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2013-2015 PSU-AAUP Collective Bargaining Update

PSU and OUS approve new contract with faculty   

Portland State University and the Oregon University System have given final approval to the new two-year collective bargaining agreement for faculty represented by the American Association of University Professors. Members of the faculty union ratified the contract with a 97 percent vote on April 22.


The AAUP represents tenured and tenure-track professors, fixed-term faculty and academic professionals, and 975 members voted to ratify the contract, according to the notice posted by the AAUP.   

 

Under the contract terms, the largest increases go to the lowest paid AAUP-represented faculty and academic professionals. Details include:

  • All salaries increased to at least $40,000.
  • 2.5 percent salary increases effective at the beginning of both 2014 and 2015.
  • An additional one-time salary increase of 1.5 percent for tenure, tenure track and fixed-term faculty in fiscal year 2014-15 to help faculty salaries move closer to their peers at comparative institutions.
  • Better job security for non-tenure track faculty by increasing the length of contracts for the most senior faculty members and shortening time for eligibility.
  • Agreement regarding promotion and tenure and post-tenure review guideline roles: the Faculty Senate will be responsible for drafting a new post-tenure review process and AAUP will retain a role in approving changes to promotion and tenure processes.
  • For certain academic professionals, a one-time salary increase in fiscal year 2014-15, based on years of service, to address salary compression issues.

Summary of Changes in the 2013-2015 Collective Bargaining Agreement between PSU and AAUP

2013-2015 Collective Bargaining Agreement between PSU and AAUP


 

PSU and faculty union reach tentative contract agreement that averts a strike 

Portland State University and the American Association of University Professors reached a tentative contract settlement Sunday after marathon weekend negotiations that avoids a threatened faculty strike.

"We are pleased to announce that we have come to a fair agreement with the AAUP that offers salary increases for faculty for each of the next two years and settles the issue of the union's role in tenure and promotion and post-tenure review guidelines," said PSU President Wim Wiewel. "The agreement also is fiscally responsible for PSU, as our priority has been to balance our budget and protect academic and student programs."

Mary King, PSU economics professor who is president of the campus chapter of the AAUP, said: "PSU faculty and academic professionals are very happy to have reached an agreement with the PSU administration that retains valued contract protections for the faculty role in university governance, increases the stability of the faculty by significantly increasing the proportion of full-time, non-tenure track faculty on two or three-year contracts, creates a clear mechanism for inclusive planning for academic quality and provides for a more equitable pay structure. We look forward to working more closely together with PSU students, part-time faculty, staff and administration to make PSU the university our students and city deserve."

The agreement ends a year of contract negotiations with the AAUP, which represents 1,200 tenured and tenure-track professors, fixed-term faculty and academic professionals. Contract terms were hammered out with the help of state mediators after representatives for PSU and AAUP spent 32 hours in negotiations Friday, Saturday and Sunday morning. The agreement must be ratified by AAUP-represented faculty later this month.

Under the contract terms, the largest increases go to the lowest paid AAUP-represented faculty and academic professionals. Details include:

- All salaries increased to at least $40,000.
- 2.5 percent salary increases effective at the beginning of both 2014 and 2015.
- An additional one-time salary increase of 1.5 percent for tenure, tenure track and fixed-term faculty in fiscal year 2014-15 to help faculty salaries move closer to their peers at comparative institutions.
- Better job security for non-tenure track faculty by increasing the length of contracts for the most senior faculty members and shortening time for eligibility.
- Agreement regarding promotion and tenure and post-tenure review guideline roles: the Faculty Senate will be responsible for drafting a new post-tenure review process and AAUP will retain a role in approving changes to promotion and tenure processes.
- For certain academic professionals, a one-time salary increase in fiscal year 2014-15, based on years of service, to address salary compression issues.

The agreement is the final contract settlement involving PSU's represented employees. Part-time adjunct faculty represented by the American Federation of Teachers and classified staff represented by the Service Employees International Union approved contracts with PSU last year. Portland State University is the largest and most diverse university in Oregon with 29,000 students.

"The PSU community--faculty, students, administration and staff--can now come together for a successful and uninterrupted spring term," President Wiewel said.

 


 

PSU responds to AAUP’s notice to strike  

Portland State University received notice Thursday that American Association of University Professors (AAUP) represented faculty could go out on strike on April 16.


Despite the strike notice, the University and the union will resume negotiations Friday to try and reach an agreement on faculty pay and other contract issues.


Last week, PSU modified its earlier offer to increase salaries and job security for union members. In addition to the salary offer below, PSU would increase job security for fixed-term faculty by reducing the years to seniority from six years to four years and by increasing the minimum percentage of fixed-term faculty with seniority on multi-year contracts from 45 to 60 percent. Here is the latest salary offer:


  • Fixed-term faculty earning below $40,000: 2 percent to 7.59 percent increase in 2014 plus 2 percent increase in 2015.   
  • Academic Professionals earning below $40,000:  2 percent to 5.81 percent increase in 2014 plus 2 percent increase in 2015. 
  • Fixed-term faculty and Academic Professionals earning between $40-50,000: 2 to 3 percent increase in 2014 plus 2 percent increase in 2015.   
  • Fixed-term faculty and Academic Professionals earning more than $50,000: 2 percent increase in 2014 plus 2 percent increase in 2015. 
  • Tenure-related faculty: 2 percent increase in 2014 plus 2 percent increase in 2015. 

The largest increases would go to the lowest paid AAUP-represented faculty and academic professionals.

 

“PSU has offered raises that are fair within our fiscal constraints. We have agreed to improve job security for non-tenure track faculty,” said President Wim Wiewel. “We want a settlement, not a strike.”


PSU will continue to work toward resolving disagreements with the AAUP to reach a fair contract settlement and avert a strike. PSU’s goal is to keep students on track with their courses, but some services would be disrupted by a strike. The impact on classes is difficult to predict because not all AAUP members would strike and many classes are taught by adjunct faculty who are not represented by the AAUP.  Specific plans will be announced if a strike becomes imminent.


Updates are posted on http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update.  This site also includes links to previous contract offers, data on faculty and administrative salaries, faculty fact sheets and frequently asked questions about a potential strike and other relevant information.


 

Frequently Asked Strike-Related Questions

Frequently Asked Questions About Negotiations and Mediation

University Guiding Principles

 

Correction to March 28 update on PSU-AAUP negotiations 

The message to campus on Friday, March 28, incorrectly reported the latest salary offer by Portland State to the American Association of University Professors. The figures in the message were miscalculated, and the University apologizes for the error. The correct proposal is:

  • Fixed-term faculty earning below $40,000: 2 percent to 7.59 percent increase in 2014 plus 2percent increase in 2015.  
  • Academic Professionals earning below $40,000:  2 percent to 5.81 percent increase in 2014 plus 2 percent increase in 2015.
  • Fixed-term faculty and Academic Professionals earning between $40-50,000: 2 to 3 percent increase in 2014 plus 2 percent increase in 2015.  
  • Fixed-term faculty and Academic Professionals earning more than $50,000: 2 percent increase in 2014 plus 2 percent increase in 2015.
  • Tenure-related faculty: 2 percent increase in 2014 plus 2 percent increase in 2015.

The largest increases would go to the lowest paid AAUP-represented faculty and academic professionals. This offer came after Portland State and the AAUP met twice last week with a state mediator to negotiate a new contract. The University modified its earlier offer to further increase salaries and job security for union members. In addition to the salary offer above, PSU would increase job security for fixed-term faculty by reducing the years to seniority from six years to four years and by increasing the minimum percentage of fixed-term faculty with seniority on multi-year contracts from 45 to 60 percent.

The University is committed to continue negotiations with the AAUP to try to reach a contract agreement. 

The current offer and updates are posted on http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update. This site also includes links to earlier contract offers, data on faculty and administrative salaries, faculty fact sheets and frequently asked questions about a potential strike and other relevant information.

University Revised Final Offer 3/24/14



 

March 21 update on PSU contract negotiations with AAUP  

Portland State and the American Association of University Professors are scheduled to meet with a mediator on Wednesday, March 26, to resume negotiations toward a contract settlement.


PSU is committed to meet at any time to try to reach an agreement. If an agreement is not reached when students and staff return from spring break on March 31, the University will communicate contingency plans in case the AAUP calls for a faculty strike. Students would be impacted by a potential strike, and PSU will work hard to avert a disruptive strike by offering contract terms that are fair to faculty. We are committed to resolve disagreements and have a successful spring term.
 


Updates are posted on http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update.  This site also includes links to new details of the latest contract offer, data on faculty and administrative salaries, faculty fact sheets and frequently asked questions about a potential strike and other relevant information.




 

3/14/14: PSU statement on contract mediation session

The bargaining teams for Portland State University and the American Association of University Professors met with a state mediator Friday for the first time since January 27.

Both sides discussed the contract offers that were submitted after the AAUP declared an impasse on February 24. The University’s latest offer, which was made March 3, reflects key concessions from the positions PSU set forth last November, before a state mediator entered negotiations.  

The PSU bargaining team informed the mediator that the University would like to continue negotiations to try to move toward an agreement on the issues. The AAUP bargaining team ended the bargaining session at noon.

PSU made clear that its bargaining team is ready to meet at any time to negotiate terms of a new contract, and the University delivered the following message to the mediator to convey to the AAUP:

“We are willing to move from our final offer. We are willing to move beyond (options) A and B if there is a proposal from AAUP that shows some reasonable good faith movement and gives us some hope that we aren’t simply bargaining against ourselves. We are willing to meet as long as AAUP is willing to negotiate.”

The University will communicate regularly with students, faculty and staff to update the status of contract negotiations and contingency plans. Updates are posted on  http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update.  That site also includes links to details of the March 3 contract offer, fact sheets and frequently asked questions about a potential strike and other relevant information. 


 

3-13-14: PSU statement on AAUP strike vote

The vote by the American Association of University Professors to authorize a strike at Portland State University does not mean the faculty will walk out on April 3. Faculty members have never gone on strike in PSU’s history. It does mean that the University and the AAUP will work diligently in the next three weeks to avoid a strike and negotiate a fair contract settlement.

Our top priority is to ensure that students remain on track with their courses. Spring term will open on schedule March 31, and registration for spring continues normally. If no agreement is reached by April 3 and the AAUP decides to strike, PSU has policies and procedures in place to remain open and continue campus operations. PSU”s seven schools and colleges are developing plans to maintain classes in the event of a strike, and those details will be announced soon.  

The University will communicate regularly with students, faculty and staff to update the status of contract negotiations and contingency plans. Updates will be posted on  http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update.  That site also includes links to fact sheets and frequently asked questions about a potential strike, PSU’s most recent contract offer and other relevant information.

PSU and AAUP are scheduled to meet Friday, March 14, to continue negotiations, and the strike vote makes it imperative that both sides work together to reach an agreement that will benefit faculty, students and the PSU community. 


 

University's Final Offer 3/3/14

PSU statement and background of final contract offer to AAUP   

Portland State University submitted a final contract offer to the American Association of University Professors on Monday, March 3. Under collective bargaining rules, there is now a 30-day “cooling off” period, during which PSU will continue to work to negotiate a new agreement.  Registration for spring term will continue normally, and the spring term will open as scheduled March 31. PSU’s priority is to ensure that students remain on track with their courses.

PSU’s contract offer includes two options:

  • Option A is a 3 percent raise over two years (2014 and 2015), continued  health care and pension benefits and changes in contract terms regarding policy making and shared governance.  For example, the union would be required to be consulted on changes to promotion and tenure guidelines.
  • Option B is a 4 percent salary raise over two years, continued health care and pension benefits and other changes to contract language. For example, the Faculty Senate and administration would reserve authority over changes to promotion and tenure guidelines without consulting with the union. 

In the past two years, PSU has increased faculty salaries by 8 percent.  The university is offering smaller pay increases to all employees this year and next year because of a large shortfall that requires cuts and other steps to balance the 2014-15 operating budget. Employee salaries and benefits make up 81 percent of PSU’s operating budget, and raises beyond 4 percent would result in deeper cuts that would impact students across the university.

At the beginning of this year, PSU projected a $15 million budget shortfall for 2014-15 and is making strategic decisions to balance the budget and put the university on a sustainable fiscal path. A sustainable revenue and spending plan will enable long-term investments in academic programs, faculty research and student support. The $15 million gap is about 5 percent of the projected $276 million education and general fund budget for 2014-15.

In the past five years, the cost of wages, PEBB health insurance costs and PERS pension costs has increased by nearly $47 million. Those increases were offset by an increase in income from tuition and fees of $47 million. Over the same time period, however, state funding has decreased by $15 million. The combined effect has led to the current budget shortfall.

To help bridge the gap, the university has frozen salaries for two years for unrepresented administrators who earn $100,000 or more, required the football program to be self-sustaining, approved pay raises of 2 percent a year on the first $50,000 of income for unrepresented employees who earn less than $100,000, reduced capital expenditures and retained online fees. Those steps combined with an increase in tuition revenue surpassing projections have reduced the projected shortfall to $7.5 million for next fiscal year.  

PSU recognizes the excellent work of our faculty and will work diligently this month toward a fair contract settlement.

The PSU bargaining team has been posting regular updates summarizing the progress of negotiations at http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update. Students, staff and faculty can stay informed of future developments by following this site.

 


2/28/2014 University Proposal

PSU statement on AAUP declaring impasse in negotiations

Portland State University’s bargaining team is disappointed that the American Association of University Professors has chosen to declare an impasse at a time when negotiations are making progress with a mediator. We are confident that a fair and equitable contract settlement can be reached. As always, our priority is to ensure that students remain on track with their courses.  

We remain committed to reaching an agreement for a new contract for our tenured, tenure-track and fixed-term faculty, and academic professionals.  Now that the union has declared an impasse, the University and the union have seven days to submit a final contract offer. Under collective bargaining rules, a 30-day “cooling off” period is then required, and PSU will continue to work hard during this period to negotiate an agreement.

If an agreement is not reached, however, PSU has policies and procedures in place to maintain campus operations in the event of a strike by any group of represented employees, including faculty. Registration for spring term continues normally, and the spring term will open as scheduled on March 31.  

We recognize the excellent and committed work of our faculty and share the desire for a fair contract. We will continue to work toward that goal so that everyone – faculty, staff and administrators – can focus on our students and our community.  

The PSU bargaining team has been posting regular updates summarizing the progress of negotiations at http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update. Students, staff and faculty can stay informed of future developments by following this site.



 

AAUP and PSU begin collective bargaining efforts

To improve transparency and keep the campus informed, the PSU bargaining team will post regular updates summarizing the issues and progress of negotiations. These updates will focus on specific issues discussed at the bargaining table.


 

PSU-AAUP Collective Bargaining: 1/30/14

On Monday, January 27th, the University and AAUP met with the state mediator to continue to negotiate.  The parties agreed to extend the current contract through February 28, 2014 and scheduled an additional session for February 10th.

 

In addition the University has shared with AAUP a response to the AAUP’s open letter found on its website.  It can be found here.



 

University Statement on Negotations with AAUP: 1/28/14

Several students at PSU have asked whether there will be a faculty strike that will cancel classes later this term.  To be clear, the PSU chapter of the American Association of University Professors, which represents tenured, tenured-track and fixed-term faculty, remains in contract negotiations with the university.

 

While the university remains committed to reaching an agreement, PSU has policies and procedures in place to maintain campus operations in the event of a strike by any group of represented employees, including faculty. Our top priority is to ensure that students remain on track with their courses.

 

A mediator has been working with the faculty and the administration to settle terms for a new contract, and they remain at the negotiating table to try to reach an agreement. Under collective bargaining rules, an impasse would have to be declared before the union can ask its members to vote on a strike, and no impasse has been declared. A strike cannot take place until at least 30 days after an impasse. However, PSU is hopeful that mediation will move negotiations forward and help settle terms for a new contract. The university and the faculty union have extended the current contract through February 28.

 

The PSU bargaining team has been posting regular updates summarizing the progress of negotiations at http://www.pdx.edu/oaa/2013-2015-psu-aaup-collective-bargaining-update Students, staff and faculty can stay informed of future developments by following this site.



PSU-AAUP Collective Bargaining: 1/14/14

Portland State University and the American Association of University Professors (AAUP) union continue to work toward a new collective bargaining agreement for 2013–2015. Following more than six months of direct negotiations, the University requested mediation. Since that time, the University and AAUP have engaged in four days of negotiations mediated by a state-appointed mediator.

At the outset of negotiations, the University articulated two key objectives: 

  1. Agreement on compensation that takes into account the University’s financial realities;
  2. Appropriate alignment of roles and responsibilities among the Faculty Senate, the union and the administration in areas involving shared governance and management rights, such as the establishment of promotion, tenure and post-tenure review criteria and processes; and the establishment and revision of university policies.

The University remains committed to these objectives in negotiating a fair contract with union representatives. A fifth mediation session is scheduled for Monday, January 27, 2014. The University has also agreed to extend the current AAUP contract through January 31, 2014. 

The following is a summary of the status of negotiations on key articles and includes the University’s positions in its most recent package proposal:

  • Article 8: State law provides that an employer can make changes to established policies and procedures (a.k.a. past practices) during the term of a contract if the employer provides notice to the union and engages in good faith bargaining. The University is seeking to clarify that it retains its right under state law to make changes to past practices in a manner that is consistent with the law. 
  • Articles 14, 16 and 18 (Sec. 4): These articles relate to the establishment of criteria and processes for promotion and tenure and peer review. Responsibility for peer review and faculty evaluation falls within the purview of the Faculty Senate as part of its shared governance role within the University. 
To support effective shared governance and to strengthen the role of the Faculty Senate regarding peer review and faculty evaluation, the University seeks to eliminate contractual barriers that limit the Faculty Senate’s authority. These changes will better enable Portland State to address the recommendation of the Northwest Commission on Colleges and Universities, the regional accreditation agency, regarding the University’s post-tenure review process. 
The University has consistently acknowledged the union’s role in protecting the procedural rights of faculty members by retaining the ability to bring grievances alleging violations in review processes. 
  • Article 17: The University’s proposal clarifies existing language allowing the university to end the appointment of an academic professional with adequate notice (90, 120 or 180 days, depending on length of service), as currently provided in the contract. 
  • Article 19: The University proposes to retain the current level of support for professional development. The University proposal seeks to allow the Faculty Senate’s Faculty Development Committee, with oversight by the Provost’s Office, to administer the professional development programs and to make appropriate awards from these funds. 
  • Article 30: The parties continue to exchange salary proposals.
  • Article 31: The University has proposed to continue paying 95 percent of monthly PEBB premiums for employees and their families.
Other labor agreements reached
  • SEIU 503: In September 2013, the Oregon University System on behalf of PSU and the state’s other public universities, successfully negotiated a new contract with classified staff, represented by Service Employees International Union 503 (SEIU). 
  • PSU-AFT: In November 2013, the University successfully completed labor negotiations with the Portland State University Faculty Association, the bargaining unit representing adjunct faculty. The new 2013–2015 agreement includes annual mid-year salary increases of 3 percent for employees earning the minimum compensation rate, and a 1-percent increase for those above the minimum rate.
  • Unclassified/Unrepresented: The University has also announced a salary plan for unrepresented employees for the 2013-14 and 2014-15 fiscal years. Those making less than $100,000 will receive 2-percent increases on January 1 of each year on the first $50,000 of income only. Those earning over $100,000 were not given raises. This agreement breaks from the past pattern of awarding unrepresented staff concurrent and equivalent raises as those received by AAUP members.
  •  


 

PSU-AAUP Collective Bargaining: 6/4/2013

Representatives of Portland State University and the PSU Chapter of the AAUP met on Tuesday, June 4, 2013, to continue work on a new collective bargaining agreement for 2013-2015. 

The parties tentatively agreed to University revisions regarding Article 36 – Outside Employment, updating website information.

The University proposed revisions to Article 34 – Library Development Days.

AAUP proposed revisions regarding Article 17 – Academic Professionals and Article 18 – Fixed-Term Faculty.

The next collective bargaining meeting is scheduled for Tuesday, June 25, 2013, from noon to 3 p.m. in Market Center Building, Room 651. Articles to be discussed include:

  • Article 16 – Institutional Career Support/Peer Review;
  • Article 19 – Professional Development and Support;
  • Article 30 – Salary and Retirement; and,
  • Article 31 – Insurance.

 


 

PSU-AAUP Collective Bargaining: 5/21/2013

Representatives of Portland State University and the PSU Chapter of the AAUP met on Tuesday, May 21, 2013, to continue work on a new collective bargaining agreement for 2013-2015.

Representatives at this meeting discussed Article 27, Progressive Sanctions and Letters of Agreement #3, #4, and #5.

The parties signed tentative agreements to end Letters of Agreement #3, #4, and #5. The parties also agreed to extend the current Contract through November 30, 2013, to allow adequate time to negotiate a new agreement.

The University proposed revisions to Article 27 – Progressive Sanctions, meant to address the following:

  • Clarifying roles of the parties involved in the disciplinary process;
  • Updating language regarding suspension or disciplinary leave pending the outcome of an investigation or disciplinary process; 
  • Revising current practice by giving supervisors or deans the authority to manage discipline at the level of written reprimand or lower (the current agreement requires that a complaint be filed with the President or his designee in order for a written reprimand to be issued).


AAUP asked the University’s to clarify its position on removing contractual barriers that limit the Faculty Senate’s authority, relevant to establishing and maintaining peer review and evaluation policies and procedures.

The University restated its view that the Faculty Senate represents PSU faculty in the shared governance of the institution. As such, peer review and evaluation policies should originate from the Faculty Senate rather than the bargaining table. The University said that it is inappropriate for the union to exercise veto authority over the Faculty Senate regarding peer review and evaluation.

The University also reiterated that proposals for Articles 14 and 16 and portions of Articles 17 and 18 do retain the union’s ability to use the grievance and arbitration provisions of the collective bargaining agreement to protect a member’s procedural rights in such processes.

The next collective bargaining meeting is scheduled for Tuesday, June 4, 2013, from noon to 3 p.m. in Smith Union room 296. Articles to be discussed include:

  • Article 17 – Academic Professional Faculty;
  • Article 18 – Fixed-Term Instructional and Research Faculty;
  • Article 34 – Library Faculty Development Days;
  • Article 35 – Personnel Files;
  • Article 36 – Outside Employment.

 


 

PSU-AAUP Collective Bargaining: 5/7/2013

On May 7, 2013, representatives of Portland State University and the Portland State University chapter of the American Association of University Professors (AAUP) met to continue work on a new collective bargaining agreement for 2013-2015.

Representatives at the meeting discussed contract articles related to peer review and evaluation: Article 14; Article 16; Article 17, Section 8; and, Article 18, Section 4.

The University proposed replacements to these contract articles, explaining that the establishment, maintenance, and modification of guidelines for promotion, tenure, and post-tenure review fall within the traditional role of the Faculty Senate.

The University supports the Faculty Senate’s role as the representative of the faculty in the shared governance of PSU, and thus intends to remove contractual barriers that limit the Faculty Senate’s authority in these areas.

The University’s proposal retains the union’s current role in assisting faculty members who believe that applicable guidelines have not been followed. Under this proposal, the union would retain the ability to file a grievance on behalf of a member alleging a violation of applicable guidelines for promotion and tenure and post-tenure review, or of guidelines relevant to fixed-term faculty or academic professional employees.

In response to questions from the union, the University said that it does not intend to alter the tenure timeline currently provided for in the Oregon Administrative Rules.

The next collective bargaining meeting is scheduled for Tuesday, May 21, 2013, from noon to 3 p.m. in Market Center Building room 651. Articles to be discussed in the next session include:

  • Article 17 – Academic Professional Faculty;
  • Article 18 – Fixed-Term Instructional and Research Faculty;
  • Article 27 – Imposition of Progressive Sanctions;
  • Letter of Agreement #3 – PSU and AAUP Workload Task Force;
  • Letter of Agreement #4 – PSU and AAUP Task Force on Peer Review/Career Support for Research and Instructional Faculty; and
  • Letter of Agreement #5 – Joint PSU and AAUP Task Force on Work/Life Balance Issues for Academic Professionals.


 

PSU-AAUP Collective Bargaining: 4/24/2013

On April 24, 2013, representatives of Portland State University and the Portland State University chapter of the American Association of University Professors (AAUP) met to begin work on a new collective bargaining agreement for 2013-2015.

The current agreement runs through August 31.
    
Carol Mack, Vice Provost for Academic Personnel and Leadership Development and bargaining team lead, made opening statements for the University.

She gave context to the current environment for higher education: declining state support, rising student debt, a state mandate to educate a greater percentage of Oregonians, pressures to develop new programs that serve the needs of students and industry, and the emergence of disruptive technologies in delivering education content for little to no cost.

Mack also spoke about the importance and value of shared governance with faculty, and the Faculty Senate’s key role in areas such as curriculum, methods of instruction, peer review, evaluation, and faculty status. She articulated the administration’s support for maintaining and strengthening this shared governance role of faculty, acting through the Faculty Senate.

Mack introduced the University’s guiding principles for collective bargaining, which include:

  • Faculty members and Portland State University play a critical role in the governance of the University.
  • The University is committed to maintaining and valuing the role of faculty, acting through the Faculty Senate, in the shared governance of the University, in order to continue to provide quality programs for students and continue to thrive as a University.
  • The University is committed to sound and responsible fiscal stewardship and financial stability, balanced with student access and opportunity.

Mack cited a letter from the February 2012 accreditation letter to PSU, in which the Northwest Commission on Colleges and Universities recommended that it strengthen uneven policies and practices related to post-tenure review. These recommendations reflect areas of concern that, if not addressed, may lead to finding the University out of compliance on subsequent reviews.


The parties agreed to discuss the following articles at the next session:

  • Article 14 – Promotion and Tenure;
  • Article 16 – Institutional Career Support/Peer Review;
  • Article 17 – Academic Professional Faculty; and,
  • Article 18 – Fixed-Term Instructional and Research Faculty.

The next collective bargaining meeting is scheduled for Tuesday, May 7, from noon to 3 p.m. in Smith Memorial Student Union room 294.

 

AAUP and PSU Collective Bargaining Agreement 2011-2013

AAUP and PSU Collective Bargaining Agreement 2009-2011