PTS Equity Adjustment Recommendations – Spring 2016
Summary of PTS Proposal:
Part 1
Faculty
Fund
102
131
132
189
Total
% of Total
Budget
380,134
95,462
162
485
476,243
Total FTE
298.40
87.45
0.10
0.30
386.25
Number of
Staff Over
100%
13.07
3.53
0.10
0.30
17.00
Number of
Staff under
100%
285.33
85.92
371.25
Number of
Staff Over
100%
8.70
0.25
28.40
1.50
38.85
Number of
Staff under
100%
27.64
1.50
52.82
1.86
84.82
Part 2A
Part 2B
Part 2D
CBA
$900
Female
SAH Female
Faculty
Assoc Prof
Professor
SOE Staff
256,797.00
3,500.00
13,500.00
8,000.00
73,728.00
1,000.00
500.00
500.00
330,525.00
4,500.00
14,000.00
8,500.00
69.4
0.9
2.9
1.8
Part 1
IAS
Fund
Budget
Total FTE
102
37,520
36.34
128
1,163
1.75
131
42,042
81.22
136
500
3.36
Total
81,225
122.67
% of Total
Deans Discretionary Allocation
Fund 102
$400 IAS
11,056.00
600.00
21,128.00
744.00
33,528.00
41.3
Part 2C
All <82%
45,618
5,860
51,478.00
10.8
Part 3
Total
Remaining
Allocated
for Deans
327,415.00
52,719.00
81,588.00
13,874.00
162.00
485.00
409,003.00
67,240.00
85.9
14.1
Part 2/3
Total
Remaining for
Allocated
Deans
11,056.00
26,464.00
600.00
563.00
21,128.00
20,914.00
744.00
(244.00)
33,528.0
47,697.00
41.3
58.7
Fund 131
102 Faculty
131 Faculty
Deans
102 IAS Deans
Deans
131 IAS Deans
PTS Guiding Principles
in the Decision-Making
Process
Faculty Discretionary
IAS
Discretionary
Faculty
Discretionary
IAS
Discretionary
focus was
to use a substantial
amount4,347
of the funds
equal salary adjustment
to all
faculty who are
CBA1. PTS’s main
28.00
5,173.00
4.54
CBA to provide some
11.50level of1,857.00
7.96
3,152
CLS
125.00
23,096.00
2.91
2,786
CLS
35.00
5,652.00
20.50
8,117
meritorious and below 100% of the CUPA median salary for their rank/CUPA code.
SAH
107.33
19,831.00
19.69
18,852
SAH
36.42
5,881.00
22.36
8,853
2.
PTS’s secondary
was to direct0.50
Provost/Deans479
to partially
in salary from
SOE
16.00 focus
2,956.00
SOE address egregious
1.00 departures
161.00
2.00 their CUPA
792 median salary for
meritorious9.00
faculty and
IAS who are-below 100% of -the CUPA
for their rank/CUPA
code.
on faculty
LIB
1,663.00
LIB median salary
2.00
323.00
- PTS focused specifically
Total
285.33
27.64
Total
85.92
52.82
52,719.00
26,464
13,874.00
20,914
with salaries below 82% of CUPA and gender equity/parity of CUPA median salaries by college and rank. Provost/Deans have final say in
Note:
allocation of gender equity salary adjustments at the individual level.
1. Deans Discretionary FTE based on eligible FTE only (under 100% of CUPA)
3. PTS wanted to insure that some discretionary money was available to the Provost/Deans.
4. Three specific proposals for faculty and two proposals for IAS are stated below. Data to support PTS proposals follow the proposal.
Part 1: Faculty and IAS - Offset increasing healthcare costs for all Faculty and Staff ● Allocate $900 to all Faculty, irrespective of rank, who are under 100% CUPA median and are meritorious - 70% of the available 2% salary pool
● Allocate $400 to all IAS, irrespective of rank, who are under 100% CUPA median and meritorious - 41% of the available 2% salary pool
(constraints related to available monetary pools by funding source led to the lower IAS dollar amount).
Part 2: Faculty - Partially address inequities in salaries due to gender, rank, unit, based on composite data
A. CBA gender inequity at the Associate Professor level (Figures 1, 2, 3): Inequity is ~7-9% based on the average CUPA parity or entering CUPA
parity, respectively. Actual cost of complete parity adjustment ~$33k.
Proposal: Adjust CBA female Associate Profs, meritorious, and <100% CUPA by $1000.
Cost = $4,500. This is approximately 1% of the total faculty salary pool of $476,243
B. SAH gender inequity at the Full Prof level (Figures 1, 2, 4): Inequity is ~5% (based on the entering CUPA parity or average CUPA parity,
considering only equal time in rank = 15 years or less). Actual cost of complete parity adjustment (raising the female average to male average)
~$31k.
Proposal: Allocate $1000 to SAH female Full Profs who are <100% CUPA and meritorious.
Cost = $14,000. This is approximately 2.9% of the total faculty salary pool of $476,243.
C. Address all ranked faculty with egregious salary deficits (< 82% CUPA median): 68 Faculty are < 82% CUPA, with a group average CUPA of
78%. The actual cost to bring everyone in this group to 82% is $218k. This proposal brings the group average CUPA to 79%, with 26 of these
faculty reaching 82%
Proposal: Allocate up to $1000 to each faculty member who is <82% of CUPA and meritorious, with a minimum adjustment of $100
(this actually adjusts to 81.8%).
Cost = $51,478. This is approximately 11% of the total faculty salary pool of $476,243.
D. Address SOE unit inequity at Assistant and Associate ranks (Figure 5): The unit inequity compared to CBA/CLS/SAH on average is ~3-6%
(based on average CUPA parities, Figure 1). Actual cost of raising the unit average by 3% = $26k. This proposal brings the unit averages up by
~0.7%, still well below the total unit inequity.
Proposal: Allocate $500 to each faculty member in SOE who is meritorious and < 100% CUPA.
Cost = $8,500. This is approximately 2% of the total faculty salary pool of $476,243.
Part 3: Faculty - Unrestricted discretionary dollars for inequity adjustments identified by Deans/Provost
Proposal: Allocate to Deans and Provost the remaining amount (~$67,240) for other unrestricted discretionary adjustments.
This is approximately 14% of the total faculty salary pool of $476,243.
Part 2/3: IAS - Discretionary dollars for inequity adjustments: IAS (59% of IAS salary pool)
Proposal: Address IAS inequality at Senior Lecturer level first, other discretionary adjustments second (remaining amount ~$47,697)
(Figure 6): Deans/Provost should prioritize Senior Lecturer inequities using the discretionary IAS pool, taking into account extenuating
circumstances that might lead to these imbalances. This is approximately 59% of the total IAS salary pool of $81,225.
The remaining discretionary funds can be used to address other IAS salary inequities identified by Deans/Provost.
=================================================================
Things to keep in mind in applying these recommendations:
•
•
Part 2C” should be calculated based on the FY16 salaries (i.e.: before other adjustments are added in) because the flat adjustments will affect
CUPA percentages. If it’s done in the other order, there are people that actually get substantially less money, which seems unfair given the fact
that their salaries are so low already.
PTS recommends that people can (and should) get multiple classes of adjustments if they qualify.
Supporting Data
weighted avg
Weighted
Average
by Unit
81%
89%
Average CUPA parity:
Assistant Professor
M
F
CBA
SAH*
CLS
SOE
LIBRARY
Total Faculty
weighted avg
92%
96%
9
8
94%
89%
36
92%
30
89%
19
92%
66
89%
87%
2
94%
3
87%
9
91%
5
87%
80
107
91%
92%
92%
Associate Professor
M
F
weighted avg
91%
85%
9
6
88%
87%
21
85%
28
85%
20
85%
60
86%
80%
2
91%
2
82%
3
89%
1
81%
62
90
86%
85%
Professor
M
weighted avg
F
83%
81%
8
2
82%
90%
44
84%
14
80%
14
83%
21
87%
70%
1
70%
38
85%
83%
Professor (< 16 YIR)
M
F
82%
81%
4
2
86%
30
82%
11
80%
14
83%
21
84%
87%
82%
88%
70%
1
70%
84%
38
83%
90%
66
45
* Many SAH Full Professors are > 15 YIR, and all of these are male. Thus we have also calculated averages using only 0-15 YIR for this group, excluding 3 outliers in HEHP.
Figure 1: Faculty -­‐ Average CUPA Parity versus Rank by Unit: Noticeable groups of gender inequity are indicated in the bright yellow areas. Groups with 2-­‐4% inequity are highlighted in pale blue or pink based on the gender group that lags. Salaries for faculty at Assistant or Associate Professor levels for more than 10 YIR are not included in the averages. Assistant Professor
M
F
CBA**
SAH*
CLS
SOE**
86%
98%
9
8
86%
36
96%
30
86%
19
92%
66
86%
87%
2
87%
5
90%
3
87%
101
86%
LIBRARY**
Total Faculty
!
weighted avg
77
92%
93%
Associate Professor
M
F
weighted avg
94%
85%
9
6
90%
80%
21
86%
28
80%
20
83%
60
80%
82%
2
82%
88
80%
Professor
M
weighted avg
F
81%
81%
8
84%
80%
44
75%
14
Professor (< 16 YIR)
M
F
78%
weighted avg
by Unit
78%
89%
77%
82%
77%
87%
4
75%
14
79%
21
79%
77%
78%
30
74%
11
75%
14
79%
21
86%
90%
58
66
35
76%
45
35
74%
* Many SAH Full Professors are > 15 YIR, and all of these are male. Thus we have also calculated averages using only 0-15 YIR for this group.
** SOE and Library have small numbers of faculty and this averages of salaries < 3 YIR were used as entering CUPA parity. Cases where there are no new faculty in rank are shaded in dark grey.
Figure 2: Faculty -­‐ Initial CUPA Parity when entering Rank by Unit (based on a linear analysis of CUPA Parity vs YIR – Figures 3-­‐6): Noticeable groups of gender inequity are indicated in the bright yellow areas. Groups with 2-­‐4% inequity are highlighted in pale blue or pink based on the gender group that lags. Salaries for faculty at Assistant or Associate Professor levels for more than 10 YIR are not included in the linear fits. Assistant Associate 120.0%%
120.0%%
110.0%%
115.0%%
115.0%%
105.0%%
110.0%%
110.0%%
105.0%%
100.0%%
105.0%%
95.0%%
90.0%%
85.0%%
95.0%%
90.0%%
80.0%%
85.0%%
75.0%%
80.0%%
70.0%%
0%
5%
10%
15%
20%
Years%in%Rank%
25%
Linear%(CBA%6All6above3YIR)%
100.0%%
CUPA%Parity%
CUPA%Parity%
100.0%%
CBA CUPA%Parity%
Full 90.0%%
85.0%%
80.0%%
75.0%%
75.0%%
30%
95.0%%
70.0%%
70.0%%
0%
5%
10%
15%
20%
Years%in%Rank%
25%
30%
0%
35%
5%
10%
15%
20%
Years%in%Rank%
25%
30%
115.0%%
110.0%%
110.0%%
105.0%%
105.0%%
100.0%%
100.0%%
95.0%%
90.0%%
130.0%%
Linear%(SAH7All7Above3YIR)%
120.0%%
110.0%%
CUPA%Parity%
115.0%%
CUPA%Parity%
CUPA%Parity%
SAH Figure 3: Distribution of % CUPA parity rates versus years in rank for CBA faculty. Female salaries are indicated in red/pink, male faculty salaries are indicated in blue/light blue. Salaries for faculty at Assistant or Associate Professor levels for more than 10 YIR (pink, light blue) are not included in the linear fits. The area of concern is with CBA female Associate Professors who as a group all earn less than the average of their male counterparts at the same YIR. 95.0%%
90.0%%
85.0%%
85.0%%
80.0%%
80.0%%
75.0%%
75.0%%
90.0%%
80.0%%
70.0%%
70.0%%
0%
2%
4%
6%
8%
10%
Years%in%Rank%
12%
14%
16%
18%
100.0%%
0%
5%
10%
15%
20% 25% 30%
Years%in%Rank%
35%
40%
45%
50%
70.0%%
0%
5%
10%
15%
20%
25%
Years%in%Rank%
30%
35%
40%
Figure 4: Distribution of % CUPA parity rates versus years in rank for SAH faculty. Female salaries are indicated in red/pink, male faculty salaries are indicated in blue/light blue. Salaries for faculty at Assistant or Associate Professor levels for more than 10 YIR (pink, light blue) are not included in the linear fits. The area of concern is with SAH female Full Professors who as a group all earn less than (or in one case equal to) the average of their male counterparts at the same YIR. The three outliers at 110% and above (open circles) were not included in the fit. 110.0%%
110.0%%
110.0%%
105.0%%
105.0%%
105.0%%
100.0%%
100.0%%
100.0%%
95.0%%
95.0%%
95.0%%
90.0%%
85.0%%
85.0%%
80.0%%
75.0%%
75.0%%
70.0%%
70.0%%
5%%
10%%
15%%
20%%
Years%in%Rank%
25%%
30%%
80.0%%
75.0%%
108.0%&
108.0%&
103.0%&
103.0%&
98.0%&
98.0%&
88.0%&
83.0%&
73.0%&
10&
Years%in%Rank%
15&
20%
25%
70.0%%
30%
0%
5%
10%
15%
Years%in%Rank%
20%
25%
83.0%&
78.0%&
68.0%&
15%
Years%in%Rank%
88.0%&
73.0%&
5&
10%
93.0%&
78.0%&
0&
5%
93.0%&
90.0%%
85.0%%
0%
35%%
CUPA%Parity%
CUPA%Parity%
SOE 90.0%%
80.0%%
0%%
CUPA%Parity%
CUPA%Parity%
CUPA%Parity%
CLS Linear%(CLS%4All4above3YIR)%
68.0%&
20&
0&
5&
10&
15&
Years%in%Rank%
20&
25&
Figure 5: Distribution of % CUPA parity rates versus years in rank for CLS and SOE faculty. Female salaries are indicated in red/pink, male faculty salaries are indicated in blue/light blue. Salaries for faculty at Assistant or Associate Professor levels for more than 10 YIR (pink, light blue) are not included in the linear fits. Both units seem to have well-­‐distributed salaries by gender based on years in rank. 130.00%%
120.00%%
120.00%%
110.00%%
110.00%%
100.00%%
SAH%1%F%
90.00%%
SAH%1%M%
!CUPA!Parity!
!CUPA!Parity!
Clinical Prof
Lect
Assoc. Lect
Assoc. Clinical Prof
Asst Clinical Prof
Senior Lect
130.00%%
100.00%%
CLS%1%F%
90.00%%
80.00%%
80.00%%
70.00%%
70.00%%
CLS%1%M%
60.00%%
60.00%%
0%
1%
2%
3%
4%
5%
IAS!Rank!Category!
6%
7%
0%
1%
2%
3%
4%
5%
IAS!Rank!Category!
6%
7%
Figure 6: Distribution of % CUPA parity by IAS rank category (see CBA plot for definitions). Averages are shown as black lines (solid = female, dashed = male). Senior lecturers are substantially compressed/inverted relative to the other IAS ranks. Year in rank data was not available. There does not seem to be a noticeable gender inequity based on average CUPA parities. There is a 3-­‐5% inequity in CLS IAS salaries versus the other units on average, but the numbers of IAS are significantly smaller.