Response to ACR 73

1
Response to ACR 73

• A Plan to Increase the Percentage of Tenured and
  Tenure-Track Faculty in the CSU

2
Response to ACR 73Requirements of the Assembly
Concurrent Resolution

• Raise the percentage of tenured/tenure-track
  faculty to at least 75 percent.
• Provide that no currently employed lecturers lose
  their jobs.
• Provide that qualified lecturers be seriously
  considered for tenure-track positions.
• Provide for the continued improvement of faculty
  diversity.

3
Response to ACR 73Complex Problem

• Cannot solve by trading lecturers for T/TT
  faculty.
• Limits on faculty search capabilities.
• Annual hiring pool static.
• Marginal cost funding currently inadequate.
• Hiring/recruitment costs unfunded.

4
Response to ACR 73Requirements for the Success
of the Plan

• Plan must be implemented over eight years.
• CSU currently conducting 1,200 annual searches
  with a success rate of 75 percent.
• Will need 1,800 to 2,000 annual searches to
  achieve goal.
• Increased funding will be necessary to provide
  improved hiring packages.
• Marginal cost funding must pay actual salaries
  offered.
• SFR must decrease to improve workload
  expectations.
• Hiring and recruitment costs must be funded.

5
Response to ACR 73Assumptions Behind the Cost
Analysis

• Cost figures in FY2002-03 dollars and salaries.
• Lagged behaviors are ignored.
• Savings for separation/retirement is 82,700.
• Recruitment cost is 11,000 per search.
• Hiring cost is 7,500 per hire.
• Compensation cost of new hire is 70,200.
• Marginal cost salary actual average cost
  salary.
• All new positions filled by TT hires.
• Declines in lecturer positions replaced by TT
  hires.

6
Response to ACR 73Key Features of the Plan

• TT hiring in four categories
• Replacements for separations and retirements.
• Assume 600 positions per year.
• New positions for enrollment growth.
• Averages 580 positions per year.
• New positions for decrease in SFR to 181.
• Ranges from 141 to 221 positions per year.
• New TT hires to achieve 75 permanent faculty.
• Ranges from zero to 120 positions per year.
• These hires replace lecturers no net increase
  in positions.

7
Response to ACR 73Key Features of the Plan

• Total funding required 101M.
• 75 percent for compensation costs averages 9.3M
  of new permanent funding each year.
• 25 percent for recruitment/hiring costs almost
  all as permanent funding in first year only.
• Recruitment/hiring costs can be recycled each
  year.
• First year costs of 35.6M in FY2003-04 Trustees
  Budget.

8
Response to ACR 73

• A Plan to Increase the Percentage of Tenured and
  Tenure-Track Faculty in the CSU