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Faculty Salary Equity Study

Faculty Salary Equity Study. Overview of Proposed Study Design. Sam Connally Vice President for Human Resources. The University is committed to ensuring that faculty salaries are competitive in relation to market value and equitable in relation to gender and race or ethnicity.

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Faculty Salary Equity Study

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  1. Faculty Salary Equity Study Overview of Proposed Study Design Sam Connally Vice President for Human Resources

  2. The University is committed to ensuring that faculty salaries are competitive in relation to market value and equitable in relation to gender and race or ethnicity. The Provost has appointed an ad hoc Faculty Salary Equity Study group to develop a model for evaluating internal salary equity during FY 11-12. Faculty Salary Equity Study

  3. Beth Boehm, Interim Dean SIGS Sam Connally, VPHR & EEO Officer Tracy Eells, Vice Provost Pamela Feldhoff, Faculty Senate Rep Bob Goldstein, Institutional Research Cynthia Logsdon, COSW Rep Linda Shapiro, 2001 Study Group Rep Charles Sharp, CODRE Rep Study Group Members

  4. Faculty Salary Study Webpage

  5. Include all Probationary & Tenured Faculty (but not term or contract faculty). Include Full-Time and Part-Time Faculty (.80 FTE and above). Include Faculty at Rank of Assistant Professor or Above. Include department chairs & assistant or associate deans in home department. (Exclude deans and vice presidents.) Include Faculty on Leave Scope

  6. Include All Academic Disciplines, with the following clarifications and limitations: Include Basic Science Faculty in School of Medicine; but exclude Clinical Faculty Include Nursing, Dentistry Include Library Faculty Include faculty in centers, programs, and institutes in home academic department Include academic base salaries and academic supplements only; with all salaries adjusted to 10-mo, full-time-equivalent values. Scope

  7. Use Standard Regression Analysis to identify salary variation only. Individual, qualitative review of “salary outliers” by Chairs, Deans, & Provost. Proposed Predictor Variables: Academic Discipline Rank within Discipline Market Value for Rank within Discipline Years in Current Rank Proposed Study Model

  8. Proposed “Test” Predictor Variables Gender Race or Ethnicity (Total Minority) Base Comparison Groups on CIP Codes Four-digit CIP Codes, where possible Two-digit CIP Codes, if necessary Potential Thresholds for Salary Outliers Actual salary more than Two Std Deviations below predicted salary. Actual Salary more than 10% below predicted salary. Other thresholds may be tested. Proposed Study Model

  9. Solicit Campus Review on Study Model COSW – Dec 2 Faculty Senate – Dec 7 CODRE – Dec 9 CAO – Dec 21 Define & Validate Scope Deans to review rosters of included faculty. Define & Validate CIP Codes Deans to review faculty CIP Codes. Define & Validate Comparison Groups Deans to review final comparison groups. Next Steps

  10. Test salary equity for individual race and ethnicity, in addition to “total minority” compared to “total non-minority.” Consider successor study to evaluate salary equity among term faculty. Consider separate study to assess whether women and minorities are disproportionately represented among term faculty. Consider separate study of clinical faculty in School of Medicine. Additional Study Issues

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