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.
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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. -- |
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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,
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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
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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.
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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 |
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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.
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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 |
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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:
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