Common use of Salary Equity Study and Distribution Clause in Contracts

Salary Equity Study and Distribution. During FY20, the University will conduct an equity study by rank and discipline in an effort to ensure that Faculty salaries make continued and incremental progress towards equity with the median salaries of peers in a suitable comparison group drawn from The National Faculty Salary Survey by Discipline and Rank of Four-Year Colleges and Universities (CUPA) database. The initial list of a comparison group will take the following into consideration: Basic Carnegie classification, program inventory, and specialized accreditations (e.g., AACSB, ABET). The comparison group will have at its core the 4-year public institutions drawn from Carnegie’s “Doctoral/Professional” institutions (SIUE’s current basic Carnegie classification) and will be supplemented by institutions drawn from Carnegie’s Master’s Colleges and Universities—Larger Programs classification. Prior to the finalization of the comparison group, the University will confer with the Faculty Association to identify a mutually agreeable set of institutions to be included in the comparison group. In the event that mutual agreement is not achieved, both parties recognize that the University reserves the right to make the final decision. The mean salary of each campus rank/discipline group will be compared to the median salary of the comparison group rank/discipline. If the mean rank/discipline salary is below that of the comparison group salary median, the cost to bring the group to the median will be calculated. If a rank/discipline is not available in the comparison group, the median salary used for comparison will be a rank/discipline median drawn from a CUPA data subset that is mutually agreed between the FA and the University. In the event that mutual agreement is not achieved, both parties recognize that the University reserves the right to make the final decision. Available funds will be applied to bring those groups furthest from the median (greatest disparity) to a consistent percentage of the median, with a goal of 100% of the median. The University will invest an amount equal to $600,000 (Six hundred thousand dollars) for this equity study and adjustment. In order to preserve the impact of past merit increase and time in rank, the relative positions of the individual faculty members’ salaries within the group (discipline/rank) shall be maintained as the group’s average salaries are moved toward the median. Prior to implementation, the University will meet and confer with Faculty Association representatives to discuss the methodology and results of the study. At this time, the FA representatives shall have the opportunity to provide feedback and recommend changes.

Salary Equity Study and Distribution. During FY20FY22, the University will conduct an equity study by rank and discipline in an effort to ensure that Faculty salaries make continued and incremental progress towards equity with the median salaries of peers in a suitable comparison group drawn from The National Faculty Salary Survey by Discipline and Rank of Four-Year Colleges and Universities (CUPA) database. The initial list of a comparison group will take the following into consideration: Basic Carnegie classification, program inventory, and specialized accreditations (e.g., AACSB, ABET). The comparison group will have at its core the 4-year public institutions drawn from Carnegie’s “Doctoral/Professional” institutions (SIUE’s current basic Carnegie classification) and will be supplemented by institutions drawn from Carnegie’s Master’s Colleges and Universities—Larger Programs classification. Prior to the finalization of the comparison group, the University will confer with the Faculty Association to identify a mutually agreeable set of institutions to be included in the comparison group. In the event that mutual agreement is not achieved, both parties recognize that the University reserves the right to make the final decision. The mean salary of each campus rank/discipline group will be compared to the median salary of the comparison group rank/discipline. If the mean rank/discipline salary is below that of the comparison group salary median, the cost to bring the group to the median will be calculated. If a rank/discipline is not available in the comparison group, the median salary used for comparison will be a rank/discipline median drawn from a CUPA data subset that is mutually agreed between the FA and the University. In the event that mutual agreement is not achieved, both parties recognize that the University reserves the right to make the final decision. Available funds will be applied to bring those groups furthest from the median (greatest disparity) to a consistent percentage of the median, with a goal of 100% of the median. The University will invest an amount equal to $600,000 (Six hundred thousand dollars) for this equity study and adjustment. In order to preserve the impact of past merit increase and time in rank, the relative positions of the individual faculty members’ salaries within the group (discipline/rank) shall be maintained as the group’s average salaries are moved toward the median. Prior to implementation, the University will meet and confer with Faculty Association representatives to discuss the methodology and results of the study. At this time, the FA representatives shall have the opportunity to provide feedback and recommend changes.

Salary Equity Study and Distribution. During FY20, the University will conduct an equity study by rank and discipline in an effort to ensure that Faculty salaries make continued and incremental progress towards equity with the median salaries of peers in a suitable comparison group drawn from The National Faculty Salary Survey by Discipline and Rank of Four-Year Colleges and Universities (CUPA) database. The initial list of a comparison group will take the following into consideration: Basic Carnegie classification, program inventory, and specialized accreditations (e.g., AACSB, ABET). The comparison group will have at its core the 4-year public institutions drawn from CarnegieXxxxxxxx’s “Doctoral/Professional” institutions (SIUE’s current basic Carnegie classification) and will be supplemented by institutions drawn from Carnegie’s Master’s Colleges and Universities—Larger Programs classification. Prior to the finalization of the comparison group, the University will confer with the Faculty Association to identify a mutually agreeable set of institutions to be included in the comparison group. In the event that mutual agreement is not achieved, both parties recognize that the University reserves the right to make the final decision. The mean salary of each campus rank/discipline group will be compared to the median salary of the comparison group rank/discipline. If the mean rank/discipline salary is below that of the comparison group salary median, the cost to bring the group to the median will be calculated. If a rank/discipline is not available in the comparison group, the median salary used for comparison will be a rank/discipline median drawn from a CUPA data subset that is mutually agreed between the FA and the University. In the event that mutual agreement is not achieved, both parties recognize that the University reserves the right to make the final decision. Available funds will be applied to bring those groups furthest from the median (greatest disparity) to a consistent percentage of the median, with a goal of 100% of the median. The University will invest an amount equal to $600,000 (Six hundred thousand dollars) for this equity study and adjustment. In order to preserve the impact of past merit increase and time in rank, the relative positions of the individual faculty members’ salaries within the group (discipline/rank) shall be maintained as the group’s average salaries are moved toward the median. Prior to implementation, the University will meet and confer with Faculty Association representatives to discuss the methodology and results of the study. At this time, the FA representatives shall have the opportunity to provide feedback and recommend changes.