Summer Salary Proposal
October 7, 2011
Revised and approved by the PTS Committee on December 1, 2011
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In the case of a standard course, the “work units” correspond to the number of credits for the course.
Thus, for these courses, the Per Student/PerUnit corresponds to student credit hours (SCH). For
other courses, such as labs, internship supervision, independent study, etc., each College/Department
will need to determine the appropriate number of “work units” allocated to the activity. (e.g. It could
be determined that a 1-credit lab course, meeting 3 hours per week, would generate 2 work units per
student rather than 1 SCH. With 20 students enrolled, this would generate 40 total work units rather
than 20 SCH.)
A minimum of 18 SCH or equivalent work units is required for a course to be offered without
special permission from the Dean.
To determine the Per Student/Per Unit Salary*, we began with the average salary by rank, as given
in the Integrated Postsecondary Education Data System (IPEDS) data (Figure 18 of
http://www.uwlax.edu/ir/IPEDSDFR2009_240329.pdf). The average salary was multiplied by ¾ for
the faculty ranks, and the clinical faculty ranks, to account for the fact that teaching is only a part of
a faculty members’ workload. The full average salary was used for the IAS ranks. The resulting
salary was then divided by 24, the average number of standard course credits taught in a year.
Both the Per Student/Per Unit salary and per course salary will be adjusted each year at the same rate
as pay increases. In addition, both must be reviewed periodically as revenues from tuition increase
and to remain consistent with the IPEDS data on average salary by rank. The salary pool for
summer session should not be less than 39% of revenues.
The Department, in consultation with the Dean’s Office, will determine whether or not a course will
run two weeks prior to the start of classes for that session.
Adjustments may be made for courses that require a cap of fewer than 25 students due to limitations
of physical facilities, available course materials, etc. These adjustments are made by the Dean’s
Office, in consultation with the Department.
This plan will be reviewed annually by the Promotion, Tenure, and Salary (PTS) Committee.
*The values obtained had to be altered slightly in order to come in at a total compensation no more than
39% of tuition revenue. Alterations were made as evenly and equitable as possible.
For courses that generate 75 or more SCH, or equivalent work units, (for example, 25 students enrolled in a
3 credit course) the salary schedule for the various ranks would be:
Rank
Salary
Associate Lecturer/Clinical Instructor
Lecturer/Clinical Assistant Professor/ Instructor
Senior Lecturer/Clinical Associate
Professor/Assistant Professor
Distinguished Lecturer/Clinical Professor/
Associate Professor
Professor
$4875
$5250
$6000
$6750
$7875
and, for courses that generate less than 75 SCH, or equivalent work units, (but greater than the minimum of
18 mentioned above), salary would be based on:
Rank
Per Student/Per Unit
Salary
Associate Lecturer/Clinical Instructor
Lecturer/Clinical Assistant Professor/ Instructor
Senior Lecturer/Clinical Associate
Professor/Assistant Professor
Distinguished Lecturer/Clinical Professor/
Associate Professor
Professor
$65
$70
$80
$90
$105
Average salary by rank (for AY2008-2009) as given in the IPEDS (Integrated Postsecondary Education Data System) data
(Figure 18 of http://www.uwlax.edu/ir/IPEDSDFR2009_240329.pdf ).
Rank
Lecturer
Assistant Professor
Associate Professor
Professor
Average Salary
$41,321
$55,125
$58,622
$77,948
Appendix
BACKGROUND: In the fall of 2010, the Provost created the Task Force on Workload and Equity, as one
of four task forces to work on issues discussed at a Provost’s Retreat in August of 2010 were seen as having
the most pressing need for action. The task force met and set up subcommittees to work on specific issues
of workload and equity. One of these subcommittees was given the task of coming up with an equitable
formula for distributing summer school salaries for faculty/staff across the three colleges. This
subcommittee consisted of Enilda Delgado, Thomas Kernozek and Rebecca LeDocq.
The subcommittee requested summer school data from the three colleges, including the results from running
the data through two distinct possible “salary scenarios”. After considering this data and several possible
salary distributions, the subcommittee brought a recommendation to the full Task Force at the beginning of
2011. After discussion with the full Task Force, the subcommittee was asked to reconsider some of the
details of the proposal. The subcommittee submitted an alternate proposal addressing many of the concerns
of the Task Force, in April 2011.
The subcommittee was then asked to meet with Ray Abhold, Associate Dean of SAH, to consider more
issues related to summer compensation. Early in the Fall semester of 2011, the subcommittee was presented
with a summer compensation worksheet, created by Associate Dean Abhold, in which various salary options
could be changed and the resulting percent of tuition dollars used for salary could be seen. At this time, the
subcommittee was informed that summer compensation needed to come in at no more than 39% of the
tuition generated. This requirement, along with consideration of average salary by rank as given in the
IPEDS (Integrated Postsecondary Education Data System) data (Figure 18 of
http://www.uwlax.edu/ir/IPEDSDFR2009_240329.pdf ), guided the development of the final proposal.
REMAINING SUBCOMMITTEE CONCERNS:
• Initially, J-term salaries were also a part of the discussion on equitable compensation. It has since
been taken out of the discussion. It is essential that an equitable compensation plan, to be used in all
colleges, be determined for J-term.
• The Department of Health Professions is a very unique department on campus. Their programs run
year round, so teaching summer sessions is required rather than being optional. Despite this, most of
the faculty are on 9-month contracts. This deserves special consideration in any proposal dealing
with summer compensation. Please see the following statement from the Department of Health
Professions indicating how this proposal would affect their department
STATEMENT FROM HEALTH PROFESSIONS:
For many years, the student credit hours (SCH) produced by the Health Professions Department during the
summer has been of benefit to the University and College of Science and Health. This is due to the year round
nature of the programs with mandated curricula. It must be noted that the majority of the summer courses are
taught by faculty with 9 month academic appointments who have been willing to teach in the summer.
The current summer salary proposal capped salary (at 25 students) disadvantages faculty in the Health
Professions Department, specifically the Physical Therapy Program because the class size is so large (46-90
students/class). There are several faculty and academic staff who will be paid significantly less than they were
paid last year for teaching the same courses (between $1500 - $5000). Ironically, other faculty teaching in other
programs with fewer students per cohort will be paid more than they earned last year.
If this funding formula is applied to the Health Professions Department, we most likely will have to
lengthen all of our programs to accommodate for the lack of faculty wishing to teach summer courses. I would
point out again that the curricula for the OT, PT, and PA programs were set to be year round such that they
would be competitive with other programs in the area. Lack of ability to teach summer courses will cause
major havoc in all three programs, disrupt all of the arrangements made for clinical fieldwork placements, and
create considerable student hardship for students seeking to obtain a degree from UW-L. However, since
faculty have the right to choose whether or not to teach in the summer session, they cannot be blamed for
accepting the reduction in salary for teaching the same courses as that they taught last year.
It is our understanding that we will still receive $75,000 from the Science and Health college office to pay
for summer salaries and the rest will have to be paid out of the OT, PT, and PA differential tuition accounts.
We cannot support this proposal because it seriously disadvantages several faculty in our department.
Instead, we offer the following suggestions:
1.
Allow the Health Professions Department to opt out of this summer funding formula and let us apply
our own formula to pay faculty for summer teaching. We have arrived at a fair formula that
compensates people based on the class size and salary. We would continue to supplement the $75,000
with differential tuition and would expect that this amount would raise a percentage each year to keep
pace with tuition.
2. If we are required to use this funding formula, then allow us to supplement these salaries for faculty and
academic staff that are disadvantaged out of our differential tuition so we can ensure that they will
continue to teach summer courses.
Sincerely,
Tom Kernozek, PhD
Peggy Denton, OT, PhD