SUMMARY OF CHANGES
2003-2005 CONTRACT
Changes in current contract language are in bold.
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ARTICLE 3. RIGHTS OF THE ASSOCIATION AS AGENT

SECTION 4. New language states that employees of the Association will have access to parking, TriMet passes, the PSU library and other University facilities.

SECTION 5. New language agrees to notification and distribution of the PSU-AAUP contract via the web. (The Association will still receive 100 printed copies.)

ARTICLE 6. EXCHANGE OF INFORMATION

SECTION 1. New language clarifies when the clock will start on the 30 days that University has to respond to an Association information request by specifying the person to receive the request.

SECTION 2. Replaces the term "computer disk" with "data file" and "plan type" with "deduction plan" in the list of information provided on a monthly basis.

ARTICLE 8. PAST PRACTICES
Deletes January 1, 1981 as a reference date for past practices.

ARTICLE 9. DUES DEDUCTION
Requires the University to notify the member concerned and the Association in writing about errors discovered in dues deductions. Specifies a monthly deadline for forwarding dues to the Association.

ARTICLE 15. ROTATING PROFESSORSHIPS
Deleted.

ARTICLE 17. ACADEMIC PROFESSIONALS

SECTION 1, SECTION 4 (c) 2. b., AND SECTION 6. References to the implementation of the new system of job families in 2001-2 have been deleted.

SECTION 2. DESCRIPTION OF STRUCTURE.

SUBSECTION (a). New language added: Any new job family classification and any deletions of a job family or families in the current classifications will be subject to consideration by the Academic Professional Appeals Advisory Committee and agreement between PSU and AAUP.

SUBSECTION (b). Acknowledges the latest version of the document describing "Academic Professional Job Families" dated July 1, 2002.

SUBSECTION (c). Replaces statement on "Changes in Job Family Definitions" with the stipulation that Substantial changes in family definitions which result in the potential for a lower salary range, shall require the parties to agree upon the salary range for the newly revised family definition.

SECTION 3. REQUESTS FOR A REVIEW OF A POSITION'S PLACEMENT. Revises the timeline for requesting review of position placement.

SUBSECTION (b). Specifies that the Office of Human Resources has 45 working days to complete the position review (changed from 30 working days).

SUBSECTION (c). Specifies that an Academic Professional has 20 working days to appeal the results of the review (changed from 30 working days).

SUBSECTION (d). Specifies that the Associate VP for Human Resources has only 15 working days (change from 45) to communicate the result of the appeal; at the second level of appeal the Academic Professional has 15 working days to advance the appeal to the Provost and the Provost has 15 working days to respond (changed from 10 and 20 working days respectively).

SUBSECTIONS (e), (f), and (g). No changes.

SECTION 4. ACADEMIC PROFESSIONAL APPOINTMENTS AND COMPENSATION

SUBSECTION (b). Deletes the reference to a posting of the eligibility chart on the ABCs.

SUBSECTION (d) Increases the time for a response to a request for development plan to 30 working days (change from 20) and adds that the supervisor will send a copy of the professional development plan to the relevant Dean or Vice-Provost, as well as the Assoc. VP for Human Resources and Provost.

New language stipulates that this article will only be applicable in cases when in-range advances are in effect as per Article 30 (SALARY).

SUBSECTIONS (a) AND (e). No changes.

SECTION 5. SALARY RANGE STRUCTURE MOVEMENT. No change.

SECTION 6. ASSESSMENT.

SUBSECTIONS (a), (b), (c) deleted as references to job family implementation. Amended language substitutes:

NEW SUBSECTION (a). The Association and the University agree to incorporate, by reference, the recommendations of the Academic Professional Assessment Advisory Committee final report dated September 27, 2002 into this agreement.

NEW SUBSECTION (b) (for d). To provide the Association with sufficient information to negotiate a successor agreement, the Associate Vice President for Human Resources will provide the Association with an annual report of information concerning advancement, appeals, and requests for position review and professional development plans for Academic Professionals.

ARTICLE 18. FIXED-TERM INSTRUCTIONAL AND RESEARCH FACULTY

SECTION 1. INTRODUCTION. Minor changes to correct grammar.

SECTION 2. APPOINTMENTS.

SUBSECTION (b). Significant change by deleting the word "generally" to establish 36 as the maximum number of instructional course credits for an annual full-time fixed-term appointment.

SECTION 3. REVIEWS

SUBSECTION (a). Replaced with a statement requiring guidelines for review:
Each Department/Academic Unit shall establish and maintain guidelines for review of fixed-term instructional and research faculty bargaining unit members. Guidelines must be reviewed and approved by the respective dean and the provost.

Enumeration of best practices now requires a personal narrative and adds the following:
2. In the case of fixed-term research faculty whose salary is completely grant-funded, the Principal Investigator(s) for the grant providing the funding and one fixed-term research faculty bargaining unit member may serve in place of the review committee.
7. For any fixed-term faculty member on multi-year appointment, review must be completed by June 15 of the first year of a multi-year appointment.

SUBSECTION (b). No change.

SUBSECTION (c). Change of wording to base review procedures on "number of years of continuous service" (replacing "continuing").

SUBSECTION (d). Stipulates: "Fixed term faculty who are eligible and wish to be reviewed for promotion will be reviewed under departmental and University guidelines as described in Article 14 (PROMOTION AND TENURE) and this Section.

SUBSECTION (e). Replaces previous language that requires the creation of guidelines with: Departments/academic units shall establish guidelines and criteria for promotion from Instructor to Senior Instructor and from Senior Instructor to Assistant Professor by January 1, 2005. In no case shall the development of guidelines and criteria for promotion of fixed-term instructional and research bargaining unit members be the sole responsibility of a single administrator; except under extraordinary circumstances, guidelines should be developed by an elected committee including fixed-term instructional and/or research bargaining unit members. Guidelines must be reviewed and approved by the respective dean and the Provost.

SUBSECTION (f). No change.

SECTION 5. No change.

SECTION 6. Amends previous language to require a minimum number of multi-year contracts. The University agrees to place a minimum of 30% of fixed-term instructional and research faculty with Seniority status on multi-year Appointments beginning September 15, 2004. Appointment decisions should consider years of continuous service.

SECTION 7. No change.

ARTICLE 19. PROFESSIONAL DEVELOPMENT AND SUPPORT

SECTION 1. Acknowledges that all bargaining unit members and department chairs may apply to the fund with appropriate changes in wording from "faculty" to "bargaining unit members."

SUBSECTION (a). Changes "the need for faculty" to "the need for bargaining unit members . . . "

SUBSECTION (c). Adds to the description of eligibility criteria. General eligibility criteria include but are not limited to:

1. Bargaining unit members who are primarily instructional faculty or academic professionals requesting funding to support professional development.

SECTION 2. "Faculty" changed to "bargaining unit members and department chairs."

SECTION 3. The University will allocate $240,000 annually for the Faculty Development Program Fund for and $75,000 annually for professional travel.

ARTICLE 25. PARKING.
The University demonstrated that it has fulfilled the terms of the Letter of Agreement (Appendix F) on Parking in 2001-2003 contract and expanded restricted parking for the east side of the campus. Restricted parking is now specified for XSB (formerly lot C-1) and PCAT.

SECTION 1. New Language specifies the number of spaces and locations of restricted parking around the campus in Parking Structures 2, 3, PCAT, University Center and Fourth Avenue Garage.

SECTION 2. Specifies that additional spaces with special permits for faculty and staff whose work takes them off campus during the day will be made available in the PCAT garage, with eligibility and rate criteria. To acquire a permit, a letter of request should be submitted to the Parking Coordinator. The rate will be equivalent to the rate for a staff member with a disability.

NEW SECTION 4. Establishes "Departmental Zone" (DPZ) reserved spaces up from 10am to 3pm, M-F. Sets the monthly permit cost at 10 dollars per month in addition to an annual parking pass.

SECTION 6. Deleted

ARTICLE 30. SALARY AND RETIREMENT
Preamble. Portland State University shall provide faculty with timely compensation for work performed. Compensation rates are established by this Agreement. Work performed that is in addition to the faculty member's contractual duties shall be compensated at a rate that is mutually agreed upon by Portland State University and the faculty member. Such agreement shall be made in writing before beginning the assignment. It is the mutual goal of the University and the Association that faculty salary rates for Portland State University bargaining unit members approximate the College and University Personnel Association (CUPA) National Faculty Salary Survey, doctoral subset averages by discipline/department and rank (hereinafter referred to as CUPA Data Set). The specific CUPA Data Set shall be the doctoral institution subset of the most recent CUPA National Faculty Salary Survey by Discipline and Rank in Public Four- Year Colleges and Universities. A joint committee comprised of two representatives from the Association and two representatives from the University will decide upon the factors for any individuals, departments, or ranks that lack a comparator in this CUPA Data Set. [Deleted reference to long-range plan.]

The Oregon University System (OUS) will include the University of Oregon and Oregon State University among comparators in the OUS aggregate, large university group with Portland State University in the allocation of salary increase funds. [This sentence has been shifted from Section 7.]

SECTION 1. RETIREMENT.
[Reworded to address the changes of HR2020. Deleted references to tiers.]
PSU shall continue to pay the six percent (6%) employee contribution on behalf of members then participating in the Public Employees Retirement System to the Public Employees Retirement Fund for PERS-eligible employees through December 31, 2003; effective January 1, 2004, in lieu of paying the six percent (6%) employee contribution to the Public Employees Retirement Fund, Portland State University will pay the six percent (6%) employee contribution to the employee's Individual Account Program (IAP) established under HB 2020, including the amount required under ORS 238.215 if a supplemental retirement option has been selected, for the period of this Agreement.

Pursuant to ORS 238A.335, Portland State University shall pay on behalf of members participating in the OPSRP the statutorily required employee contribution of six percent (6%) under ORS 238A.330. Such payments on behalf of members shall continue for the life of this Agreement or until such earlier time as a member shall cease to be a participating member of OPSRP.

The full amount of members' required contributions paid by Portland State University to PERS/ORP/OPSRP on behalf of members shall be considered as "salary" within the meaning of ORS 238.005 (20) and 238A.005 (16) "Salary" for the purpose of computing "final average salary" within the meaning of ORS 238.005 (15), (8), (12), and ORS 238.130. Salary under this definition shall not be considered "salary" for the purposes of determining the amount of employee contributions required to be contributed. The contributions paid by the University on behalf of members shall be credited to employee accounts and shall be considered to be employee contributions for the purposes of ORS 238, ORS238A, and ORS 243.800(8).

If for any reason the six percent (6%) Employer payment of the employee contribution is declared invalid or is otherwise eliminated and a replacement is not available, then effective on the date of its invalidation or elimination, a corresponding general salary increase of six percent (6%) shall be paid to eligible employees. In such case, employees' six percent (6%) contributions shall be deducted for payment to the applicable employee accounts and shall be treated as "pre-tax" contributions pursuant to Internal Revenue Code Section 414(h)(2), for the period of this Agreement. Section 2. Salary Base. The salary base for determining the salary increase for unit members currently employed shall be the members' preceding appointment salary less any stipends. [Replaces opening the contract.]

SECTION 2. SALARY BASE.
The salary base for determining the salary increase for unit members currently employed shall be the members' preceding appointment less any stipends.

SECTION 3. SALARY ADJUSTMENTS FOR CONTINUING UNIT MEMBERS.
Previous language replaced with: The parties agree that there will be no increase in base salary in this Agreement. [Due to Governor's salary freeze for all State employees.]

SECTION 4. RETENTION AND MARKET ADJUSTMENTS. Deleted.

NEW SECTION 4. ONE-TIME PAYMENTS. The parties agree that AAUP bargaining unit members with a hire date of July 1, 2003 or earlier and who are employed through November 1, 2004, shall receive a one-time payment of $350 on November 30, 2004 (pro-rated for FTE).

SECTION 5. MINIMUM SALARY RATES. No changes to minimum amounts.
[Now includes Section 9 for ranked faculty:]

Date change: Effective January 1, 2003, for 12 month appointments, and February 1, 2003 for 9-month appointments, no member of the bargaining unit will be employed at 1.00 FTE at salary rates less than those listed below: [See previous contract.]

Academic Professionals. [References to new structure adoption date and 2002 rates are deleted.]
The structure for compensating Academic Professionals groups the positions in job families based upon job responsibilities. Effective January 1, 2003, the minimum salary levels within families and associated pay ranges are as follows. These rates continue for the period of this Agreement. [See previous contract.]

The in-range salary advancement pool for Academic Professionals will not be funded for the period of this Agreement. [This does not exclude a pool negotiated during 2005 bargaining.]

SECTION 6. PROMOTION IN RANK-MINIMUM ADJUSTMENTS.
For promotions effective July l, 2003 or later the minimum amounts to accompany promotion in rank shall be increased as follows:

Rank	9-month appt.	12-month appt.
To Professor	$5,661	$6,612
To Associate Professor	$3,006	$3,672
To Assistant Professor	$2,007	$2,448
To Senior Instructor	$2,007	$2,448

OLD SECTION 7. [Text on comparators moved to Preamble of this Article]

SECTION 7. NOTIFICATION. [Formerly Section 8.]
Prior to implementing any decision to award salary increases to groups of members other than increases decided upon by established procedures (e.g., across-the-board, merit, and promotional increases, and the correction of salary anomalies), the University will notify the Association of the decision and will furnish the Association with a reasonable written description of the nature and purpose of the increases.

OLD SECTION 9. MINIMUM SALARY RATES. [Moved to Section 5.]

ARTICLE 31. INSURANCE
The University will pay a combination of tiered Employer Contribution and an Employer Subsidy to provide fully paid medical, dental and basic life insurance through the Public Employees Benefit Board to all bargaining unit members, through the 2003-2005 biennium.

ARTICLE 34. LIBRARY FACULTY DEVELOPMENT DAYS
Replaces current language with: Each tenure-track assistant professor in the Library will be entitled to five Development Days per academic year of the contract for the purpose of research, writing, and other activities directly related to the criteria for tenure and promotion. These days will be scheduled to accommodate staffing in the library.

ARTICLE 37. HUMAN RESOURCES INFORMATION SYSTEM IMPLEMENTATION
Deletes the final reference to the OUS Contingency Policy and PSU Disaster Recovery Plan.

ARTICLE 43. TERM OF AGREEMENT
Bargaining to begin no later than March 31 (changed from March 30). Agreement will expire on August 31, 2005.

NEW LETTER OF AGREEMENT ON JOINT COMPENSATION TASK FORCE
The University and the Association agree to work together to maintain a faculty of distinction. To that end, the parties agree to create a Compensation Task Force; the University and the Association will be equally represented in the composition of the task force. The task force will investigate matters related to compensation, including, but not limited to market salary comparisons, benefits, workload, retention, recruitment, compression, and equity. In working toward this goal, the University agrees to explore opportunities to increase base salary amounts for those employees where compensation inequities exist within ranks. In addition, the task force will examine and propose guidelines for ranks, qualifications, position descriptions, and compensation for research assistants, senior research assistants, research associates, and senior research associates. The task force will provide a report with recommendations, no later than March 1, 2006, to the Provost and the Vice President for Finance and Administration.

NEW LETTER OF AGREEMENT ON DISPUTE RESOLUTION
Specifies that the University and the Association will attempt to clarify the language in specific sections of Articles 28 and 29 within 30 days of signing the contract or without mutual agreement on new language will revert to the language of the 2001-03 contract.