Faculty SenateWhy CUPA-HR?

A Report On The Great Work Of The Faculty Salary Administration Review Group

March 11, 2015

CUPA-HR◦ Discipline and Rank Specific ◦ All Peers Report (Drake Peer Group 23

institutions)◦ Allows tailored development of data ◦ Published annually

Salary Sources

AAUP ◦ Aggregate by rank only ◦ Widely published ◦ No ability to tailor the data cut to peer group

Professional Sources ◦ Law (SALT) ◦ Business (AASCB) ◦ Pharmacy (AACP)

Salary Sources (con’t)

PEER GROUP - Peer Group is the primary point of comparison when sufficient number reporting.

MASTER’S PRIVATE & OTHER SECONDARY SOURCE - If sufficient number of peers not reporting, Master’s Private and other secondary sources are used as the comparison group.

Comparison Group Methodology 2002-13

We recommend continuing to use CUPA-HR as the primary source of compensation data.

◦ Professional surveys will be used as secondary sources to ensure the full scope of information is available to us. Use of professional surveys will be evaluated, in consultation with academic Dean and Provost, based on the following:

Availability of CUPA-HR Data

Strength of secondary survey information – factors such as number of participating institutions, clarity of discipline and rank information, whether representative of the appropriate labor market.

Recommendation

There is a market target for each position. Based on the following factors:

Comparison Group Median

Length of Time in Rank

Actual allocations are made based on formulas developed each budget cycle. For example, it may not be feasible to reach salary targets completely, so a formula is developed to make progress toward those targets.

Setting Salary Targets

Target Peer Group Median

Formula for Length of Time in Rank

Assistant Professor4 years in rank – at median

Associate & Full Professor 4 years in rank – w/in 8% of median 7 years in rank – at median

Market Target Methodology

What CUPA Data Looks Like

What CUPA Data Looks Like

What CUPA Data Looks Like

Market Analysis

A review of all current faculty positions, using the Market Target Methodology, reveals that there are54 faculty positions that are currently below market targets by an average of $5,784 or a total of $312,336.

Structure As A Next Step

Based on the recommendations of the Faculty Salary Administration Review Group, over the spring and summer, Human Resources will begin to build a draft faculty salary structure and will reconvene the FSAR group in the fall for feedback. Implementation of a faculty salary structure targeted for FY17.

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Questions?