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SERC PROCESS AND FORMULA

SERC PROCESS AND FORMULA. November 13, 2003. How SERC assigns values to the criteria for an individual librarian How SERC uses these values in a formula to determine salary equity for an individual librarian

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SERC PROCESS AND FORMULA

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  1. SERC PROCESS AND FORMULA November 13, 2003

  2. How SERC assigns values to the criteria for an individual librarian • How SERC uses these values in a formula to determine salary equity for an individual librarian • Follow on the grid in the handouts—we’ll be working from the left side to the right side across the grid.

  3. Wanda Furd Wanda is currently the Associate Coordinator for Technical Reference Development for the IUB Main Library.

  4. #1: Years in Rank • Library HR gives SERC the years in current rank for each librarian participating in the salary equity review. • According to HR, Wanda Furd has been an associate librarian for 15 years. • On the grid, Wanda is assigned 15 points for “Y/in rank”, one point for each year in rank.

  5. #2: Experience Outside IU • SERC gets information on professional (post MLS) experience outside of IU from a librarian’s vita. • Wanda’s vita says that she was a reference librarian at Purdue from 1984-1988, so she has 4 years of professional experience outside of IU. • SERC assigns .5 points for each year of experience outside of IU, so Wanda gets 2 points for “Out/IU”.

  6. #3: Extra Degree • SERC gets information on graduate degrees other than the MLS from a librarian’s vita. • According to Wanda’s vita, she earned an M.A. in History from IU in 1991. • For this, she gets .5 points for an additional masters under “Degr”.

  7. #4: External Contact • Information on the external contacts required by a librarian’s position comes from the vita, position description, and the new SERC form. • Wanda’s documentation indicates that her position doesn’t require a lot of external contact. • She gets .25 points for “Ext”.

  8. #5: Internal Contact • Information on the internal contacts required by a librarian’s position comes from the vita, position description, and the new SERC form. • Wanda’s documentation indicates a lot of contact with the IUB Main Library Public Service staff and a considerable amount with the other IUB Libraries. • She gets .75 points for “Int”.

  9. #6: Supervision • SERC gets information from the SERC form regarding supervision required by the position. • Wanda lists 4 FTE librarians, 3 FTE support staff and .25 student hourly employees under her supervision. • She gets 2 points for her supervision of 2-5 librarians and 1.25 for supervising 1-5 support staff. • She gets no points for her student supervision, since it is under 1 FTE. • Her total for “Supv” is 3.25 points.

  10. #7: Independence • SERC gets information for this criterion from the librarian’s vita and position description. • Wanda’s position description indicates that she has considerable latitude for developing reference policies for the Main Library reference service points, and she sets priorities and allocates resources accordingly. • SERC assigns her 2.5 points for “Indp”.

  11. #8: Breadth of Responsibility • SERC gets information for this criterion from the SERC form and the other documentation submitted by a librarian. • Wanda indicates that her work and decisions affect a lot patrons and many librarians who do not report to her. • SERC gives 2.25 points for B/Resp.

  12. #9: Depth of Responsibility • SERC will get information for this criterion from the SERC form and the other documentation submitted by a librarian. • Wanda indicates that her position affects how a service is performed, rather than the service that is offered. • SERC will assign .25 points to “D/Resp”.

  13. Total Weight • Years in Rank: 15.00 • Experience outside of IU: 2.00 • Extra Degree: 0.5 • External Contact: 0.25 • Internal Contact: 0.75 • Supervision: 3.25 • Independence: 2.5 • Breadth of Responsibility: 2.25 • Depth of Responsibility: 0.25 • Total Weight: 26.75

  14. Total Weight The total weight is the percentage by which a librarian’s salary is expected to exceed the floor for the rank, based on years in rank, experience outside of IU, and the responsibilities of the position. In this case: 27% (rounded up from 26.75%)

  15. The SERC Formula How Does It Work?

  16. Expected Salary • Wanda’s expected salary is calculated by multiplying the salary floor of her rank by the Total Weight percentage plus 1. • $44,152 (floor for an Associate Librarian) x 1.27 = $56,073 (expected salary) • This calculation has the same result as figuring 27% of $44,152 and adding it to $44,152 to calculate Wanda’s expected salary: $44,152 x .27 = $11,921. $11,921 + $44, 152 = $56,073

  17. Salary Adjustments for SERC • In determining whether an equity problem exists for a librarian, SERC needs to adjust her/his current salary, so that it no longer reflects the impact of the merit process. • In our current merit system, this means that merit raises earned by being ranked above a “2” is deducted from the salary, and the amount a salary lowered by being ranked a “1” is added to the salary for the SERC formula. • Libraries HR gives SERC the merit amount for each librarian participating in the salary equity review process.

  18. Wanda’s Salary • Wanda’s current salary is $57,650. • Library HR lists her merit raises at $3,750. • Wanda’s salary minus the merit is $53,900. • Note that before we made this adjustment, Wanda’s salary was above the expected salary of$56,073. Now it is below the expected salary.

  19. What If? If Wanda’s adjusted salary were greater than her expected salary, SERC would not continue working with her salary, since an equity adjustment would not be recommended.

  20. Difference The difference between the expected salary and the adjusted salary (current salary minus merit adjustment) is what determines whether a salary equity adjustment is recommended.

  21. Wanda’s Case • Her expected salary: $56,073 • Her adjusted salary: $53,900 • The Difference: $56,073 - $53,900 = $2,173

  22. Percentage Difference The difference between the expected and adjusted salaries must be greater than 3% in order for SERC to recommend a salary equity adjustment.

  23. Wanda’s Case • $2,173 / $56,073 = 0.03875 → 3.87% “Diff” on the grid • In order to bring Wanda within 3% of her expected salary, SERC will recommend that she be given a . 87% equity adjustment. • $53,900 x .0087 = $468.93 • The recommended adjustment will be rounded to $469.00.

  24. Effect on Wanda’s Salary • $53,900 + $469 = $54,369 • The difference between this salary and the expected salary: $56,073 – 54,369 = $1,704 • The percentage difference: $1,704 / $56,073 = 0.0303 → 3% • Wanda’s salary will be within 3% of her expected salary if the equity adjustment is made.

  25. SERC Only Recommends! Whether or not the SERC recommendation is carried out is determined by the IUB Libraries administration.

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