To:   
Fr:  
       
Fr:    

 
University of Portland Faculty Members 
Thomas Greene, Provost 
Alan Timmins, Vice President for Financial Affairs 
Mindi Logan, Chair of Faculty Welfare Committee 
and Members: Stephanie Michel, Tamar More, Hans Nordstrom, Tara Prestholt, Kaye 
Wilson-Anderson  
February 23, 2017 
Compensation Decisions 

Dt:  
Re:   
 
The following elements describe the status of faculty compensation for 2017-18. This effort is in 
accordance with the strategic plan, Vision 2020, Tactic E.2.3: “Review, monitor, and maintain 
appropriate compensation levels for faculty and staff.”  Stage 1 provides an initial step in 
addressing some of the most critical issues. 
 
Stage 1: 2017 -18 
• Minimum beginning tenure-track assistant professor salary across all units:  $60,000, a 
$5,000 increase.  All faculty hired this year meeting the above criteria are included. 
 
• All full-time tenure-track assistant professor faculty members currently under $60,000 
will be raised to $60,000 plus eligible for a merit pool increase which is 2.5% this year. 
 
• All full-time tenured full professors will be increased 4% plus eligible for a merit pool 
increase which is 2.5%.   
 
• General merit pool for all faculty members in 2017-18 is 2.5%. 
 
Stage 2: Subsequent 2 -3 Years  
• Engage in a compensation study with CASAGRANDE CONSULTING beginning in the 
spring of 2017. All ranks and disciplines of faculty will be reviewed along with any gaps 
or overlaps between ranks. This firm operates independently and strives for fairness 
which will help the University attain and then maintain its strategic plan tactic (E.2.3). 
Implementation of recommendations from this compensation study will occur in the 
subsequent 2-3 years in accordance with Vision 2020. The entire goal of stage 2 is to 
create a sustainable plan going forward that allows the University to maintain 
appropriate compensation once the recommendations have been implemented. 
 
If you have questions, you may contact any of the authors of the memo.