CSUMB campusbased salary equity issues and solutions Rob

CSUMB campus-based salary equity issues and solutions Rob Weisskirch, MSW, Ph. D. Professor of Human Development CSUMB CFA Faculty Rights Chair

Equity NOUN mass noun 1 The quality of being fair and impartial. ‘equity of treatment’ Oxford English Dictionary https: //en. oxforddictionaries. com/definition/equity 1 a : justice according to natural law or right; specifically : freedom from bias or favoritism Merriam- Webster Dictionary https: //www. merriamwebster. com/dictionary/equity

The current CBA does not require campus-based salary equity action As a courtesy, Provost and VP of Academic Affairs Bonnie Irwin and AVP for University Personnel Natalie King met with CFA (Rob Weisskirch, Rafael Gomez, & Maureen Loughran) on April 10, 2017 Provost Irwin indicated willingness to work on this issue as of May 3 but has not had time

Salary Equity Challenges at CSUMB 1. COB tenure-line salaries are severely inverted and compressed. 2. Excluding COB: Ø 15 Assistant Professors’ salaries are inverted within their Department Ø 7 Associate Professors’ salaries are inverted within their Department Ø 5 Full Professors’ salaries are inverted within their Department 3. CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line.

Common definition of inversion within Department A. When someone with fewer years in rank earns more For example, John Smith has been an Assistant Professor of Italian for 3 years earning $5500 per month and Rebecca Doe, an Assistant Professor of Italian, who has 1 year in rank, earns $5700 per month. Solution= bring John Smith’s salary up to Rebecca Doe’s (from $5500 to $5700) B. When someone of lower rank earns more than someone of higher rank An Assistant Professor makes more than an Associate

COB tenure-line salaries are severely inverted and compressed. Solution: ?

15 Assistant Professors’ salaries are inverted within their Department Solution: Bring the inverted Assistant Professors’ salaries up to the person’s salary causing inversion Annual cost: $49476

7 Associate Professors’ salaries are inverted within their Department Solution: Bring the inverted Associate Professors’ salaries up to the person’s salary causing inversion Annual cost: $29016

5 Full Professors’ salaries are inverted within their Department Solution: Bring the inverted Full Professors’ salaries up to the person’s salary causing inversion Annual cost: $23376 Excluding COB, to address inversion among tenure-line faculty, total annual cost: $101, 868

CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line. According to AAUP salary report (2016), CSU Monterey Bay has the: • 5 th lowest average Full Professor salary Sac. St. , CSUS, Humboldt, and Sonoma are lower; • 8 th lowest average Associate Professor salary Sac. St. , CSUS, Humboldt, Sonoma, CSUSB, Chico, and Fresno are lower; • 8 th lowest average Assistant Professor salary Sac. St. , CSUS, Humboldt, Sonoma, CSUSB, Chico, and Fresno are lower; • 3 rd lowest average Lecturer salaries CSULA and CSUS are lower.

CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line. Solution: Raise those tenure-line salaries to within 1 SD of the mean (. 5 SD for Full Professors) Method 1. Used current salary information supplied by CSUMB (Fall 2016). 2. Calculated mean and standard deviations by rank. 3. Any faculty members who were more than 1 SD above the mean for rank were removed as outliers. 4. Calculated mean and SDs with the outliers removed 5. Any Assistants or Associates more than 1 SD away from the mean had an increase to raise salaries to the 1 SD. For Fulls, . 5 SD.

Mean SD Minimum Assistant 5940. 45 348. 53 5591. 92 Associate 6764. 52 453. 77 6310. 75 Full 8234. 04 607. 33 7930. 37

CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line. Solution: Raise those tenure-line salaries to within 1 SD of the mean (. 5 SD for Full Professors) Total annual cost to address equity for tenureline in comparison to the CSU: $62, 546. 40

CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line. Solution: Raise Lecturer salaries Current salary * Years of Experience * _% * Appointment %. Master’s degrees of any type: 1. 60. 1% (124/206) are at the lowest salary of Lec A ($3851 = 46, 212 per year) 2. Range of experience = 1 -18 years, mean of 3. 5 years 3. Average salary: $4122 = 49, 344 (SD = 454. 40); Median = $3851

60. 1% of Lecturers with Masters

CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line. Solution: Raise Lecturer salaries Current salary * Years of Experience * _% * Appointment %. Federal poverty level (Family of 4) = $24300 (2016). Nearly all Lecturers are eligible for Cal Fresh (Food stamps), 200% FPL = $48600

CSUMB faculty salaries are low within the CSU, particularly Lecturers and tenure-line. Solution: Raise Lecturer salaries Current salary * Years of Experience * _% * Appointment %. Doctorate-level Lecturer faculty 1. 56% (56/100 ) are at the lowest Lec B salary ($4596 = 55, 152) 2. Range of experience = 1 -21 years, mean of 5 years 3. Average salary: $4772 = 57, 264 per year (SD = 298. 33); Median = $4656

56% of Lecturers with Doctorates

Additional solutions: Several of the faculty whose salary is inverted will likely have the inversion addressed with promotion in 16 -17—a separate pool of money Total annual cost to address inversion: $101, 868 - $33420 = $68, 448

Solutions 1. COB faculty salary inversion and compression = ? 2. Raise Assistant, Associate, and Full Professor’s salaries that are inverted = $68, 448. 00 3. Raise tenure-line faculty salaries to with 1 SD (. 5 SD for Fulls) of average at CSUMB = $62, 546. 40 4. Raise Lecturer salaries = Current salary * Years of Experience * _% * Appointment %.

“We don’t have money” Of 114 CSUMB administrators (Administrator I – IV), 48% (n = 55) earn more than $100, 000

What is next? 1. CFA will continue to stay in dialog with the Administration to address salary equity issues. 2. We need you to keep salary equity issues a campus budget priority. 3. Submit Increase for Market requests as appropriate. 4. Lecturers should continue to request salary reviews with each contract initiation (Article 12).

What is next? 5. Tenure-line faculty up for promotion may request a percentage increase amount above 9% 6. Look for 3. 5% GSI (July 1, 2017)—check CMS and will appear in August 1 paycheck 7. 2. 65% SSI for eligible faculty on anniversary date (usually mid-August). 8. Get involved in CFA!