United Academics Salary Proposal: An Overview

If the university administration accepts United Academics’ salary proposals, UO salaries will achieve the AAU average in 2016:

UO Faculty Pay Compared to AAU Publics

Each percentage increase in the total package equals roughly $1.2 million in additional salaries for tenure-related and non-tenure-track faculty combined. A 1% pool of money for tenure-related faculty is roughly $600,000 and a 1% pool for non-tenure-track faculty is also roughly $600,000. The total increase cost for salary floors increase is $900,000.

Now for the nitty-gritty. United Academics’ salary proposal is composed of six elements:

1) Workload Adjustment Raises

  • If a faculty member has their workload increased, but not their FTE, their base pay must go up
  • If a faculty member has their FTE reduced, but not their workload, their base pay must go up

2) Salary Floors

  • A 10% increase in the current floors
  • No lower floor for research faculty
  • Postdoc minimum at NIH recommended level
  • Basic minimum for NTTF = $39,600 – lower than PSU

3) Cost-of-Living Adjustments

  • FY16 = 2.5% increase
  • FY17 = 2.5% increase
  • 2014 Portland/Salem government cpi rate = 2.6%

4) Equity Adjustments

  • FY16 = 1% pool for TTF internal equity adjustment
  • FY16 = 1% pool for NTTF internal equity adjustment
  • Adjustments based on compression within ranks, inversion between ranks, gender disparities, PERS difference
  • FY16 = 1.5% pool for TTF external equity adjustments
  • Adjustments based on AAU public peers for unit and rank
  • FY16 = 1.5% pool for Librarians

5) Merit Raises

  • FY16 = 2% pool for TTF merit raises
  • FY16 = 2% pool for NTTF merit raises
  • FY17 = 4% pool for TTF merit raises
  • FY17 = 4% pool for NTTF raises

6) Promotion Raises

  • At least an 8% increase for promotion on the tenure track
  • At least an 8% increase for promotion on in non-tenure-track ranks
  • At least an 8% increase for an exception major review after promotion to professor
  • At least a 4% increase for a satisfactory major review after promotion



Thursday, October 23, is Reclaim Rutgers Day

Sisters and Brothers:

At Rutgers University, more than 20,000 unionized faculty (all AAUP members) and staff are currently in negotiations and working under expired contracts. They have gone at least three years without a raise while the cost of living, particularly health care costs in the state plan, have risen dramatically. Rutgers management is sitting on hundreds of millions in reserves while the hardworking faculty and staff are falling behind. Now management has cancelled the bargaining sessions that were scheduled for this week. We must take action!

Please take a moment to snap a picture of yourself and as many other union members and supporters as you can find. Please download our Reclaim Rutgers sign at http://www.aaup2.org/ReclaimRutgersrally.pdf and wear your union colors or hold your union banner. Then send your photo to reclaimrutgers@gmail.com to be included with all the other supporters. Please feel welcome to include a solidarity message from your union along with your photo. Selfies from individual members are also encouraged!

That’s the action that thousands of us will be taking state-wide and across the country this Thursday in support of the hardworking women and men of Rutgers.

In Unity,

Howard Bunsis
Chair, AAUP Collective Bargaining Congress

When are we getting those salary floors raises, you ask?

As we related via email and webpost, we agreed with the university to set salary floors and provide affected faculty with retroactive pay, as the floors are effective as of September 16, 2013.

We know that everyone, including ourselves, was hoping that the raises and retroactive money would be in the April paychecks. Alas, no. Inquires to administration reveal that Unclassified Personnel Services is working hard to get all of the relevant information entered, sort out who gets what, and make sure everything is accurate before releasing the money. As eager as we are to get everyone the money they have already earned, we sympathize with our hard-working colleagues in UPS who are dealing with a flood of new processes that challenge our not-exactly-state-of-the-art systems.

The money is coming. It will be here. It will be great.

The office has also been fielding calls from faculty who are being asked to sign contracts for next year that list salaries that are below the salary floors. Again, we talked with our administrative contacts and they assure us that contracts will be updated to reflect the proper salaries when everything is sorted. This was going to happen for almost all faculty anyway, as the FY15 raise goes into effect on July 1, 2014.* You are not locking yourself into a lower salary by signing a contract that offers a salary lower than the contractual floors.

We recommend that you sign the contracts if you want the job. The salary levels will work themselves out over the summer, although you may be asked to sign a new contract with the appropriate salary at some point in the future.

*We are still discussing with the university implementation team how the timing of this raise will impact 9-month faculty who are working on summer contacts. The FY15 raise impacts base salary and most summer salaries are not based on base salaries and summer salaries/workloads/expectations have traditionally been treated very differently than during the academic year.

Raises, NTTF reclassification and more


A joint committee of University Administration and United Academics leadership continues to meet weekly to implement the considerable changes that the collective bargaining agreement (CBA) calls forth.

Beginning with the series of first round raises (averaging 5% for all tenure track and non-tenure track faculty), and the reclassification of hundreds of faculty from adjunct to career positions, and on to implementation of internal governance and merit policies, the United Academics implementation team has worked to assure that the terms of the contract are followed.

This has not always been easy or straightforward, and there have been several instances where the salary increases were not implemented correctly, compelling us to file a class action grievance. In the weeks ahead, we will report on the progress with this and other grievances that United Academics has initiated on behalf of faculty in the bargaining unit.


A primary aim of the CBA was to transform and improve the working conditions of Non-Tenure Track Faculty (NTTF).  For too long at UO, and institutions across the country, the disinvestment in higher education has come at the expense of faculty and the academic mission. Provisions in the CBA provide for longer contracts for Career NTTF, an equitable voice in shared governance, eligibility for promotion, and NTTF merit raise pools. In addition, the CBA mandated the campus-wide reclassification of adjunct faculty into the Career NTTF track so that the more than 400 adjunct faculty, most of whom — by the University’s own policies — should have been Career NTTF, could benefit from the gains in the CBA.

The reclassification process has not been without challenges–as would any change of this magnitude in a large organization like UO. We have not yet seen all the results of this process. United Academics leadership has worked hard to make sure the administration follows not just the letter of the CBA, but also our shared agreement to create stable and predictable employment with better than living wages for the more than 700 NTTF.  

We will continue to challenge attempts to return to the old ways of doing business.  Delivering on the promise of academic and research excellence dear to the University leadership demands that we treat all faculty better. Throughout bargaining, United Academics made it clear that departments and units were responsible for hiring decisions, appointments, and assignments; what we always hoped for with reclassification was more stable, living-wage jobs for more Career track faculty and fewer contingent adjunct positions.

If you are an NTT faculty and disagree with the outcome of the reclassification process in your unit, you may have the right to file a grievance. Many union leaders have been working on this issue for many months and are dedicated to making sure that all units on the campus honor the agreement. If you need someone to talk to about the process or need help with a potential grievance, please do not hesitate to contact the United Academics office at info@uauoregon.org or 541.636.4714.


United Academics is a democratic organization with elected members on the Executive Council and in the Representative Assembly. Our constitution and bylaws define the contours of a robust democratic union, calling on members from every faculty classification and rank across every unit on campus in a proportionately structured decision-making body.

Representatives are elected by members in their units. Stewards serve as voluntary contacts for members in local units and help relay important information between local units and the executive and legislative leadership of the union. Every faculty member in the bargaining unit is materially invested in this organization through the dues or fair share fees you pay to sustain the union. We welcome every faculty member to join this body and to assert their interests, no matter where one stood as we organized our union.

The Executive Council has been meeting frequently to build the operational features of United Academics, hiring an Executive Director (David Cecil) and an Administrative Assistant (Kristy Hammond), developing election procedures for delegates to our state and national affiliates, developing accounting and office procedures, and much more.

The Representative Assembly is comprised of faculty from every major unit across campus and every classification of faculty. On March 5, the Assembly met for the first time and conducted our first legislative efforts. In the months ahead, this body will work with members and the executive leadership to form the bargaining platform for the next round of contract negotiations. Stewards will play an important role in communicating with Reps and members of the Executive Council. If your department does not have a steward, consider nominating yourself or a colleague.


After years of stagnation, the faculty’s first union contract has produced significant raises. Here are the results for tenure track faculty. Historical data on NTTF’s are hard to get, but the percentage raises for union NTTF’s and researchers are similar.

The final raises from this contract will show up in the paychecks of 9 month faculty in September. Despite the raises, we forecast that salaries will be about 9% below the average of AAU publics as of next fall. The gap is particularly large for full professors in certain departments. And we know that many NTTF’s are still paid very low salaries.

What will raises be in 2015 and 2016? We don’t know; the chart below just shows a projection of 8% per year. Bargaining will start in earnest in December. We look forward to hearing your priorities as we begin caucusing through the Collective Bargaining Committee and the Representative Assembly in the spring.