This policy addresses matters pertaining to compensation.
Employees at the UO
Technical revisions enacted by the University Secretary on September 2, 2015.
Became a University of Oregon Policy by operation of law on July 1, 2014 (former OAR 580.020.0010-0100).
A. Compensation Plan for Academic Staff
(1) Pursuant to state law, the principles of a compensation plan are established for the academic staff as set out below. Pay ranges shall be established for the various academic ranks with due consideration given to relative responsibilities of each rank, prevailing rates of pay in other universities, colleges, and elsewhere for similar responsibilities, availability of a competent professional staff, living costs and other pertinent information.
(2) Minimum and maximum rates and such intermediate rates considered necessary and equitable shall be established for the various academic ranks and positions, provided, however, that exceptions may be allowed as circumstances require. Normally the established minimum pay rate for a rank shall be paid upon appointment. It is permissible in the interest of the state to make an appointment above or below the minimum rate for the academic rank. Similarly, the salary of an individual may be above or below the prescribed normal maximum for the academic rank. Normally, academic staff members shall be paid at one of the rates set forth in the pay ranges, subject to availability of funds and the exception noted above.
(3) Salary increases are not automatic. Increases shall be recommended only for staff members demonstrating high standards of work performance. Increases shall normally be effective beginning with the fiscal year following completion of one year's service.
(4) Implementation and amendments to the plan shall be based on recommendation of the President after consultation with division heads.
B. Compensation Plan for Classified Staff
Compensation of classified employees including fringe benefits and other conditions and terms of employment shall be according to the rates and regulations in the state compensation plan, or by collective bargaining agreement, as appropriate.
C. Additional Pay to Full-Time Staff
The University and divisions are authorized to provide payment in addition to regular salaries when, at the request of the home institution or division or another Department institution or division, a staff member provides substantial service over and above the regular services expected.
When employees receive perquisites, such as living quarters or meals, in addition to cash salary, proper notation thereof shall be made on the salary budget together with an explanation showing items allowed and the value thereof. Granting of perquisites to employees on a wage or salary basis requires the approval of the President or head of the division concerned at the beginning of each fiscal year.
E. Contribution to Pension Plan
The Board designates the contribution required of employees to a retirement plan to be an "employer contribution" as defined by 26 USC §414(h)(2). Employees may not receive this amount to make the contribution directly. Employees' gross salary will be reduced by the contributed amount prior to reporting for tax purposes.
F. OSSHE Tax Deferred Investment Program Participation Fee
The Chancellor, or designee, may enter into written agreements with faculty and staff employed by the State Board of Higher Education, and with one or more insurance companies and mutual funds, to provide tax deferred investment opportunities to faculty and staff as provided by ORS 243.810 – 243.830. The Chancellor, or designee, may, as a condition to entering into such agreements or continuing such agreements, require faculty and staff participants to pay annually an administrative fee for the costs of administrating the program. The administrative fee shall be based on an amount not to exceed the amount needed to administer the program.
G. Human Resources System
(1) The Vice President for Finance and Administration, or designee, shall develop, implement and maintain a human resources system for nonacademic employees to include:
(a) A job evaluation system for positions within the University;
(b) A plan for compensating employees consistent with the job evaluation system; and
(c) Policies for employees not covered by collective bargaining agreements relating to leave, lay-offs, terminations, grievances and other terms of employment.
(2) The University is responsible for evaluating jobs and allocating them according to the job evaluation system and assuring that employee compensation is in accordance with the compensation plan.
(3) The Vice President for Finance and Administration, or designee, shall engage in collective bargaining with any certified or recognized exclusive employee representative.
(4) The University shall develop, implement and maintain recruitment and selection methods designed to achieve a qualified and diverse workforce.
(5) Until the Vice President for Finance and Administration, or designee, and the University implement internal management directives or policies for job evaluation, compensation, recruitment, terms of employment and position management, the rules and procedures established by the Department of Administrative Services, under ORS Chapter 240 as they existed on the effective date of 1995 Oregon Laws, Chapter 612 (July 1, 1995), shall apply to the University.