Faculty Pay Compression: Challenges and Solutions
Compression in faculty pay is a growing concern, especially for long-serving staff facing freezes while new hires receive higher rates. This issue accumulates over time and requires targeted efforts to address cohorts affected. General pay raises and merit processes may not resolve the disparity. The impact on gender pay equity is evident, with interventions like the Salary Decompression Adjustment showing promise. Various freezes and their effects are highlighted, emphasizing the need for a decompression plan to rectify salary discrepancies.
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Presentation Transcript
Compression is now a large problem in faculty pay It is particularly for those who have been at the university for over a decade. Compression is caused by repeated freezes for continuing faculty while new hires appear to receive market rates Compression can accumulate for those subject to multiple freezes Only efforts specifically targeting cohorts of affected faculty can fix the problem General pay increases (% or flat) do not address the problem The merit process treats old and new faculty the same. Faculty Salary Compressio n
51% of the tenure-track faculty have taken 6 freezes in the last 12 years, an effective pay of cut about 30% Faculty Salary Compressio n 100 Over half of tenure-track faculty have experienced 6 zeros since 2008 Tenured/Tenure-track 90 80 70 percentage 60 50 40 30 20 10 0 1 zero year (2018) 2 zeros (2017) 3 zeros (2016) 4 zeros (2012) 5 zeros (2011) 6 zeros (2009) 7 zeros (2003) 8 zeros (1993)
Cumulative freezes mean that salary of an assistant professor hired in 2000-- who got actual raises, proportional merit, & promotion to full - would still be below avg of new assistant professor salaries 150.0 Faculty Salary Compressi on continuuous hire w/o freezes 140.0 continuuous hire w/ freeze & hisotric rasies (4.565%) 130.0 120.0 avg of new assistant professor (1st or 2nd year) 110.0 "decompression plan" amount for continuing faculty 100.0 90.0 80.0 70.0 60.0 50.0
Effects on gender pay equity SDA improves gender pay equity (larger % increases for women) 9 8 Men Women 7 6 SDA/base (average) 5 4 3 2 1 0 1 freeze 2 freezes 3 freezes 4 freezes 5 freezes 6 freezes
