Faculty Compensation FY2022

Faculty Compensation FY2022


Faculty Compensation


Standing Committees of the Faculty Senate


Chair: Cambrey Nguyen, Pharmacy (2023)

Josh Arpin, Business (2022)

Carolyn Watson, Music (2023)

Hossein Saiedian, Engineering (2022)

Justin Blumenstiel, Ecology and Evolutionary Biology (2024)

Ex-Officio: Chris Brown, Vice Provost, Faculty Development


FY2022 Charges Faculty Compensation

Approved by FacEx: June 7, 2021
Approved by Faculty Senate: September 23, 2021

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. 


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

  • 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 29, 2022.


FY2022 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.
  2. Evaluate how the pandemic and budget concerns have affected and will continue to affect faculty compensation on campus, make recommendations to mitigate such impacts. Review peer institutions and how they addressed COVID-19 impacts on salaries.
  3. Ask AIR to separate the effects of long-standing trends from those that are the results of recent budget cuts and the policy of incentives for early retirement.

FY2022 Specific charge:

 Possible Charges based on final report:

  1. Conduct an equity study focused on non-tenure-track faculty and include unclassified academic staff, lecturers, instructors, teaching professors, research professors, librarians, professor of the practice. 
  2. Discuss with AIR the possibility of establishing recurring equity studies under a workable timeframe.
  3. Discuss opportunities for more transparent interaction with data, for example through dashboards.   
  4. In addition to the current regression model, conduct and report on an analysis of 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. 
  5. 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.