUP President, will be posing a question to PSU administrators regarding faculty compensation and the enrollment growth model. All bargaining unit members are invited to attend. Wear your green t-shirts! Signs will be available for those who want to carry them.
AAUP End-of-term Party
Thursday, December 8
3-6 pm
K-House, 633 SW Montgomery St.Drop by to celebrate the end of the term and to thank all the bargaining unit members, yourselves included, who worked so hard on the contract campaign.
If needed, members of the AAUP Bargaining Team will provide a contract negotiation update.
Steve Brown at Madison's Grill--the folks who cater our annual meeting each spring--is preparing a special menu.
Faculty Protest State Board of Higher Education Meeting at PSU
Friday, January 6
save the date--time and location to be determinedFaculty Protest at PSU Basketball Games
Saturday, January 14,
Thursday, January 19,
Saturday, January 21
7 pm
Stott CenterWe all know how much President Bernstine supports PSU athletics programs. Let's show him how badly the PSU faculty need a raise.
AAUP is preparing a special message for the President. Be a part of the action--wear your green contract campaign t-shirts/red buttons to the game.
November 14, 2005PSU-AAUP Vice President for Collective Bargaining Statement to the State Board of Higher Education
I am Martha Hickey, a PSU faculty member and Vice President for Collective Bargaining for the American Association of University Professors, and as I speak on their behalf, I would like to acknowledge my many PSU colleagues in the room .
We do know you are all well aware that faculty salaries in the Oregon University System does not compare favorably with faculty salaries nationally. Recent Board efforts to a lobby for a plan to bring salaries closer to comparator averages are appreciated
The failure of the governor and the legislature to act, however, has not made the need to address faculty compensation any less immediate. At Portland State it is also a question, we believe, of fairly and equitably acknowledging the good work and the dedication of, full-time and part-time faculty and university professionals, who have helped to make this University an institution that the state of Oregon can be proud of.
It is unfortunate that some policy decisions made by the Board and the Chancellor’s office have placed an unfair burden on faculty and students at Portland State. The decision to fund Universities in the system based on four-year old enrollment figures is one example. Students and faculty at Portland State deserve resources that are commensurate with their numbers and their real successes.
A second burden is a consequence of how OUS has decided to fund our medical care benefit. OUS bases what it charges each institution on an average cost per individual that is significantly above our own real health care expenses. PSU is required to give back money that it has been allocated. We understand the desire to make health care accessible to all who work for OUS, but is it fair to take money from a campus where salaries are on average 3 to 9% below salaries at OSU and U of O, and where cost of living is around 5% higher? The cost of on-campus parking alone is three times more here than it is in Corvalis or Eugene—just about $1,000 per year. The amount harvested by the OUS health care “tax” on the 1,000 AAUP represented faculty at PSU alone would fund a 2% increase in our salaries.
The salary freeze was salt on an open wound. 55% of our full-time teaching and research faculty and academic professionals have salaries lower than an average Oregon school teacher—that's less than $50,000 dollars. Oregon teachers’ salaries have risen since 2003, PSU faculty salaries have not. This past year AAUP worked together with the PSU administration to design a performance pay system to reward faculty based on review of the work that they do, but we had to abandon the effort because the funding offered was, by established state standards, far from adequate.
You know that we continue to meet and exceed the Benchmarks set for PSU by the Board. Last year we had the largest graduating class of any University in Oregon, and in all likelihood we graduated more Oregonians than any other campus in the system. Portland State deserves the resources both to pay its faculty and to ensure that growth will not come at the expense of quality or morale.
We ask the Board to address these inequities and fund competitive professional and livable salaries for the professionals who work here at Portland State. Thank you.
November 8, 2005PSU Calls for Mediation 4 Weeks After 1st Salary Proposal
The AAUP Bargaining Team was shocked that after only four weeks of on-again off-again bargaining over salary, and only three on-paper offers, the PSU Administration called for mediation.The Administration rejected AAUP’s request that PSU match the minimum increase for Oregon’s professional and classified employees of 8.75%.
AAUP Salary Proposal
Our proposal for across-the-board salary increases included:
- 2% salary increase retroactive to July 1, 2005 for 12-month bargaining unit members and September 16, 2005 for 9-month bargaining unit members;
- 4% salary increase effective January 1, 2006 12-month bargaining unit members and February 1, 2006 for 9-month bargaining unit members; and
- 2.75% salary increase effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 for 9-month bargaining unit members.
AAUP other increases:
- 1.5% academic professional in-range salary increase effective July 1, 2006 AND
- $275,000 to remedy low salaries effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 9-month bargaining unit members.
PSU Salary Proposal
PSU’s proposal for across-the-board salary increases included:
- 5% salary increase effective January 1, 2006 12-month bargaining unit members and February 1, 2006 for 9-month bargaining unit members;
- 2% salary increase effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 for 9-month bargaining unit members.
PSU other increases:
- 0.5% one-time lump sum payment (At 0.5% percent, the lump sum would amount to $150 for someone making $30,000 or $350 for some one making $60,000, before taxes, of course.)
- 0% academic professional in-range salary increase in years 1 and 2.
- $175,000 to remedy low salaries effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 9-month bargaining unit members.
AAUP Rejects PSU’s Salary Offer
AAUP rejected the administration offer. According to the recent report in the Oregonian, faculty at U of O are eligible for 4% plus 4% raises in the biennium. (TheOregonian also confirmed the 6% OSU raise this year.) We are still unclear about the administration’s commitment to hold faculty harmless for health-care costs in 2007.PSU Calls for Mediation
It is unlikely that a mediator from the Employment Relations Board can be scheduled before January 2006. The sole focus in mediation will be salary and benefits. AAUP agreed to temporarily agree to (TA) the increases we had previously suggested for faculty development and peer support, and the up-date to the Appendix on rewards. (The PSU administration now has permission from the Chancellor to offer three-year contracts to fixed-term faculty but had no comment on when they might begin to implement them.) We also TA’d the fixed-term Article 18 with no changes.AAUP Next Steps
Salary Update/Action Planning Meeting
November 17 & 18The AAUP Bargaining Team would like to talk with bargaining unit members about salary negotiations. Please come to one of the salary update/action planning meetings on Thursday, November 17, 12-1 pm or Friday, November 18, 12-1 pm (location to TBA.) The AAUP Bargaining Team will update you about the salary negotiations stalemate and what we can do to strengthen our hand in the next few weeks before we begin mediation.
Green T-shirt Wednesday
Please continue to wear your green t-shirts/red button on Wednesdays. We have the following sizes: S, L, XL, and XXL. Come by the AAUP office (232 Smith) to get your shirt. Call or email Julia with at 5-4414 or aaup@psuaaup.org for campus mail delivery.Sign the Petition
If you have not already, please sign on-line petition before 5 pm on Wednesday, November 9. Go to www.ipetitions.com/campaigns/fund_PSU_fairly/ to read and sign it. As of today, 460 people have signed. Let’s make it 500!Sincerely,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions Counselor
Admissions, Records and Registration
November 3, 2005AAUP met with administration negotiators Tuesday, November 1 to discuss two different concepts for distributing a two-year 8.75% across the board salary increase.
Unfortunately, there is little progress to report. Mike Driscoll said that the administration would respond with a counter offer by next Tuesday, but their options were currently limited.
Faculty presence at the Board of Higher Education meeting this Friday, November 4, particularly between 12 and 1:00 p.m. in Smith Center 327, when AAUP plans to address the Board, will help will help underscore our concerns about the lack of progress on faculty salaries.
Hoping to find some common ground, last Tuesday AAUP proposed a 2% retroactive raise this year plus a 4% increase in Jan./Feb. 2006, and 2.5 percentage increase in July or September 2006, with a smaller increase in year two as the administration has requested. We also discussed, as an alternative, somewhat higher mid-year (Jan./Feb. 2006) and July/Sept 2006 increases. We believe the biennial cost of both these alternatives to be significantly less than AAUP's 4.5% retroactive plus 4 % proposal.
The next bargaining session will be November 8, 10:00 am - 1 p.m. in 323 SMSU. Anyone can observe for all or part of the session. A call or email to the AAUP office, 725-4414, or aaup@psuaaup.net will let us know if we will need extra chairs.
Your bargaining team thanks you for all your past efforts, especially your visible and vocal participation in the re-accreditation process. Again, we encourage you to attend some part of the Higher Ed Board meeting from 10:00 to 1:00, November 4th. President Bernstine will > also be addressing the Board during that time.
Sincerely,
PSU-AAUP Bargaining Team
October 12, 2005Faculty Rally for Higher Salaries
Thanks to the 200+ AAUP bargaining unit members who turned out at noon on October 12 for the “Rally for Faculty Salaries.” For those unable to attend, see the below photos.At the rally, members of the AAUP Bargaining Team reported that they have switched to Plan B at the October 11 negotiation session. Because AAUP was not able to convince the PSU Administration to adequately fund performance salary increases, AAUP has withdrawn the proposal for a 4-year contract with a comprehensive performance-based salary increase system.
AAUP's new proposal, called "Plan B", includes a 2-year contract with a 4.5% across-the-board salary increase in 2005-2006 and a 4% across-the-board salary increase in 2006-2007.
In addition, Plan B proposes a 1.5% in-range increase for Academic Professionals; a 1.5% salary increase for Research Assistants and Research Associates; a pool for mitigating instructional faculty salaries below rank average; and a pool for compression/market adjustments for Professors with 4 or more years in rank.
Sincerely,
Julia Getchell
Chapter Coordinator
PSU-AAUP
aaup@psuaaup.net
503-725-4414
October 11, 2005PSU Proposal on Performance Increases
At the negotiations session today, Tuesday, October 11, the PSU Administration signaled that they not prepared to adequately fund performance increases. In their very first “on paper” offer PSU offered between $1008 (for Instructors) to $1800 (for Professors) for the once-in-three years performance increase.It appears that PSU continues to short change the across-the-board increase in the second year for the cost of funding inadequate performance increases.
PSU Proposal on Across-the-Board Increases
PSU has proposed a 3% across-the-board increase in the first year, 2.25% in the second, and reopening the contract in 2007 to negotiate across-the-board increases in the third and fourth years.AAUP Takes Performance Increase Plan Off the Table
AAUP has taken the four-year contract proposal with performance increases off the table and responded with a two-year offer with higher across-the-board increases. (See details below.)PSU responded by announcing that the accreditation visit was going to keep them so busy for the next three weeks that they could not schedule another bargaining session until November.
Rally
Wednesday, October 12
Noon
On the Library stepsThe AAUP Bargaining Team encourages everyone in the bargaining unit to come to the rally on Wednesday to demonstrate to the PSU Administration that inadequate salary increases and refusal to negotiate for three weeks is unacceptable.
AAUP Two-Year Contract Proposal
Across-the-board increase:
4.5% effective July 1 or September 16, 2005
4.0% effective July 1 or September 16, 2006Academic Professionals in-range
1.5% in July 1, 2006 and July 1, 2007Research Assistants and Research Associates annual performance increase:
1.5% effective July 1, 2007$225,000 pool for individual adjustments in 2005 to base salary to mitigate the impact of the salary freeze for instructional and research faculty significantly below PSU comparator averages (the greater of $450 or 1.25%). $225,000 pool for compression/market adjustments to base salary in 2006 for full professors with 4 or more years in rank (no less than $500 and no greater than $1800).
Yours truly,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions
Counselor Admissions, Records and Registration
October 4, 2005Here is the short version of the October 4, 2005 negotiation session:
- The PSU Administration made no move to increase the money in its across-the-board salary offer: 3% now and 2.25% next year.
- AAUP rejected this as a basis on which to conclude a contract. We asked PSU to account for (in writing) its level of commitment on all the open financial issues: faculty development, travel and career support funds, and salary advancement for fixed-term faculty.
- A 1.5% performance increase at the end of the second year remains on the table for Academic Professionals. This could be realized for Research Assistants and Associates, too.
- PSU said, “We will try to have something in writing that addresses the other open issues next week.”
- The AAUP Bargaining Team ask if the rumor that OUS is funding PSU at 2002-2003 enrollment levels even though more and more students are enrolling at PSU. PSU confirmed that this is true. This means that OUS universities where enrollment has been flat or declined are being funded at the expense of PSU.
This shortchanging comes on top of the on-going loss of the equivalent of a 2% salary increase for PSU faculty because of the money OUS takes from PSU every year to fund medical care for those other universities. Doesn't this double whammy meet the test of “undue burden”?
More information from about the October 4, 2005 negotiation session:
- PSU Administration: “We can’t go higher than 3% across-the-board in the first year.”
AAUP: “We can't recommend an offer that PSU faculty won't accept. The standing-room-only crowd at Faculty Senate Monday was there to state its discontent with your proposal.”
AAUP reminded PSU that the cost of living has increased 6.7% since January 2003. PSU’s once-in-three years $1,500 performance increase fails the test of a meaningful commitment to improving salaries.
PSU tried to argue that $1500 would be an average 2.2% increase for full professors in the second year. In fact, according to data that PSU reports, it is only 1.9% of the average full professor salary. > > *PSU Administration: “We might be able reallocate the .25% we added to the 2% across-the-board in the second year into the performance increase.”
AAUP: “Rebating a minimal across the board increase in the guise of a ‘performance’ increase to a quarter of the bargaining unit is not the answer. If we can’t fund a meaningful performance increase, we should be talking about a two-year contract and higher across-the-board increases.”
Upcoming bargaining events:
The AAUP Bargaining Team thanks you for all your gestures of support this past week. It makes our arguments on your behalf more credible when backed-up by your public collective support.
T-shirt Wednesday
Wednesday, October 5, 12, 19, and 26
Don’t forget: wear your AAUP t-shirt and/or button on this Wednesday and every Wednesday until the contract is settled.Get a free AAUP t-shirt or button from AAUP office in 232 Smith. We can send via campus mail, too! Call 5-4414 to make arrangements.
Negotiations Session
Tuesday, October 11
10-1 pm
323 SmithAll bargaining unit members are invited to observe any or all of the negotiation session. No need to call first, just show up!
From the AAUP Bargaining Team,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions Counselor
Admissions, Records and Registration
September 29, 2005PSU has presented a salary offer that many of you find unacceptable. More than 200 people responded to the last bargaining update question “Is this a salary offer you are willing accept?” All but 3 people said “no” to PSU’s latest offer. Thanks to everyone who responded and included anecdotes and information about their salaries.
There are many bargaining-related events in the next week. We know you have limited time and energy, but we are at a crucial point in contract negotiations. Please support our efforts to negotiate a fair salary increase by attending one of the following events:
Update Meeting
Friday, September 30
12-1 p.m.
238 Smith CenterMembers of the AAUP Bargaining Team will provide an up-to-the-minute update about salary negotiations. There will be time for questions and comments in addition to a discussion of action bargaining unit members can do right now to influence the bargaining process.
Faculty Senate Meeting
Monday, October 3
3 p.m.
53 Cramer HallAt the next Faculty Senate meeting, members of the AAUP Bargaining Team will be asking PSU administrators “Why no contract?” All bargaining unit members are invited to join them, even if you are not > a senator or a faculty member.
Please wear your green AAUP t-shirt or AAUP button. (Don’t have a t-shirt? Get a free contract campaign t-shirt from the AAUP office in 232 Smith Center while supplies last.)
Contract Negotiation Sessions
Tuesday, October 4 & Tuesday, October 11
10 a.m. to 1 p.m.
323 Smith CenterAll bargaining unit members are invited to observe the negotiations session. AAUP’s Bargaining Team members would like to pack the room with observers while they negotiate a fair salary increase with PSU administration.
You are not required to attend the entire session or to participate in negotiations. Wear your AAUP t-shirt or button.
Wednesdays
Get a free AAUP contract campaign t-shirt and wear it on campus every Wednesday until the contract is settled. Supplies are limited so get yours today from the AAUP office (232 Smith Center.)Sincerely,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions Counselor
Admissions, Records and Registration
September 13, 20051. The AAUP bargaining team wants to meet with you the last week of September to talk about where we stand.
The Administration and AAUP have agreed to extend the contract for one month, to September 30, 2005. We have a bargaining session scheduled for next Monday night (September 19) at 6:15, but we are not too optimistic that we will reach agreement, given the Administration’s current offer. (See below.)
Please mark your calendar for a Contract Update and Discussion. Two meetings will be scheduled to accommodate a variety of schedules. Please attend one or the other.
Thursday, September 29
12-1 pm,
238 Smith (Browsing Lounge)or
Friday, September 30,
12-1 pm,
238 Smith (Browsing Lounge)2. Unfortunately, your team has to report that the Administration has yet to demonstrate that they are serious about IMPROVING faculty salaries.
COMPARE THE INVESTMENT PLANS (for COLA + Performance Increases):
PSU: AAUP: (The percentage indicates approximate cost in terms of the PSU-AAUP salary base)
- The Administration's cost of living offer of 3% + 2% gives us a salary equivalent to what we had two years ago--but not until NEXT year!
- The Administration and AAUP are very close to agreement on a plan to implement performance-based raises. But the Administration and AAUP are very far apart on defining a fair increase for the continuing good (above satisfactory) work of PSU faculty:
PSU proposed the equivalent of $200 per year for Associates, and $380 per year for full Professors as a reward. We were incredulous.
State of Oregon professionals are eligible for an annual 4.5% performance increase. (At $50,000 that’s a possible $2,250 increase.)
- PSU has made no other commitment to try to address "distance from market" or compression.
- PSU average salaries are 10 to 16% below OSU comparator institutions
- Many faculty are more than 16% behind their own professional peers
- Cost of living in Portland is currently 127% of the national average
3. PSU has an historic opportunity to craft a compensation system that serves faculty, student and administration interests and that really makes faculty salaries a priority by addressing a root cause of salary erosion and compression: There are only two regular opportunities for a salary increase for instructional and research faculty during their entire career.
4. In response to Administration concerns and as a 'good faith' gesture, AAUP signaled its willingness on Tuesday to consider an average 10% reduction to our proposed performance increases. (That means increases of around $1,000 per year for Associate and Full Professors and $700 per year for Assistant Professors and Senior Instructors who are reviewed positively by their peers and units.)
Annual in-range increases for Academic Professionals would be somewhat less than 2% each year (with a similar recommendation for Research Assistants and Associates).
The total cost of the AAUP proposed performance increases in the second year and subsequent years of a four-year contract would not exceed the annual cost of a 1.5% across the board raise. PSU’s proposal invests only about one third of a percent in performance increases each year. We offered to couple performance increases with a 2% COLA in year two.
During our session this past Tuesday we did reach agreement on Article 17 changes that clarify leave and faculty development opportunities for Academic Professionals. We also signed off on a Letter of Agreement on Flexible Scheduling and Wage & Hour Training for Academic Professionals and their supervisors.
Your bargaining team thanks you for all your past comments and welcomes hearing from you, whenever you have questions or concerns. You can contact us by telephone at 5-4414, or by email at aaup@psuaaaup.net.
Again, please plan to attend one of the information sessions next week.
Sincerely,
PSU-AAUP Bargaining Team
September 8, 2005
Dear Bargaining Unit Member,
PSU outlined its salary proposal Tuesday, Sept. 6, but some details are still fuzzy. (See below)
Issues related to implementing performance increases for instructional faculty and working conditions and compensation for Academic Professionals dominated the discussion for most of the four-hour session.
PSU’s salary proposal:
Contract Year 1:
3% across the board (Effective Sept 1 for 12-month and Sept. 16 for 9-month faculty)Contract Year 2:
2% across the board (Effective July 1 for 12-month and Sept. 16 for 9-month faculty)
Plus an unspecified amount for “other forms of compensation”Contract Years 3 & 4 unadressed
PSU promised to identify the dollar amount they would allot to other forms of compensation next week. Without this information it is difficult to assess PSU’s commitment to salary improvement, especially given an offer that limits 2005-06 increases to 3% after two years of a salary freeze.
Other State of Oregon professional salaries will increase at least 8.75% over the next two years. The President of OSU has already committed to a 6% increase, with a 4% across the board in the first year. And OSU faculty do not have to cope with a cost of living that is 127% of the national average, as we do in Portland.
Asked to prioritize among “other compensation issues,” AAUP repeated its support for an added performance increase plan that would provide significant, on-going rewards for good work to all faculty. (The AAUP plan under discussion phases in instructional faculty groups over a three-year period and takes compression and market-lag into account in the timing.) In-range salary increases for Academic Professionals would be comparably funded, 1.75% to 2% annually. Discussions on a strategy to include Research Faculty, as well, are in progress.
The AAUP team welcomes your responses to PSU’s offer. The next two weeks will be critical to our efforts to advocate on your (our) behalf. Consider attending part of a bargaining session Sept. 13th or Sept. 20th (12:30 to 5:00 p.m.). Just let the AAUP office know 24 hours in advance of the session (725-4414 or aaup@psuaaup.net).
Information sessions on the progress of bargaining and on details of a performance increase plan, if one is forthcoming, have been scheduled for Thursday, September 29, 2005 in SMSU 238 at 12 p.m. to 1 p.m. and Friday, September 30 in SMSU 238 at 12 p.m. to 1 p.m.
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PSU-AAUP Bargaining Team
August 8, 2005Dear PSU-AAUP Bargaining Unit Member,
Looks like our contract negotiations will continue into September. At the August 2 bargaining session, the PSU Administration announced that although the Oregon legislature may have reached agreement on funding the Higher Ed budget, the Chancellor’s Office and Board have yet to “filter” the results.
Unable to discuss dollars, we continued to talk about the details of the following:
1. Implementing a periodic performance-based increase in addition to cost of living adjustments, and
2. Professional concerns of Academic Professional Faculty.
Performance-Based Salary Increases
The Administration repeated that they support the concept of regular performance-based increments to faculty salary throughout the bargaining unit, phased in over a four-year contract. Differences appeared over administering the process; however, the Administration appears to accept key requirements of AAUP’s proposal that1) The dollars awarded must be significant, if they are awarded only once in three years,
2) The increments must be available for everyone reviewed, and
3) The increases will be awarded in addition to cost of living increases.
Academic Professional Faculty Concerns
The AAUP Bargaining Team was disappointed to hear that the job security and more realistic market-based salaries for Academic Professionals are not an Administration priority this year. While they expressed a wish to communicate better about the availability of flex-time and grant funding options (from the Faculty Development Fund) for Academic Professionals, and a wish to improve management training around these issues, they rejected language that would make longer-term contracts or sabbaticals a more realistic option.AAUP and the Administration agreed that discussion of Academic Professional concerns, and processes to implement performance increases and a possible one-time market-based pool will continue in three sub-committees during August.
The next bargaining session is tentatively scheduled for Tuesday, August 30 from 12:30 to 5:00 p.m. If you would like to attend, call or email the AAUP office at least 24 hours in advance of the session. You can follow the progress of negotiations on the PSU-AAUP web site.
We appreciate hearing from you, whenever you have questions or concerns. You can contact us by telephone at 503-725-4414, or by email at aaup@psuaaaup.net.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
July 11, 2005Dear Bargaining unit member,
Most of the session on July 5 was devoted to three issues:
- Reviewing changes to Article 17 (Academic Professionals),
- Discussion of a Letter of Agreement to pilot the realignment of Research Assistant and Associate Faculty
- Administration responses to changes in Dispute Resolution (Article > 28 and Appendix D).
1. Academic Professionals: AAUP argued for criteria and contract language that will make faculty development support, sabbatical and flexible work scheduling more accessible for Academic Professionals. (Flexibility in work scheduling is one of the legal attributes of the overtime exempt position.) AAUP also requested that a joint work group should gather information on how well the Job Family system is functioning after 5 years, including a review of the salary ranges.
2. The pilot realignment project will be undertaken by the Graduate School of Social Work and will be based on the report of the Joint Compensation Task Force sub-committee on Research and Development Support. Details of the letter of agreement are still under discussion. The goal is to implement the use of 4 ranks (Research Assistant, Senior Research Assistant, Research Associate and Senior Research Associate), along with opportunities and procedures for advancement across campus.
3. AAUP expressed its reservations about the administration proposal to index performance increases to an individuals distance from his or her market salary. Although the PSU Administration made no salary proposal, two days later OUS reached an agreement on a new two-year contract with classified OUS staff. Their deal includes the following:
1) a 2% salary increase in each year with a floor of $600/year
2) fully paid health care for full-time workers
3) step increases that promise nearly all workers an additional 4.5% increase in addition to 2% in the second year, including those who were at the top of their ladder. (The second year increase is delayed to December 2006,)
May 25, 2005Dear Bargaining Unit Members,
Become a part of the process. Highlight part of this message and send it to President Bernstine to let him know that a meaningful resolution to the bargaining process is possible and important to you.
Plan to rally for the next session, June 7, to let PSU know you want an answer.
This Tuesday, May 24, two important items were on the agenda:
- A complete proposal summarizing what is needed to bring this bargaining session to a rapid conclusion, including: (COLA + 2% performance increase + fully-paid health care) x 4 years.
- Discussion of issues that are important to Academic Professionals, and to all of us at Portland State who want PSU to value our work as professionals and our contributions to a quality education for Oregonians.
1. We presented a three-pronged strategy to address compensation issues:
a) An across the board cost of living raise of 2% for two years, as funded in both the Governor’s and Joint Ways and Means budget proposals (plus the legislated COLA for 2007-09)
b) A 2% annual increase for four years that will underwrite the implementation of a new performance-based raise that is linked to our current review structures (This request parallels OUS Board recommendations to the Governor for COLA + 2% for six years.)
c) Fully paid medical benefits
For more details, view the full outline of the AAUP “package proposal.”
This is a modest proposal. Most state employees expect to see a 4.5% increase in addition to their cost of living raise, because they are on a “merit plan.” The governor has recommended that merit and performance step raises be funded for the next biennium. (The latest State of Oregon proposal to classified workers includes the addition of a 9th step in the second year of their contract for those who have reached the top of their ladder.)
2. AAUP’s compensation plan is based on the expectation that PSU will honor its commitment to fund in-range salary adjustments for Academic Professionals.
Five years ago, Academic Professionals agreed to a placement and review system that promised them the opportunity for advancement, but the pool that is supposed to fund their performance increases has been dry for the last two years.
Overtime exempt Academic Professionals at PSU have been asked to work longer hours and provide service to more students without any prospect for opportunities that many PSU instructional faculty take for granted: eligibility for professional development support, flextime, and the prospect for sabbatical.
We are still puzzled how a contract without an “end date,” but no commitment to renewal, is a better deal for APs than a commitment to a multi-year contract, as they have argued. PSU needs to demonstrate that Academic Professionals will be treated as professionals and as a part of out community.
The next bargaining session will be June 7, 12- 2 p.m. in 323 SMSU.
All bargaining unit members are encouraged to observe. If you have any questions or comments about this update, please contact me.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
hickeym@pdx.edu
May 11, 2005In this Tuesday's bargaining session the following items were discussed:
1. Concepts for implementing performance increases (in addition to COLA) for all AAUP bargaining-unit members.
2. An outline for new steps and performance increases for Fixed Term Instructional & Research faculty.
3. Responses on language changes to Articles 2, 6, 13, 26, 28 and Appendices B-D.1. PSU-AAUP seeks both to limit the frequency of reviews for continuing faculty and to give them meaning by attaching increases to base salary when reviews are positive. Our discussion of how PSU would shift to this new compensation system was modeled in our presentation on fixed-term faculty, and includes:
1) requiring annual activity reports from all faculty who wish to be reviewed periodically for performance.
2) phasing groups of faculty into the system over a period of 3 years.
3) buffering those not receiving performance increases with similar market-based raises for 2 years.
4) distributing periodic performance awards by rolling out the increase out over 1 to 3 years, depending on the nature and length of contract.
This version of the plan would offer essentially annual performance increases in addition to COLAs. It would give faculty financial incentive to shift to a four-year contract, something that the administration has often told us it wants--and help bridge our salary gaps.
*In our compensation sub-group, administration representatives raised some concerns about how PSU would explain carrying over large reserves from year to year (to pay for large up-coming performance increases) to the legislature.
*A suggestion for rolling the increase out to those on a 2-year or 3-year review cycle was made. (For example, instead of an increase of 4.5% once in three years, a 1.5% increase annually over three years.)
*This approach could be acceptable as long as the University acknowledges that the individual awarded the increase owns the full amount, no matter how circumstances change (for example, due to retirement, termination, or budget cuts).2. AAUP outlined a way to implement two new interim steps for fixed term Instructors and Research Assistants and Associates, along with a review cycle linked to length of contract. For example:
Instructor I (annual contract for the first three years from hire).
Instructor II (make two-year contracts the norm, assuming 3 years service).
Senior Instructor I (make rolling two-year contracts the norm, assuming 6 years service).
Senior Instructor II (same as Sr. Instructor I).A rolling two-year contract is understood as a contract that essentially automatically renews each year with a two-year extension. (This type of contract might be more difficult to assign to research assistants on grant-limited projects.) AAUP proposed linking rolling contracts to a three-year performance review cycle.
*AAUP was responding to interim reports from the Recruitment and Retention & Research and Development sub-committees of the joint PSU-AAUP Compensation Task Force, whose good work is gratefully acknowledged. (Thank you Johanna Brenner, Mike Driscoll, Ruth Chapin, John Reuter and Angela Rodgers, Barbara Sestak, Mitch Cruzan and Nancy Koroloff!)
*We would like to see the two-year and rolling two-year contracts become a reality for fixed-term Assistant and Associate Professors as well.
If you have any questions or comments about this update, please contact me.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
PSU-AAUP
hickeym@pdx.edu
503-725-5290Fixed-Term Faculty
Proposed Review/Promotion ScheduleYears 1 and 2: Annual review in spring (activity report to be reviewed by departmental committee)
Year 3: Option of promotional review in spring (packet submitted for review by departmental committee) for promotion of Instructor I to Instructor II and for Research Assistant I to Research Assistant II; successful completion of review/promotion process results in promotion in rank with salary increase and biennial review in following years; opting out of promotional review allows for continuing annual review (those opting not to go through promotional review at end of third year may do so in any subsequent year, without waiting for three more years)
Year 6: Option of promotional review in spring for Instructor II to Senior Instructor I and for Research Assistant II to Research Associate I; successful completion of review/promotion process results in promotion in rank with salary increase and rolling contract (two-year contract which would be renewed for two years at the end of the first year of contract)
Year 9: Option of promotional review in spring for Senior Instructor I to Senior Instructor II and for Research Associate I to Research Associate II; successful completion of review/promotion process results in promotion in rank with salary increase and rolling contract
April 27 , 2005PSU-AAUP and PSU Bargaining Teams met on Tuesday, April 26, 2005. Topics of discussion were:
1. Strategies for Improving Compensation (75 min.)
2. Contract “Housekeeping” issues (30 min.)
1. The AAUP Bargaining Team believes that one of the best strategic investments that PSU can make is in rewarding the work of its own faculty. We devoted the majority of the session to discussing various possibilities for improving compensation. In general, the administration seemed more prepared to talk about short-term, targeted interventions or provisional allocation of dollars to pools, special funds, etc. AAUP is lobbying to shift the discussion towards more comprehensive changes in order to introduce greater stability into our compensation system, especially in terms of the resources allocated to it.
- AAUP presented a list of ten considerations for implementing an on-going system of performance increases for all members of the bargaining unit. (See below)
- We out-lined a model that would link periodic, defined salary increases to type of contract, job description, the use of annual activity reports and annual or triennial review.
- PSU Administration wanted to know how the University’s mission, or a unit’s preferences for what it wants to reward would be accommodated.
- AAUP’s goal is an inclusive, fair, transparent and efficient review process that is ALSO accompanied by meaningful rewards. We believe that the possibility for regular incremental increases will mitigate the on-going problem of salary compression.
The Administration and AAUP Bargaining Teams agreed to meet in smaller working groups to set up the agenda for the next session (Fixed Term Faculty) and continue discussing the goals and requirements of a performance step system.
2. Each side plans to respond at the next session, May 10, to items dealing with contractual housekeeping issues raised by:
- PSU’s suggestion for clarifying the definition of “day” in certain instances that would have consequences for the timing of the grievance process (Articles 2, 26, 27 and Appendix B).
- AAUP’s requests for information to keep its records current and more appropriate language for defining classes subject to potential discrimination and grievance filing. (Articles 6, 13, and Appendixes B, C,D).
All bargaining unit members are invited to observe bargaining sessions. The next session will be Tuesday, May 10, 12-2 p.m. in 323 SMSU. The session will focus on a discussion of Fixed-Term Research and Instructional faculty members issues.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
503-725-5290
hickeym@pdx.edu
Considerations for a performance step plan:
1. A new review & compensation structure should be simple and efficient ("elegant")
2. The new structure could integrate and/or build on review processes in place
3. Reviews should recognize all the work that faculty do -advising, teaching, research, training, grant administration, service, community outreach, etc.
4. Expertise and acquired experience should be valued; 'seat time' is not the only appropriate measure
5. Need a transparent process: the how, what, when, who should be clear to everyone
6. Need a fair process: appeals for an unfavorable outcome, or continuing eligibility if the award is not annual
7. Need enough regulation to prevent abuse (through neglect or design), but not so much that we are telling departments how to evaluate
8. Need a meaningful reward structure with a funding stream separate from "across the board" or COLA raises
9. A progressive element may be desirable (awards weighted toward the lower end of the salary scale)
10. Participation in review for performance steps should be voluntary after initial annual reviews and promotion; meaningful monetary rewards would be a strong incentive for participation (APs could be shifted to biennial review, rolling contracts.)
July 7, 2004Contract Ratified
The ballots have been counted. The new PSU-AAUP contract for 2004-05 has been approved by 93% of the ballots cast. Thanks to all AAUP members who responded. The new contract will be available on line shortly.
It's already time to start working on the next round of collective bargaining. You can help define how we will address salary and benefits issues that are certain to arise in the next biennium. There are opportunities now to help shape the important discussions that will begin in the fall under the auspices of a joint PSU-AAUP Task Force on Compensation.
Please tell us your thoughts and let us know if you would be willing to serve on the Task Force. In addition, benefits, salary equity and compression, work load, retention and recruitment, and defining guidelines for research appointments are all likely to be important issues next time. Are there additional issues that you think should be addressed in the 2005 baragaining session? You may e-mail us at aaup@psuaaup.net or call the AAUP office at 725-4414.
It's very important that the AAUP Executive Council and next year's Bargaining Team strengthen their capacities to engage members in discussions of issues, and to communicate with members both before and during formal negotiations. Please let us know if you're interested in serving as a departmental representative to strengthen AAUP in these ways, and contact Martha Hickey directly if you are interested in serving on the 2005 bargaining team (hickeym@pdx.edu).
Sy Adler
View summary of proposed changes.
View contract with changes noted.
June 23, 2004
Forums on New Contract
You are invited to learn more about changes to the new contract. Martha Hickey, Vice President for Collective Bargaining, and Jacqueline Arante, former Vice President for Collective Bargaining, are hosting 2 contract forums.
Come to 326 Smith on Friday, June 25, 12- 1 pm or Tuesday, June 29, 12- 1 pm to learn about what has changed in the 2003-2005 contract. Bring your questions!
View summary of proposed changes.
View contract with changes noted.
June 16, 2004Tentative Agreement on New AAUP/PSU Collective Bargaining Agreement
Portland State University (PSU) and the PSU Chapter of American Association of University Professors (Association), the bargaining agent for full-time faculty, have successfully concluded negotiations and reached tentative agreement on a new contract. Bargaining unit members will be voting next week on an agreement that includes no salary increases, but does offer fully paid medical and dental benefits through the 2003-05 biennium.
The new Agreement will also substantially increase the University contribution to the fund for professional development and research for the 2004-2005 academic year. In addition, each tenure-track Assistant Professor in the library is guaranteed five professional development days per year.
The amounts contractually defined as minimum salary increases to accompany promotion for individual ranked faculty. The new minimums are 24% to 33% higher than in 2002 and will go into effect retroactively for promotions awarded as of July 1, 2003. The increase to the minimums represents a small, but essential step in remedying the on-going problem of salary compression at Portland State. PSU and the Association look forward to working together to study compensation issues and potential remedies during the fall and winter of 2004-05 in preparation for the next round of bargaining. The task force will also review position descriptions and compensation guidelines for faculty on research appointments.
Negotiations on issues concerning the processes by which grievances are handled, and fixed-term faculty are reviewed and awarded seniority were protracted, but we have succeeded in clarifying some of the procedures and timelines. The Association and the University have agreed that 36 credit-hours represents the maximum FTE teaching load for a fixed-term instructional faculty member.
If you have questions, please feel free to contact one of us.
June 15, 2004
Bargaining Report
AAUP has reached agreement with PSU. Final edits are going to press, but negotiations on the new contract have been completed.
The good news does not include a salary adjustment, but there are several positives features:
1. health and dental coverage will be paid IN FULL through 2005
2. faculty development funds will increase by 71% to $240,000 annually; eligibility criteria now explicitly includes chairs and bargaining unit members who are primarily instructional faculty (fixed term) or academic professionals seeking funding for professional development
3. the travel fund will increase by 87% to $75,000 annually
4. the minimum amounts to accompany promotion will increase 24% to 33%, RETROACTIVE to appointments made as of July 1, 2003
5. 36 credit hours is now the defined maximum for a full load for a faculty member on a fixed term appointment
6. PSU-AAUP will convene a compensation-work load task force in the fall of 2004 (Please consider contributing your time or expertise.)
7. other gains have been made in clarifying language and expectations in AP review, dispute resolution and grievance processes
8. and yes, $350 will come your way next November if your were employed before July 2, 2003.
These are the highlights. More detailed information will follow.
As newly appointed VP for Collective Bargaining I would like to add my thanks to your hard working and patient bargaining team:
Jacqueline Arante, VP to May, 2004,
Fran Bates,
David Hansen ,
Connie Ozawa,
and Angela Rodgers.--Martha Hickey
April 22, 2004
Mediation Report
During mediation session of April 15:
- PSU rescinded its “mediation offer” to raise the current promotion in rank adjustments by 25%.
- PSU refused to negotiate more funds into the professional development and support agreement. (Article 19).
These two refusals are particularly troublesome with reference to the Administration’s current rhetoric in support of the development of a “faculty of distinction” and it is AAUP’s position that PSU should be able to negotiate no less than our sister institutions have negotiated; for example, Western Oregon University has signed an agreement which offers to its faculty:
1. fully paid health, dental, and basic life insurance for 2003-2005.
2. a one-time payment of $350.00 to those bargaining unit members hired before July 1, 2003 and continuing until November 30, 2004.
3. a professional development fund which equals 1.25% of the faculty salary base.
4. an “Assignment of Duties” (workload) article which recognizes the many responsibilities of faculty and limits the number of credit hours which comprise a 1.0 FTE.
AAUP bargaining unit members have no reason to expect less!!!! We are the only institution in the OUS system with increased enrollment.
PSU has refused for over a year to negotiate with AAUP over Salary, Governance, Workload, and Dispute Resolution.
The AAUP negotiations team has had almost enough. We have agreed to one more mediation session on April 29, 2004. Prior to that session we will offer to PSU a group of proposals which will ensure these benefits to our bargaining unit members:
1. Fully paid health, dental, and basic life insurance for 2003-2005.
2. A one- time payment of $350.00 to all bargaining unit members employed on November 30, 2004. (These two benefits have already been given or offered to all state workers and to other OUS institutions)
- A 25% increase in promotion in rank adjustments.
- An increase in professional development funds (for which all bargaining unit members are eligible) equal to 1.25% of the AAUP salary base.
- Workload: recognition of the status quo in relation to credit hours taught and diversity of workload.
- A recognition of the right to timely notice of non-reappointment for Academic Professionals. (see OAR 580-021-0305)
- Proposal for a Task Force on Governance.
- Crucial adjustments, to benefit both PSU and AAUP in the current Dispute Resolution articles.
- A requirement for more job security for many senior fixed-term faculty.
We hope PSU will finally begin to seriously negotiate this contract on April 29. Please offer your opinions, suggestions, questions, and support to the AAUP negotiations team, executive council, and staff. Speak with members of the administration responsible for not negotiating your 2003-2005 Collective Bargaining Agreement.
Jacqueline Arante,
VP of Collective Bargaining
March 8, 2004
MEDIATION UPDATE
Thirteen hours of mediation between PSU and your AAUP negotiations team on March 4th and 5th resulted in no movement toward a mutually acceptable Agreement over substantive issues.
1. PSU continues to reject all AAUP proposals on regulation of Workload and on stronger shared Governance and Academic Freedom.
2. PSU continues to refuse to negotiate over Job Security, Timely Notice, and Minimum Work Components for Academic Professionals.
3. PSUs latest salary proposal offers no salary increase in 2003-2005, one year of paid health, dental, and life insurance, and a $350 bonus payment for each bargaining unit member to be paid in November, 2004. PSU has proposed a 4-year agreement (2003-2007); they have not proposed any accompanying salary/benefit increase.
4. In nearly a year of negotiations, PSU has tentatively agreed on only two substantive issues: 1) parking and 2) a change in the structure of professional development days for Library faculty. Your AAUP negotiations team has responded to all of PSUs proposals and has offered two new proposals. We expect a proposal for a reasonable cost of living adjustment or concessions on workload and/or governance from the University before the end of this mediation process.
Do these issues concern you? Please contact the negotiations team, AAUP staff and Executive Council with questions, comments and suggestions.
March 17, 2004
Willamette Week Article Clarification
The March 17, 2004 issue of the Willamette Week contains two stories relevant to PSU-AAUP bargaining unit members. First, the cover story (see http://www.wweek.com/story.php?story=4915) touches on collective bargaining and other issues at PSU. Second, the recent floods of RRI offices in Ondine Hall receive a mention in the “Murmurs” column on p. 17 (see http://www.wweek.com/story.php?story=4907).Please be aware that there are several errors in the cover story. First, Zack Dundas reported that 60% of all classes are taught by non-tenured faculty. That is incorrect. Sixty percent of all student credit hours are taught by non-tenured faculty.
Second, the bottom graph on p. 21 is misleading. It shows that the average annual salary for tenured professors is $73,365. This figure is the average annual salary for tenured faculty members with the rank of full professor. There are only 154 tenured faculty members with the rank of full professor represented by AAUP.
The average annual salary for all AAUP-represented tenured, tenure-track, fixed-term research and instructional faculty members, and Academic Professionals is $48,048. The average annual salary for AAUP-represented tenured, tenure-track, and fixed-term research and instructional faculty members is $50,569.
The median annual salary for all AAUP-represented tenured, tenure-track, fixed-term research and instructional faculty and Academic Professionals is $45,540. The median annual salary for AAUP-represented tenured, tenure-track, and fixed-term research and instructional faculty members is $48,006.
The Willamette Week has agreed to print a clarification.
March 8, 2004MEDIATION UPDATE
Thirteen hours of mediation between PSU and your AAUP negotiations team on March 4th and 5th resulted in no movement toward a mutually acceptable Agreement over substantive issues.1. PSU continues to reject all AAUP proposals on regulation of Workload and on stronger shared Governance and Academic Freedom.
2. PSU continues to refuse to negotiate over Job Security, Timely Notice, and Minimum Work Components for Academic Professionals.
3. PSU’s latest salary proposal offers no salary increase in 2003-2005, one year of paid health, dental, and life insurance, and a $350 “bonus” payment for each bargaining unit member to be paid in November, 2004. PSU has proposed a 4-year agreement (2003-2007); they have not proposed any accompanying salary/benefit increase.
4. In nearly a year of negotiations, PSU has tentatively agreed on only two substantive issues: 1) parking and 2) a change in the structure of professional development days for Library faculty. Your AAUP negotiations team has responded to all of PSU’s proposals and has offered two new proposals. We expect a proposal for a reasonable cost of living adjustment or concessions on workload and/or governance from the University before the end of this mediation process.
Do these issues concern you? Please contact the negotiations team, AAUP staff and Executive Council with questions, comments and suggestions.
February 20, 2004Your negotiations team is preparing a package of proposals for the next mediation session on March 4th. We will offer these proposals to the Administration two weeks before the March 4th session; we hope PSU does not feel caught unaware by these proposals, which have been open and on the table since last April and make substantial movement towards settlement over the issues of most concern to AAUP: compensation, workload, governance, and dispute resolution.
By this time many of our bargaining unit members will have read, or have heard mention of the so-called “AAUP Collective Bargaining Update” sent from Michael A. Driscoll to the Executive Committee, Deans, Vice-Provosts, Associate and Assistant Deans, Directors, and Department Chairs; the AAUP negotiations team did not recognize itself in this memo, at least as they are referenced and certainly did not participate in its creation, but we feel compelled to respond, in part, to its tone and its content.
We cannot dispute the financial information offered by Vice-Provost Driscoll; we acknowledge that despite the current crisis in state funding, negotiations have resulted in an offer from PSU to AAUP bargaining unit members of fully paid health, dental, and life insurance benefits for the 2003-2005 biennium. We also acknowledge the “$380,000 to be allocated to bargaining unit members” which has been called a “bonus.”
Given the $30 million deficit in our state allocation, which our increase in enrollment and increase in tuition doesn’t cover, AAUP naturally asked from which revenues the $1.9 million for benefits and the “bonus” were coming. PSU’s reply was that the benefits money would come from “reserves”, but they refused to reply when we asked about the budget source of the “bonus.” Our conclusion was that they could not offer our members a salary increase and we could not ask for one, but if there was non-reserved revenue available for PSU to offer a “bonus”, then it was our responsibility to negotiate not a “bonus” but a reasonable cost of living adjustment for our members, all of whom are living and working in the urban area where the current increase in the CPI is almost 5%. Our salaries are among the worst in the nation and like all Oregon State employees, we deserve an increase