Faculty Compensation FY2021


Faculty Compensation FY2021


Committee:

Faculty Compensation

Category:

Standing Committees of the Faculty Senate

Description:

This committee monitors issues and develop proposals surrounding the levels and distribution of faculty salaries, services and other benefits, communicates with faculty and administration concerning personnel policies affecting faculty. 

Membership: The Committee on Faculty Compensation shall be composed of five members of the Faculty appointed for staggered three-year terms and an ex-officio representative from the Office of the Provost.

Members:

Chair: Cambrey Nguyen, Pharmacy (2021)
Hossein Saiedian, Engineering (2022)
Josh Arpin, Business (2022)
David Weis, Chemistry (2021)
Carolyn Watson, Music (2023)

Ex-officio member,
Chris Brown, Vice Provost, Faculty Development

Charges:

Approved by FacEx: June 5, 2020
Approved by Faculty Senate: September 10, 2020

For further information or to schedule a meeting with FacEx to discuss charges or the committee’s work, contact FacEx Chair Lua Yuille.

  • Minutes of each meeting should be e-mailed to the Governance Office (govern@ku.edu) as they are approved.  The minutes will be posted to the Governance web site.
  • If the committee is recommending a change to university policy or rules, please contact Kathy Reed at kreed@ku.edu  
  • Please send a report of the committee’s actions on each of the charges, as well as any recommendations the committee wishes to make concerning charges or membership for the following academic year, to University Governance, at govern@ku.edu, and submit the final report by April 30, 2021.

Standing charge:

  1. Collect information on levels and distribution of faculty salaries. Report and make policy   recommendations to FacEx and the Faculty Senate, including a 1-page executive summary of the Final Report.

Specific charge:

 Possible Charges based on final report:

  1. Evaluate how the pandemic and budget concerns have affected and will continue to affect faculty compensation on campus, make recommendations to mitigate such impacts.
  2. In addition to the current regression model, an analysis of the distribution increases in compensation within a given rank using years in that rank as an explanatory variable. The current model uses rank and years of service as explanatory variables but does not explicitly model years in rank as an explanatory variable.
  3. Examining the range of current salaries as a percentage of each person’s initial salary in their current rank could be a worthwhile method of detecting disparities in the distribution of raises.
  4. The AIR reports in future years should strive to separate the effects that are the result of long-standing trends from those that are the results of recent budget cuts and the policy of incentives for early retirement.