Compensation for OAs is designed to attract, retain and motivate the high caliber supervisory, professional, and administrative staff necessary to support and advance the university's teaching, research and public service mission. UO strives to compensate OAs in an equitable manner that recognizes and rewards individual differences in employee responsibilities, qualifications, skills, and job performance.
Each vice president establishes the specific process regarding compensation decisions for OAs in his/her unit in consultation with the president and other vice presidents. The following guidelines apply overall.
When a new or vacant position is posted, a hiring salary range is determined using a variety of criteria: level of job responsibilities as documented in the position description, professionally recognized salary studies and market salary information for comparable positions, and internal equity considerations. The successful candidate's pay is set within this range based on relevant experience and education.
Pay Increases - Merit, Equity, and Across-The Board:
OAs receive increases based on a number of factors. The type (i.e., merit, equity, across-the-board) and amount of increase is determined by the vice presidents based on the following considerations:
- legislative and OUS mandates and guidance;
- incumbent performance in position;
- internal equity;
- retention needs; and
- market salary data for comparable positions.
Deans, directors and department heads allocate available funding for increases based on the criteria set out by the president and vice presidents. Merit increases are justified by performance appraisals.
Nonrecurring Merit (Bonus):
OAs may receive one-time, lump-sum merit payments up to ten percent of annual salary in recognition of outstanding or extraordinary performance on a particular project or effort. These awards may not be granted more than two years consecutively and must be approved by the appropriate vice president and the director of human resources with written justification.
Promotions for OAs can occur for two principle reasons: a significant increase in the responsibilities of the current job or an appointment to a higher-level position. Either action is accompanied by a pay increase as determined by the dean, director, or department in consultation with the vice president and Human Resources. For more information regarding promotion please see Unclassified Personnel's website: http://ups.uoregon.edu/content/interim-recruitment-guidelines-unclassified-personnel
Although most OA positions are designated as exempt from the Fair Labor Standards Act (FLSA), some are covered by FLSA and consequently are eligible for overtime. The classification and compensation manager in Human Resources has the responsibility for determining exempt/nonexempt status for each position based on the criteria outlined in the law. Positions that are nonexempt receive compensatory time or overtime pay for more than 40 hours worked in a week. Positions deemed exempt work a professional workweek in which the hours may vary. It is important to distinguish overtime from overload compensation, which is additional pay for special services or work that is not part of the position's regular responsibilities.
Temporary Pay Increase for Special Assignments:
OAs who assume additional responsibilities temporarily or take over the work of a higher- level position on an interim basis may receive a monthly stipend for the duration of the reassignment.
Market information on many OA positions can be founded in salary surveys kept on file in Office of Resource Management and Human Resources.