The Oregon Compensation Program for Officers and Certain Key Management Personnel is an initiative implemented by the state of Oregon to ensure fair and competitive compensation for officers and key management personnel working within various state agencies and departments. This program aims to attract and retain highly skilled individuals in leadership positions by offering competitive salaries, benefits, and incentives. The program consists of several types of compensation packages, each designed to address the unique needs and responsibilities of officers and key management personnel in different sectors. Some of these packages include: 1. Law Enforcement Compensation Program (LEAP): This package focuses on officers and management personnel serving in law enforcement agencies, such as state police, sheriff's departments, and correctional institutions. It includes a base salary, overtime pay, hazard pay, special duty pay, and other allowances specific to law enforcement duties. 2. Administrative Compensation Program (ACP): The ACP caters to officers and key management personnel working in administrative roles within state government agencies. This program provides competitive base salaries, performance-based bonuses, professional development opportunities, and other incentives to encourage effective leadership and management skills. 3. Healthcare Compensation Program (HCP): Aimed at medical officers and healthcare management personnel, the HCP offers competitive salaries, comprehensive health benefits, retirement plans, and other financial incentives. Additionally, it supports continuous professional development and training to enhance the quality of healthcare services provided to the community. 4. Education Compensation Program (ECP): The ECP is designed for officers and key management personnel contributing to the field of education, including superintendents, principals, and other education administrators. This program offers competitive salaries, performance-based bonuses, specialized training opportunities, and benefits to attract and retain talented individuals in educational leadership positions. Attachments to the Oregon Compensation Program for Officers and Certain Key Management Personnel may include detailed guidelines outlining salary structures, job classifications, eligibility criteria, performance evaluation processes, and other relevant information. These attachments provide transparency and clarity to both employees and employers regarding the program's implementation and expectations. In conclusion, the Oregon Compensation Program for Officers and Certain Key Management Personnel encompasses various tailored compensation packages targeting officers and key management personnel across different sectors such as law enforcement, administration, healthcare, and education. By offering competitive compensation and incentives, the program seeks to attract and retain highly skilled individuals in leadership positions, ensuring effective management within state agencies and departments.
Oregon Compensation Program for Officers and Certain Key Management Personnel with attachments
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Oregon AFSCME represents 7,000 workers in 22 state offices or departments, including 3,300 who will be covered under this contract. The terms of the agreements are similar. Under both, workers would receive a 6.5% cost of living adjustment (COLA) in December 2023 and a 6.55% COLA in January or February 2025.
6.55% COLA increase in December 2023: One of the standout victories of this contract is the substantial 6.55% COLA scheduled for December 2023. This increase ensures that state workers will see a tangible boost to their income, helping them keep pace with the rising cost of living.
A salary range is established for each classification or skill level. Salary ranges specify the minimum, maximum, and service salary maximum salaries which can be paid for a classification or skill level.
Classified service includes clerical, crafts, administrative, professional, technical, service and trades professions. Unclassified Service, which includes the teaching, research, and professional faculty. Student Employment, which includes hourly student employees and graduate assistants.
Our 12% pay raise schedule is as follows: 5.5% (plus $1,275 bonus) in 2022. 3.25% in 2023 ? IN OCTOBER. 3.25% in 2024.
$1,500 COLA bonus in September 2023: To provide immediate relief and recognize the incredible efforts of state workers, the contract includes a $1,500 COLA bonus scheduled for September 2023.
Merit pay, also known as pay-for-performance, is defined as a raise in pay based on a set of criteria set by the employer. This usually involves the employer conducting a review meeting with the employee to discuss the employee's work performance during a certain time period.
Wage Increases The average Arete worker will see an 18% increase over the life of the contract. On 1/1/2023, 1/1/2024, and 1/1/2025, all workers will get a 3% COLA plus one step up the wage scale, equal to an additional 3%. Any employee who is paid above the wage scale will receive a 4% wage increase.