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

FACULTY COMPENSATION TASK FORCE Recommendation to the President April 24, 2019 1

Contents § Task Force Membership § Charge § Process § Recommendations - Philosophy - Benchmarks - Framework § Implementation § Maintenance 2

Task Force Membership § Nick Ladany Members § Alyson Ma § Christopher Adler § Noelle Norton § Gail F. Baker § Chell Roberts § Mary Barger § Lori Watson § Karen Briggs § Mary Jo Wiggins § Robert Dean § Jennifer Zwolinski § Hugh Ellis § Fred Galloway Support § Aarti Ivanic § Terry Kalfayan § Frank Casagrande § Paula Krist § Bridget Meschen 3

Charge § Discern Philosophy § Establish Compensation Benchmark Institutions § Benchmark Salaries § Compare Compensation § Develop Plan § Consider Finances § Recommend Next Steps § Communicate 4

Process Framework Design Faculty Survey Implementation & Discern Maintenance Philosophy Stakeholder Education 5

§ Guiding Principles - Unified Faculty Compensation System - Competitive Salaries - Transparency - Geographical Differential - Promote and Reward Excellence - Equity and Fairness - Open Communication - Shared Governance 6

§ Selection criteria, with feedback from Faculty, Deans, and the Task Force - % Pell Grant by Freshman - Doctoral/Research Classification - Private, Non-Technical - % Underrepresented Minority Students - Average Net Price After Grants - Size (Undergraduate FTE) - Median SAT/ACT Scores - Median Earnings 10 Years After Entry - Endowment Assets - Average High School GPA - 2016 6-Year Graduation Rate - Endowment per Student 7

8

§ Recognizing disciplines within and across Units § Reflecting geographic realities of San Diego § Ranges that reflect performance and longevity § Anchored at the 50 th percentile of geographically adjusted market § Increased to the 60 th 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 9

§ 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 § 60 th percentile for the College, Kroc, Library is approximately another 4% (17% above national norms) to reflect just and livable wage 10

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% 11

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% 12

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% 13

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% 14

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% 15

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% 16

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% 17

Business 1 Business 2 Business 3 COMPA- COMPA- COMPA- Economics, JD’s, Ethics All Others Accounting and Finance RATIO RATIO RATIO 1 2 3 MIN MID MAX MIN MID MAX MIN MID MAX 93% PROF $122,160 $152,700 $183,240 $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% 18

§ 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. 19

§ 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 50 th percentile with 60 th 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 21

§ 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 22

Minimum Midpoint Maximum 23

Performance / Unsatisfactory Meets Some Meets Exceeds Current Range Expectations Expectations Expectations Above 0% LESS LESS LESS Maximum Above 0% LESS LESS NORM Midpoint At 0% LESS NORM MORE Midpoint Below 0% LESS MORE MORE Midpoint Below 0% LESS MORE MORE Minimum 24

§ Review salaries of non-tenure track faculty 25

26