Bargaining Updates: United Academics FAQ

Career Instructional Faculty FTE for AY 20-21

What does the MOU mean for career faculty FTE for AY 20-21?

Career instructional faculty who were issued conservative FTE for AY 20-21 (.11 or .55 contracts) through the contract renewal or promotion process will generally receive their AY 19-20 FTE for AY 20-21. That means, for example, if you had a .8 annualized FTE in AY 19-20 you will receive the same FTE for AY 20-21. Notification of these increases will be provided to career instructional faculty after an affirmative UA ratification vote.

Will I be issued a new individual contract with my AY 20-21 FTE restored?

The MOU between UA and the university, if signed, will serve as the contract related to career instructional faculty AY 20-21 FTE. Career instructional faculty covered by the MOU will receive a notice from Employee & Labor Relations with their increased FTE for AY 20-21. Because the MOU will serve as the parties’ contract, career instructional faculty will not receive new individual contracts through DuckWeb.

Will multi-year contracts be issued under this new MOU?

No. The increased FTE applies to the conservative FTE contracts previously issued. Under the MOU, those contracts have an end date of June 2021.

UA MOU Progressive Pay Reduction (PPR) Questions

What is the Progress Pay Reduction (PPR) plan?

The PPR is a contingency plan for progressive pay reductions on employee salaries lasting 12 months if there are losses in the university’s two biggest sources of revenue, state appropriations and or tuition, as measured on November 15, 2020 or after the conclusion of the Oregon Legislature’s 2021 Spring Session. The plan is intended to address actual losses in E&G funds in excess of $15M up to $35M.

If the plan is triggered, bargaining unit faculty members are responsible for their pro rata share as represented by the agreed upon model. In a scenario where losses are calculated at $35M dollars and a plan is triggered to save $20M, individual salaries will be reduced by the model as follows:

  • Base salaries below $45,000 are not reduced.
  • Base salaries between $45,000 and $150,000 are reduced by a percentage that grows linearly from 0% at $45,000 to 12% at $150,000.
  • Base salaries between $150,000 and $200,000 are reduced by a percentage that grows linearly from 12% at $150,000 to 18% at $200,000.
  • Base salaries above $200,000 are reduced by 18%.
  • Base Salary

    Effective Reduction ($20M)





















    If actual losses are calculated at $25M and a plan is triggered to save $10M, rates are reduced proportionally, in other words they would be exactly half of those in the table above. Again, this is a linear model approach and does not use a “tax bracket” approach.

    When does this go into effect and how long is the plan?

    The soonest the plan could impact faculty salaries is December 1, 2020. However, it may not happen until Summer of 2021, and it is possible it will not happen at all. The university will announce when the plan has been triggered and the level of cuts under the plan. The plan can only be triggered one time for one twelve-month period. The level of cuts cannot exceed the levels set forth above.

    What happens to my salary right now and after the plan is implemented?

    Nothing. Represented faculty salaries are not immediately impacted and will not be impacted unless the plan is triggered. After the plan expires, salaries will be restored immediately to pre-PPR levels.

    Is anyone excluded from the PPR?

    Represented faculty making below $45,000/year and research appointments in the following categories: Research Assistants, Research Associates, Research Professors, Postdoctoral Scholars, Research Scientist, Research Engineer, and Principal Research Scientist. People with multiple appointments will be excluded on a pro rata basis.

    Are any research appointments excluded from PPR?

    Yes. Faculty research appointments in the following categories are excluded from PPR: Research Assistants, Research Associates, Research Professors, and Postdoctoral Scholars. People with separate instructional and research appointments will only have their instructional appointment included.

    I am a TTF. How will this impact my summer salary?

    The PPR temporarily reduces base salary for anyone who is not in one of the research classifications (like “research associate professor” or “post doc”). The base salary change applies to any FTE based salary payment. Therefore, it will reduce the amount a TTF is paid for summer or academic year on their grant. Most (but not all) TTF who pay themselves on grants in the summer, will have the option of increasing their own FTE slightly in the summer to make up the difference, but only if they can confirm the additional effort on the grant. Federal compliance does not allow us to pay a TTF on their grant at a different base rate that we use for their regular pay. If overall TTF pay is reduced, the money does not get returned to the federal movement but remains available for other grant expenditures.

    Does this mean I need to return funds to the funding agency?

    No. If the PPR is triggered, it will lower the cost of non-excluded personnel on the grant. This money stays in the grant and can be re-budgeted. In the unlikely event that this money exceeds the rebudgeting authority, please contact Sponsored Projects Services for assistance in seeing sponsor approval for rebudgeting your grant.

    Why didn’t you exclude grant funded salaries from the plan?

    Federal guidance prohibits making a compensation distinction based on the funding source. Accordingly, we cannot exclude salaries because they are paid from a grant while including salaries payed with non-grant funds.

    If I am applying for a grant now that might be impacted by the PPR, how should I calculate my grant budget?

    At this time, new grant application budgets should assume that base salaries will remain at their current levels.

    Will changes to career faculty employment apply to all non tenure track faculty?

    No. Given the unique nature of funding-contingent faculty, any changes to career faculty employment will not apply to funding-contingent appointments. These changes also do not impact the terms and conditions of pro tem faculty appointments.