Interim Report of the Senate Committee on Budget

Transcription

1 UNJS'ERSITY OF WISCONSIN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, 1994 Interim Report of the Senate Committee on Budget On December 14, 1993 the chair of the University Committee, Ericka Sander, requested the Senate Committee on Budget to determine the extent to which the QRP exercise during the academic year resulted in moving the salaries of tenured faculty toward parity with the peer median salaries. The committee held its first meeting on January 26, Frank Goldberg was asked to prepare information that would allow comparisons between salaries and salary increases at UWM and those at the peer institutions. After requesting those data from UW System and preparing analyses, he met with the committee on March 30. The following interim report is based only on data and the analyses that Frank Goldberg prepared from the fourteen peer institutions and not on the NASULGC group. Data from the latter will be available in November, 1994, for department by department analyses. Some Observations based on Frank Goldbergus ulanalyses of the Impact of Quality Reinvestment Salary Increa~es*~ (a paper prepared for and presented to the Senate Committee on Budget ) One of the objectives of the Quality Reinvestment Plan (QRP) was to bring UWM faculty salaries up to the median of the Wisconsin Department of Administration's Salary Peer Group. Frank Goldberg's Table 1 provides a history of UWM faculty salary averages by rank compared to the peer group median. In , after one year of QRP Supplementary Salary Adjustments (SSAs), the deficit for full professors had widened to 9.0%, while for associate professors the deficit had narrowed to 2.2%. Frank Goldberg proposed several reasons for the increased difference between full professor salaries at UWM and salaries at the peer institutions: A. Average salaries are computed based on crosssectional data which are sensitive to turnover and year to year changes in the rank mix. The data in Table la demonstrate that average salaries by rank increased by a smaller percentage than the pay plan

2 UNIVERSITY OF WISCONSIN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, 1994 increase, particularly at the full and assistant professor ranks, because of turnover and changes in the rank mix. In effect, faculty at the top of the assistant professor range were promoted to associate professor and found themselves at the bottom of the associate professor range. Similarly, faculty at the top of the associate professor range were promoted to full professor and found themselves at the bottom of the full professor range. Table 3 shows the rank distribution for UWM faculty compared to the rank distribution at the peer institutions based on data. For comparison purposes the table also shows the change in the rank distribution for UWM in Between and , there was an increase in the proportion of full and associate professors and a decrease in the proportion of assistant professors. B. Salary averages are affected to a greater extent by pay plan than by special salary adjustments. There is a relationship between the size of the pay plan and the extent to which UWM salaries fall below the peer median. Over the period covered by Table 1, the pay plan increases for UWM faculty have ranged from 1.3% in to 7.6% in The total dollar amount reallocated for QRP SSAs was based on the salary gap for associate and full professors in Had the state funded pay plan for UWM in been equal to the average increase for associate and full professors at the peer institutions, then the QRP SSAs would have closed the gap between UWM and peer group salaries. We propose an additional possibility: C. QRP SSAs were not distributed across the board but were differentially allocated to Schools and Colleges on campus and then to departments within the Schools and Colleges. Allocations made in this manner affected full professors and associate professors differently. A more thorough analysis of the impact of the allocations by department will be initiated in the fall when the NASULGC data are made available. Conclusions 1. The QRP approach to faculty salaries is not, by any means, a substitute for an adequate pay plan. Although the QRP exercise did provide some salary benefit to the intended target groups, nevertheless, the overall cost to UWM was substantial. The process of reallocating money to address salary problems in this manner depressed faculty morale and threatened workplace loyalty.

3 UNIVERSITY OF WISCONSIN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, Salary problems at UWM need to be addressed by appropriate allocations in the basic pay plan and not by emergency reallocation procedures that pit Schools and Colleges against each other and, within them, department against department. These processes bringinto sharp focus the inadequacies of our salary pay plans and the recurring requests for "one-time" catch-up efforts that need, after all, to be repeated from time to time. Campus administration and UW System administration need to articulate successfully the requirement for ongoing, adequate play plans each year so that faculty morale around salary issues improves. Recommendations 1. UWM campus administration needs to pressure UW System administration to argue for consistent and adequate pay plans. 2. The Senate Committee on Budget- should be constituted first thing in the fall semester. With the procedure that is presently in place, the Senate loses an opportunity to be involved in the budget processes that occur in the fall. 3. The Senate Committee on Budget should continue to investigate the outcome of the QRP exercise next fall with an analysis of NASULGC data when it becomes available through Frank Goldbergas office in November. The Senate Committee on Budget Susan Burgess Russell Fenske Richard Graham William Kritek Susan Masland, Chair Josef Stagg Madeleine Velguth

4 UNIVERSITY OF WISCONSIN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, 1994 Table 1 (SWPLEMENTARY MATERIAL) UNlVERSlN OF WISCONSIN-MILWAUKEE UWM-DOA Peer Group Comparison Average Faculty Salary by Rank to PROFESSORS Salary Salary Sala Sala UW-MILWAUKEE Percent Change Milwaukee Average Pay Plan MEDIAN (Excl MIL) Percent Change Median Average Percent Change 2.0% 7.1% 7.6% 1.3% 5.4% 5.5% 5.4% 1.8% 5.8% 5.8% 5.7% 1.9% 3.7% Difference from Median (3,993) (3,922) (3,631) % incr to reach median 1 8.1% 7.5% 6.5% 5.8% 9.0% L ASSOCIATE PROFESSORS Sala UW-MILWAUKEE Percent Change Milwaukee 5.0% 3.7% Average Pay Plan 2.0% 1.3% 4.5% 3.8% MEDIAN (Excl MIL) Percent Change Median 5.1% 5.7% 2.2% 2.4% 3.4% Average Percent Change 5.5% 5.6% 5.8% 3.9% 0.9% 4.1% Difference from Median % incr to reach median 8.5% 6.6% 2.7% ASSISTANT PROFESSORS Average Pay Plan 2.0% 7.1% 7.6% 1.3% MEDIAN (Excl MIL) Percent Change Median 9.0% 4.9% 4.4% 2.7% Average Percent Change 6.6% 6.2% 1.4% 3.7% Difference from Median ( , ,885 % incr to reach median 1.6% -1.1% -3.8% ; -2 7% / 4.9% -.. i-~ Source: Budgets and Institutional Research t\miltrndj.wk4 04/15/94

5 UNIVERSITY OF WISCONSIN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, 1994 (SUPPLEMENTARY MATERIAL) University Of Wisconsin - Milwaukee Budget Report Notes A2 General Educational Administration increased by $169,800 (9.1%) mainly due to the unclassified pay plan, the addition of a position in the Department of Equal Opportunity, and establishment of a formal program revenue budget for Chancellor's Oficial Functions - Students. Administrrtive Affairs decreased by $454,900 (2.0%) due to a decrease of $2,480,000 in Parking Capital Projects for the Business Administration structure (Fund.137). The decrease was partially offset by increases for the new Student UPASS transit program ($1,234,000), utilities ($212,700), and pay plan. For purposes of comparability, the budget amount for Administrative Affairs has been restated to show Information Systems as part of Information Technology. Student Affairs increased by $628,600 (1.3%) mainly due to increases of $1,601,000 in Capital Projects primarily for the Union Snack Bar remodeling (Fund 137) and $823,200 in Auxiliary Operations (Funds 123/128), partially offset by a reduction of $2,250,000 in Pell Grants (Fund 148). Unit-Wide General Program Operations increased by $1,203,300 (4.4%) mainly due to an increase in fringe benefits, and a higher level of undistributed funding for classified staff pay plan. The Unit-Wide Extension Inter-institutional Agreement budget (Fund 104) is offset in Unit-Wide to reflect that spending authority is maintained by University of Wisconsin - Extension, and reported as part of the UW Extension budget. To provide an accurate picture of each division's total resources, both credit and non-credit outreach programs are fully budgeted. Since this activity is offset in the Unit-Wide account, the campus total does not reflect Extension activity. If this speqding was included, the total budget for would be $14.7 million higher. The increased offset in Unit-Wide of $1,869,400 (14.5%) is due to increased non-credit outreach programming in Engineering and DOCEx. Academic Affairs -Holding decreased by $223,900 (8.3%) mainly due to the distribution of funding received for undergraduate education and the base reallocation of funds to divisions for Educational Excellence positions. Allied Health decreased by $212,800 (5.9%), due to decreased programming in non-credit continuing education (Fund 104).

6 UNnTERSITY OF WISCONSIN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, 1994 (SUPPLEMENTARY MATERIAL) Architecture increased by $298,400 (1 1.3%) mainly due to the transfer in of 2.25 positions, including one for Educational Excellence. Business Administration increased by $621,500 (8.3%) mainly due to the unclassified staff pay plan, and an increase in program revenue hnded expenditures (Funds ) that is expected as the result of the new facility. Eneiueerine & Amlied Science increased by $1,484,700 (14.3%) mainly due to increased programming in non-credit continuing education (Fund 104). Fine Arts increased by $416,500 (6.0%) mainly due to the unclassified staff pay plan and increased programming in program revenue funds (Fund 128). Information Technology is a new division that was formed by combining Information Systems (formerly in Administrative Affairs), Computing Services, and Educational Communications. For purposes of comparability, the budget has been restated Letters & Science increased by $1,997,100 (6.1%) mainly due to the unclassified staff pay plan and increased programming in program revenue funds (Fund 128). Libraw & Information Science increased by $78,900 (10.6%) mainly due increased programming in program revenue hnds (Fund 136). Outreach & Continuing Education increased $1,185,000 (17.6%) mainly due to increased programming approved in non-credit continuing education (Fund 104), and the transfer of spending authority from other divisions for non-credit continuing education. Summer Session decreased by $92,800 (2.3%) mainly due to a decrease in summer credit outreach programming by Letters & Science.

7 -. ~ Table 1A UNIVERSITY OF WISCOFISIN-MILWAUKEE UWM-DOA Peer Group Comparison Average Facuky Salary by Rank lo u h PROFESSORS ~ h 2.-. ~,- - 'W! ~ I SH N* F 1 Salary % Chng--!R Salary % Chlg Rank[ Salary, % Chng Salary %Chris Rank Salary % Chng Rank Salary % Chng Rank & E Rutgers U-Newark % % % % % 1 89, % 1 s U N Y at Buffalo % % % 2 73, % 2 73, % 2 76, % 2 Temple U % % % 6 M % 5 S8.W 7.0% % 3 53, % 8 57, % % % 4 66, % 4 66, % 4 53, % 7 56, % % % % 7 66, % % 3 61,Wl 63% % % % 5 66, % % 5 57, % % % % 8 66, % 7 54.W 5.5% 4 58, % % % 6 M % % % 6 55, % 10 59,354 64% % % 9 61.W 1.9% % % % % 10 58, % % 10 46, % % % % 12 57, % % 11 44, % % 13 49, % % % % % % 11 57, % % % % M 5.3% _1?% % 14 51, % % 14 51, % 14 ASSOCIATE PROFESSORS m r Chng Salary % = zg ~aakl Salary % Chng RRanT Salary % Chng Rank/ Salary % Chnp Rank1 Salary % Chn Rutgem U-Newark % t % 1 58, % 1 60, % % 1 Temple U 41, % % 4 47.m 5.8% % % 2 S U N Y at Buffalo 47, % 2 50,323 51% % % % 3 54.W 5.1% Wayne Slats U % % % % % U of Texas-Dallas % % % s 9.1% 6 46, % % U 01 Cincinnali 43, % % 3 46, % % % % U of Ill.-Chicago 39.W2 7.2% % % % % % % 8 41, % % 9 44, % % % % 6 42, % % % 7 44, % 9 45, % 39, % % % % % % 10 39, % 10 40, % % 10 43, % 10 43,lW.1.8% % 11 'U of Missouri-K City % % % 13 39,839 05% 13 42, % 13 44, % 12 /U of Louisville % 12 37, % % % % 10 44, % 13 iu of New Orleans % 14 32, % % 14 38, % % 14 37, % 14 n ' Satax% ASSISTANT PROFESSORS g j Salary %Chng Rank Salary %Chng Renk Salary %Chng--~ R a & Rani1 ~ Salaty ~ % Chng ~ Rank ~ 1 Salary % Chnp Rank/ 8 LP Ringem U-Newark Temple U U of Texas Dallas Wayne State U S U N Y at Buflalo U of Ill -Chlcaoo u of~tnclnnai; levela and Stale U Gergla State.U U of Akmn U dmisaoun-k Cily U of Toledo U of L ~~ls~llle U of New Orloanr Source Budgeh and lnsl~tullooal Research mtwiltrnoi WK4 04H5/94

8 UNIVERSITY OF WISCONSJN-MILWAUKEE FACULTY DOCUMENT NO. 1936, September 22, (SUPPLEMENTARY MATERIAL) Table 3 University of Wisconsin-Milwaukee Fall Faculty PROF ASSOC TOTAL U of Texas-Dallas Temple U U of Louisville S U N Y at Buffalo U of Cincinnati Rutgers U-Newark Wayne State U U of Toledo U of New Orleans U of Akron U of Ill.-Chicago U of Missouri-K City Georgia State U Cleveland State U UW-MILWAUKEE UW-MILWAUKEE ( ) U of Texas-Dallas Temple U U of Louisville S U N Y at Buffalo U of Cincinnati Rutgers U-Newark Wayne State U U of Toledo U of New Orleans U of Akron U of Ill.-Chicago U of Missouri-K City Georgia State U Cleveland State U UW-MILWAUKEE PROF ASSOC ASST INST TOTAL UW-MILWAUKEE ( ) 32.7% 38.6% 28.3% 0.4% 100% Source: Budgets & Institutional Research r ioc\facnum.wy /94

9 - ~ R S ~ OF T WISCON~~IN-M~L,WAUKEE Y F A ~ T DOCUMENT Y (SUPPLEMENTARY NO. 1936, September MATERIAL) g4 University of Wisconsin--Milwaukee Budgef Use of Funds By Division - All Funds Divisions Academic Units General Educational Administration Administrative Affairs Student Affairs Unit Wide: General Program Operations UW Extension LLA. Federal Grants and Contracts Gi and Trust Funds ' Debt Sewice Other Funds Total Change Change Dollars Percen~ %of Total Academic Units Academic Affairs - Vice Chancellor Academic Affairs - Holding Academic Affairs - SASS Allied Health Professions Architectwe & Urban Planning Business Adnunisvation Education Engineering & Applied Science Fie Arts Graduate School Information Technology Letters & Science Library Library & Information Science Nursing Social Welfare Outreach & Continuing Education Summer Session Academic Suppoit A2 Budgets & Inst~tut~onal Research 8/2/94

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