Position and Pay Actions

Pay Actions Freeze:

Due to financial uncertainty created by COVID – 19, the University of Oregon has implemented a freeze on the following pay actions: stipends, overloads, retention increases, expansion of duties, reclassifications (exclusions), work-out-of-class, and special merit increases. Faculty stipends and overloads and SEIU work-out-of-class requests will be reviewed in accordance with UO and unit policies and collective bargaining agreements, to the extent applicable, before applying the exception process.

This action complements existing budget management measures, such as the current hiring freeze, that are in effect as we respond to financial impacts of COVID-19.

Pay actions as listed above require a justification form. For guidance and information about this action including the form and exception request process, visit the Freeze on Pay Actions webpage.

With the implementation of the Oregon Equal Pay Act (OEPA), we have revised the approval requirements for OA pay actions from the guidance published in February 2019.

Interim Processes for OA Pay Actions

For each affected pay action, HR will first determine whether the position falls into a common or non-common job category. When a pay action is proposed for a common job, additional review is required to ensure that the proposed pay action does not create any Oregon Pay Equity Act concerns (for example, salaries that lie outside the range of current salaries among employees in common jobs).

A task force made up of academic CFOs and administrative budget managers has now categorized OA jobs into common and non-common categories for short-term use. The ongoing OA OEPA committee will further address pay action process changes. This guidance will be updated as the committee completes their work.

Timelines and Priorities

These changes to existing processes are expected to increase timelines for pay action review. We will do our best to process pay actions as quickly as we can, but there is more analysis now required. Depending on volume, HR will prioritize pay action requests as follows:

  • Retention offers where the employee has received a competing offer
  • Establishment of hiring ranges for new recruitments
  • Requests to issue new hire offers outside of the previously approved hiring range
  • Retention offers where there is a credible threat but the employee has not yet received a competing offer
  • Expansions of duties

Within the priorities identified above, area VPs or their designates may wish to request expediting of pay actions. If necessary due to volume and current processing timelines, requests to expedite pay actions will be evaluated according to an established matrix

View the Request to Expedite Matrix

Implemented Process Changes

Other Position and Pay Actions

The summary of position and pay actions provides guidance for the various types of actions taken to change an OA's job assignments or compensation. Please note that where the abbreviation "VP" is used in this section, it refers to Vice President: Summary of OA Position and Pay Actions


Next Steps for Officers of Administration

The procedures outlined above will change as we further refine the identification of common jobs based on additional analysis on work of comparable character and, for individuals in common jobs, assessment of the bona fide factors. Several related activities are underway:

  • The OA OEPA subcommittee is expected to address outstanding pay action topics for OAs, including future methods of establishing hiring ranges and analysis of OA new hire offers, process and practice for retention increases, and the use of stipends or overload assignments to meet interim staffing needs.
  • The Job Family Framework project is expected to provide additional definition on related job groupings for OAs.