February 20, 2008

"Total Compensation" good enough? You decide.

Colleagues...

While you consider collective bargaining...

My ?Total Compensation? just took a hit! Is it sustainable? You decide.

This afternoon I opened my mailbox and pulled out some important information from my dental health care provider: Kaiser Permanente.

Much of my previously ?fully paid? dental benefit has changed! As a 20+ year PSU faculty member I would describe this change as a pay-cut.

The nuts and bolts of the change:

1) Annual Deductable: $150 per family/$50 per individual?NEW!
2) Basic Restorative Services: 20% (no charge last year)
3) Simple Extractions: 20% (no charge last year)
4) Oral Surgery: 20% (no charge last year)
5) Periodontics: 20% (no charge last year)
6) Endodontics: 20% (no charge last year)

Faculty wait?and wait?and wait?for negotiations to come to an end. We pretend that we?re still able to address these changes in ?total compensation?. Even if the across-the-board salary adjustment (the Provost calls it ?cost-of-living like?) fails in its non-retroactive implementation, the expectation is that we will continue to teach, conduct research, and participate in service.

As you open your mailboxes in the near future, I hope you will seriously consider how the administration's embrace of "total compensation" leaves much to be desired. When you look at the various salary proposals, I urge you to look closely at your "TOTAL COMPENSATION".

Yours in more costly dental care,

GRB

--
Gary Brodowicz, Ph.D. FACSM
Professor
School of Community Health
Portland State University
Portland, OR 97207
503.725.5119
brodowiczg@pdx.edu

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PSU-AAUP vs. PSU Salary Proposal
Biennial Salary Increase Summary
Updated February 15, 2008

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:
Cost-of-Living Salary Increases

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:
Enrollment Growth/Workload Salary Increases

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.

PSU-AAUP vs. PSU Salary Proposals:
Market-Based Salary Increases

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:
Salary Minimums Increases

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:
New Salary Minimums

PSU-AAUP vs. PSU Salary Proposals:
Promotion Minimums Increases

1 Effective July 1 for 12-month bargaining unit members and September 16 for 9-month bargaining unit members.

PSU-AAUP vs. PSU Salary Proposal:
Academic Professional Salary Step System

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:
Academic Professional In-Range Salary Pool

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.

PSU-AAUP vs. PSU Salary Proposal:
Exceptional Performance Salary Adjustments

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 14th, 2008

PSU-AAUP vs. PSU Salary Proposal
Biennial Salary Increase Summary

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:
Cost-of-Living Salary Increases

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:
Market-Based Salary Increases

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:
Salary Minimums Increases

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:
Promotion Minimums Increases