Faculty Salary Recommendations Sinclair Community College

Faculty Improvement Team Overload & other salary adjustments Salary Goal and Benchmarks Base Salary Recommendations Incentive Pay Workload Healthcare Important Dates Questions Faculty Salary Recommendations AGENDA

Faculty Pam Chambers, President., Faculty Assembly Russ Marcks, Professor, Mechanical Engineering Technology Tony Ponder, Associate Professor, Mathematics Barbara Wallace, Associate Professor, Health Info Mgmt Ned Young, Professor, Management Adminstration Ned Sifferlen, President Dee Delaney, VP Business Operations Jeanne Jacobs, VP Instruction Steve Johnson, Provost Steve Jonas, VP Administration Faculty Issues Team

Results of 2002 Faculty Surveys Most Important /Least Satisfied Overload Pay Summer Pay Salary

Overload & Other Salary Adjustments Payload Hour Rate: – (Overload/Summer)$450 – (Overload/Summer)$500 – and beyondrange adjustment Part-Time Payload Rate: – Lec I = $375 Lec II = $425 – Lec I = $400 Lec II = $450 – and beyondLec I = 85% of OL rate Lec II = 90% of OL rate Merit Awards (177):$3,200 Chair Stipend:$5,346 (4% increase)

Faculty Salary Goal Portfolio of salary guidelines to ensure external competitiveness: Monitor increase for continuing faculty based on AAUP Category III & IV. Monitor total compensation (salary + institutional contribution to benefits) based on AAUP Category III & IV. Sinclair’s average salary should be in the top three of all Ohio two-year colleges.

Continuing Salary vs. Average Salary Category IIICategory IVSinclair Continuing Faculty Average Salary Continuing Faculty Average Salary Continuing Faculty Average Salary to $26,120 $24,550 $25,277

Average Faculty Salaries Ohio Two-Year Colleges,

#of New and Separating TT Faculty YearSeparatingNew Hires Total5896

Salary Recommendations Salary Ranges: Recommended average salary range movement for and of approximately 3.0%. Overall Base Salaries: Recommended salary increase budget of 4.40% for and

Faculty Salary Ranges Overall Increase in Ranges = 3.0%

Base Salary Adjustments All Faculty:1% + $1,362(3.55%) Promotions (24):$3,200(0.45%) Merit-on-Base (72):$73 – $1,280(0.40%) Overall: 4.40%

Base Salary Increase Summary Percent No.Percent 2.90%-2.99%257.8% 3.00%-3.99% % 4.00%-4.99%9830.6% 5.00%-5.99%4112.8% 9.00%-9.99%72.2% 10.00%-10.99%41.3% 11.00%-11.99%103.1% 12% and above30.9% Total % Average Increase 4.40% *Includes promotional awards and professor merit-on-base.

Faculty Salary Increases 1% + $1, Salary Increase Salary% Increase $ 30,000 $ 1,662 $ 31,6625.5% $ 35,000 $ 1,712 $ 36,7124.9% $ 40,000 $ 1,762 $ 41,7624.4% $ 45,000 $ 1,812 $ 46,8124.0% $ 50,000 $ 1,862 $ 51,8623.7% $ 55,000 $ 1,912 $ 56,9123.5% $ 60,000 $ 1,962 $ 61,9623.3% $ 65,000 $ 2,012 $ 67,0123.1% $ 70,000 $ 2,062 $ 72,0622.9% Excludes promotional awards and merit-on-base

At-Risk = 1% Below Threshold ThresholdTargetMax Base Salary Incentive 99% 0% 99% 1% 99% 3% 99% 5% Total 99%100%102%104% -1%Even+2%+4% Faculty Incentive Pay (Paid August 2003)

Faculty Workload Policy Effective Fall 2005 Overload will be limited to 21 payload hours per academic year (total 66 hours). Target maximum payload per quarter: 22 hours Maximum payload hours include all forms of instruction/reassigned time. Exclusions to the payload hour maximum and remuneration include EBE, C&CS, and mentoring. Summer will be limited to 22 payload hours (includes all terms – A, B, C, D). Any payload hours in excess of 66 per year (22 summer) will not be paid unless approved in advance by the VPI.

Academic Year & Summer 2004 & 2005 Maximum Payload Hours 6622 Additional Hours – see note 62 Maximum Total Payload Hours 7224 Faculty Workload Policy Transition Strategy Fall through Summer 2005 Additional hours can be earned based only upon distance learning course development and facilitation; any additional exceptions must be approved in advance by the VPI. Exclusions to the payload hour maximum and remuneration include EBE, C&CS, and mentoring.

Healthcare Contribution Rates 2003: College moved to a single healthcare plan Total premium costs = $3.8 million Average premium cost per employee = $5,006 College/employee contribution rates (2003) = 95% college, 5% employee Typical contribution rates = 80%/20%

Healthcare Contribution Rates Shift College/employee contribution rates over a 3-5 year period: CollegeEmployee 2003 (current)95%5% %8% %11% %14% %17% %20% Plan design and cost issues could result in a review of this strategy Estimated 2004 impact (based on average faculty salary) = 0.5% (family), 0.1% (single)

Board Committee meetingsJune 3 Board of Trustees meetingJune 10 Salary letters June 12 First check with pay increaseSept 15 Review institutional KPIsJuly 16 Incentive payment in paychecksAugust 15 Important Dates

QUESTIONS Faculty Salary Recommendations

Future Agenda

$ $ FY 04 BUDGET How the Budget is Balanced ($000) Total Revenue Total Expenses + Essential Fund Transfers Net Draw from Tuition Stabilization Fund Carry Forward Projected FY02 Budget Surplus Budget Bottom Line