• Part 1: Summary of Proposed PTS Equity Adjustment Plan – 2015-­‐16 All faculty and IAS get a lump sum adjustment regardless of their salary, which more equitably offsets the lump sum cost increase due to health care -­‐ (this accounts for 70% of the salary pool for faculty and ~41% for IAS. ) Guides limiting this allocation: o
o
• Part 2C: Ensuring that the lump sum was the same regardless of funding line (102, 131, etc) Guidelines from UW System prohibiting equity compensation adjustments for faculty above 100% CUPA The second largest portion goes to the Deans for discretionary spending (14% for faculty and 59% for IAS). • Part 2A,B: Only 4% of the entire faculty salary pool goes to gender inequity adjustments. The two groups that we identified are based on composite data, not individual comparisons: o
o
All female Associate Profs in CBA are below the average % CUPA parities for CBA Associate Profs, accounting for years in rank. (Figure 3). The proposed adjustment brings this female group average up to 85.8%, still almost 5% behind their male counterparts. No female Full Profs in SAH are above the average % CUPA parities for SAH Full Profs, accounting for years in rank (Figure 4). The proposed adjustment brings this female group average up to 81%, still almost 5% behind their male counterparts • Part 2D: Less than 2% goes to SOE faculty who are as a whole more than 5% behind the other units at all ranks based on % CUPA parity. CUPA%Parity%
110.0%%
100.0%%
90.0%%
80.0%%
70.0%%
0%
5%
10%
Years%in%Rank%
Figure 3 15%
130.0%%
Linear%(SAH%7F7%Full)%
Linear%(SAH%7M7%Full)%
Linear%(SAH7All7Above3YIR)%
120.0%%
CUPA%Parity%
110.0%%
100.0%%
90.0%%
80.0%%
70.0%%
0%
5%
10%
15%
20%
25%
Years%in%Rank%
Figure 4 30%
35%
40%