Compensation and Benefits Packages for Graduate Assistants at Public Universities

Transcription

1 UNIVERSITY LEADERSHIP COUNCIL and Benefits Packages for Graduate Assistants at Universities Custom Research Brief Research Associate Erin McDougal Research Manager Sarah Moore August 2012

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3 3 of 14 Table of Contents I. Research Methodology... 4 Project Challenge... 4 Project Sources... 4 Research Parameters... 5 Definition of Terms... 5 II. Executive Overview... 6 Key Observations... 6 III. Overview of and Benefits Packages for Graduate Assistants across Contact Institutions... 7 IV. Graduate Assistant... 8 Types... 8 Levels... 8 Departmental Differences across Contact Institutions... 9 National Differences in V. Graduate Assistant Benefits Health Insurance Tuition Benefits Additional Fees Additional Benefits VI. Considerations for the Transition to Graduate Assistant Unionization Before Unionization During Unionization After Unionization... 14

4 I. Research Methodology Project Challenge Leadership at a member institution approached the Council with the following questions: Are graduate assistants designated as employees at other public institutions? 4 of 14 How much are graduate assistants compensated at other public institutions? Are graduate assistants compensated through stipends, salaries, or hourly wages? What benefits do graduate assistants receive, for example health benefits, family benefits, maternity leave, sick leave, annual leave, retirement contributions, etc.? Do graduate assistants receive tuition benefits, such as waived, reimbursement, etc.? Do compensation, benefits, and tuition reimbursement vary based on employment status, type of graduate assistant, discipline, degree, or experience? How do graduate assistant compensation, benefits, and tuition reimbursement packages differ between unionized and non-unionized institutions? Project Sources The Council consulted the following sources for this report: Advisory Board s internal and online research libraries ( Institutional websites Jaschik, Scott. Organized labor and higher education line up on opposite sides of grad union issue. Inside Higher Ed. 24 July ( National Center for Education Statistics (NCES) ( Oklahoma State University: Office of Institutional Research and Information Management Graduate Assistant Stipend Survey. (

5 5 of 14 Research Parameters The Council consulted secondary sources and interviewed graduate school deans at public, land-grant universities. A Guide to Institutions Profiled in this Brief Institution Location Approximate Enrollment (Total/Undergraduate) Classification Type University A Mountain West 30,200/22,800 (very high research activity) University B Midwest 23,900/19,400 University C Midwest 47,800/36,600 (high research activity) (very high research activity) University D Mountain West 18,600/14,800 (high research activity) University E Pacific West 23,800/19,600 University F Midwest 40,800/32,000 University G University H University I Pacific West Pacific West Pacific West 31,400/24,700 20,700/18,200 26,300/21,800 (very high research activity) (very high research activity) (very high research activity) (very high research activity) (very high research activity) Source: National Center for Education Statistics Definition of Terms Graduate Teaching Assistant (GTA): Teaching assistants support undergraduate student education, which may include grading papers, leading discussion or laboratory sections, or supervising a classroom. Some contact institutions offer different types of GTA positions, such as Teaching Excluded and Associate In, who may maintain less or more responsibilities than traditional teaching assistants. Graduate Research Assistant (GRA): Research assistants typically work with faculty members on scholarly research projects. However, some contact institutions offer assistantships that solely include laboratory administrative tasks, such as cleaning dishware. Graduate Support Assistant (GSA): Support assistants, sometimes simply titled graduate assistants, provide administrative services to various departments across campus.

6 II. Executive Overview Key Observations 6 of 14 Only the graduate teaching assistants at four contact institutions are unionized according to the specific roles and responsibilities of their assistantships; state laws in two states define graduate research assistants as primarily students of the university, not employees, due to the academic nature of their research. However, contacts at both the University G and University E predict that their respective state legislatures will allow graduate research assistants to unionize in the near future. Across profiled institutions, graduate schools determine a minimum compensation level for graduate assistants, which may vary based on type of assistantship (graduate teaching assistants typically receive less) and degree or experience of student (master s students receive less than doctoral students). Most contact institutions with unionized graduate teaching assistants pay higher compensation than contact institutions without unionized graduate assistants. However, non-unionized graduate assistants at University D and University F receive higher compensation than the unionized graduate teaching assistants at University C. At all contact institutions, graduate assistant compensation varies based on discipline due to the availability of grant funding and the difference in competition across fields; contacts explain that humanities and social sciences graduate assistants typically receive lower compensation than STEM (science, technology, engineering, and mathematics) graduate assistants. According to national survey data, graduate assistants in various STEM fields typically receive compensations ranging from $16,106 to $19,578 annually per 0.5 FTE, while graduate assistants in various humanities and social sciences fields typically receive compensations ranging from $9,538 to $14,722 annually per 0.5 FTE. All contact institutions offer graduate assistants a student health insurance package and require graduate assistants to pay the entire premium, a portion of the premium, or zero premium; health insurance costs and included benefits reportedly do not differ based on the type of graduate assistantship. Most contact institutions with unionized graduate assistants offer free health insurance to teaching and research assistants. Only University I offers free health insurance to non-unionized graduate assistants. Across contact institutions, graduate assistants pay premium costs that range from $0 to $1,739 per academic year. All contact institutions with unionized graduate assistants offer complete tuition and student fee waivers to graduate teaching and research assistants, except one institution which only offers tuition waivers to teaching assistants. In contrast, all graduate assistants at University F must pay $252 per semester in tuition and graduate assistants at University D must pay in-state tuition. Most contact institutions, including two unionized institutions, do not offer additional benefits to graduate assistants because most faculty members willingly accommodate the vacation and sick leave requests. Contacts explain that graduate school administrators must balance the complete graduate assistant compensation package among stipends, health insurance, and tuition benefits. For example, although University B offers the lowest minimum compensation, the university offers a tuition waiver for graduate teaching assistants. In contrast, University D offers high stipend rates, but graduate assistants must pay in-state tuition costs. In addition, one contact reports that administrators must also factor cost of living into graduate assistant compensation packages. As more public and private universities face graduate assistant unionization, contacts suggest the following strategies to ease the transition: prioritize graduate assistants within the campus community, inform constituents of future changes and impacts of unionization, and engage the union to create a collaborative and positive bargaining environment.

7 7 of 14 III. Overview of and Benefits Packages for Graduate Assistants across Contact Institutions The following table summarizes graduate assistant compensation and benefits packages across contact institutions; this table only summarizes information reported by contacts or described on institutional websites and may not be exhaustive for every institution. Summary of and Benefits for Graduate Assistants at Contact Institutions and Benefits University A University B University C University D University E University F University G University H University I Location City: Midsize Town: Remote Rural: Fringe Suburb: Midsize City: Small Suburb: Midsize Suburb: Small City: Large Town: Distant Status Not Unionized Not Unionized GTA Unionized Not Unionized GTA Unionized Not Unionized GTA Unionized GTA Unionized Not Unionized Graduate Assistantships Research, and Support Research, and Support Teaching Excluded, and Research Research, and Support Teaching and Research Lecturer, Research, and Support Research, and Associate In (AI) Research, and Associate In (AI) Research, and Support Designation Employees Employees Employees Employees GTA Employees Employees Employees Employees Employees Typical FTE 0.25 to 0.5 FTE 0.15 to 0.5 FTE Minimum * $12,699 $7,500 (MA/S) $8,500 (PhD) 0.25 to 0.75 FTE $11,304 (GTA) $11,520 (other) 0.25 to 0.5 FTE 0.2 to 0.49 FTE 0.25 to 0.5 FTE $16,100 (MA/S) $16,500 (PhD) $13,500 (GTA) $15,939 (GRA) $14,484 (Lect.) $13,190 (other) $25,000 (max.) 0.40 to 0.75 FTE $17,309 (GTA) $18,136 (AI) GRA ** 0.40 to 0.75 FTE $17,309 (GTA) $18,136 (AI) GRA ** Health Insurance $1,739 $312 $0 $375 $564 $415 $0 $0 $0 Premium *** Additional Benefits None None None None None Sick leave; Parental Leave Sick leave; Maternity Leave Sick leave; Maternity Leave 0.25 to 0.75 FTE $12,865 (MA/S) $13,653 (PhD) Maternity Leave Tuition * GTA full waiver GTA full waiver Full waiver No waiver GTA full waiver $252/semester Full waiver Full waiver Full waiver * Based on half-time compensation (.5 FTE) for a nine to ten month academic year ** GRAs paid on a ten step scale: Min = $16,698 (MA/S) and $21,558 (PhD); Max = $19,956 (MA/S) and $32,730 (PhD) *** Most recent available annual costs for graduate assistants

8 IV. Graduate Assistant Types $15,141 Average Stipend According to a recent survey, the average graduate assistant stipend for 0.5 FTE across 42 institutions is $15,141. This amount varies slightly based on the type of assistantship. Source: Graduate Assistant Stipend Survey ( siness-services/data/ gast.pdf) Define Graduate Assistant as a Salary if Employed by the Institution 8 of 14 Although all contact institutions designate graduate assistants as employees of the university, most contacts informally refer to their compensation as stipends or salaries interchangeably. However, contacts at University F emphasize the importance of using the term salary because as employees of the institution, graduate assistants must work a predetermined number of hours each week and pay taxes on their compensation; contacts explain that fellowships should be compensated through stipends as they lack a defined work requirement. Most Contact Institutions Allow Graduate Assistants to Increase Overall Workload and through Hourly Wages Most contact institutions allow graduate assistants to earn hourly compensation for additional work hours each week; however, no contact institutions allows graduate assistants to receive compensation solely through hourly wages because they would lose eligibility for health and tuition benefits. At University B, graduate assistants may work an additional ten hours per week on an hourly basis to conduct administrative tasks for another department. At S University I, graduate assistants may work an additional five hours per week on an hourly o basis, but must meet the following criteria to work more than five: u provide r a reasonable explanation for the additional workload, enhance v their professional development through the additional duties, continue e to achieve satisfactory academic progress, and their department must continue to provide their assistantship if the additional duties interfere with timely degree completion. Levels Least Rigid Most Contact Institutions Establish a Minimum Level for Graduate Assistants Across contact institutions, graduate schools determine a minimum compensation amount for graduate assistants and individual departments may offer salaries above that amount at their discretion. The following graphic outlines the four common approaches for minimum (or maximum) compensation levels: Minimum Levels for Graduate Assistants Recommended Minimum: The Graduate School at University I recommends a minimum compensation for master s and doctoral graduate assistants. Fixed Minimums: Three contact institutions determine a minimum compensation that is consistent for every graduate assistant, different based on degree, or different based on type of assistantship. Fixed Minimum and Maximum: The Graduate School at University F establishes the same minimum and maximum compensation amount for graduate teaching, research, and support assistants. Most Rigid Multiple Levels of Fixed Minimums: Two contact institutions determine a minimum compensation that varies based on graduate assistant experience. For example, at University D, first year masters students and doctoral students without a master s degree receive the lowest compensation tier, while doctoral students who advance to candidacy receive the highest compensation tier.

9 9 of 14 Graduate Research Assistant Levels at University G and University H The graduate teaching assistants at both University G and University H, and all campuses of their state system, have been unionized under the same collective bargaining unit for over ten years. Therefore, every graduate teaching assistant in the entire system receives the same annual salary of $17,309 for 0.5 FTE. In addition, every graduate research assistant receives the same compensation level for 0.5 FTE, according to the following ten tiers: Step I ($16,698): Bachelor s degree, with less than one year of graduate study and without extensive appropriate work experience Step II ($17,994): One year or more of graduate study or extensive appropriate work experience, but without a master s degree Step III ($19,956): Completed master s program but not yet advanced to candidacy for a doctoral degree Step IV ($21,558): Advanced to candidacy for doctoral degree Step V ($22,992): Advanced to candidacy for doctoral degree but not yet completed dissertation research Step VI-X ($24,060-$32,730): Completed dissertation research but not yet filed appropriate documentation of completion of requirements for the degree According to contacts, departments must establish a typical range of compensation levels for their graduate assistants to ensure consistency across disciplines. If a department wants to offer their graduate assistants a higher minimum level of compensation (i.e., step II instead of step I), the department must petition the graduate school for approval. Departmental Differences across Contact Institutions STEM Graduate Assistants Typically Receive Higher At all contact institutions, graduate assistant compensation varies based on discipline due to the availability of grant funding and the competitive nature of some fields; contacts explain that humanities and social sciences graduate assistants typically receive lower compensation than STEM graduate assistants. Contacts at University E report that during the academic year, half-time graduate teaching assistant compensation ranged from $13,500 to $21,252 for non-stem and $14,913 to $31,446 for STEM assistants. The graphic below provides examples of typical graduate assistant compensations at one contact institution: Select Examples of Graduate Assistant s at University B $12,037 Political Science $16,782 Sociology $17,845 Biology $20,004 Grain Science Lowest Rate Highest Rate $15,000 History $17,173 Psychology $19,307 Agronomy $25,652 Clinical Science

10 Thousands 10 of 14 National Differences in $25 The following graph outlines average research and teaching assistant stipends for select disciplines during the academic year across 42 institutions, as outlined in the 2012 Graduate Assistant Stipend Survey published by Oklahoma State University. The graph demonstrates that graduate assistants in various STEM fields typically receive the highest research assistant compensations, ranging from $16,106 to $19,578 per 0.5 FTE. In contrast, graduate assistants in various humanities and social sciences fields typically receive lower research assistant compensations, ranging from $9,538 to $14,722 per 0.5 FTE. Average Research and Teaching Assistant Stipends by Discipline across 42 Participating Institutions $20 $15 $10 $5 $0 Teaching Assistant Research Assistant Source: Graduate Assistant Stipend Survey (

11 11 of 14 V. Graduate Assistant Benefits Health Insurance All profiled institutions, including those with unionized graduate assistants, offer a special student health insurance plan to graduate assistants, not the general university employee health insurance plan. Most Contact Institutions Pay a Portion of or Entire Student Health Insurance Premiums All contact institutions offer graduate assistants access to a student health insurance package and require graduate assistants to pay the entire premium, a portion of the premium, or none of the premium. Contact institutions require graduate assistants to meet eligibility requirements, which typically include 0.25 to 0.5 FTE employment and a minimum number of enrolled credit hours. Graduate assistants may select to cover their spouse and/or dependents on the plan at an additional cost. Health insurance costs and included benefits reportedly do not differ based on the type of graduate assistantship. No Premium Covered by the Institution Student Health Insurance Annual Premium Levels All graduate assistants at University A pay the entire annual premium for student health insurance, but the university provides an annual health contribution of $650. At four contact institutions, graduate assistants pay only a portion of the annual premium for student health insurance, ranging from 15 to 30 percent. Entire Premium Covered by the Institution At four contact institutions, graduate assistants pay no annual premium for student health insurance. Collaborate with Graduate Assistants to Determine Health Benefits Contacts at University F suggest that graduate school administrators collaborate with graduate assistant leaders to determine appropriate health coverage each academic year. For example, the graduate assistants at University F wanted contraceptive coverage in their health plan; the administration outlined the potential increase in annual premiums and the graduate assistants agreed to the price increase in order to receive the desired additional benefit. Tuition Benefits Most Contact Institutions Offer Full Tuition Waivers to All Graduate Assistants or Only Graduate Teaching Assistants Four contact institutions offer full tuition waivers to all graduate assistants for a defined number of credit hours and FTE level. Three contact institutions offer full tuition waivers to graduate teaching assistants, while graduate research assistants must receive tuition support from a faculty member s grant or pay in-state tuition. In contrast, all graduate assistants at University F must pay $252 per semester in tuition and graduate assistants at University D must pay in-state tuition.

12 12 of 14 Additional Fees Most Unionized Graduate Assistants Do Not Pay Additional Fees Across profiled institutions, most unionized graduate assistants do not pay additional student fees, such as course, technology, matriculation, transit, building, or registration fees. Contacts explain that unions typically bargain away student fees right as the union is first established. Additional Benefits Most Contact Institutions Do Not Offer Additional Benefits to Graduate Assistants Contacts explain that graduate assistants work according to the academic calendar and receive unofficial leave when class is not in session. Multiple contacts believe that official annual and sick leave policies are unnecessary because most faculty members willingly accommodate the needs of their graduate assistants. However, contacts at University E report that graduate school administrators are negotiating additional benefits with the graduate student union and plan to implement leave policies for every type of assistantship in the future. Contact institutions offer the following additional benefits to their graduate assistants: University F: Two weeks sick leave, three days family illness leave, three days bereavement leave, and paid parental leave (120 days for fathers and 240 days for childbearing mothers) University G and University H: Three days family illness leave, three days bereavement leave, and four weeks maternity leave University I: Paid maternity leave for four consecutive weeks Balance Graduate Assistant between Stipends and Benefits Contacts explain that graduate school administrators must balance the complete graduate assistant compensation package across stipends, health insurance, and tuition benefits. If institutions offer lower than average stipends, then administrators can increase the competitiveness of the package by providing free health insurance or a full tuition waiver. In addition, one contact reports that administrators must also factor cost of living into the graduate assistant stipend. A recent survey outlines the increase in the national average graduate assistant compensation after account for the amount of waived in-state tuition: Average Average Adjusted for Waived Tuition $15,141 $20,439 Source: Graduate Assistant Stipend Survey (

13 13 of 14 VI. Considerations for the Transition to Graduate Assistant Unionization In recent years, an increasing number of graduate assistants are unionizing at both public and private institutions, instigating a national debate about whether graduate assistants should be seen primarily as students or employees. While state laws govern the unionization rights of graduate assistants at public institutions, the National Labor Relations Board (NLRB) determines the unionization eligibility of graduate assistants at private institutions. As the NLRB reconsiders the issue, multiple contacts expect more public and private universities to face graduate assistant unionization in the future. 1 Before Unionization During Unionization Prioritize Graduate Assistants within the Campus Community Contacts suggest the following strategies to appease graduate assistants and avoid unionization by prioritizing graduate assistants within the campus community: Maintain Open Communication between Graduate Assistants and Senior University Leaders: Contacts emphasize the importance of creating easy and accessible communication channels between graduate assistants and senior university leaders, including the president, provost, graduate school dean, and department chairs. Incorporate Graduate Assistants in Strategic Plans: The Office of the Provost s strategic plan at University B includes increased graduate assistant compensation and benefits packages as a future goal. Incorporating graduate assistantships into strategic plans demonstrates that graduate assistants are a priority to the administration. Understand Graduate Assistant Priorities: Contacts explain that administrators should understand current graduate assistant needs in order better provide desired compensation, benefits packages, and student services. Multiple contacts report that graduate assistants desire more professional development opportunities, including travel funds to present their research at conferences. Recognize Outstanding Graduate Assistants: Administrators at University D offer an Outstanding Teaching Assistant Award of $2,000 to graduate teaching assistants, as well as a $4,000 Merit Enhancement Award for both teaching and research assistants. Inform Constituents of Future Changes and Impacts of Unionization During the transition to graduate assistant unionization, contacts suggest the following steps to ensure that all campus constituents remain informed and prepared for any possible changes or impacts: Communicate Roles and Responsibilities: Graduate school deans and other relevant staff should communicate with department chairs and faculty via and during in-person meetings to adequately explain their respective roles in the process of unionization. Contacts explain that faculty should be well informed of any changes in policies and procedures in order to avoid graduate assistant grievances. Understand State Labor Relation Laws: Contacts at University C suggest that the graduate school dean meet with human resources or general counsel staff in order to fully 1 Scott Jaschik, Organized labor and higher education line up on opposite sides of grad union issue, Inside Higher Ed, 24 July 2012,

14 14 of 14 understand all state labor relation laws that apply to unionized graduate assistants. Contacts explain that complete comprehension of current laws will help institutions avoid future grievances. Conduct Media Relations Training: Contacts at one institution suggest that administrators partner with university relations to offer media relations training to faculty and staff to prepare them for interactions with the media. After Unionization Engage the Union to Create a Collaborative Environment Contacts suggest the following strategies to create and maintain a collaborative and friendly environment between the graduate school administration and graduate assistant union: Maintain Communication between Graduate Assistants and Senior University Leaders: Contacts emphasize the importance of maintaining effective communication between graduate assistants and senior leaders to create a collaborative environment for bargaining. Contacts at University E suggest that graduate schools deans meet with the graduate student union, university president, and director of human resources each term to discuss concerns and maintain a positive relationship. Keep the Best Interest of the Graduate Assistants in Mind: After unionization, the graduate school dean should support graduate assistants, continuously keeping their interests in mind during bargaining. Contacts explain that graduate school administrators must treat graduate assistants with the same level of respect as regular university employees. In particular, graduate school deans should establish uniform policies and practices for all types of graduate assistantships, even if only one type is unionized. Retain Academic Authority under Unionization At institutions with unionized graduate assistants, contacts recommend that graduate school deans ensure that the university retains authority over all academic components of the graduate program in the union contract. Contacts explain that administrators must protect their oversight for the academic content of courses, appointment of graduate assistants, and graduate assistant evaluation based on performance and research quality.