PSU remains committed to reaching a fair agreement that meets the needs and interests of our employees, protects our students’ investment in their future, and advances PSU’s strategic goals. As is well established, the university is facing a projected $18M budget deficit for FY25. We must manage the institution’s long-term financial sustainability when reaching an agreement.
The University submitted a comprehensive Last, Best, and Final offer to AAUP on Feb 27, 2025. The full proposals of both PSU and AAUP are posted on the State of Oregon Employment Relations Board webpage. The following presents a comparison of the PSU and AAUP offers. For AAUP's comparison of the offers, see their blog.
The University’s Last, Best, and Final Offer includes all prior tentative agreements. To highlight some of the key agreements that have already been reached:
- A new Conference Travel Fund ($150,000/yr) to address concerns about increasing expenses related to conference travel.
- A new Research Bridge Fund to support grant-funded faculty who may have a pause or disruption in their funding ($150,000/yr).
- A 5% pay differential for those academic professionals whose position description requires another language proficiency as a minimum qualification.
- Adjustments to the probationary period for NTTF faculty who take protected leave (similar to what is allowed for TTF).
The following sections compare the elements of the offer.
Economics
The University’s economic proposal package represents a significant investment over the proposed contract term within the limits of our financial position. The following is the selected comparison of the key offer details. You can see a complete comparison of the economic offers in this Google Sheet.
Annual Increases
| PSU Final Offer (February 27) | AAUP Final Offer (February 27) |
|---|
3.25% COLA for all active bargaining unit faculty members for FY 25. A one-time payment of $500 for all active bargaining unit faculty members. Effective upon ratification* CPI determined for FY26, 27, 28. 1.75% ≤ CPI ≤ 3.5% | 5.75% COLA for all active bargaining unit faculty members. Effective Apr/May CPI determined for FY26, 27, 28. 1.75% ≤ CPI ≤ 3.5% |
*If ratification happens on or prior to the 5th of the month, the COLA increase will be effective for the current month. If ratification happens after the 5th, the COLA increase will be effective for the following month. Example: For March 4th ratification, an increase will be included in the March 31 paycheck. March 15th ratification, the increase will be included in April 30 paycheck. Signing Bonus: Payment of the signing bonus will be made in the calendar month following the application for the COLA increase.
Review Related Increases
| Item | Current Contract | PSU Final Offer (February 27) | AAUP Final Offer (February 27) |
|---|
| Post Tenure Review | $4,788 | $5,100 (+6.5%) | $5,100 (+6.5%) |
| Post Continuous Appointment Review | $1,900 | $2,400 (+26.3%) | $3,000 (+57.9%) |
| AP Advancement | $1,600 with a 4 year cycle | $1,800 with a 4 year cycle (+12.5%) | $3,200 ($800 per year) (+100%) |
Salary Pool Adjustments (CIE/TMI)Review Related Increases
| Effective Date | Current Contract | PSU Final Offer (February 27) | AAUP Final Offer (February 27) |
|---|
| TTF (~570 members) | $426,337 | $445,000 (+4.4%) | $455,000 (+6.7%) |
| NTTF-I (~220 members) | $202,198 | $225,000 (+11.3%) | $225,000 (+11.3%) |
| AP (~300 members) | $180,869 | $225,000 (+24.4%) | $225,000 (+24.4%) |
There are differences in how the CPI range was presented in the University and AAUP costing summaries presented to ERB. The University calculated COLAs in FY 26,27,28 at 3.5%, the top end of the possible range to understand the total potential costs. AAUP’s costing model assumed lower COLAs: FY26: 2.4%, FY27: 2.3%, FY28: 2.2%. As the COLA has compounding effects on the total contract costs, it significantly impacts the presented costs. The University also includes $3,404,311 in contract roll-up costs in its cost summary, as it is part of the current shared costing model the parties are using in negotiations. To compare the proposals on the same basis, the University re-costed its final proposal using AAUP’s assumptions, which are presented in the table below.
Adjusted Cost Comparison (Total Contract Impact)
| Item | PSU Final Offer Revised to Reflect AAUP COLA Assumptions in FY 26,27,28 (February 27) | AAUP Final Offer (February 27) |
|---|
| COLAs | $14,756,488 | $18,013,695 |
| Post Continuous Appointment Review | $191,022 | $220,217 |
| AP Advancement | $621,999 | $1,110,722 |
| Salary Pool Adjustments | $4,660,257 | $4,709,003* |
| Post Tenure Review | $1,318,396 | $1,263,741 |
| Total | $21,548,162** | $25,317,378 |
* Adjusted from AAUP cost sheet to reflect correction identified by PSU
** Does not include $3,404,311 in contract roll-up costs included in PSU FOCS on ERB
Layoff, Recall, Notice
Members of the AAUP bargaining unit have stronger job protections than any other employee group at PSU. The AAUP contract provides a robust and detailed process for layoffs of bargaining unit members. The University has been strategic in its hiring and vacancy management for some time, and layoffs of AAUP members are not common. In reviewing data as part of the bargaining process, the teams identified that from 2018 to 2024, 6 academic professionals were laid off, and another 9 had partial FTE reductions. During that same time period, a total of 4 NTTFs were laid off with Article 18 and another 9 in IELP using Article 22. No tenure-related faculty members were laid off during this period, and the teams could not recall the layoff of any tenure-related faculty members in the last 30 years.
AAUP has proposed contract language that would create a new shared governance process to be completed before any layoff notice period starts. The University does not believe it is appropriate for the AAUP contract to impose shared governance processes. The CBA governs employment relations, not shared governance.
Shared governance refers to the complex inter-relationship between the Board of Trustees, the University administration, the University Faculty, other University employees, and PSU students, and it is outlined in various documents and agreements between these groups, including the Faculty Constitution. The Union and Faculty Senate have distinct and separate roles. The University is committed to preserving and respecting the responsibilities of each. This does not mean that the University is not committed to shared governance. On the contrary, the university community has been engaged in many ways, particularly in these past two years.
The University has offered counter proposals to many aspects of the AAUP proposals. The following tables compare the key layoff notice and recall provisions. Notably, the AAUP proposal appears to reduce the job security of tenured faculty by allowing the University to layoff tenured faculty without going through the Article 22 process.
Notice Periods
| Item | PSU Final Offer (February 27) | AAUP Final Offer (February 27) |
|---|
| Tenured | 12 calendar months (P&T guidelines and PSU Standard) | 12 calendar months |
| Tenure Track | 1st yr: 3 months
2-3 yr: 6 months
3-6 yr: 12 months
(P&T guidelines and PSU Standard) | 1st yr: 3 months
2-3 yr: 6 months
3-6 yr: 12 months |
| NTTF-I Probationary | 1st yr: 2.5 months (April 1)
2-3 yr: 5.5 months (Jan 1)
3-6 yr: 5.5 months (Jan 1) | 1st yr: 3 months (Mar 15)
2-3 yr: 6 months (Dec 15)
3-6 yr: 12 calendar months |
| NTTF-I Continuous Appointment | 9 calendar months Deletes notice-to-notice requirement | 12 calendar months Deletes notice-to-notice requirement |
| AP | 1 years = 3 months;
1+-3 years = 4 months;
3+-6 years = 6 months
6-more = 7 months; Notice ends with 80 hrs in a month to continue health benefits to end of next month | 1 years = 3 months;
1+-3 years = 4 months;
3+-6 years = 6 months
6-more = 12 months; Notice ends with 80 hrs in a month to continue health benefits to end of next month |
| Severance/Notice Substitution for all layoffs | At the University's discretion, part or all of the timely notice period may be replaced by the provision of a severance payment equal to the salary that would otherwise be due to the faculty member and the cost of health care benefits and retirement contributions that PSU would otherwise pay on behalf of the faculty member during all or any remaining notice period. | By mutual agreement between the faculty member and University, part or all of the notice period required under this section may be replaced by the provision of a severance payment equal to the salary and cost of benefits that would otherwise be due to the faculty member |
| Continued Email and Library Access | Any faculty member terminated under this section who has a specific need for continuing access to a pdx.edu email account after termination may request an affiliate account sponsorship through normal processes for requesting and approving sponsorship of an affiliate account. (Note: all members of the public can access the Millar Library) | Any faculty member laid off under this section who has a specific need for continuing access to a pdx.edu email account and/or Millar Library collections after layoff may request an affiliate account sponsorship through normal processes for requesting and approving sponsorship of an affiliate account. |
Recall Periods
| Item | PSU Final Offer (February 27) | AAUP Final Offer (February 27) |
|---|
| Tenured | 5 years (Article 22) | 5 years |
| Tenure Track | 2 years (Article 22) | 2 years |
| NTTF-I Probationary | NA | 2 years |
| NTTF-I Continuous Appointment | 3 years | 3 years |
| AP | 15 months (Article 14)
12 months (Article 22) | 24 months (Article 14)
24 months (Article 22) |
| | Allow AP on recall to be treated as an internal candidate for positions. | Allow AP on recall to be treated as an internal candidate for positions. |
Staff Fee Privilege
No changes to the current contract are proposed except for exceptions are available for employees or former employees (retired or laid off) to retain access to the staff fee privilege if their FTE is below 0.50 FTE (i.e., they are no longer represented by AAUP or qualify for the staff privilege per the University policy). The current staff fee privilege program is administered to meet the requirements of the IRS “Qualified Tuition Discount” program, which limits the tax benefits to current employees and retirees under certain conditions.
Staff Fee Comparison
| Item | PSU Final Offer (February 27) | AAUP Final Offer (February 27) |
|---|
| Employees on leave | Members on approved leaves as described in Article 32 (LEAVES), Sections 1, 2, 3, 4, 6, 7, 10, and 11. | Members on approved leaves as described in Article 32 (LEAVES), Sections 1, 2, 3, 4, 6, 7, 10, and 11. |
| Members on furlough | NA - if FTE remains above 0.50 FTE they remain eligible. | Yes |
| Retired Employees | Current policy grants non-transferable privileges to emeritus faculty. Data show this is rarely, if ever, used. Persons older than 65 have access to Senior Adult Learning Center (SALC) who can audit up to 8 credits per year, tuition free. | Yes - all retired former members |
| Laid off Employees whose FTE is below 0.50 FTE | Not eligible per policy. However, see MOA for a tuition scholarship program for laid-off employees this AY. | Provide a PSU scholarship program for laid-off employees or dependents at PSU. UG full-time, $30,000
UG part-time: $12,000
GR full-time: $24,000
GR part-time: $13,500 |
Support of Laid-Off Faculty
The University has proposed an MOA (separate from contract negotiations) to provide significant support to laid-off faculty, including job placement assistance, a one-time severance payment (up to $20,000), and a 4-year tuition scholarship to be used at PSU only for any member or dependent currently using the staff-fee privilege this AY for up to 12 terms (UG) and 6 terms (GR). The value of the scholarship is for a UG full-time, $12,000; UG part-time: $6,000; GR full-time: $12,000; GR part-time: $6,000. The severance and the tuition program are from the one time sustainability funding provided by the HECC.