Faculty Compensation. John Day Associate Provost for Academic Budget and Planning. Faculty Compensation Task Force. Provost Krendl - chair Deans Ben Ogles Charles McWeeny Renée Middleton Faculty Senate Nominations Molly Morris Shawn Ostermann Rajesh Narayanan Staff Support
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Associate Provost for Academic Budget and Planning
Vision OHIO Goal
“Compare salary and compensation with peer institutions and meet the goal of raising our percentile rank among peers by 15 points by 2010.”
Rank among peers is sensitive to the number of peers ranked – 1/11 = 9% and assumes the distance between each rank is equal which is not the case.
Cumulative compensation differentials can be used to create a continuous distribution which can then be used to create a percentile rank.
To move above Missouri requires $2,400 increase in Total Compensation
Source: Appendix B Final Report Faculty Compensation Task Force
Source: The Chronicle of Higher Education, based on data from AAUP Academe
$1.2M in total compensation would include $1,033,821 in salary
In FY08, 50% was allocated on headcount and 50% on market
In FY09, the current proposal is 60% headcount, 40% market
Total Market disparity for FY08 was $1,960,091 compared to $1,306,886 now - getting closer to market
52% of the raises were between 2.7% and 3.3%
83% of the raises were between 2.4% and 4%