Salary increases at the University of Oregon are established by employee group and in accordance with applicable university policies and collective bargaining agreements. Refer to the following links for salary increase details by employee group:
Graduate Employee Compensation: Graduate employees are according to the GTFF contract, which stipulates the minimum rate of pay for each position. Refer to the GTFF CBA for specific compensation information.
Fiscal Year 2026 Process
Faculty
Please see the United Academics collective bargaining agreement Article 26 Salary for more information.
September 1, 2026
Across-the-board salary increases go into effect.
- By mid-August 2026 the information will be loaded into Banner for eligible Career and TTF faculty.
- TTF faculty to receive 2.0% salary increase.
- Career faculty to receive 3.0% salary increase plus any remaining equity pool funds.
- Summer appointments: Any applicable salary increases should follow department summer pay policies or should match the FY26 base rate as of June 15, 2026.
- Limited Duration faculty with an appointment in AY25-26 will receive a 2.0% salary increase.
- 12-month: If active and eligible on 9/1/2026 HR Operations will process their ATB.
- Any renewals for 9- or 12-month faculty effective after 9/1/2026 need to include the 2.0% salary increase and the following language in the Internal Comment on the RTO: "Eligible faculty, new rate includes Sept 2% ATB"
Merit-based salary increases go into effect for TTF.
- Please see the United Academics collective bargaining agreement Article 26 Salary for more information.
- Process and communications are handled by dedicated department administrators. Contact your dean’s office if you have questions.
- Notifications will be sent to faculty by June 15, 2026.
Performance Management
Performance reviews are not just about measuring or awarding salary increases. They also cultivate engagement with an employee by discussing work assignments, evaluating effectiveness, documenting achievements, communicating appreciation, and discussing areas in need of improvement, and establishing goals to guide the work ahead, including what work should continue and what work can be set aside to focus on priorities and better facilitate work-life balance.
Performance reviews are an important part of performance management and should be administered as planned and as expected in accordance with policy and collective bargaining agreements. Reviews lay the foundation for merit decisions now and in future years.
- The Office of the Provost website provides guidance for both tenure-track and career faculty evaluation processes.
- The Office of Human Resources provides forms and assistance to support the completion of officer of administration evaluations.
As a reminder, completion dates of OA evaluations are recorded with HR using the online OA evaluation submission form.