Southeast Missouri State University

The final recommendations for the salary equity study that were approved by the Board of Regents:

http://www.semo.edu/pdf/President_2013_Salary_Equity_Study.pdf

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JW Presentation/CIP Codes for Faculty and Market Median File

The following is the schedule for the open forum:

Glenn Auditorium in Dempster Hall is scheduled for 11am on Thursday, September 26

Minutes from September 26

Minutes from Open Forum

September 26, 2013

Glenn Auditorium, Dempster Hall

 

Technical and Study Process Issues

Covered with Jim Cook and Alissa Vandeven in attendance

Q: On the slide listing how our salaries compare to market in the JW Terrill presentation, it says adjusted for FY 14 Increases, what data was adjusted exactly? Is that Southeast Missouri State University data or median data?

A: The median data is 2012-2013 CUPA data and the salary data is 2014, our current salaries. There is a one year lag between the CUPA data and the salary data.

Q: What is the rationale for calculations including Post-Professorial awards that were not received?

A: The rationale was if we have the calculation of the Post-Professorial then we would know what the data looks like if faculty had taken the opportunities to go up for post professorial.

Q: What about the full professors that have gone up for Post-Professorial merit and didn't get it, where do they fall?

A: It would show as if they had gone up for post professorial and received it. For the adjustments in the data whether or not they went up or succeeded isn't a factor.

Q: If somebody hadn't gone up for Post-Professorial, could we take their current salary, add to that salary any awards they could have received, and then compare that adjusted salary to the median and see if they're still at 90% or below; and if they are below, adjust them to the level, minus all the Post-Professorial they didn't receive??

A: The current JW Terrill methodology would exclude these individuals.

Q: What about a full professor who is going or who has not yet gotten to the point for Post-Professorial merit, are they included?

A: They were included in that calculation. They were not automatically excluded.

Q: The goal to have the overall group average at 100% of market, refers to which group; within rank, within the department, or Southeast Missouri State University as a whole?

A: It is all faculty as a whole.

Q: So if we bring individual faculty up to 90%, the average for the University will rise?

A: Yes. Even though we have met the second half of this goal already, this is an on-going measure that we would use. So in the future it may cause adjustments to occur if we fall below this 100% as a University.

Q: Do you know the current percentage of faculty that we have right now that's eligible to retire?

A: Probably 30%-40%. Five years ago it was 33%.

 

Q: How do we get it to where they look at the four digit CIP codes? Because once you get down to the four digit CIP codes, it's not just generic codes. Are we going to be able to look at it at the four digit level?

A: That's what the departments are going to have to tell us, how they want us to look at it. In some cases, some faculty have had their CIP codes changed. What median you use makes a difference because that's what the 90% is based on.

Q: How do departments know what their faculty are coded in the CIP code files?

A: I believe deans and chairs will be asked to look into that.

Q: Why are we using the University level average rather than each individual college?

A: The 100% doesn't trigger anything one way or another the way it is worded. It's the goal of the University to be at least at market as a whole.

Q: When you are saying median salary, what exactly is the median?

A: The median is a median of means not a median of individuals. It's looking at people with that CIP code at other institutions and compiling a median of those means.

Suggestions to the Compensation Committee:

It's important that at least the Chairs in each department should be making sure that the CIP codes they're using are really honestly comparable to what's going on in the department as opposed to some other institution. Somebody with the knowledge of the current faculty in their department has to be making sure the CIP codes are appropriate that we are using on a comparable basis; otherwise the comparisons are inaccurate.

The median should be based on colleges rather than on the University as a whole, because there are some colleges that are above 100% and some that are quite a bit lower. This doesn't seem fair to those Colleges that fall below and may affect their retention and recruitment.

Overload Pay

Feedback about overload pay for the Compensation Committee:

Some recommended it should be a flat rate of $5,000 for part time and full time. While others recommended an equation be set up that would adjust itself.

Rose Theatre in Grauel Building is scheduled for 10am on Friday, September 27

Minutes from September 27

Minutes from Open Forum

September 27, 2013

Rose Theatre, Grauel Building

 

Technical and Study Process Issues

Covered with Jim Cook and Alissa Vandeven in attendance

Q: When looking at the numbers on the various charts, what are the numbers compared to??

A: JW Terrill took salary data from various Universities, took the mean at each rank for the different CIP codes, and took the median of the means.

Q: Was the Post-Professorial compared to the other Universities as well?

A: No, we are the only University that has Post-Professorial so we don't have that comparison.

Q: What about a full professor who is going or who has not yet gotten to the point for Post-Professorial merit, are they included?

A: They were included in that calculation. They were not automatically excluded.

Q: The timeliness on getting the merit pay and Post-Professorial, that's every time they are eligible they have gone up and received it; and if someone did not do that, are they not considered at all?

A: That is accurate.

 

Q: Can we get a list of our CIP codes in our department?

A: They were sent out but they are done by departments not individuals.

Q: If there is an issue with the CIP codes, who do we contact?

A: Contact either Jim Cook or Kevin Dickson. Deans and Chairs will be asked to look at the CIP codes and make sure they are correct for their department.

Q: Did JW Terrill get data for all the CIP codes that might apply to our faculty? Are we selecting the best fit amongst what they collected, or are we selecting CIP codes as precisely as we can and hoping JW Terrill collected data for it?

A: The latter, which is probably the best way to determine the appropriate medians.

Q: Is the CIP code based on the courses faculty normally teach or the degree they have?

A: CIP codes are currently based on what was entered at hiring into the system.

Suggestions to the Compensation Committee:

If a faculty member is eligible for promotion from associate to full this year and during this study they fall below the 90%, are they going to get an equity adjustment plus the promotion or should they hold off on promotion and get the equity adjustment first?

We have talked about this and are trying to get your input, as faculty, about this “leapfrogging” issue so we can address this issue in our recommendations.

We were told that there is $1.2 million set aside to fund this, would that be sufficient to address the needs to bring faculty up to that 90% across the board?

When the Budget Review committee met last year to put aside that funding, they called it phase one. With the numbers we have seen from JW Terrill there may be less adjustment than originally anticipated. From what we have heard from JW Terrill's recommendations there is probably enough there to bring the eligible faculty up to that 90%. The $1.2 million is not just faculty, its faculty and staff. More staff were affected than faculty.

“Leapfrogging” is where faculty, because of where they fall in the promotion cycle, may end up with more money than other faculty who are at a different point in the cycle after equity adjustment. This is a concern and should be addressed in the salary adjustments.

The median should be based on colleges rather than on the University as a whole, because there are some colleges that are above 100% and some that are quite a bit lower. This doesn't seem fair to those Colleges that fall below and may affect their retention and recruitment.

Is there consideration being given to strategic needs that certain areas may need higher wages to attract good candidates? There have been some recruiting issues in some areas.

This recommendation by JW Terrill is dealing with external equity but even if we do that, we may not have addressed the internal compression between the assistant and the full, or assistant and associate ranks.

Overload and Part-Time Pay

It is difficult for faculty to find adjuncts to teach courses because the pay is so low, especially when it's a technical course and they are getting paid quite well outside.

Shuck Music Recital Hall on the River Campus is scheduled for 11am on Tuesday, October 1

Minutes from October 1

Minutes from Open Forum

October 1, 2013

Shuck Music Recital Hall, River Campus

 

Technical and Study Process Issues

Covered with Jim Cook and Alissa Vandeven in attendance

Q: How did JW Terrill arrive at the six or less years for eligibility for assistant and associate professors?

A: It is because the assistant professors can go up at six years. This is one of the things we have been looking at and believe it should be longer.

Q: How many other universities have post-professorial awards in the peer institutions?

A: We are the only university that has Post-Professorial.

Q: Have you talked about this data for other issues beyond compensation or is it just over equity?

A: JW Terrill was asked to look only at compensation.

Q: Did JW Terrill look at national accreditation?

A: They did for nursing and business.

Q: The median that JW Terrill compared us to, is that median from other four year colleges?

A: Yes and from our region. There is a slide from the JW Terrill presentation that has a list of colleges in the peer group.

Q: Have you been satisfied with the peer data from JW Terrill?

A: Overall it is a reasonable comparison. Some are concerned about comparisons with specific programs and the ability to match exact CIP codes.

Suggestions to the Compensation Committee:

Assuming that this suggestion from JW Terrill was for this one time, what will happen now? Is the compensation committee going to try to write out a philosophy based on the suggestions?

Part of the committee's role is to address these recommendations and the other part is to create recommendations to help us move forward. Without recommendations, this criteria may be used again in the future.

The committee could look into appropriate accreditation comparisons.

Overload Pay

Feedback about overload pay for the Compensation Committee:

Along with overload pay, the committee may want to look at release time.

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