Faculty Salary Equity Study Overview of Proposed Study Design Sam Connally Vice President for Human Resources

2 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

3 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

4 Faculty Salary Study Webpage

5 Scope  Include 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

6 Scope  Include 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.

7 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

8 Proposed Study Model  Proposed “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.

9 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.

10 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.