Faculty Salary Equity Study

Overview of

Proposed Study Design

Sam Connally

Vice President for Human Resources

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Faculty Salary Equity Study

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.

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Study Group Members

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

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Faculty Salary Study Webpage

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ScopeInclude 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

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ScopeInclude 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.

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Proposed Study Model

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

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Proposed Study ModelProposed “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.

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Next Steps 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.

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Additional Study Issues 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.