[Vision2020] All Campus Salary Survey

Nicholas Gier ngier006 at gmail.com
Wed Apr 25 18:24:14 PDT 2012


Each year we add more campuses to our salary survey.  For better
formatting, view the attached PDF files. Highlights of this year's analysis
are the following:

   - North Idaho College, the only campus with a salary scale with
   guaranteed annual steps, has the highest 2-year college salaries in the Mt.
   - UI and LCSC assoc. and full professors have actually fallen off the
   national average from last year.  Must have been the effect of the furloughs
   - Unionized campuses across the nation make 11-16% more in salaries
   - BSU Full Profs 35% Behind National Average;LCSC, 34%; ISU, 33%; and
   UI, 25%

   - Salary compression is so severe at LCSC that new assistant professors
   will outstrip current associate professors in ten years. The latter are
   being penalized for their seniority and their satisfactory performance.

Yours for better paid faculty,

Nick Gier, President, Idaho Federation of Teachers, AFT/AFL-CIO



* *

See Tables at www.idaho-aft.org/Survey12.pdf

*Losses in Real and Comparative Terms; especially at UI and LCSC*

*Unionized Campuses make 11-16% More*

*Salary Step System at North Idaho College; 7 percent ahead of Mt. West
2-Year Schools*

*CWI: The Egalitarian Campus, but still far behind its peers*

*Salary Compression at LCSC: Same Promotion Increments for BSU, ISU, UI,
and LCSC*

*UI, BSU, ISU, LCSC Lag Way Behind*

*UI, ISU, BSU Heads 261% Ahead of CPI*

*Their Full Professors are 46% Behind*

* *

*Unionized Campuses make 11.3-15.6% More*

* *

This year’s AAUP national survey contains a comparison of* *salaries at
unionized versus non-unionized campuses. At public institutions that grant
master’s degrees, unionized faculties made 15.6 percent more; 11.3 percent
more at baccalaureate colleges; and 15.5 percent more at community
colleges. The AAUP survey generally distinguishes between salary and total
compensation, which includes fringe benefits. If those data were included
in this calculation, then the differences would have been greater.

Over 77 percent of faculty at Ph.D.-granting institutions are not under
collective bargaining agreements, so the higher salaries at unionized
campuses have yet to affect the average there. As an example, University of
Washington, Washington State University, University of Oregon, and Oregon
State University, and the University of California system have no union
contracts, but all the other campuses in these three states do.

* *

*Salary Step System at North Idaho College; 7% Ahead of Mt. West 2-Year

At the center of every faculty union contract is a salary scale. With
satisfactory performance each employee receives seniority pay by advancing
one step in the scale. Cost-of-living raises increase the base for each
step. Where merit pay is recognized, the faculty member then advances
several steps. Promotion in rank is rewarded by jumping up to a new line of
steps.  In this regard see our proposed UI salary step system in Table IV

North Idaho College is the only Idaho campus with a salary scale, and it
can be viewed at www.idaho-aft.org/NICscale12.pdf. Faculty with M.A.
degrees (plus 0-15 credits) start at $41,928, and advance to $43,399 the
next year for an increase of $1,471. Those with an M.A. plus 30 credits
make $68,041 after 20 years. *This does not include increases to the entire
scale, which is determined by the NIC president and her board. *During
tough times during the 2000s, the NIC administration did not authorize the
annual step increase.  When faculty alerted President Priscella Bell that
the NIC policy manual required that the  steps be financed, she directed
her board to restore the lost pay.

* *

*With guaranteed annual increases, there is no surprise in the fact that
NIC is only 8 percent behind its national peers and 7 percent ahead of Mt.
West schools?*

*CWI: The Egalitarian Campus, but still far behind its peers*

* *

College of Western Idaho in Caldwell is not only Idaho’s newest but it is
also the most equal, at least in pay for faculty.  About 68 percent of CWI
faculty make between $40,000-44,000, and the average salary is $43,442.
This is 25 percent behind the national average for 2-year colleges without
rank and 12 percent behind Mountain West campuses. The CWI president’s
salary is $175,000, which is 4 times average faculty salary compared to
4.75 at UI, 5.25 at BSU, and 5.8 at ISU.  Salaries for the entire CWI
campus can be viewed at www.idaho-aft.org/ CWIpay12.mht.

*Salary Compression at LCSC and Beyond; Promotion increments of $6,000 and
$8,500 should be awarded to all Idaho professors*

* *

The following statement was original composed by the LCSC AFT chapter and
then approved by the Faculty Association on April 12, 2012. The concluding
paragraph has been deleted, but it can be read at
www.idaho-aft.org/LCSCCompression.pdf. The problem explained in this report
is bolstered by the fact that LCSC average associate and full professor pay
dropped from FY11 to FY12, but assistant professors earned more.  See Table
I at www.idaho-aft.org/Survey12.pdf.

“Salary compression has long been an issue in academia, but the correct
term to use now at Lewis-Clark State College is salary inversion.  While
the base numbers vary somewhat from division to division, what they all
have in common is that assistant professors hired after 2009 or 2010
(depending on the division) have starting salaries surpassing other
assistant professors hired before then and near or surpassing the salaries
of associate professors hired in 2003 through 2007.

“When these newest hires make associate professor, they will all out-earn
their more senior associate colleagues by typically between three and four
thousand dollars.  Given this situation, it is now the case that seniority
is de facto penalized, with lower pay going to those guilty only of having
been here longer.  Rank and merit, the typical reasons for pay differences,
are not factored into salary determination at present.

“This situation must be rectified.  It is negatively affecting morale and
impacts the recruitment and retention of quality educators for which LCSC
is regionally and nationally known.  Therefore, as a faculty, we are
formally requesting that the issue of salary compression/ inversion be
addressed for the upcoming fiscal year, beginning July 1, 2012.”

In order to do this, we propose that all assistant professors be brought up
to the base-level salary of new assistant professors hired this year (or
last year, if no new hires were made this year) in their respective
divisions/ programs, and the salaries of associate and full professors
affected by compression/inversion be adjusted up using the basic promotion
steps of $3,000 and $5,000, respectively, from the new assistant-level
baselines established in each division/program.”

For many years the UI Faculty Federation urged the administration to
increase the promotion increments in order to alleviate salary compression
in the upper ranks.  The awards used to be $1,000 for promotion to
associate and $1,500 to full.  We take some credit for the fact that those
increments are now been boosted to $6,000 and $8,500. *ISU, BSU, and LCSC
have lower awards, and there is no reason why they should not be the same
for all four campuses.*

*UI Faculty Salaries for FY12; Fulls and Associates Fall Back from National

FY12 faculty salaries by UI department can now be viewed at
www.idaho-aft.org/UIsalariesFY12.pdf.  We have now, since publishing the UI
report in January, added percentage increases from the previous year. The
UI administration used to provide these numbers, but we now use an Excel
program to calculate them. For UI salaries back to FY82, see Table II at

Since 2010 the UI no longer prepares extensive in-house analyses of peer
institution salaries. The reason given is that there have been no salary
increases, so it is not worth the precious time of UI statisticians.  AAUP
data demonstrates, however, that some faculty salaries at UI and LCSC have
decreased in real terms, not only in comparison to national averages. This
must be the result of the furloughs that all Idaho faculty and staff were
forced to take last year. The only exceptions are the assistant professors,
which offer a confirmation of the LCSC analysis discussed above. Please
consult Table I at www.

*BSU Full Profs 35% Behind National Average; *

*LCSC, 34%; ISU, 33%; and UI, 25% *

* *

According to AAUP data, BSU full professors lag by 35% others at
Ph.D.-granting institutions.  BSU associates and assistants are behind 21
percent and 20 percent respectively. In the same category ISU lags 33/23/22
and UI faculty are 25/15/13. For baccalaureate campuses LCSC lags 34/31/24.

*Note*: The ISU administration did not send in data for FY12, so we are
using FY11 figures.  Is President Arthur Vailas boycotting the AAUP for its
decision to put ISU on its sanctions list for violating basic faculty
governance principles?

*Idaho University Prezs 261% Ahead of CPI;*

*Their Full Professors are 46% Behind*

*National: 9.5% raises for execs; 0% for faculty*

*Inflation adjusted Median Salary FY08-FY11*

(AAUP analysis)

The following is reprinted from *Faculty Advocate* 21:4

The UI Faculty Federation is fortunate to have presidential and full
professor salaries back to 1982. Over that 30-year period, full professor
pay has increased 208%, while the president’s salary has increased
487%--from $57,115 to $335,005.  ISU President Arthur Vailas and BSU
president Bob Kustra now make the same as UI President Duane Nellis, but
ISU and BSU full professor have increased only 168% and 163% since 1982.

The Consumer Price Index (CPI) for October 2011 was 226, so Idaho full
professors are on average 46% behind the cost-of-living, while their
presidents are 261% ahead.  The Idaho State Board of Education decided to
bring Vailas and Kustra up to Nellis’ level to alleviate concerns about
equity. When will ISU and BSU full professors reach the same level as UI
full professors?

Many defend the high cost of university executives. As David Warren,
president of the National Association of Independent Colleges and
Universities, states: “The job of college president has changed
dramatically in the last 30 years, as have the demands. There is just a
small pool of candidates who possess the skill set that is required and are
willing to take on the stressful 24/7 nature of the position.”

Even if these points are granted, there is still the principle of equity,
which we strongly support, and the fact that for FY 2010 full professors in
all Ph.D.- granting public institutions made an average of $116,750. The
same year Idaho’s full professors made on average $66,200, a whopping
$50,500 difference.

In its annual survey of executive pay *The Chronicle of Higher
Education *(April
3, 2011) reported that the median salary for public university presidents
was $375,442.  While Idaho’s full professors are 43 percent behind their
national peers, there is only an 11 percent deficit for their presidents.

The range for tens of thousands of public full professor salaries for FY10
was about $60,000 to $300,000, whereas the range for a far fewer numbers of
presidents was much larger ($200,000 to $1,300,000) with much more
concentration at the bottom.  Therefore, the use of the median for
presidents is justified statistically.

Read the full *Chronicle *article at www.idaho-aft.org/
Faculty salary data are from the AAUP annual survey.  Full professor
salaries are the focus because they have not increased as much as
assistants and associates have. FY10 figures were the only ones available
for executive salaries.

*Please Join Us in Protecting Faculty Rights;Increasing Salaries and

Members of the American Federation of Teachers receive a $1,000,000
professional and legal liability policy, access to legal and moral support,
and national/state AFT publications. For application forms please go to

* *

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