2007-2009 Contract Ratified! The 2007-2009 Collective Bargaining agreement was ratified on August 11th, 2008.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
June 30, 2008 Dear PSU Colleagues, On June 4th, PSU/OUS revised its final offer in the deadlocked contract negotiations. The attached document compares the revised PSU/OUS final offer with PSU-AAUP?s final offer. The main change in the PSU/OUS offer consists of a 4% ?floor?: no bargaining unit member eligible for a salary adjustment would receive less than a 4% increase in each contract year. The PSU-AAUP welcomes this change, which reflects our steadfast insistence that over the biennium no bargaining unit member should fall further behind the Portland cost of living (which was 4.0% from May 07-08, and is expected to be higher during the June 07-08.interval) Despite the small increase in their offer, the PSU-AAUP bargaining team and the AAUP leadership finds the PSU/OUS administration's proposal unacceptable. Here is why: -- PSU/OUS's revised proposal still fails to address faculty workload issues (which affect all of us), and also fails to address issues of job security for fixed term faculty. (25% of our bargaining unit members are fixed-term ranked instructional faculty.) Over 70% of these faculty members receive ?pink slips? each year and do not receive their new contracts until August or September. Addressing workload and job security would cost PSU nothing but would significantly improve morale, setting the groundwork for a long-overdue revamping of the labor-management relationship. -- The PSU/OUS revised proposal still contains an ?Exceptional Performance? salary increase. The union is in favor of rewarding excellence, but does not support an increment awarded by the Deans without faculty input to only 10% of the faculty. -- Since declaring impasse, the faculty bargaining team has convinced the PSU/OUS administrations to increase their offer from 7.2% to 8% over the biennium for the roughly 400 ranked instructional faculty members ineligible for market adjustments. Many of the Academic Professionals (200 of our bargaining unit members) will also benefit from this 8% salary floor. The 8% increase is inadequate, however. Not only is it unlikely to keep up with the rising consumer price index, it is an insult within the context of the Legislature?s generous 18 percent increase in funding for higher education. The AAUP bargaining team and Executive Council acknowledge the frustration resulting from the contentious and protracted negotiations. While many bargaining unit members would receive only 8%, some faculty would receive significantly more. [Please note: PSU is legally bound to honor the salary adjustments described in its revised final offer. These adjustments are not in jeopardy!] We appreciate your patience and ask you for your continued support while we continue to fight for a fair contract for all members of our bargaining unit. Our next mediation session is on July 2nd. The PSU/OUS administration's final offer is on the web at http://www.pdx.edu/oaa/cba_update.html.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
June 12, 2008 Members of the Bargaining Unit: In recent conversations with colleagues, and from experiencing it myself, I realize the impact of rising gas/transit cost, rising food cost, and the increased cost of everything else. Being someone who is at the bottom 10% of earners in the bargaining unit I can understand the feeling that there is a need for a raise, any raise, immediately. However, given the solid economic forecast from the state AND given the recent past support for Higher Ed especially from the state legislature, AND the rising tuition costs at PSU I must say that trying to settle now no matter the resolution, is not a logical idea. We still have a lot of opportunities to do better on an agreement than the Administration is currently proposing. Recently, several calls to vote on the Administration’s proposal have come out. PSU-AAUP leadership has flushed it out and here are our thoughts - What Not Voting on the Current Offer Means: With no vote, the Administration can impose their last offer. This might actually award raises to folks earlier than signing and ratifying! With no vote, the Administration can be cast as STILL not working collaboratively with the faculty and staff. Especially since what they impose is not what we agreed to. Please keep in mind serious issues regarding Workload and Employment Stability for Fixed Term Faculty are still outstanding. With no vote, the Union is still in a position to strike, if come fall we find that is what we want to do. With no vote, our new President will have an opportunity to show his support, or lack of support, in regards to faculty. He is already aware and concerned about this labor strife. He spoke on campus about the need to work together and recognize the strength of faculty and staff on campus. What Voting on the Current Offer Means: With a vote (to settle or not), a vote will demonstrate either union solidarity OR faculty folding. A vote to settle will give the Administration no need to change their behavior toward the faculty. In fact, it will underscore the effectiveness of hardball tactics during negotiations, and reaffirm the wisdom of corporate, top-down decision making. Things to Remember: A Strike is, and will always be, the last option on the table. Nobody ever wants to Strike. A Strike is something the Administration forces the Union to do by being so unreasonable it leaves no other options. This Administration still has the time and opportunity to keep us from getting there. The Administration cannot impose or agree to anything less than their last best offer. This means we cannot get anything worse than what they currently have out their, even if they impose it. This means we have nothing to lose salary wise at this point. I wish you a great end to t his academic year. Please send thoughts, comments or concerns to utoj@pdx.edu.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
June 5, 2008 Members of the Bargaining Unit: Soon, Dr. Wim Wiewel will take over leadership of Portland State University. A new President, with a record of supporting faculty, will have a tough job – getting current Administration to finally reach an agreement with PSU-AAUP. Last nights mediation session was rough. PSU-AAUP sent a one time proposal over to the Administration with significant concessions. Our one time proposal, which has now expired, reduced our total dollar request by over a third and agreed to midyear start dates. However, the Administration refused to respond to this proposal. So, what did the Administration do? The Administration brought forward an amended salary offer which was essentially the same offer they have had on the table for months. The Administration did make small adjustments in comparators for Library Faculty and SBA Instructional Faculty that would help a handful of individuals gain market dollar increases, but essentially left the faculty exactly where they previously were. This was a huge disappointment, especially in light of the fact that PSU-AAUP was attempting to make significant concessions to finally reach an agreement. PSU-AAUP looks forward to a new President who will be supportive of faculty. After all, faculty should be viewed as something to invest in, not a financial burden. ON A POSITIVE NOTE A vast majority of PSU-AAUP members have now signed onto our petition to support the union. Our solidarity is at an all time high! Additionally, numerous staff and students have signed our petition. This petition, coupled with media coverage, and support from our legislators show a large tide of support continually coming in. Under Susan Reese’s (English Faculty) leadership, PSU-AAUP will receive an award for outstanding chapter newsletter at the AAUP National Meeting. Congratulations Susan and thank you for your years of service! Please email utoj@pdx.edu with questions and comments. You can also call me at 503-725-5366.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
May 3, 2008 Members of the Bargaining Unit – Bargaining has gone on for a very long time. There is no denying that. This process has been long, exhausting, and for many painful to follow. I share some of these sentiments. Recently I have received several emails from colleagues declaring that we lost. Some say we should just sign whatever is on the table and quit. I certainly feel that way sometimes. I would like to point out, so far, this bargaining process has been beneficial to faculty. Thought it took months, PSU-AAUP moved the Administration from a starting offer of 6-7% to about 10%. As a collective faculty we forced the Administration to at least consider issues around job security, workload and salary (market/compression issues). I also am hearing some panic stricken voices say that if we don’t settle now we will lose what is on the table. I can assure you that if the Administration attempts to reduce their salary proposal, that will be viewed as “regressive bargaining”, which in an unfair labor practice. So, all that remains is whether what is on the table is good enough for everyone. Are you happy with what this Administration is putting out to its faculty? I’m not going to try to convince you one way or the other on specific proposals. If you want more information you can always go to www.psuaaup.net. Heck, you can even see the Administration’s stance at http://www.pdx.edu/oaa/cba_update.html. Personally, my feeling is we can do better. My feeling is we deserve better. My feeling is that as faculty there have been too many years of being treated as a last priority. I don’t want to be a last priority no matter how good or bad the budget forecast is. I feel I have the right to insist on a workload that allows me to deliver quality academic support to students. Unfortunately, it seems as faculty we have allowed a culture to be created and persist that ignores our input on our own workload, compensation and other issues. I think that is why we are being offered little compared to EOU, WOU and others. I think that is why this process has dragged on. So here is where I stand: Yes, a few more percentage points are important. Giving up on our bargaining interest will allow the status quo to continue. The way I see it continuing to fight is continuing to insist on shared governance and a leading role for faculty at this institution. We need to stay engaged or we risk continuing a culture that ignores faculty interest. In the end, I answer to you all, the membership. Let me know where you stand. Let me know what you as an individual think is good for the whole.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
April 18, 2008 PSU-AAUP Cost Summary Article 11: Released Time The University will fund three course releases per year. 3 courses X 4 credits = 12 credits per year Instructor per credit hour rate is $746 as of Fall 2008. $746 X 12 = $8,952 per year Biennium total: $17,904 Article 16: Institutional Career Support/Peer Review Section 5. Rewards $50,000 per year Biennium total: $100,000 Article 19: Professional Development and Support Section 3 Faculty Development Program $400,000 per year = $800,000 per biennium Professional Travel Program $200,000 per year = $400,000 per biennium Biennium total: $1,200,000 Article 30: Salary and Retirement Section 1. Retirement Annual bargaining unit salary base (adjusted for FTE) as of March 31, 2008: $58,627,014 Employer contribution = 12% of annual salary rate $58,627,014 X 0.12=$7,035,242 per year Biennium total: $14,070,483 Sections 3-7. Across-the-board salary increases, Targeted Market Equity salary increases, growth increment salary increases, salary minima increases, promotion minima increases, Academic Professional level reassignment minima increase Biennium total: $137,299,521 See attached Excel documents for cost calculation details of various salary increases. Section 3 (A) 2 and 3 (B) 2 note The Association was not able to calculate the Targeted Market Equity salary increases for more than 200 ranked instructional faculty members (“orphans”) more precisely because the information the University provide the Association was not complete. The University failed to provide the proper CIP code classification from the CUPA National Faculty Salary Survey for individual “orphans”. Therefore, the Association was not able to calculate the Targeted Market Equity salary increase for each “orphan” precisely. In lieu of complete information, the Association calculated the Targeted Market Equity salary increase for the “orphans” by calculating the average Targeted Market Equity salary increases for the other ranked instructional faculty members for each year of our proposal: 5.4% for 2007-2007 and 6.2% for 2008-2009. We applied the average to the individual “orphan’s” Targeted Market Equity salary increase calculation. Section 6. Promotion in Rank—Minimum Adjustments note It is difficulty to predict how many ranked instructional and research faculty members will be promoted in any given year. To calculate the cost of the increase in the promotion salary increase minima the Association has proposed for 2007-2009, we calculated the number of research and instructional faculty members at each rank promoted during 2005-2006 and 2006-2007 from the promotion and tenure reports the University provided the Association. This number was increased 7% per year of the 2007-2009 biennium as per the Association proposal. Section 7. Academic Professional Level Reassignment Salary Increase note This salary increase was calculated assuming no Academic Professionals would receive a level reassignment salary increase during the term of this agreement. This is based on the fact that no Academic Professional received a level reassignment salary increase during the 2005-2007 biennium. Article 31. INSURANCEEmployer contribution = 100% of premium cost July-Nov 2007 $940 per month X 5 months = $4,700 Dec 2007-Nov 2008 $1014 per month X 12 months = $12,168 Dec 2008-June 2009 $1093 per month X 7 months = $7,273 The 2009 rate assumes a 7.8%/$79 per month per person increase. This increase calculated based on a 7.8% insurance premium increase from 2006 to 2007. Biennium total per bargaining unit member = $24,141 1107 bargaining unit members as of March 31, 2008 Biennium total: $26,724,087 Cost could be lower if cost-sharing contingency occurs in 2009.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
April 10, 2008 Bargaining Update: PSU-AAUP Declares Impasse Members of the Bargaining Unit: PSU-AAUP strongly supports and believes in the ability of individuals to get together and resolve issues. However, after weeks of no movement or concessions from the Administration regarding salary and workload, PSU-AAUP has declared impasse. WHAT DOES THIS MEAN? Impasse is the assertion that mediation, the stage of negotiations we are currently in, is not working. The declaration of impasse can be made by either side. In this case, PSU-AAUP has decided that the Administration is entrenched in their position and that mediation is not going to change that. WHAT NEXT? • Within seven days, both sides will file their final offers, which should reflect what their current proposals are. The Executive Council of PSU-AAUP has scheduled two forums to discuss what steps the faculty would like to take in the immediate future. Please save April 22nd at 12:00 or April 23rd at 3:00. Location will be announced shortly. This will be your time to provide your colleagues with your opinion of what to do. Do we accept what is being offered or do we demand, as a united Faculty, for more? Please email utoj@pdx.edu with questions and comments. You can also call me at 503-725-5366. -- |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
April 3, 2008 Members of the Bargaining Unit: Yesterday, AAUP continued mediation in hopes of reaching an agreement for a 2007-09 Collective Bargaining Agreement. PSU-AAUP had earlier made a series of very reasonable offers for Salary, Workload and Fixed Term Faculty. The Administration refused to adopt any of our proposals and stated repeatedly that their current salary offer, which now amounts to less than a 5% total dollar increase for faculty this biennium over the last, is all they can afford. Note: The salary offer from the Administration is still about 10%, but since the start dates are so late, the total dollar amount invested in faculty is very small. STANDING STRONG Yesterdays forum with the Presidential candidate also saw significant number of faculty attend in support of faculty compensation and reasonable workload. Thanks to those who attended and even more so to those who asked the tough questions. We need to keep the heat on the Administration. Posters, shirts, buttons and anything else we can do to be visible is essential. More to come very soon! BUDGET AND LEGISLATIVE SUPPORT Also, many of you have heard that the Chancellor has called for folks to make plans for a possible 10% budget cut. Please note that this is just planning. The legislature has yet to make any indication that it will call a special session to take money back from any state agency. Thus far, the threat of budget cuts from those in the know is just an empty threat. Please email utoj@pdx.edu with questions and comments. You can also call me at 503-725-5366. In Solidarity,
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
March 7, 2008
Members of the Bargaining Unit - I received an email from a faculty member with some very good suggestions on pushing our issues forward instead of continually complaining about disprespect. Please understand that those of us at the bargaining table experience the disrespect on a day to day basis, and I probably let it get to me a little. I will be more vigilant about staying on the specific issues. At yesterdays Mediation session PSU-AAUP put forward a one time salary offer with some principles I thought would be of interest to you. 1. Salary increases shall begin at the start of each fiscal/academic year as the do for administrators. 2. Divisive performance-based salary increases shall be eliminated. 3. All bargaining unit members? salaries shall show real gains over the biennium. 4. Bargaining unit members? salaries of those who worked during the period of the salary freeze and high enrollment growth shall be increased. 5. A salary step system for Academic Professionals shall be addressed through a Letter of Agreement. Why did we do this? The Administration came to Mediation saying they stood where they were on all their offers. No workload article, no new salary offer and nothing new for Fixed Term and Research Faculty. This was incredibly frustrating! PSU-AAUP Bargaining Team, in an effort to move forward, put together a one time salary offer with some significant concessions on total dollar amount. This salary offer met the above principles. Unfortunately, the Administration was not around to receive it so we have no feedback on it. I hope this email helps those of you, who like me, are tired of the tone and want to see how we are trying to get to settlement. I'd like to again thank the faculty member who shared his thoughts with me and provided a great learning opportunity. I will forever be a student! Jonathan Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Bargaining Update: DISRESPECT Members of the Bargaining Unit: This afternoon, and into the evening, members of the PSU-AAUP bargaining team met with a State Mediator. The continued hope is to find shared agreement and middle ground with the Administration to settle the 2007-09 Collective Bargaining Agreement. It was clear from the beginning that PSU’s Administration had taken a backseat to a consultant who appears to have no real will to settle. At one time, the State Mediator referred to PSU’s hired consultant as their Chief Spokesperson, when in fact, Carol Mack has that role. We hope the hired consultant will take in active role in helping the Administration find a range of acceptable offers with the union instead of slowing down the process and destroying our faculty/administration relationship. Before this afternoon’s mediation session, both teams had agreed that if the opportunity arose to come closer to an agreement that we would stay late. While PSU-AAUP worked hard to put together a new proposal with significant concessions, the Administration, lead by the consultant and Carol Mack, simply walked out at 5:20. This was disrespectful and not in line with their continued rhetoric of wanting to come to an agreement. Apparently the Administration monitors their time and workload, but won’t help faculty do the same. How disappointing! PSU-AAUP worked till 6:20 this evening. It seems sad that the Administration either does not understand shared governance and a solid/positive labor relationship, or, just doesn’t care. Please join colleagues and students from 11:00 – 1:00 on Friday, March 7th to show the State Board of Higher Education that we do understand and we do care. The location is SMSU 327/8/9. Please come to any portion of the meeting you can. Please email utoj@pdx.edu with questions and comments. You can also call me at 503-725-5366. In Solidarity, -- PSU-AAUP Mediation Proposal PSU-AAUP Salary Principles 1. Salary increases shall begin at the start of each fiscal/academic year as the do for administrators. 2. Divisive performance-based salary increases shall be eliminated. 3. All bargaining unit members’ salaries shall show real gains over the biennium. 4. Bargaining unit members’ salaries of those who worked during the period of the salary freeze and high enrollment growth shall be increased. 5. A salary step system for Academic Professionals shall be addressed through a Letter of Agreement.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
March 3, 2008 |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
February 20, 2008
PSU-AAUP Rally a Win for Faculty! Members of the Bargaining Unit: You made your voice heard to the Administration! Thank you so much to the approximately two hundred faculty members who came to the rally and Roy Koch’s forum this Monday. I have never been so honored to be able to work with such a wonderful group of colleagues. The Willamette Weekly, Vanguard and Oregonian had reporters there and all seemed impressed with the turn out. The forum was a success. Though it was Provost Koch who called this forum, the faculty owned it by asking the tough questions and ensuring their issues were heard. In my humble opinion, the Administration failed to answer many of the key questions around salary and workload. This certainly is a reflection of how out of touch they have become. Let’s continue to help inform them about OUR issues as a faculty. Let’s remind them that how they treat faculty directly impacts student learning. I also want to acknowledge those who were with us in spirit. I received a number of emails from folks who were teaching, not in the Portland area, or tending to medical needs who wanted to let me know they stand with their colleagues. I have met with a dozen academic departments in the last couple weeks, emailed with several hundred of you, and talked with many on the phone and in person. After all of this interaction I can say without hesitation that faculty and academic professionals at PSU support a quality urban higher education that starts with real investment in faculty and reasonable workloads. I finally would like to thank our Chapter President, Gary Brodowicz. Though I have been fortunate to receive buy-out for my time to do this work, Gary has served as a tireless volunteer. We could not have this level of energy and solidarity without him. I encourage you all to maintain the energy and stay in the fight! Keep informed and keep coming out. Look for more to come! In Solidarity, -- Vice-President for Collective Bargaining Support Collective Bargaining for Portland State University Faculty |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
PSU-AAUP vs. PSU Salary Proposal
PSU-AAUP vs. PSU Salary Proposal
1 Uses current salary and CUPA academic field comparators to calculate Individual Market Increases. Includes Years-in-Rank salary increases. 2 Uses current total compensation (salary + benefits) and CUPA academic field comparators average total compensation to calculate Market Equity increases. PSU’s proposal does not include Years-in-Rank salary increases. PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 3 PSU’s across-the-board increases would be effective the first day of the month following ratification of the new contract for 12-month bargaining unit members and the second day of the month following ratification of the new contract for 9-month bargaining unit members. PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 3 Awarded to bargaining unit members hired on or before June 30, 2005.
1 Uses current salary and CUPA academic field comparators to calculate Individual Market Increases. Includes Years-in-Rank formula for salary increases. 2 Uses current total compensation (salary + benefits) and CUPA academic field comparators average total compensation to calculate Market Equity increases. Does not include Years-in-Rank formula for salary increases. 3 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 4 Includes years-in-rank salary adjustments. 5 Average salary increase by rank: Professors 6.9%, Associates 5.5%, Assistants 3.8%, Senior Instructors 6.0%, and Instructors 6.3%. 6 Only 48% of instructional faculty members would receive a market-based salary increase based on PSU’s market equity salary proposal. PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 3 PSU’s proposed increases would be effective the first day of the month following ratification of the new contract for 12-month bargaining unit members and the second day of the month following ratification of the new contract for 9-month bargaining unit members.
PSU-AAUP vs. PSU Salary Proposals:
PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members.PSU-AAUP vs. PSU Salary Proposal:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Average salary step placement increase is 9.08%. Salary increase amount determined by distance current salary is from initial salary step placement based on years of service. Tentative estimates range from 0% to 33%. PSU-AAUP vs. PSU Salary Proposal:
1 Awarded to Academic Professionals whose performance is deemed more than satisfactory by their supervisors. Effective July 1, 2009 for 12-month bargaining unit members and
September 16, 2009 for 9-month bargaining unit members.
1 Awarded to individuals deemed exceptional by the deans. The University estimates 10% of instructional faculty members would receive this increase.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
February 11, 2008 Dear PSU Colleagues, Questions you may have: 1) What is the cost of living in Portland? Do the adjustments keep up? 2) Why aren’t the adjustments retroactive? Are percentages inflated because of this? 3) Do adjustments address the affect of the 2-year salary freeze several years ago? 4) Why are “market adjustments” based on TOTAL COMPENSATION instead of salary? 5) Think you’re under market? How do you know? 6) What does it mean for an individual to be “deemed exceptional”? Who deems? One more: Why does the administration refuse to discuss workload? Bargaining Forums A discussion of these questions is needed in order for you to fully understand the positions at the bargaining table. Therefore, we invite all PSU faculty to one of two Bargaining Forums. Wednesday, Feburary 20 - 1:00 p.m. - 3:00 p.m. (SMSU room to be determined) Please inform your colleagues about these meetings. Coffee/Tea, etc. GRB P.S. The calendar below provides an opportunity for you to think about the steps ahead. (The PSU-AAUP Contract Action Team will be organizing around these dates/functions. Please let us know if there are others, and how you’d like to help.) March April May June |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
February 14th, 2008 PSU-AAUP vs. PSU Salary Proposal
PSU-AAUP vs. PSU Salary Proposal
1 Uses current salary and CUPA academic field comparators to calculate Individual Market Increases. Includes Years-in-Rank salary increases. 2 Uses current total compensation (salary + benefits) and CUPA academic field comparators average total compensation to calculate Market Equity increases. PSU’s proposal does not include Years-in-Rank salary increases. PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 3 PSU’s across-the-board increases would be effective the first day of the month following ratification of the new contract for 12-month bargaining unit members and the second day of the month following ratification of the new contract for 9-month bargaining unit members. PSU-AAUP vs. PSU Salary Proposals:
1 Uses current salary and CUPA academic field comparators to calculate Individual Market Increases. Includes Years-in-Rank formula for salary increases. 2 Uses current total compensation (salary + benefits) and CUPA academic field comparators average total compensation to calculate Market Equity increases. Does not include Years-in-Rank formula for salary increases. 3 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 4 Includes years-in-rank salary adjustments. 5 Average salary increase by rank: Professors 6.9%, Associates 5.5%, Assistants 3.8%, Senior Instructors 6.0%, and Instructors 6.3%. 6 Only 48% of instructional faculty members would receive a market-based salary increase based on PSU’s market equity salary proposal. PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members. 3 PSU’s proposed increases would be effective the first day of the month following ratification of the new contract for 12-month bargaining unit members and the second day of the month following ratification of the new contract for 9-month bargaining unit members. 4 Salary minimums for 9-month ranked instructional faculty members would increase 15% for Professors to $73,530, 15% for Associate Professors to $59,760 22% for Assistant Professors to $50,004, 19% for Senior Instructors to $40,005, 10% for Instructors to $35,001. Salary minimums for 12-month ranked instructional faculty members would increase 15% for Professors to $89,724, 15% for Associate Professors to $72,888, 22% for Assistant Professors to $60,996, 19% for Senior Instructors to $48,816, 10% for Instructors to $42,684. PSU-AAUP vs. PSU Salary Proposals:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Effective January 1 for 12-month bargaining unit members and February 1 for 9-month bargaining unit members.
PSU-AAUP vs. PSU Salary Proposal:
1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members. 2 Average salary step placement increase is 9.08%. Salary increase amount determined by distance current salary is from initial salary step placement based on years of service. Tentative estimates range from 0% to 33%.
PSU-AAUP vs. PSU Salary Proposal:
1 Awarded to Academic Professionals whose performance is deemed more than satisfactory by their supervisors. Effective July 1, 2009 for 12-month bargaining unit members and September 16, 2009 for 9-month bargaining unit members.
1 Awarded to individuals deemed exceptional by the deans. The University estimates 10% of instructional faculty members would receive this increase.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
December 17, 2007 PSU-AAUP Salary and Workload Bargaining Survey
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
PSU-AAUP is 1100 full-time faculty members and academic professionals at Portland State who teach and advise more than 26,245 students, conduct and publish cutting-edge research, and engage Portland metropolitan community through fruitful community outreach. Portland State Facts Between 1991 and 2007:
As of 2007:
Oregon University System, Factbook, Historical and Current Enrollment, http://www.ous.edu/factreport/enroll/futcur.php. Oregon University System, Annual Tuition and Fee Rates for Full-Time Students: Bureau of Labor Statistics, Consumer Price Index, All Urban Consumers, Portland-Salem, OR, 1991-2007, http://www.bls.gov. Oregon State Board of Higher Education, An Investment in Oregonians for Our Future: A Plan to 2025 for the Oregon University System, March 2007, http://www.ous.edu/state_board/meeting/index.php. Oregon University System, Oregon University System Faculty Recruitment and Retention Issues Report, 2006. Oregon Legislative Fiscal Office, Legislative Fiscal Office recommendation details: Department of Higher Education-SB5515, June 2007. Oregon State Board of Higher Education, Modeling Our Future towards Financial Sustainability, May 2006. http://www.ous.edu/state_board/meeting/index.php. Oregon Legislative Fiscal Office, Legislatively Adopted 2007-09 Key Performance Measures, June 2007. PSU-AAUP Bargaining Unit Monthly Reconciliation, 2003-2007. Portland State University Faculty Assocation, Personal Communication, 2007. PSU-AAUP Bargaining Unit Monthly Reconciliation, 2003-2007. Oregon University System, Oregon University System Faculty Recruitment and Retention Issues Report, 2006. American Association of University Professors, Academe: The Annual Report on the Economic Status of the Profession, 2006-07, March/April, 2007. http://www.aaup.org/AAUP/comm/rep/Z/ecstatreport2006-07/survey2006-07.htm Portland State University, PSU Portfolio, Accreditation Self-Study, 2005. http://www.portfolio.pdx.edu/Portfolio/Accreditation_Self_Study/Standard_5/Standard_5B Oregon University System, Enrollment Watch. http://www.ous.edu/factreport/enroll/index.php State Higher Education Executive Officers, State Higher Education Finance Report, FY2005, http://www.sheeo.org/finance/shef_fy05_full.pdf. Oregon State Board of Higher Education, meeting minutes, September 2005, http://www.ous.edu/state_board/meeting/minutes.php.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
December 4, 2007 Members of the Bargaining Unit: Today PSU-AAUP met with PSU Administration for what ended up being a hostile and unpleasant session. The Administration brought forth a new salary proposal and we discussed other articles. However, in the end, when PSU-AAUP made clear that our differences would require 3rd party Mediation, a member of the Administration proceeded to yell in a hostile and disrespectful tone. “MAKE MY DAY!” was the Administrations response to PSU-AAUP’s illustrations of low faculty morale and the need for Mediation. ADMINISTRATIONS SALARY PROPOSAL The Administrations proposal on salary is, though slightly improved, woefully inadequate in addressing the historic disinvestment in faculty salaries. It continues to shock PSU-AAUP that though PSU’s budget is very healthy, its Administration cannot come up with funds to make real investment in faculty salaries. PSU-AAUP opposes the new proposal on these grounds: • Almost 75% of the bargaining unit would get what equals to Cost-of-Living increases or less. The vast majority of this group represents the lowest paid half of the bargaining unit. • The Administration uses a Total Compensation Model to address Market/Equity issues that disadvantages faculty. This model ignores the reality that we cannot buy food or pay the mortgage with health care or the transportation tax. • PSU-AAUP strongly opposes to the “Exceptional Performance” pool in the salary proposal. This money would be given to 10% of Ranked Instructional Faculty at the will of the Deans. MEDIATION: A THIRD PARTY SOLUTION? PSU-AAUP has informed the Administration that we will file for Mediation this afternoon. A reasonable third party could help the Administration move on salary in a way that begins to make real investments. Additionally, it is our hope that a third party will help the Administration move past their refusal to discuss issues such as Workload and Release Time. I deeply regret that we were not able to work with PSU Administration in obtaining real salary increases for you before the holiday season. The attitude from our University leadership perpetuates a trend of undervaluing faculty and disinvesting in their salaries. It is clear they had no interest or desire to increase salaries at the beginning of this biennium almost six months ago. The next bargaining session will be announced once a date is agreed upon by the State Mediator. In the mean time we must all work to unite so that Roy Koch hears loud and clear how faculty feel and what our priorities are. Please stay engaged as we send out more bargaining information in the coming weeks. Input, as always, is appreciated. I can be reached at utoj@pdx.edu. In Solidarity,
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
November 16th, 2007 ADMINISTRATION DEVALUES AND DISINVEST IN FACULTY Members of the Bargaining Unit: Yesterday, bargaining teams from PSU-AAUP and the Administration met for what turned out to be contentious negotiations. PSU-AAUP is concerned with the disrespectful and negative tone the Administration chooses to set by refusing to address concerns such as Workload and fixed-term faculty issues. Additionally, the Administration’s salary proposal would cause many bargaining unit members to fall behind the cost of living. Does any faculty member think this kind of approach from management is appropriate? Salary: Administration Satisfied with Faculty Being Worse Off PSU-AAUP opened the bargaining session by responding to the Administrations salary proposal. Based on our analysis of the Administration's proposal the vast majority of faculty will be worse off at the end of the 2007-09 biennium then they were at the start because of the projected increases in cost of living. When PSU-AAUP pushed for data and examples as to how the Administration thinks their salary proposal will make a difference, they were unable to substantiate their claims. Students: Allies at the Table PSU-AAUP was pleased that student government leaders joined us at the table. According to state law, student government representatives are permitted to participate in higher education collective bargaining. Wearing “Students for Faculty” buttons, student leaders showed that they too understand that faculty working conditions are student learning conditions. One of the main priorities of our Workload article, that the PSU Administration continues to refuse to take action on, is how we can manage our work to best serve students. Resolution: Not Happening at the Table After almost eight months of negotiations, it seems that issues may not be resolved at the table. It is becoming apparent that the Administration is either out of touch or doesn't care about faculty.
PSU-AAUP President, Gary Brodowicz, will send out emails over the next few months regardiing other actions that turn up the heat and hold this Administration accountable. You can help! Stay informed and get involved! In Solidarity,
PSU-AAUP’s Response to Generally Accepted Principles
Goals There are many goals related to faculty salaries. Some of these goals are shared between the Administration and the Union, others lean more towards one side. We all agree that we would like to recruit and retain quality faculty.
The Administration's Proposal In General . . . .
An Example - Joan Stone – Research Faculty - $42,000 per year – 6 years at Portland State Joan is behind market and lost purchasing power due to the 2003-05 salary freeze and historical disinvestment in faculty salaries. A Simplified Look at Salary Increases - July 07 January 08 July 08 January 09 Based on the Administration's Proposal –
Ultimately, at the end of the 2007-09 biennium, Joan Stone's salary will be $140 greater in the Administration's salary proposal then if we just gave Joan 2% every six months to keep up with cost-of-living. However, Joan will see $8,640 in real earnings more if we just administered COLA increases of 2% every six months. Over the biennium, Joan take home pay will be significantly lower with the Administration's salary proposal. Like Joan, the majority of Academic Professionals and Research Faculty, will be significantly poorer if we utilize the Administration's salary proposal. She will fall behind cost of living and not move any closer to market. Ranked Instructional Faculty -
What we know -
Looking Back at Goals - Overall, the Administration's salary proposal would address goals in this way: FAIL – In bringing faculty to the average of their peers. FAIL – In raising minimums to salary and promotion that would better recruit and retain faculty. FAIL – In making up for lost purchasing power due to historical disinvestment. FAIL – In maintaining any real purchasing power in the future. FAIL – In recruiting and retaining faculty, something students, faculty and administration can agree upon that is important. The current salary proposal maintains the trend of disinvestment in faculty salaries. WE MUST DO BETTER for the future of Portland State University and its students.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
November 7th, 2007 Bargaining Update: DISRESPECT Members of the Bargaining Unit:
The refusal to negotiate issues we had jointly identified signifies a huge shift in how things are done at PSU. PSU-AAUP finds this blatant disregard for issues of genuine concern to the faculty deeply troubling. The Administration stated that the reason they are not willing to continue engaging in these issues is a lack of time. Administration feels that there are more important issues, such as salary, that need to be resolved so that we can simply settle the contract. PSU-AAUP regularly makes a good faith effort to justify all of our proposals. However, the Administration stated they would not justify with evidence or data why they would not entertain any changes to these articles or the new article on Workload. |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
November 6, 2007 Bargaining Update: 2005-07 Contract Extended Dear PSU-AAUP Bargaining Unit Members: Many of you know that throughout the month of October we had been working without a contract. The Administration has requested that we sign an extension of the old Collective Bargaining Agreement through the end of November. The PSU-AAUP Executive Council and the Bargaining Team have agreed to do so to. You may be wondering why we agreed to do this. Here is what we are thinking. • We want to show good faith to maintain a positive labor relationship, even when this Administration has not extended this same good faith to us. • We want to support the workers in Human Resources by saving them from having to engage in the time consuming work of making payroll changes. They are understaffed and overworked just trying to maintain regular payroll functions. PSU-AAUP knows and understands that when bargaining is complete and the consultant is gone that we still have to work with our colleagues in Portland State University Administration. Knowing this, we choose to regularly make good faith efforts to preserve positive working relationships. We hope this act of extending our old contract will be recognized by the Administration and that the good faith will be returned. In Solidarity, Jonathan "Kenji" Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
November 2, 2007 Collective Bargaining Update Negotiations Schedule The PSU-AAUP Bargaining Team requests that all bargaining unit members attend contract negotiations. Your presence reminds the Administration that they are bargaining with all faculty members not just with the five members of the PSU-AAUP Bargaining Team. In order to get the salary increases faculty deserve, we need displays of public support. Tuesday, November 6, 10 a.m. to 1 p.m. The locations TBA, but most likely in Smith Center. Watch your email or check the PSU-AAUP website www.psuaaup.net for details. Salary and Workload Survey The PSU-AAUP bargaining needs your feedback on our salary and workload proposals. Please take 10 minutes to complete the online survey. Go to www.psuaaup.net and click on “Salary & Workload Survey”. Website Keep current on contract negotiations by visiting the PSU-AAUP website. Bargaining reports, the faculty salary proposals, and other information are regularly updated. Go to www.psuaaup.net and click on “2007 Bargaining Updates”. Red Shirts Please wear your red “Invest in Faculty” shirts on Tuesdays (or any day!) in support of the PSU-AAUP Bargaining Team. |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
October 31, 2007
Bargaining Update: Negotiations Heat Up Members of the the PSU-AAUP Bargaining Unit: Fabulous Support Yesterday, bargaining teams from PSU-AAUP and the Administration met to continue negotiations for the 2007-09 Collective Bargaining Agreement (CBA). Knowing that we are working without a contract and wanting to see significant salary increases, about fifty of our colleagues came to support the bargaining before and during negotiations. When we presented our salary proposal to the Administration the room was packed full of faculty members wearing the red “Invest in Faculty” shirts. The PSU-AAUP Bargaining Team appreciates your support. Faculty member presence at negotiation sessions demonstrates to the University that they are not only bargaining with the five members of the PSU-AAUP Bargaining Team, but also with the entire faculty. We know that it made a significant impact in the tone of bargaining yesterday. The Administration really took notice. Salary Proposal Invests in Faculty PSU-AAUP presented a reasonable salary proposal to the Administration that makes a significant investment in PSU faculty. We presented a proposal of about 21% over two years to reflect the 18% increase PSU received from the Legislature for 2007-2009 and make up for wages lost during the salary freeze. Our proposal demonstrates how serious we are about moving faculty salaries to the median of our comparators within two years, creating a salary system that rewards loyalty to PSU, and protects faculty purchasing power. Details about our salary proposal can be found at http://www.psuaaup.net/cbupdates07.htm. As you might expect, the Administration tried to paint our proposal as highly irresponsible and ridiculous; they said that it would bankrupt the University. The PSU-AAUP Bargaining Team argues that the Administration needs to make budget decisions that prioritize investing in faculty. That may mean shifting financial resources from other areas. Money for Management but Not for Faculty The PSU-AAUP Bargaining Team mentioned the rumors, some of which have been substantiated, that managers at PSU have been given salary increases ranging from 14–20% since July 1, 2007. We see this increase in administrators’ salaries as an example of how money, when available, is not being directed to faculty salaries. Also, the Administration wants us to believe that there is a limited, finite amount of money for faculty salaries, but will not be honest with us as to the overall University budget. Bargaining in Bad Faith? Over one month ago PSU-AAUP requested a list of all salary increases awarded to administrators since July 1. So far the University has refused to provide this information. We have informed the University that we have a right to this information under the Public Employee Collective Bargaining Act and the Collective Bargaining Agreement. If the University fails to provide this information, we will have no choice but to file an Unfair Labor Practice with the Employment Relations Board. Failure to provide this information constitutes bad faith bargaining. The PSU-AAUP Bargaining Team is disturbed to find that the tone of bargaining has changed. While we started off negotiations, at the request of the Administration, using a collegial and collaborative approach, we now see this deteriorating quickly. Administration has now refused to continue negotiating certain articles, including Workload and Release Time, stating their counter offer is a flat “no”. At one point, one member of the Administration's bargaining team insisted that our salary article was so ridiculous that they were given no incentive to make a counteroffer. Another member of the Administration's team has resorted to yelling at individual PSU-AAUP Bargaining Team members during negotiations. PSU-AAUP will continue working in a collegial manner and bargain in good faith to reach an agreement. Our next bargaining session is Tuesday, November 6th, from 10 – 1 at a location TBA. We need to continue to show the Administration how serious we are about our reasonable salary proposal. Please join your colleagues who have already made the effort by attending bargaining sessions. Even if you can’t attend bargaining sessions, please wear your red “Invest in Faculty” shirts on Tuesdays in solidarity with all faculty. Need a shirt? Contact the PSU-AAUP office at 5-4414 or aaup@psuaaup.net with your campus mail code and size. Please email utoj@pdx.edu with questions and comments. You can also call me at 503-725-5366. In Solidarity, PS If you were unable to attend the bargaining session that followed today’s rally, you missed an opportunity to see how hard your colleagues at the table worked on your behalf. I am certain that most of you would’ve been not only grateful for the passion displayed by PSU-AAUP representatives, but dismayed by the response it engendered. I encourage all of you to pay very close attention to the process as it unfolds further. Gary Brodowicz |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
October 30th, 2007
Ranked instructional faculty member salary increases
*July 1 for 12-month faculty members and September 16 for 9-month faculty members. Retention and Market Salary Adjustments for Ranked Instructional Faculty The formula will be implemented twice, once in July 2007 for 12-month ranked instructional faculty members and September 2007 for 9-month ranked instructional faculty members and again in July/Sept 2008. Retention and market salary rate adjustment increases will average, by rank: for Professors 6.9% These adjustments will be made as follows in Steps (a) through (c) below. (a) Creation of rank pools: 1. Retention and market salary adjustment pools will be established for each category above, based on the total salary base for the particular category as outlined above (i.e. 6.9% of the total salary base for professors). 2. These pools (with the exception of the senior instructor pools–see below) will each be divided equally into two pools each. One pool will be distributed based on years-in-rank (YIR) [see Section 4(b) below]. A second pool will be distributed based on the member’s salary in comparison to the CUPA average for like faculty (rank and disciplinary affiliation) [see Section 4(c) below]. See additional information below regarding the specific distribution algorithm for each pool. (b) Distribution based on years in rank: One-half (1/2) of the pool for all ranks other than Senior Instructors [calculated in Section 4(a)2 above] will be allocated to members on the basis of years in rank. Sixty percent (60%) of the pool for Senior Instructors will be allocated to members on the basis of years in rank. This fraction of the rank pool will be referred to as the “years-in-rank portion.” Steps 1-4 of this subsection outline the procedures for allocation of this portion of the years-in-rank pool 1. Years-in-rank (YIR) for the first implementation of the formula will be each faculty member in each rank will be calculated as full YIR at the University as of July 1, 2007, for 12-month faculty and September 16, 2007, for 9-month faculty. It will then happen again to reflect YIR as of July 1, 2008 and September 16, 2008. 2. The total YIR will be calculated for each rank; e.g., sum of all YIR, associate professor. Those members who have been promoted to a new rank effective with the beginning of 2006-2007/2007-08 academic/fiscal year will be assumed to have one (1) year in rank. 3. The YIR portion of the pool for each rank will be divided by the total YIR for that rank, resulting in a “dollar amount per YIR.” 4. Each faculty member’s YIR will be multiplied by the “dollar amount per YIR” to obtain the amount of the salary adjustment for the member based on years in rank. (c) Distribution Based on National Market as Represented by CUPA Data: One-half (1/2) of the pool for all ranks other than Senior Instructors [calculated in Section 4(a)2 above] will be allocated on the basis of the distance an individual faculty member’s salary is below the 2006-2007 or most recent CUPA Data Set. Forty percent (40%) of the pool for Senior Instructors will be allocated to members on the basis of the CUPA comparator. This fraction of the rank pool will be referred to as the “individual market adjustment (IMA) portion.” 1. For each member in a given rank, individual faculty salaries will be compared to the 2006-2007 or most recent CUPA Data Set by affiliated department/discipline and rank. 2. The Senior Instructor comparator will be the average of the Instructor and Assistant Professor categories by discipline from the most recent CUPA Data Set. 3. Faculty at or above 99% of the rank-specific 2006-2007 or most recent CUPA Data Set will receive one (1)“IMA point.” 4. Faculty below 99% will receive “IMA points” based on their salary’s distance below the rank-specific CUPA Data Set; e.g., an associate professor with salary that is 87% of the CUPA Data Set will receive thirteen (13) “IMA points.” 5. The total “IMA points” will be calculated for each rank. 6. The individual market adjustment portion of the rank pool for each rank will be divided by the total “IMA points” for the appropriate rank, resulting in a “dollar amount per IMA point.” 7. Each faculty member’s “IMA points” will be multiplied by the “dollar amount per IMA point,” resulting in the amount of the salary adjustment for the member based on the individual market adjustment portion. Article 30: Salary
The years of service formula:
Proposal Article 30:
*July 1 for 12-month faculty members and September 16 for 9-month faculty members. |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
October 17th, 2007
Note: Data include only full professors and use June 2007 salary data. Comparator data from Academe (2006-07 Report on the Economic Status of the Profession) |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
October 11th, 2007 Status of Negotiations:
Overview of Key Articles: NEW ARTICLE: Workload Faculty report that workload has risen sharply over the past 15 years without an accompanying increase in salary. Both tenure-related and fixed-term faculty workloads have increased. The union proposes to add a new workload article to the 2007-09 collective bargaining agreement that includes:
We hope that a workload article will make explicit the expectations surrounding workload and bring a halt to the current practice of implementing unfunded mandates off the backs of the faculty. The administration categorically refuses to discuss this article. ARTICLE 19: Professional Development and Support
ARTICLE 28: Resolution of Disputes
ARTICLE 30: Salary & Retirement
ARTICLE 31: Insurance
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
October 2, 2007 Members of the PSU-AAUP Bargaining Unit: Today, bargaining teams from PSU-AAUP and the Administration met to continue negotiations for the 2007-09 Collective Bargaining Agreement (CBA). As you may be aware, we are currently working without a contract. Consequently, your PSU-AAUP Bargaining Team is working hard to come to agreement on a fair contract that reflects the hard work and dedication of PSU faculty. Administration’s First Salary Proposal The Administration brought forth a salary proposal for the 2007-2009 biennium (July 1, 2007 to June 30, 2009). The big picture of their proposal for the entire bargaining unit is approximately a 7.2% salary increase over 2 years. The Administration claims that the 18% budget increase from the Legislature, after earmarked dollars are excluded, amounts to only 7.2% for salary increases over two years. Given the recent announcement from the Governor of salary increases for his staff (ranging from 11-24%) and the recent contract agreement reached by Western Oregon University faculty (11%), the Administration’s salary proposal clearly can only be accepted as a starting point for negotiations by the Administration. The Administration’s salary proposal breaks down in the following way for the following groups of bargaining unit members: Academic Professionals (program administrators, advisors/counselors, instructional specialist, healthcare professionals, educational technology specialists) would receive a 3.75% across-the-board* salary increase in January/February 2008* and a 2.5% across-the board salary increase in January/February 2009. Additionally, a 1.25% in-range advancement salary pool, based on satisfactory or above performance evaluations, would be funded in the 08-09 academic year. If received, in-range advancement salary increases would be added to AP salaries July 1, 2009. *Note: Across-the-board salary increases are applied to all bargaining unit members’ salaries. Research Faculty (research assistants, senior research assistants, research associates, and senior research associates) would receive a 3.75% across-the-board salary increase in January/February 2008 and a 3.75% across-the-board salary increase in January/February 2009. Ranked Instructional Faculty (instructors, senior instructors, assistant professors, associate professors, full professors) would receive a 2.75% across-the-board salary increase in January/February 2008 and a 2.5% across-the-board in January/February 2009. Some ranked instructional faculty would receive a 1%-4% Market-Equity Salary Adjustment if their total compensation (salary + benefits) are at 95% or less market for their peers, by rank and discipline. The initial estimate by the Administration is that close to half of the instructional ranked faculty members would receive some sort of Market Equity Salary Adjustment. Additionally, the Administration is proposing an Exceptional Performance Salary Pool. This would award about 10% of ranked instructional faculty who are performing exceptionally would receive a 2.25% salary increase in January/February 2009. Overall, ranked instructional faculty would receive, over two years, salary increases ranging from about 5.25% to 11.5% depending on how far an individual’s salary is from the market in total compensation and if they are deemed an exceptional performer or not. Some Progress on Other Articles Also, the Administration and PSU-AAUP are closer to agreement on Exchange of Information (Article 6), Academic Professionals (Article 17) and Resolution of Disputes (Article 28). The Administration has also proposed a Professional Development Pool of $300,000 per academic year and a Travel Fund of $200,000 per academic year (Article 19). This is an increase of $50,000 a year for professional development and $110,000 a year for travel. Find Out More at the Welcome Back Breakfast At this point in negotiations, it is important that you keep informed, provide your bargaining team with feedback and support, and build public pressure about faculty bargaining. Join us for the PSU-AAUP Welcome Back Breakfast on Thursday, October 11th from 9:00 – 11:00 a.m. in 232 Smith. A catered hot breakfast will be served. Bargaining Team members will be there to discuss the state of bargaining and answer any questions you have about the Administration's salary proposal. It will also be a fun opportunity to reconnect with colleagues! We need to hear from you! Please email utoj@pdx.edu and let me know what you think of the Administrations proposal. Send me your comments – good, bad or neutral. You can also call me at 503-725-5366. On Behalf of the PSU-AAUP Bargaining Team, Jonathan "Kenji" Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
September 26, 2007 Bargaining Update Dear PSU-AAUP Bargaining Unit Members: Yesterday, bargaining teams from PSU-AAUP and the Administration Contract Expires September 30 The PSU-AAUP Bargaining Team had agreed to extend the 2005-07 CBA, which expired at the end of August, through the end of September since there has been limited progress in negotiations. Starting on October 1st, we will be working without a contract. Salary: Disappointment The Administration had promised to present a salary proposal at yesterday’s bargaining session. The PSU-AAUP Bargaining Team was disappointed to find that the “proposal” brought by the Administration was not a salary proposal, but a conceptual model for salary increases, absent any dollar amounts or percentages. The lack of real salary offers is especially insulting to the faculty in light of the 18% increase PSU received from the State Board of Higher Education, tuition increases(5%undergraduate/10% graduate), and strong enrollment numbers. With the significant increases in the PSU budget, the PSU-AAUP Bargaining Team is curious as to why the Administration cannot put even a low salary offer on the table. Our colleagues at Western Oregon University have already settled their contract for 2007-09. They have settled for a 11.7% average salary increase over two years, four new faculty positions and a substantial increase in the Professional Development Funds. In light of their success, it is important that we all stay engaged with the bargaining process to ensure that the 18% increase PSU received from the State Board be invested in faculty salary increases. The Administration has promised to bring a real salary proposal, with dollar amounts and percentages, to the next bargaining session. This will be October 2nd, 10:00 a.m. – 1:00 p.m. in 307 Cramer Hall. All members are invited to observe negotiations. Some Articles Stalled The PSU-AAUP Bargaining Team was further frustrated at yesterday’s session because the Administration would not respond to multiple articles we have proposed because they say that these articles have “financial implications.” We tried to reach agreement on Library Faculty Development (Article 34), Release Time (Article 11), and Professional Development & Support (Article 19) but the Administration would not discuss them. Some Articles Move Forward The PSU-AAUP Bargaining Team made some progress with the Administration on increasing job security and timely notice for Academic Professionals (Article 17). We are also closer to agreement on Exchange of Information (Article 6), Parking (Article 25) Insurance (Article 31), and Academic Professional Flexible Work Schedule, Wage & Hour Law (LOA#4). The PSU-AAUP Bargaining Team and the Administration agreed to move the Intellectual Property Rights/Distance Education article (Article 20) to a sub-committee for further discussion. If you are knowledgeable about intellectual property rights and interested in serving on this subcommittee, please contact the AAUP Office at 5-4414 or aaup@psuaaup.net. As always, input is appreciated. Please email utoj@pdx.edu with your thoughts. You can also call me at 503-725-5366. Sincerely, Jonathan "Kenji" Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
July 25, 2007 Members of the PSU-AAUP Bargaining Unit: On July 17, 2007, the bargaining teams from PSU-AAUP and the Administration met to negotiate articles on Fair Share, Working Conditions, Parking & Workload, as well as to discuss the Provost's ideas around salary increases. A few key points:
The next bargaining session is August 21st from 9:00 – 1:00 in SMSU 327. Please feel free to join us and view negotiations. Contact PSU-AAUP at 503-725-4414 or at aaup@psuaaup.net if you would like to attend. The Agenda for this meeting is not yet set, but will be a busy one as PSU-AAUP has numerous articles we are prepared to take action on. At this session we will present to the Administration our general salary proposal. Please feel free to pick up a Red PSU-AAUP shirt is SMSU 232 and wear the shirt on Tuesdays. We can also send one via campus mail if you email us your name, shirt size and mail code. Please email aaup@psuaaup.net or call 503-725-4414 with the information. Input, as always, is appreciated. I can be reached at utoj@pdx.edu. Sincerely, Jonathan Uto |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| May 31, 2007 Bargaining Update Members of the Bargaining Unit: This week, bargaining teams from PSU-AAUP and the Administration met to negotiate articles on Academic Professionals and Fixed Term Instructional & Research Faculty. PSU-AAUP’s team continues to work hard in raising the concerns of faculty and suggesting contract language changes that will better our wages, hours and working conditions. The Administration, however, continues to engage in a slow, dismal and very limited manner. The top responses from the Administration to PSU-AAUP on our issues are:
Despite PSU-AAUP raising strong concerns and suggestions related to job security, faculty retention, evaluations, workload, sabbatical eligibility and timely notice for Fixed Term Instructional & Research and Academic Professional Faculty the Administration still was unwilling to help develop enhanced contract language to better the working conditions for these groups. PSU-AAUP will again be proposing our own language, absent shared participation from the Administration. Our next bargaining session is June 12th from 11:00 – 2:00 in SMSU 323. Please feel free to join us and view the negotiations. We will be bargaining Article 9, Article 10 & Article 28, Dues Deductions, Fair Share and Dispute Resolution respectively. Please take action on behalf of your wages, hours and working conditions. Pick up a Red PSU-AAUP shirt in SMSU 232 and wear the shirts on Tuesdays. In light of the Administration’s unwillingness to proactively engage in bargaining we, the faculty, must be visible and hold them accountable. Input, as always, is appreciated. I can be reached at utoj@pdx.edu. Sincerely, Jonathan Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| May 29, 2007
PSU-AAUP does not limit discretionary salary increases by the Administration PSU-AAUP does not limit discretionary salary increases by the Administration. Members of the Bargaining Unit: This email is being sent out to address the misconceptions and misinformation regarding salary increases and the purpose of salary minimums that are increasingly developing. PSU-AAUP and our Collective Bargaining Agreement in no way limits the Administration from giving out discretionary salary increases. Additionally, the Collective Bargaining Agreement only sets salary minimums allowing Deans, Chairs and other Administrators to hire new faculty for as much as they see reasonable. Salary increases can, and have been given for, increases in job duties, equity and retention. A faculty member and their respective supervisor can work on a request for salary increase and forward it to the respective Dean, Vice Provost, etc.. Special salary increases have been given to individuals as well as groups. Special salary increases have been given in all Colleges and most Academic Affairs Divisions. For more information, please see the instructions for Special Salary Increases for Unclassified Employees on the PSU Human Resources website http://www.hrc.pdx.edu/pay_position/index_u.htm. Even though the form specifies this process for unclassified/unrepresented and excluded employees, this is the process PSU uses for all unclassified, represented employees. If you have concerns about this please email utoj@pdx.edu. Jonathan “Kenji” Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| May 22, 2007 Bargaining Update Members of the Bargaining Unit:
Your input would be greatly appreciated! Please email utoj@pdx.edu with thoughts, concerns or ideas. Next bargaining session is May 29th from 11:00 – 2:00 in SMSU 323. We will be bargaining Article 17 & Article 18, Academic Professionals and Fixed Term Faculty respectively. Please view bargaining and help hold the Administration accountable to these growing segments of the bargaining unit. We hope to discuss Academic Professionals from 11:00-12:00 and begin Fixed Term Faculty at 1:00. Jonathan “Kenji” Uto
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| March 16, 2007 Save the date--Bargaining begins April 3 Dear PSU-AAUP Members, The PSU-AAUP Bargaining Team needs your support to kickoff negotiations on a good note. Let's rally outside of the bargaining room at 10:45 a.m. on April 3. The location will be announced soon, but it will most likely be in Smith Memorial Student Union. You are also welcome to stay and observe this, and future, bargaining session. Members of the PSU-AAUP Bargaining Team are: Members of the PSU Bargaining Team are: Sincerely, Julia Getchell |
