CUPA Comparisons Subcommittee on CUPA Comparisons Salary Benefits
CUPA Comparisons Subcommittee on CUPA Comparisons Salary, Benefits, Budget, and Fiscal Planning Committee 2020 -2021 Data
What is CUPA? • CUPA = College and University Professional Association for Human Resources – – More than 2, 000 member organizations 93% of all U. S. doctoral institutions 79% of all master’s institutions 57% of all bachelor’s institutions Source: https: //www. cupahr. org/about/
Recent Cost of Living Changes CPI GDP Price Deflator 3. 7% to the 3 rd quarter of 2020 CPI (West) 2020 Increase 1. 2% 1. 4% 2019 Increase 2. 3% 1. 8% 2018 Increase 1. 9% 2. 4% 3. 1% 2017 Increase 2. 1% 1. 8% 3. 1% Source: Bureau of Labor Statistics, BEA. gov
Cost of Living Index – Utah Index Ogden National Cost of Living 100 Groceries 104 100 Health Care 113 100 Housing 106 100 Transportation 102 100 Utilities 76 100 Source: Payscale. com
CUPA Analysis 2020 -2021 COLLEGE / UNIT # of Faculty Actual / New Equitable*100 Arts & Humanities 106 89. 69% Business & Economics 48 111. 61% INTL (Continuing Education) EAST 3 80. 31% 86 98. 15% Education 51 89. 35% Health Professions 108 92. 45% Library 10 82. 95% Social & Behavioral Sci 69 90. 92% Science 91 92. 52% UNIVERSITY 572 93. 7%
Note: University CUPA Comparison average 1996 -2020 is 90. 1% 21 20 20 - 20 19 20 18 20 19 - 20 18 - 20 17 - 20 16 - 20 15 - 20 14 - 20 13 - 20 12 - 20 11 - 20 10 - 20 09 08 20 20 09 - 20 08 - 20 07 20 06 20 07 - 20 06 - 20 05 - 20 04 - 20 03 - 20 02 - 20 01 - 20 00 99 19 20 00 - 20 99 - 19 98 - 19 97 - 19 96 - 19 CUPA Comparison 1996 -2020 103, 00% 98, 00% 93, 00% 88, 00% 83, 00% 78, 00%
Avg. Percentage of Equitable CUPA Salaries by College/Academic Unit College WSU Actual (1819) / CUPA (17 -18) WSU Actual (1920) / CUPA (18 -19) WSU Actual (2021) / CUPA (19 -20) Arts & Humanities 88. 7% 89. 69% Business & Economics 104. 6% 111. 61% Continuing Education 96. 3% 108. 5% 87. 8% Education 86. 3% 88. 0% 89. 35% Engineering, Applied Science & Technology 95. 8% 99. 7% 98. 15% Health Professions 89. 7% 92. 2% 92. 45% Library 81. 3% 83. 8% 82. 95% Social & Behavioral Sciences 89. 0% 90. 6% 90. 92% Science 91. 4% 94. 3% 92. 52% University Average 91. 4% 93. 8% 93. 7% 80. 31%
Salary Inversion Subcommittee on Salary Inversion Salary, Benefits, Budget, and Fiscal Planning Committee 2020 -2021 Data
Background • • Definition of Inversion – A faculty member of higher rank earning less in nine-month FTE salary than a faculty member of lower rank Data from 2020 -2021 equity model available at e. Weber Portal (Faculty Dashboard) Number of inversions: – 55 faculty members, down from 62 in 2019 -2020 – 9. 6% of 572 total faculty members (counted in the model), down from 11. 3% in 2019 -2020 – Total amount needed to fix salary inversions: $732, 940, down from $825, 822 in 2019 -2020 (salary only) Analysis based on Inversion Tracker app based on data received from Betty Kusnierz.
Counting Inversions • Number of Inversions: – Number of faculty members making less than at least one lower ranked faculty member. Counted from the perspective of the higher ranked, lower paid faculty. E. g. , Five full professors in a department make less than three associate professors. (Counted as five inversions) E. g. An assistant professor in a department makes more than two associate professors and more than one full professor. (Counted as three inversions) • Dollar amount of inversions: The amount needed to erase the inversion – E. g. , An assistant professor makes $80, 000 in a department where an full professor makes $70, 000 (Total dollar amount of the inversion is $10, 000) – E. g. , An assistant professor makes $70, 000 in a department where an associate professor makes $60, 000 and a full professor makes $50, 000. (Total dollar amount of inversions is $30, 000)
Caveats • The definition of inversion used is limited Only nine-month FTE salary considered Faculty member degrees not considered Years of service at rank not considered Special situations (e. g. Nursing, Accounting) not considered No justifying reasons for inversions (e. g. underperformance of inverted faculty) considered – One higher paid, lower ranked faculty member might invert multiple faculty of higher rank creating a perception of a larger problem than actually exists. – – – Further review at the college level is needed to address specific inversion situations.
INVERSIONS Number and Total Dollar Amount by Department Number of Inversions: Number of faculty members paid less than at least one faculty member of lower rank Amount: Dollar amount needed to match salary of highest paid lower rank faculty member. (Departments with no inversions not shown. ) DEPT Accounting SC & MIS Total # of Inversions # Inverting $ Amount 6 5$ 146, 114 4 6$ 58, 726 10 11 $ 204, 840 Computing MSE Professional Sales Total 9 1 4 14 4 1 2 7 $ $ 46, 460 4, 102 175, 236 225, 798 Dental Hygiene Health Admin Serv Nursing Rad Sci Total 4 3 22 1 30 1 1 19 1 22 $ $ $ 114, 952 1, 320 184, 761 275 301, 308 1 1 2$ 2$ 994 55 42 $ 732, 940 Math Total Grand Total
INVERSIONS Type of Inversion by Department A<I: (A)ssistant<(I)nstructor C<I: Asso(C)iate<(I)nstructor F<I: (F)ull<(I)nstructor C<A: Asso(C)iate<(A)ssistant F<A: (F)ull<(A)ssistant F<C: (F)ull<Asso(C)iate *Note: In the case where a faculty member is inverted by more than one higher rank, the inversion with the largest gap in rank is indicated. DEPT Accounting SC & MIS Total Computing MSE Professional Sales Total Dental Hygiene Health Admin Serv Nursing Rad Sci Total A<I C<I F<I 5 F<A 4 2 4 1 2 2 3 1 F<C 1 3 3 8 1 12 12 3 1 2 1 1 17 12 0 4 Total 6 4 10 9 1 4 14 5 Math Total Grand Total C<A 1 1 4 3 22 1 30 1 1 1 2 55
INVERSIONS Total Dollar Amount of Inversion by Department A<I: (A)ssistant<(I)nstructor C<I: Asso(C)iate<(I)nstructor CLG DEPT B&E Accounting SC & MIS Total EAST Computing MSE Professional Sales Total HP F<I: (F)ull<(I)nstructor C<A: Asso(C)iate<(A)ssistant F<A: (F)ull<(A)ssistant F<C: (F)ull<Asso(C)iate SCI A<I $ $ C<I F<I C<A F<A $ 26, 879 $ 10, 111 $ 36, 990 28, 683 $ 17, 777 $ 4, 102 $ 99, 702 $ 121, 581 28, 683 $ $ Dental Hygiene Health Admin Serv $ 1, 320 Nursing $ 106, 943 $ 71, 906 Rad Sci $ 275 Total $ 108, 538 $ 71, 906 $ 102, 817 $ 12, 135 Math Total $ $ $137, 221 $71, 906 $ 102, 817 $ 12, 135 $0 F<C Total $ 119, 235 $ 146, 114 $ 48, 615 $ 58, 726 $ 167, 850 $ 204, 840 75, 534 $ 5, 912 994 $262, 382 $ 46, 460 $ 4, 102 $ 175, 236 $ 225, 798 $ 114, 952 $ 1, 320 $ 184, 761 $ 275 $ 301, 308 $ $ $12, 135 $249, 296 994 $732, 940
Gender Equity Subcommittee on Gender Equity Salary, Benefits, Budget, & Fiscal Planning Committee FY 2020 / 2021 Data
University Wide Overview Current Year Prior Year
University Wide Overview Gender Distribution by Rank
Average Salary by Rank & Gender Average Salary by Rank $ 100 000 $ 90 000 $ 80 000 $ 70 000 $ 60 000 $ 50 000 University Faculty $ 40 000 $ 30 000 $ 20 000 $ 10 000 $- Male Female Professor $ 96 337 $ 87 879 $0. 91 Associate $ 80 327 $ 74 240 Assistant $ 70 570 $ 66 516 Instructor $ 59 460 $ 53 767 $0. 92 $0. 94 $0. 90 $0. 86
Average Salary and Years in Rank Average Salary by Rank Average Years in Rank
Average Salary by Rank & Gender Current Year Prior Year
“Actual to Equitable” by College Actual nine-month salary divided by equitable salary (per CUPA data). Equitable salary considers market value and years in rank.
“Equitable” Adjusted for comparison Current Prior
“Actual to Equitable” by Rank Actual to Equitable Count
Race/Ethnicity Equity Salary, Benefits, Budget, and Fiscal Planning Committee 2020 -2021 Data
Race/Ethnicity Equity Average of Actual/ Equitable Rank White Underrepresented Professor 0. 96 0. 97 Associate Professor 0. 93 0. 92 Assistant Professor 0. 93 0. 92 Instructor 0. 92 0. 88 Grand Total 0. 94 0. 93
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