Valdosta State University - PowerPoint PPT Presentation

Loading...

PPT – Valdosta State University PowerPoint presentation | free to view - id: 1407a9-NGUxZ



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Valdosta State University

Description:

Establish a statistically sound, research-based faculty salary model unique to VSU. Create a transparent model that ... Ferber, Marianne and Loeb, Jane (2002) ... – PowerPoint PPT presentation

Number of Views:35
Avg rating:3.0/5.0
Slides: 25
Provided by: AEH
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Valdosta State University


1
Valdosta State University Faculty Salary Model
April 20, 2006
2
VSU FACULTY SALARY MODEL
  • Objectives of Study
  • Establish a statistically sound, research-based
    faculty salary model unique to VSU
  • Create a transparent model that considers
    salaries across the University, Colleges, and
    disciplines
  • Develop a salary database that accurately
    reflects all faculty members across all Colleges
    and departments
  • Annually update the database to make appropriate
    adjustments as state allocations permit
  • Constantly monitor new research and continue to
    refine the salary model as appropriate

3
Research Base
  • Barbezat, Debra (2003). From here to seniority
    the effect of experience and job tenure on
    faculty salaries. New Directions for
    Institutional Research, 117 (Spring) 21-49.
  • Boudreau, et al (1997). Should faculty rank be
    included as a predictor variable in studies of
    gender equity in university faculty salaries?
    Research in Higher Education, 38 (3) 297-312.
  • Ferber, Marianne and Loeb, Jane (2002). Issues in
    conducting an institutional salary equity study.
    New Directions for Institutional Research, 115
    (Fall) 97-115.
  • Luna, Andrew (2006). Faculty Salary Equity Cases
    Combining Statistics with the Law. The Journal of
    Higher Education 77 (2) pp. 193-224 (31).
  • McLaughlin, Gerald and McLaughlin, Josetta
    (2003). Conducting a salary equity study A
    consultants view. New Directions for
    Institutional Research, 117 (Spring) 97-115.
  • Toutkoushian, Robert (1998). Using regression
    analysis to determine if faculty salaries are
    overly compressed. Research in Higher Education,
    39 (1) 87-101.

4
VSU FACULTY SALARY MODEL
  • Three Dimensional Model
  • How do faculty salaries at VSU compare externally
    based on mean (average) salaries at peer
    institutions?
  • How do faculty salaries at VSU compare
    internally?
  • How do salaries of recent hires compare with
    those of more senior faculty at VSU?

5
Source Valdosta State University IPEDS census
file, November 1, 2005
6
Component 1 External Market
  • How do faculty salaries at VSU compare
    externally based on mean salaries at peer
    institutions?
  • Purpose Relate VSU salaries to external market
  • Mean salaries for 2005-06 reported to CUPA-HR
    from comparable institutions nationwide
  • Academic rank and discipline

7
What Comparison Institutions Are Used?
  • Masters I public, non-collective bargaining
    (103 institutions)
  • Includes 7 of the designated Board of Regents
    Peer Institutions
  • Arkansas State University
  • Central Missouri State University
  • Eastern Kentucky University
  • Jacksonville State University (AL)
  • Stephen F. Austin State University
  • University of Central Arkansas
  • University of North Carolina Wilmington
  • Includes 6 Georgia Institutions
  • Augusta State University Georgia Southwestern
    Univ.
  • Columbus State University Kennesaw State
    University
  • Georgia College University of West Georgia
  • Advantage of a broad group

8
Component 1 External Market
  • How do faculty salaries at VSU compare
    externally based on mean salaries at peer
    institutions?
  • Purpose Relate VSU salaries to external market
  • Mean salaries for 2005-06 reported to CUPA-HR
    from comparable institutions nationwide
  • Academic rank and discipline
  • Is each VSU faculty member at, above or below the
    CUPA-HR mean (or 100) based on 1/1/06 salary?
  • Identify the range of salaries (72 to 136)
  • Result Dollar amount needed for each faculty
    member to reach 100 of the CUPA-HR mean

9
Component 2 Internal Equity
  • How do faculty salaries at VSU compare
    internally?
  • Purpose Using factors that normally predict
    salary, examine salaries that fall outside the
    expected range
  • Salary Predictors (based on research)
  • Academic rank
  • Discipline
  • Years of service at VSU
  • Highest degree earned
  • Tenure status
  • Is each faculty members salary within an
    expected range based on these predictors?
  • If salary is low, identified for further review
  • Result Dollar amount needed to reach the
    expected range

10
Component 3 Compression
  • How do salaries of recent hires compare with
    those of more senior faculty at VSU?
  • Purpose Examine salaries of more senior faculty
    that fall below an expected range
  • Compression Predictors (applied research)
  • CUPA-HR mean salary (rank and discipline)
  • Years of service at VSU
  • Highest degree earned
  • Tenure status
  • College
  • University experience prior to VSU
  • Administrative experience at VSU
  • VSU- and College-wide Do these factors predict
    salaries of recent hires and more senior faculty
    equally well?
  • If salary is low, identified for further review

11
VSU FACULTY SALARY MODEL
  • How do these three components work together?

12
Hypothetical Case 1
  • Professor of Political Science
  • Holds the Ph.D.
  • Has served at VSU for 15 years
  • Tenured
  • No prior years of university experience
  • No administrative service
  • Salary as of January 1, 2006 52,500

13
Hypothetical Case 1
  • Professor
  • Salary 52,500
  • External Market
  • CUPA-HR Mean Salary 70,817
  • 74 of Mean
  • to reach 100 18,317
  • to reach 95 14,776
  • to reach 90 11,235
  • to reach 85 7,695
  • Internal Equity
  • Low 2,463 below the expected range
  • 3. Compression
  • Low Below expected range compared with other
    more senior faculty

14
Three Component Analysis
  • What does the model mean to this Professor?
  • Step 1 External Market
  • Adjust salary by 11,235 to reach 90 of
    CUPA-HR mean (Note 90 is used in this case
    for hypothetical, discussion purposes only.)
  • Step 2 Internal Equity
  • Does Step 1 bring the salary inside the
    expected range?
  • Yes, the internal equity is addressed.
  • No, further adjustment is indicated.
  • Step 3 Compression
  • Rerun compression study after all other
    faculty are adjusted based on Steps 1 and 2.

15
Hypothetical Case 2
  • Assistant Professor of Communication Arts
  • Holds the Ph.D.
  • Has served at VSU for 4 years
  • Tenure-track
  • Worked in journalism for 10 years prior to VSU
  • No prior years of university experience
  • No administrative service
  • Salary as of January 1, 2006 51,100

16
Hypothetical Case 2
  • Assistant Professor
  • Salary 51,100
  • Step 1 External Market
  • CUPA-HR Mean Salary 45,630
  • 112 of Mean
  • to reach 100 NA
  • to reach 95 NA
  • to reach 90 NA
  • to reach 85 NA
  • Step 2 Internal Equity
  • High Substantially above the expected
    range
  • Step 3 Compression
  • High Above the expected range

17
Three Component Analysis
  • What does the model mean to this Asst. Prof.?
  • External Market
  • Above the CUPA-HR mean. Will be monitored
    annually and adjusted upward as appropriate,
    funds permitting.
  • Internal Equity
  • Currently well above the expected range.
  • Continue to monitor.
  • Compression
  • Rerun compression study after all other faculty
    are adjusted based on Steps 1 and 2.

18
Hypothetical Case 3
  • Associate Professor of Mathematics
  • Holds the Ph.D.
  • Has served at VSU for 9 years
  • Tenured
  • Worked at a state college for 2 years prior to
    VSU
  • No administrative service
  • Salary as of January 1, 2006 54,100

19
Hypothetical Case 3
  • Associate Professor
  • Salary 54,100
  • Step 1 External Market
  • CUPA-HR Mean Salary 56,215
  • 96 of Mean
  • to reach 100 2,115
  • to reach 95 NA
  • to reach 90 NA
  • to reach 85 NA
  • Step 2 Internal Equity
  • Falls well inside the expected range
  • Step 3 Compression
  • Falls inside the expected range

20
Three Component Analysis
  • What does the model mean to this Assoc. Prof.?
  • External Market
  • Above 95 of CUPA-HR mean. Will be monitored
    annually and adjusted upward as appropriate,
    funds permitting.
  • Internal Equity
  • Currently falls within the expected range.
  • Continue to monitor.
  • Compression
  • Rerun compression study after all other faculty
    are adjusted based on Steps 1 and 2.

21
Model Summary Report for Individual Faculty
Members
90 is used in this case for hypothetical,
discussion purposes only.
22
Model Summary Report for Individual Faculty
Members
90 is used in this case for hypothetical,
discussion purposes only.
23
Model Summary Report for Individual Faculty
Members
90 is used in this case for hypothetical,
discussion purposes only.
24
Action Steps
  • Your constructive feedback by Tuesday, April 25
  • Follow-up meeting with Deans, Department Heads,
    Vice President, and President
  • Distribute confidential personalized data
  • Identify budgeted amount for salary adjustments
  • Phasing of adjustments
  • First, address external market and internal
    equity issues based on January 1, 2006 salary
  • Then, re-run the compression analysis and address
    if needed
About PowerShow.com