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.
Human Resources is actively preparing to implement FY23 across-the-board salary increases for eligible faculty and officers of administration effective October 1, 2022 and will coordinate directly with payroll to implement salary increases accordingly.
The following information provides important considerations regarding the fiscal year 2023 salary increases.
OA eligibility is different than faculty eligibility, due to the terms outlined in the United Academics collective bargaining agreement.
- OAs actively employed as of October 3, 2022 will receive a 3% across the board increase effective October 1, 2022.
- Faculty with an active appointment as of October 31, 2022 will receive a 2% across the board increase effective October 1, 2022 or their start date if hired after October 3, 2022.
Additional faculty and OA eligibliity information is available on the HR website.
Faculty who do not appear on the October pay list and have a new job start date that falls on any day in October will receive a 2% across the board salary increase effective with the start date of their position. A retroactive payment will be included on their November paycheck.
- Units should not include the across the board increase in the starting salary of faculty new hires who start in October. HR will apply the increase.
- Starting with November hires, units should follow standard pay practices, equity considerations etc., when establishing starting pay.
- Faculty active in AY22 and renew after October in the same position in AY23 will receive the October 1 across the board increase on the reappointment.
Fiscal year 2023 salary increases will be applied to the October paycheck. If a retroactive payments needs to be issued, it will be applied to the employee's November paycheck.
Questions and Assistance
Questions about the process or eligibility should be emailed to firstname.lastname@example.org.
- Review eligible employee list for accuracy
On October 13th, Deans, Vice Presidents, Academic CFOs, and Chiefs of Staff will receive lists of OAs and Faculty who are eligible to receive the increase. By October 24th, units should review the lists and notify HR of any employees who should not be included or are missing. Inaccuracies should be emailed to email@example.com.
- Notify individual employees
Units are strongly encouraged to email notification letters to each eligible employee no later than October 28 and keep a copy in your local employee files. The following template notification letters are available for use:
- Verify increases during time entry
While completing October time entry, cross check that increases have been applied to the employee record.
Employees will be able to view their salary increase in DuckWeb as of October 14.
Important Note: Due to the broad eligibility criteria, there will not be an exceptions process for salary increases this year.
October 13 - HR generates employee eligibility lists for unit review
October 14 - Increases viewable in DuckWeb
By October 24 - Units notify HR of any issues with eligibility list
By October 28 - Units email employee notifications
October 31 - Paycheck includes salary increase for eligible employees
By November 10 - HR conducts audits to ensure all eligible employees receive the applicable salary increase
November 30 - Retroactive pay, if needed, applied to paycheck.
HR Operations will audit new hires and other employment changes that were not processed in October to ensure all eliible faculty and officers of administration receive the fiscal year 2023 across the board salary increase. A supplemental file, if necessary, will be sent to payroll for processing.
Retroactove pay, when applicable, will be issued with November paycheck.
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.
Although fiscal year 2023 increases are not merit based, performance reviews remain an important part of performance management and should be administered as planned and as expected in accordance with policy and collective bargaining agreements. The reviews you do now lay the foundation for merit decisions 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.