ALUW Compression Study

1. ALUW Compression Study ALUW Spring Meeting May 15, 2007

2. Committee Members • Maryanne Blake • Patty Carey • Thomas Deardorff • Joseph Kiegel • Louise Richards (Chair) • Angela Weaver

3. Background • 2006 ALUW Salary Study • 2005 UW Faculty Compression Study • UW Librarians’ concerns • Strategic Planning focus on compression • www.lib.washington.edu/about/vision2010/workplace.html II. Create a Workplace of Choice • A. Work actively to improve staff compensation, rewards, and recognition  1. Develop and implement a salary enhancement strategy that addresses compensation and compression

4. Charge • Select techniques to analyze salary compression • Consult all available data • Compile a report of findings, including recommendations or strategies to redress compression

5. Conditions and Terms • Salary data from September 1, 2006 was given to the committee on the condition that the identity of individuals not be revealed. • Salaries include administrative stipends but not temporary stipends. • Part-time salaries have been calculated as full time.

6. Groundwork for the Study • Coded data provided by the AORP • SPSS license permitted the program’s installation on a committee member’s PC • Committee did literature searching and background reading • Discussion of approach and timeline

7. Methodology

8. Definitions of Compression • There is no single, widely accepted definition of salary compression • Methods for measuring compression vary depending on the definition • All approaches base measurement on groups, rather than on comparison of pairs of individuals

9. Methods Used • Regression Analysis • Toutkoushian • Compression-Blind • Comparison Ratios • UW Faculty Method

10. Regression Analysis • A statistical method that takes into account multiple factors affecting salaries, e.g.: • Rank, Title, Unit, Experience • It finds evidence of compression when average actual salaries of lower ranks are significantly above predicted values

11. Comparison Ratios • A method to compare average salaries by rank to see how close they are • Averages for ranks below Librarian are expressed as percentages (ratios) of the average salary of the rank of Librarian

12. UW Faculty Method • Calculate the median salary plus 7.5% for each rank • Find any salaries of the next highest rank that are below this figure • Note: this method is more sensitive to changes due to promotions and re-appointments

13. Other Salary Studies • Spread or range of salary by rank • Salary by total years of professional experience • Salary by unit • Starting salary and compression

14. Results • Chart: Salary by Rank. (Six salaries over $90K excluded)

16. Summary: Evidence of Compression • Toutkoushian: None • Compression-Blind: None • Comparison Ratios: Some • UW Faculty Method: Strong

17. Regression Analyses • Toutkoushian: no compression between Assistants and the ranks above, or between Assistants/Senior Assistants and the ranks above • Compression-Blind: no compression • Assistants and Senior Assistants • Senior Assistants and Associates • Associates and Librarians

18. Comparison Ratios • Differences of 15%-20% indicate no compression, while 3%-4% is evidence of compression: • Librarian 100 • Associate 76 • Senior Asst 64 • Assistant 56

19. UW Faculty Method • Number of librarians with compressed salaries: • 5 Senior Assistant Librarians • 14 Associate Librarians • 5 Librarians • Cost to remedy compression: $30,000

21. Salary Spread by Rank • The norm for public institutions is considered to be 30%-40% • The current salary spread by rank is: • 13% - Assistant Librarians • 40% - Senior Assistant Librarians • 75% - Associate Librarians • 73% - Librarians

22. Other Salary Findings • Librarians with 1-5 years of professional experience are on average paid 3.5% below UW librarians as a whole • Bothell librarians are on average paid 5.1% below UW librarians as a whole • Increases in starting salary have not contributed to compression

23. Recommendations

24. Choice of Analysis • Given the varying results, which analysis should we proceed with? • We chose the UW faculty method to be on a parallel track with the faculty.

25. Recommendation #1 Allocate $30,000 to increase the salaries of 24 librarians who are currently paid less the median plus 7.5% of the rank below. Re-calculate these figures after the promotions and re-appointments expected on July 1, 2007. (UW faculty definition indicated)

26. Recommendation #2 As a measure to avoid compression in the future, adjust the Associate Librarian and Librarian salary ranges upward. Institute a minimum salary (or floor) for each rank. A very rough estimate of the cost of increasing salaries for the core group of Associate Librarians and Librarians at the lower end of the pay scale is $150,000. (Salary overlap between ranks)

27. Recommendation #3 After the promotions and reappointments on July 1, 2007, review the salaries of UWB/CCC librarians to determine what increases may be needed to achieve comparable pay with other UW librarians. Conduct a similar review of librarians having 1-5 years of professional experience after July 1. (statistically significant findings for both groups)

28. Recommendation #4 Update salary data on a regular schedule to maintain its currency. Review the data every two years for evidence of possible compression. The AORP should hold and maintain the data, providing it to ALUW for purposes of the scheduled reviews. (markets and economic environment change salary picture)

29. Recommendation #5 Monitor UW developments regarding salaries, in particular, a forthcoming proposal from faculty members Richard Startz and Paul Hopkins to the Senate Committee on Planning and Budgeting in the spring. (UW faculty will remain active in salary issues)

30. Recommendation #6 Finally, the committee monitored the effects of gender and minority status in its analyses, and while we did not find evidence of salary problems, neither did we examine them fully because this was beyond the scope of our charge. Given the importance of these questions, ALUW should perform a detailed study of the effects of gender and minority status on salaries.

31. Recommendation #7 Beyond the immediate remedies in recommendations 1-6, the committee recommends the consideration of two longer-term, substantial changes that may serve to improve the salary structure and pay levels for librarians at the UW as well as to address perceptions of inequity. Create a pay structure for librarians with steps that permit salary increases within rank (see, for example, the University of California). This creates a salary system with greater transparency and predictive increases throughout one’s career as a UW librarian. Work with a compensation consultant if needed. One principle we recommend if we move to a published pay structure is that no salary is reduced.

32. Recommendation #8 Consider collective bargaining. Legislation that may enable University of Washington librarians to engage in collective bargaining has been signed into law [Substitute House Bill 2361]. The faculties of the four regional universities in Washington State have unionized; librarians at these institutions have faculty status and so are included in salary negotiations.

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