Academic AffairsFaculty Salary Report to the Faculty Welfare Committee, 2012-2103May 7, 2013

This report includes:

  • The number of SMC faculty with supplemental pay, by rank
  • Supplemental pay totals, supplemental pay as a percent of the faculty “pool,” supplemental pay median and supplemental pay mean
  • The academic disciplines at Saint Mary’s College which are eligible for marketdifferential pay, i.e. where it’s been determined the SMC faculty pay scale median is less than 85% of the median pay of our peer group in the same disciplines. (See addendum for peer group list.)
  • Comparisons of our faculty salaries to our peer group, by rank, in both hard-to-hire disciplines (eligible for market adjustment) and non-hard-to-hire disciplines.

Background and data used:

Two years ago, the faculty salary compensation task force selected 48 like-institutions as a peer group for salary comparisons. Each year, most but not all of the peer group members participate in a national faculty salary survey of four-year institutions. The data is collected by College and University Professional Association for Human Resources (CUPA-HR). In AY 2012-2013, 41 of the peer group members participated and provided faculty salary information by academic discipline. Similarly, SMC submitted to CUPA-HR our salary data which includes the individual salaries of each full-time, ranked faculty member by discipline. Reported salaries include supplemental pay as part of the annual pay rate. Overloads and one-time stipends are not included in the salary totals.

CUPA-HR prepares the median, mean, minimum and maximum salaries in each of the disciplines of the peer group for comparison against SMC’s salaries, but only when a minimum of five institutions report the salary of a specific rank within a discipline (for statistical integrity). CUPA-HR also lists the number of institutions reporting by each academic discipline as not all institutions teach all subject areas.

For each academic discipline, our mean and median salaries are compared against those of our peer institutions. The comparison serves two purposes; to determine if the SMC faculty salary scale is comparable (and competitive) with our peers so adjustments to the scale can be made if necessary and budgets permitting, and to determine if our faculty salary median is less than 85% of the median in any of the academic disciplines. In the second case, market adjustments are permissible, if approved by the Provost, when new tenure track faculty positions are filled.

Faculty members with market adjustments receive the same adjustment, i.e. a fixed dollar amount, each year of employment.