FACULTY COMPENSATION TASK FORCE Recommendation to the President - - PowerPoint PPT Presentation

FACULTY COMPENSATION TASK FORCE

Recommendation to the President

April 24, 2019

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Contents

§ Task Force Membership § Charge § Process § Recommendations

• Philosophy
• Benchmarks
• Framework

§ Implementation § Maintenance

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Task Force Membership

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Members

§ Christopher Adler § Gail F. Baker § Mary Barger § Karen Briggs § Robert Dean § Hugh Ellis § Fred Galloway § Aarti Ivanic § Terry Kalfayan § Paula Krist § Nick Ladany § Alyson Ma § Noelle Norton § Chell Roberts § Lori Watson § Mary Jo Wiggins § Jennifer Zwolinski

Support

§ Frank Casagrande § Bridget Meschen

Charge

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§ Discern Philosophy § Establish Compensation Benchmark Institutions § Benchmark Salaries § Compare Compensation § Develop Plan § Consider Finances § Recommend Next Steps § Communicate

Process

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Stakeholder Education Faculty Survey Discern Philosophy Framework Design Implementation & Maintenance

§ Guiding Principles

• Unified Faculty Compensation System
• Competitive Salaries
• Transparency
• Geographical Differential
• Promote and Reward Excellence
• Equity and Fairness
• Open Communication
• Shared Governance

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• % Pell Grant by Freshman
• % Underrepresented Minority Students
• Average Net Price After Grants
• Median Earnings 10 Years After Entry
• Endowment Assets
• Endowment per Student

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§ Selection criteria, with feedback from Faculty, Deans, and the Task Force

• Doctoral/Research Classification
• Private, Non-Technical
• Size (Undergraduate FTE)
• Median SAT/ACT Scores
• Average High School GPA
• 2016 6-Year Graduation Rate

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§ Recognizing disciplines within and across Units § Reflecting geographic realities of San Diego § Ranges that reflect performance and longevity § Anchored at the 50th percentile of geographically adjusted market § Increased to the 60th percentile of geographically adjusted market for the College, Kroc, and Library to reflect a just and livable Wage § Meaningful promotion bumps $5k/$10k, or minimum across all Units

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§ Geographically adjusted 13% above national norms

• Benchmarks pay 7% above national norms
• USD pays 3% above Benchmarks
• Highest cost of living areas in Benchmarks pay

another 3% above national norms § 60th percentile for the College, Kroc, Library is approximately another 4% (17% above national norms) to reflect just and livable wage

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College Proposed Ranges COMPA- RATIO MIN MID MAX PROF $103,600 $129,500 $155,400 89% 80% 100% 120% ASOP $ 84,420 $ 93,800 $103,180 96% 90% 100% 110% ASIP $ 76,095 $ 80,100 $ 84,105 97% 95% 100% 105%

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Kroc Proposed Ranges COMPA- RATIO MIN MID MAX PROF $103,600 $129,500 $155,400 N/A 80% 100% 120% ASOP $ 84,420 $ 93,800 $103,180 100% 90% 100% 110% ASIP $ 84,420 $ 93,800 $103,180 90% 100% 110%

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Library Proposed Ranges COMPA- RATIO MIN MID MAX PROF $103,600 $129,500 $155,400 N/A 80% 100% 120% ASOP $ 84,420 $ 93,800 $103,180 105% 90% 100% 110% ASIP $ 76,095 $ 80,100 $ 84,105 103% 95% 100% 105%

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Nursing Proposed Ranges COMPA- RATIO MIN MID MAX PROF $ 99,040 $123,800 $148,560 105% 80% 100% 120% ASOP $ 87,300 $ 97,000 $106,700 113% 90% 100% 110% ASIP $ 81,795 $ 86,100 $ 90,405 N/A 95% 100% 105%

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SOLES Proposed Ranges COMPA- RATIO MIN MID MAX PROF $104,400 $130,500 $156,600 109% 80% 100% 120% ASOP $ 91,260 $101,400 $111,540 105% 90% 100% 110% ASIP $ 91,260 $101,400 $111,540 91% 90% 100% 110%

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Engineering Proposed Ranges COMPA- RATIO MIN MID MAX PROF $129,360 $161,700 $194,040 86% 80% 100% 120% ASOP $108,270 $120,300 $132,330 90% 90% 100% 110% ASIP $ 94,715 $ 99,700 $104,685 99% 95% 100% 105%

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Law Proposed Ranges COMPA- RATIO MIN MID MAX PROF $159,040 $198,800 $238,560 103% 80% 100% 120% ASOP $134,820 $149,800 $164,780 N/A 90% 100% 110% ASIP $134,820 $149,800 $164,780 N/A 90% 100% 110%

18 Business 1 Economics, JD’s, Ethics COMPA- RATIO 1 Business 2 All Others COMPA- RATIO 2 Business 3 Accounting and Finance COMPA- RATIO 3 MIN MID MAX MIN MID MAX MIN MID MAX PROF $122,160 $152,700 $183,240 93% $144,160 $180,200 $216,240 95% $150,800 $188,500 $226,200 100% 80% 100% 120% 80% 100% 120% 80% 100% 120% ASOP $105,570 $117,300 $129,030 106% $132,030 $146,700 $161,370 104% $150,030 $166,700 $183,370 105% 90% 100% 110% 90% 100% 110% 90% 100% 110% ASIP $ 98,895 $104,100 $109,305 102% $128,600 $135,600 $142,380 102% $157,035 $165,300 $173,565 102% 95% 100% 105% 95% 100% 105% 95% 100% 105%

§ Number of Tenure/Tenure Track Faculty in the Study – 400 § Faculty Salary - $48.9 Million* § Number of Faculty Below Minimums – 61 § Cost of Faculty Salary to Minimums – 280K (335K-Includes Incremental Benefits) § % of Incremental Benefits Load – 19.65% (35.65% Full BB rate)

*Includes 9 month base salary for FT tenure line faculty with terminal degrees, including incoming faculty for AY19-20. Also assumes successful promotion and tenure -to be adjusted as needed. Merit increases for AY19-20 have been added. Excludes: Phased retirement, Faculty lacking terminal degree, Former deans, Deans, Provost, President, Vice Provost.

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§ Shared Governance § Faculty compensation policy developed by faculty and administrators, approved by University Senate § Framework adjusted annually and reviewed at least every five years by faculty and administrators § Review and oversight through shared governance § Standardized communication

§ Compensation Principles

§ Common compensation benchmarks across units § Anchored in geographically adjusted 50th percentile with 60th percentile for College, Kroc, and Library to reflect just and livable wage

§ Transition Principles

§ New faculty into framework § Significant promotion bump § Existing faculty transitioned into ranges based upon performance, rank, and years of service with shared focus on minimums and placement in range

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§ Ranges annually adjusted to market § Annual salary pool based on finances § Annual consideration of placement in range § Annual shared governance discussion § Regular, every 5 years, re-engagement of a similarly appointed Task Force to ensure validate compensation benchmarks and framework

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Minimum Midpoint Maximum

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Performance / Current Range Unsatisfactory Meets Some Expectations Meets Expectations Exceeds Expectations Above Maximum 0% LESS LESS LESS Above Midpoint 0% LESS LESS NORM At Midpoint 0% LESS NORM MORE Below Midpoint 0% LESS MORE MORE Below Minimum 0% LESS MORE MORE

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§ Review salaries of non-tenure track faculty

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