Academic Staff Salary Survey

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Academic Staff Salary Survey
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UW Superior Academic Staff Salary Issues

• Market
• Compression
• Promotion

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Study Team

• Ray Reinertsen, Health Human Performance
• Julianne Raymond, Small Business Development
  Center
• Ryan Kreuser, Residence Life
• Reilly OHalloran, Student Support Services
• Donna Dahlvang, Financial Aid
• Jennifer Bird, Residence Life
• Kim LeBard-Rankila, Health Human Performance
• Peggy Fecker, Human Resources

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Goals

• Correct as many market inequities within Academic
  Staff classifications as possible.
• Maintain budgetary integrity.
• The goal was not to fix all issues at once but to
  begin a multi-year process.

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CUPA Process

• CUPA College University Association for Human
  Resources
• Widest resource of peer group salary data
• Used 2006/07 data set (most current)
• CUPA data available in different forms
• UW-Superior is in Quartile 2 (universities with
  budgets between 29 and 60 million.
• UW-Superior 54.6 million

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CUPA Process

• Based on comparison of
• CUPA National Faculty Salary Survey
  (Instructional positions)
• CUPA Administrative Compensation Survey and CUPA
  Mid-Level Salary Survey (Non-Instructional
  positions)
• A comparison was made using average peer salaries
  (CUPA 100)

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CUPA Process Challenges

• Match UW system classifications to CUPA
  classifications.
• Classification levels Program Manager I, II,
  III Associate, No-Prefix, Sr. classifications
  Lecturer, Sr. Lecturer
• CUPA salary reported on annual basis.

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CUPA Process Solutions

• Adjustments based on use of salary grades.
• Salary grade differential of 1.146
• CUPA data representative of lowest salary range
  within CUPA classifications
• Differential adjustments to accommodate salary
  grade differences.
• All salaries reported on an annual basis (salary
  adjustments will be based on appointment)

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Example

• 745 Academic Support Center Coordinator (4)
• Name Salary range (1-13) Actual annual Salary
  Actual classification Appointment type (AS)
  CUPA 100 salary data CUPA Grade Adjustment
  (1.146 for each grade difference) Salary Adj
  (100) CUPA-95/Salary Adj (95) CUPA
  93/Salary Adj (93)

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Example

• 745 Academic Support Center Coord (4)
• Joe Jones (4) . . 20,000
• Mary Smith (5) . . . 20,000 1.146
• Betty Brown (6) . . . 20,000 1.146 1.146
• Becomes the basis for salary analysis

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Outcomes

• Conducted budgetary impact of salary data with
  goal of establishing salaries as close to peer
  group as possible.

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Findings

• 51 of 84 academic staff meet or exceed market
  averages (CUPA 100)
• Generally speaking, we are competitive with most
  positions.
• 100 implementation would impact 33 of 84
  academic staff and cost over 138,000

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Action-First Step

• UWS will invest approximately 40,000 to raise
  academic staff salaries to 93 of the peer
  analysis this fiscal year.
• Impacts 24 of academic staff.
• Effective with the March payroll, 20 academic
  staff members will have their salary adjusted.
• 10 Instructional staff 10 Non-Instructional
  staff.

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Funding

• 2006/07 Chancellors 10 Discretionary Allowance
  10,365
• Additional salary savings afforded by the
  Chancellor
• Approximately 40,000 between the funding sources
  (102 funding).

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Next Steps

• Market Move toward 100 CUPA
• Promotion Academic Staff Personnel/Compensation
  Committee review process
• Compression Review and budget process

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Questions?