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Faculty Compensation

Faculty Compensation. Three Approaches to Disciplinary Differences. Liz Rudenga Provost, Trinity College, IL Carla Sanderson Provost, Union University, TN Ken Carson Provost, Geneva College, PA. Presenters. Liz Rudenga Trinity Christian College. No Disciplinary Differences.

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Faculty Compensation

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  1. Faculty Compensation Three Approaches to Disciplinary Differences

  2. Liz Rudenga Provost, Trinity College, IL Carla Sanderson Provost, Union University, TN Ken Carson Provost, Geneva College, PA Presenters

  3. Liz Rudenga Trinity Christian College No Disciplinary Differences

  4. Established a benchmark goal; not yet accomplished • Other priorities • Desire to recognize liberal arts disciplines rather than reward “professional” areas Why the current system?

  5. Recognize terminal degree in salary scale; some think that is enough • Attracting and keeping faculty in some disciplines • Economic pressures and market influences • Mission or salary? Problems

  6. If reach benchmark… • Reality that the market impacts us … who comes and stays might make a difference • Watch what others do What does the future hold?

  7. Carla Sanderson Union University Pay the Market

  8. Mission: To provide Christ-centered education that promotes excellence and character development in service to Church and society. • Identify: Excellence-driven, Christ-centered, people-focused, future-directed core values shape Union’s identity which prioritizes liberal arts based undergraduate education enhanced by professional and graduate programs. Staying Focused:Mission and Identity

  9. Priority One: Liberal Arts Based Undergraduate Education • Setting competitive salary goals • CCCU National Salary Study • Regular overview of salary equity • By rank • By gender • By discipline • Priority Two: Professional and Graduate Programs as Enhancements • Local and regional salary benchmarking • Educational institutions • Marketplace Keeping the main thing main

  10. Faculty involvement and leadership in new program feasibility studies. • Two key feasibility study questions: • Would this new program advance the mission? • What impact would this new program have on faculty morale in terms of salary inequity? New Program Implementation

  11. Ken Carson Geneva College Firmly on the Fence

  12. There was no written policy or system • Some disciplinary differentiation • Average faculty pay had fallen behind CCCU targets • Pressure from business and engineering Problems

  13. Create 6 faculty “categories” • Benchmark Category 1 to 60th percentile of CCCU (bolded on handout) • All other categories come off those three figures • Compensation became #1 strategic priority Solution

  14. Relatively few faculty complaints • Why? • System development included faculty input • Fairly significant increases even in down economy • Recognition of disciplinary differences but not “market domination” Result

  15. Will Geneva be able to attract and retain good faculty, particularly in high pay disciplines? • To date • Some evidence that the answer is yes • But, faculty recruiting is very difficult Key Question?

  16. Audience Questions and Comments

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