[Vision2020] Idaho Faculty Salary Survey

[Joe Campbell]

Have you asked for a salary decrease recently, Roger? Who besides teachers
should ask for a salary decrease? Anyone? Just government officials? Not
cashiers to reduce food costs? That might help, too! Why don't we all just
ask for less money?

As a teacher, I'm offended by your request. It is fine with me if YOU ask
for a salary decrease but please don't tell me that I should do it. All that
indicates is a disrespect and lack of appreciation for education.

On Thu, Jun 9, 2011 at 10:50 AM, lfalen <lfalen at turbonet.com> wrote:

> Nick
> I agree with you 100% on the pay of administrators. In addition to them
> being payed to much there are too many oif them. To argue that Idaho faculty
> salaries are not keeping up with other state is a valid point. However we
> are a small state and should live within our means. My wife who is UI  staff
> has been reduced to 87%  of her normal salary. This means she she gets paid
> for 7 hours a day. She puts in about 12 hours a day. She would have been
> reduced to 50% on July 1. She with the help of our daughter, who works for
> the Idaho Soils Commission was able  to line up a Nitrate study on the Camus
> Prairie. This will be done with farmer cooperators in the area. This will
> allow her to stay at 87% until January.
> I understand the desire for wanting pay increases as the cost of living is
> going up, however in hard times everyone should share the burden.  This
> should also apply to the county budget and to the schools. The county should
> toe the line to last years budget. A slight increases might be allowed for
> the Sheriffs budget, but not the amount requested. Congratulation to Bill
> Thompson for  requesting a decrease. The Troy teachers voluntarily took a
> decrease. Moscow teachers should have done the same. Genesee recently hired
> a new Superintendant for $90,000. I think that this was too much.  Again we
> are still in an economic slump and everyone should share the burden.
> Roger
>
> -----Original message-----
> From: nickgier at roadrunner.com
> Date: Wed, 08 Jun 2011 17:27:54 -0700
> To: vision2020 at moscow.com
> Subject: [Vision2020] Idaho Faculty Salary Survey
>
> > Dear Visionaries:
> >
> > Usually the faculty union is able to published faculty salaries much
> earlier in the year, but we did not get the data until last month.  The most
> telling contrast is President Nellis' 487 percent increase over 29 years vs.
> 211 percent increase for UI full professors.  (CPI for that period is 218.)
> For 11 administrative positions the increase was 280 percent.
> >
> > Idaho Faculty Salary Survey 2010-11
> >
> > We have published a UI salary survey every year since 1974. Individual
> faculty data come from the UI Budget Office. UI Salary data and analyses
> going back to 2000-2001 can be found at <www.idaho-aft.org/salaries.htm>.
> > UI full professors are 23% behind their peers on Ph.D.-granting campuses,
> while UI associate and assistant professors are 14% and 17% behind
> re-spectively. Since FY82, when the full professor differential was 17%, UI
> fulls have lost 6% to their peers.
> >
> > Also at the URL above you can find UI salaries by department and unit; an
> all Idaho campus survey with UI administration salaries; a national survey
> by discipline; and a UI survey by discipline. The superb Oklahoma State
> study by discipline is no longer available to us.
> >
> > ISU, BSU, and LCSC Salaries Now Included
> >
> > With aid of the annual salary survey done by the American Association of
> University Professors we are now able to add faculty salaries from ISU, BSU,
> and LCSC. We urge faculty from these campuses to gather their department and
> unit salaries in the same way that the UI union has done for years.
> > BSU faculty suffer a much greater differential than their peers: 34% for
> fulls; 22% for associates; and 20% for assistants. The ISU gap just as bad:
> 33%/23%/22%. For B.A./B.S. institutions LCSC is also way behind: 33%/31%/
> 26%.
> > Some BSU and ISU faculty have higher teaching loads but the same research
> expectations, so they should at least have salary equity with the UI.
> >
> > NIC, CSI, CWI Salaries Coming Next Year
> >
> > We will publish Idaho 2-year campus salaries in next year’s survey. For
> the time being faculty there can compare their salaries with the national
> averages for ranked and non-ranked faculty. CSI faculty have rank but no
> tenure; NIC faculty have tenure but no rank; CWI faculty have neither rank
> nor tenure.
> > For many years NIC faculty have enjoyed the ad-vantage of a salary step
> system, and after several years of no funding for the steps, the NIC
> president and board authorized money for the steps. In good years NIC
> faculty receive cost-of-living raises on top of the automatic steps. The
> union has always argued that that merit pay should be a separate
> appropriation and should be awarded by extra steps.
> >
> > UI Administrative Raises up 273% over 29 Years vs. Full Professors at
> 211%; CPI is 218
> >
> > In terms of cost of living, UI full professors have suffered a 7% pay cut
> over 29 years, while UI administrators have enjoyed a 55% pay raise. (We
> wish we had FY82 data for the other ranks, but we were lucky to find these
> full professor salaries in an old issue of Faculty Advocate.) ISU, BSU, and
> LCSC professors have lost much more compared to the CPI.
> >
> > Most fortunate, however, is the fact that we have UI administrative
> salaries from FY82. These were years before the corporate model for higher
> education had taken its full and disastrous effect. Please note that 29
> years ago UI deans made pretty much the same salary, and that the president
> earned only $7-14,000 more than his deans.
> >
> > Those who justify huge administrative salaries say: "This is what the
> market demands, and we are still paying less than peer institutions." If
> faculty salaries had been keeping up, this would have been persuasive.
> Former UI President Elizabeth Zinser justified her huge salary increase by
> claiming that it “would raise all boats.” But, as the State Board of
> Education continues to approve these administrative increases each year,
> faculty salaries have fallen further and further behind.
> >
> > During the period 1990-1995 raises for UI higher administrators rose by
> 21.3 percent compared to 16.5 percent for faculty. When the AFT made these
> increases an issue in 1995, the next year top administrator pay rose only
> 2.33 percent, about 3 percent lower than the faculty.
> >
> > UI’s Duane Nellis’ $335,005 is 487% over Richard Gibb’s 1981 Salary;
> > From Three Times to Eight Times Entry Level Professors
> >
> > In 1972 entry level professors made about $10,000, and then President
> Ernest Hartung made about $30,000. When President Richard Gibb was hired in
> 1977, his salary had risen to four times entry level faculty. (In a 1977
> interview with the AFT president, Gibb contended that top faculty should
> make more than he did.) Faculty complaints became more vocal when Elizabeth
> Zinser’s FY 94 salary was $125,039, five times entry level salaries. The
> differential with entry level faculty has now risen to over eight times.
> >
> > Pay Equity at the Presidential Level Why not for Idaho’s Professors?
> >
> > When the SBOE met Duane Nellis half way on his salary demands, they then
> decided that the ISU and BSU executives would receive essentially the same
> pay. This action puts the lie to the UI’s status as Idaho’s “flag ship
> institution. Each of our major universities have outstanding faculty and
> most of them do cutting-edge research. So why should ISU and BSU salaries
> lag more than 10 percent behind the UI?
> >
> > Thank the AFT for Your Promotion Increase
> >
> > For many years the AFT urged the UI administration to increase the
> promotion increments in order to alleviate salary compression in the upper
> ranks. The increments used to be $1,000 for promotion to associate and
> $1,500 to full professor. We take some credit for the fact that UI President
> Robert Hoover raised those increments to $5,000 and $6,500 respectively. In
> the 2000s they were boosted to $6,000 and $8,500 at the UI, and we would
> like to see the same amounts for BSU, ISU, and LCSC.
> >
> > Across the Board Raises before Merit Pay; otherwise Many Faculty Lose Pay
> to Inflation
> >
> > The Hoover administration committed itself to "across the board
> increases" for "all employees showing at least satisfactory performance."
> This promise stands first in a list that includes promotions, merit pay, and
> equity adjustments. The AFT position has always been that as a long as
> salaries do not keep up with the cost of living, then merit pay is a moot
> point. When legislative raises are applied according to merit, many faculty
> end up with pays cuts because of the decline in general buying power. Merit
> pay must be funded by a separate appropriation.
> >
> > Collective Bargaining is the Only Answer
> >
> > During the late 1960s there was a large expansion of our public higher
> education system. This was good for educational opportunity, but bad in the
> way that this system developed according to a business model. University
> presidents became less like academic leaders and more like CEOs, and their
> salaries, as well as those of their management teams, have skyrocketed.
> >
> > A natural response to the industrialization of the uni-versity was the
> rise of faculty unions. They now represent a large majority of faculty in
> states where collective bargaining is allowed. (Idaho, unfortun-ately, is
> one of the 19 where it is not permitted.) Over 320,000 faculty on 1,130
> campuses are now under union contracts.
> >
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