1. A Report On The Great Work Of The Faculty Salary Administration Review Group March 11, 2015

2.  CUPA-HR ◦ Discipline and Rank Specific ◦ All Peers Report (Drake Peer Group 23 institutions) ◦ Allows tailored development of data ◦ Published annually

3.  AAUP ◦ Aggregate by rank only ◦ Widely published ◦ No ability to tailor the data cut to peer group  Professional Sources ◦ Law (SALT) ◦ Business (AASCB) ◦ Pharmacy (AACP)

4.  PEER GROUP - Peer Group is the primary point of comparison when sufficient number reporting.  MASTER’S PRIVATE & OTHER SECONDARY SOURCE - If sufficient number of peers not reporting, Master’s Private and other secondary sources are used as the comparison group. 

5.  We recommend continuing to use CUPA-HR as the primary source of compensation data. ◦ Professional surveys will be used as secondary sources to ensure the full scope of information is available to us. Use of professional surveys will be evaluated, in consultation with academic Dean and Provost, based on the following:  Availability of CUPA-HR Data  Strength of secondary survey information – factors such as number of participating institutions, clarity of discipline and rank information, whether representative of the appropriate labor market.

6.  There is a market target for each position. Based on the following factors: Comparison Group Median Length of Time in Rank  Actual allocations are made based on formulas developed each budget cycle. For example, it may not be feasible to reach salary targets completely, so a formula is developed to make progress toward those targets.

7.  Target Peer Group Median  Formula for Length of Time in Rank Assistant Professor 4 years in rank – at median Associate & Full Professor 4 years in rank – w/in 8% of median 7 years in rank – at median

11. A review of all current faculty positions, using the Market Target Methodology, reveals that there are54 faculty positions that are currently below market targets by an average of $5,784 or a total of $312,336.

12. Based on the recommendations of the Faculty Salary Administration Review Group, over the spring and summer, Human Resources will begin to build a draft faculty salary structure and will reconvene the FSAR group in the fall for feedback. Implementation of a faculty salary structure targeted for FY17.

13. Questions?