President's Commission on the Status of Women

1. Statistical Analysis of Annual Salary Data Professional & Support Staff FY 2007 & FY 2008 Controlling for Gender University of Central Missouri Prepared by Kari Azevedo, Ph.D. President's Commission on the Status of Women

2. Salary and Frequency TablesProfessional & Support Staff

3. FY 2007 Average Annual Salary by Gender and Salary Grade

4. FY 2008 Average Annual Salary by Gender and Salary Grade

5. Average Annual Salary Gender Difference by Salary Grade and Ethnicity (FY2007/FY2008)

6. Average Annual Salary Gender Difference by Salary Grade and Years Employed (Fy2007/FY2008)

7. The following slides contain side-by-side gender comparisons of professional, support staff & bargaining unit salaries matched for identical position titles FY 2007: There were 30 different matching combinations with at least one male and one female holding the same position FY 2008: There were 32 different matching combinations with at least one male and one female holding the same position Gender COMPARISONS OF Professional and Support Staff SALARIES BY Department

8. Tables of Average Annual Salaries by Gender Matched with Identical Position Titles (including Salary Grade)

9. Tables of Average Annual Salaries by Gender Matched with Identical Position Titles (including Salary Grade)

10. Tables of Average Annual Salaries by Gender Matched with Identical Position Titles (including Salary Grade)

11. Tables of Average Annual Salaries by Gender Matched with Identical Position Titles (including Salary Grade)

12. Tables of Average Annual Salaries by Gender Matched with Identical Position Titles (including Salary Grade)

13. Tables of Average Annual Salaries by Gender Matched with Identical Position Titles (including Salary Grade) Bargaining Units

14. When taking into account years employed: • FY 2007: Of the 30 different matching combinations with at least one male and one female: 4 showed higher salaries for males than females and 3 showed higher salaries for females than males. • FY 2008: Of the 32 different matching combinations with at least one male and one female: 5 showed higher salaries for males than females and 4 showed higher salaries for females than males. DISCUSSION OF FINDINGS

15. Multiple Regression of Salary on Gender, CJS Level and Yrs. Employed resulted in the following conclusions: • Accounting for CJS (Salary Grade Level) and Years of Employment together is able to explain 86% of the variability in annual salaries at UCM for FY 2007 AND FY 2008 salary data. When Gender was added to these models, NO additional variability in salaries are explained (Gender was NOT significant). • Taking these into consideration, the effect of Gender is NOT a significant contributing factor in annual salaries. Results of Multiple Regression of Annual Salary on Gender, Salary Grade, and Years of Employment

16. Individual instances of inequality of salaries of professional and support staff between males and females do exist at the University of Central Missouri, particularly at the lowest and highest levels of salary grade. These differences cannot be attributed to gender alone. In the aggregate, there is not strong evidence of inherent bias in annual salary compensation for professional and support staff in FY 2007 or FY 2008 when comparing gender. Discussion of Findings –Professional & Support Staff