Faculty Salary Increase Program FY25

Academic faculty who supervise another academic faculty member are not represented by United Academics of Oregon State (UAOSU). 

Examples

• A tenure-track Assistant Professor supervises a Faculty Research Assistant. The Assistant Professor is not represented by UAOSU because the Faculty Research Assistant title is represented by UAOSU.
• A fixed-term Associate Professor of Senior Research supervises a Graduate Assistant. The Associate Professor of Senior Research is represented by UAOSU, because Graduate Assistants are not one of the titles represented by UAOSU. 
• A tenured Professor supervises a Postdoctoral Scholar. The Professor is not represented by UAOSU because the Postdoctoral Scholar title is represented by UAOSU.

The existing bargaining agreement (contract) between the university and UAOSU does not include a salary increase program for AY/FY 2024-25. The two parties are currently bargaining on a number of topics, including wages. Increases for the represented academic faculty may not be implemented until the parties have reached an agreement. 

Meeting expectations does mean that you are doing good work. OSU has high standards for its employees, and meeting expectations can be challenging in itself. That said, sometimes people perform beyond expectations or do truly transformative work in a particular year. Where possible, we strive to reward those achievements with larger increases.

Academic faculty who become represented by UAOSU before the effective date of an allocated increase are no longer eligible to receive the increase. Instead, they would become eligible for any increase included in the applicable contract between the university and UAOSU.

This is the university’s increase program for these employees. We do not yet know whether other salary programs will be implemented during the year.

Yes, provided that they remain in the same position on the effective date.

From the university’s education and general funds (E&G), which are comprised primarily of tuition and fees (about two-thirds of total E&G in a given year), an allocation from the state of Oregon through the Public University Support Fund, and other smaller revenue sources.

At the level of colleges, major administrative units (divisions), and below, the increase program must be supported within budgeted allocations for FY25. At the current time, because PUSF allocations from the state are falling below cost increases, and because the university is striving to restrain tuition and fee increases to support affordability and access goals, the university anticipates that FY25 allocations to colleges and administrative units will not be at a level necessary to meet all cost increase pressures. This will result in a need for some adjustment of priorities and activities in most units. Senior administrative leaders—deans, vices provosts, vice presidents, and others—are prepared to answer questions about how the merit program is being supported within the respective units.

Yes, provided that their performance in AY/FY 2024 met expectations. Appraisals are the most common way to document that an employee met expectations, but not the only way.

Eligibility for this merit program requires that the employee meet or exceed expectations. Merit increases for partial achievement of expectations are not allowed.

This is a case of salary inversion, which occurs when a supervisor earns less than one or more employees they supervise. It is most common when long-standing employees have a relatively new supervisor. Please keep in mind that the work an employee and the work of the supervisor are often quite different, and not directly comparable. This is not a negative reflection on the supervisor and may be necessary to maintain pay equity with other supervisors who have similar work.

A great place to start is to learn more about why appreciation matters and how your team likes to be appreciated. Here are some additional ideas for you.

No. New professional faculty and non-represented academic faculty have the opportunity to negotiate compensation when they are first offered a position. This principle holds both when the employee is brand-new to OSU, meaning that they have not worked for the university before, and when an existing employee accepts a new role. Additionally, this merit program is rewards work performed during the AY/FY 2023-24 period. People hired into professional faculty and non-represented academic faculty roles starting on May 1, 2024 or later are performing their work primarily in a period following the program year. Consequently, they are not eligible for this merit program unless a different agreement is documented in their offer letter.

Some merit programs require OSU to distribute a defined percentage of the aggregate salaries of eligible employees. Others provide a maximum percentage that can be distributed. This program was designed for flexibility, so that we encourage the transformative work necessary to achieve the goals of Prosperity Widely Shared.

Leaders are tasked to make hard decisions that distribute time, effort and funding where they are most urgently needed. Your leader’s decision will reflect their best attempt to reward your efforts and balance the financial realities of the coming fiscal year.

Leaders will collaborate with each other about their overall approach, then share with their teams. When you have this information, speak with your Financial Strategic Partner, Grant Accountant, or [xx] to ensure you have specifics about your situation. Then make the best decision you can based on the information available.