New Hire: If a person who is not currently an Oregon Tech employee is hired, generally the starting salary is the first step in the range. In some cases, a higher step may be required in order to attract a qualified candidate. If you wish to offer a starting rate of pay at any step above first step, you need the approval, in writing, of your Vice-President. Employees, who are new to Oregon Tech, will be eligible for a step increase after one year, and annually from that date until they reach the top of the range.
Promotion: Employees who are promoted (to a position in a higher salary range) from another classified position at Oregon Tech, get a step increase upon promotion. If a one-step increase is not sufficient to place them at the first step of the new range, they will be paid the first step of the new range. Promoted employees are eligible for another step increase after six months and annually from this date until they reach the top of the range. In all cases, step increases are based on merit.
Transfer/Demotion: Classified employees who transfer or demote (go to a position in the same salary range or lower) get no increase at the point of transfer or demotion but are eligible for a step increase at their regular increase date, until they reach the top of the range. Employees who demote may not be paid more in their base salary than the top step of the new salary range.
Annual Salary Increase: Employees with satisfactory performance are eligible for a step increase on the anniversary date of their hire until they have reached the top step of the salary range. In all cases, step increases are based on merit.
Special Merit Increase: Supervisors may give special merit increases to recognize and reward exceptional performance. A special merit increase is generally a one-step increase. Employees at the top step of their salary range are not eligible for special merit increases. The granting of a special merit increase does not affect the date of the employee's regular merit review date. If you wish to give a special merit increase, you must submit your request with rationale to the Human Resources Office with approval by the Vice-President of your area.
Work-Out-Of-Class: Employees who are assigned the work of another position in a higher salary range for a limited period that is at least ten consecutive calendar days, shall be paid at what would be the next higher step or the first step of the higher salary range, whichever is greater. Requests for work-out-of-class should be submitted in writing to the Office of Human Resources. If the employee is performing work out of class for training or developmental reasons, they should be notified in writing of the purpose and length of the assignment and shall receive no extra pay.
Leadwork: Employees who are formally assigned by their supervisor in writing of leadwork over two or more bargaining unit employees in the same or lower salary range for ten consecutive days or longer are eligible for a 5% leadwork differential. Leadwork differential does not apply to employees in classifications which normally perform oversight or leadwork duties. Certain classifications (Office Assistant, Food Service Worker 1-2, Custodian, and Laborer l) are eligible for leadwork if they are assigned leadwork responsibility as outlined above over 4 or more student employees if the combined work equals 40 hours or more per week. Requests for leadwork differential must be submitted in writing to the Office of Human Resources.
IT Bonus: For more information about these pay definitions, see the OPEU Collective Bargaining Agreement - Article 69.
Unclassified - Administrators & Faculty
New Hire: Starting salaries are negotiated upon an offer of hire, between the new employee and the administrator authorized to make the offer.
Department Chair: Faculty who are hired to serve as Department Chairs receive a stipend of $1500 annually for administrative duties.
Program Director: Faculty who are hired to serve as Program Directors receive a stipend of $1250 annually for administrative duties.
Merit Increase: Merit increases are given in accordance to budget availability and are based on performance evaluations.