Define salary equity Understand the procedure Complete a salary equity review Identify and craft appropriate justifications for salary differentials
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- Winfred Atkins
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2 At the end of this session you will be able to: Define salary equity Understand the procedure Complete a salary equity review Identify and craft appropriate justifications for salary differentials
3 Salary differentials arising from conscious or unconscious discriminatory practices on the basis of gender or ethnicity.
4 To monitor compliance with equal pay laws To eliminate statistically significant salary differentials that affect members of protected classes
5 When salary differentials are identified, the salary equity process seeks to justify it or make an adjustment to correct it.
6 Pay inequities based on gender or ethnicity are in violation of Title VII of the Civil Rights Act and the Equal Pay Act.
7 Funding to support salary adjustments resulting from the salary equity review process are funded from a general university fund.
8 University Announcements Constituent Group Announcements Dean/VP Announcements Web Page Campus-wide Letter from the Provost
9 The Office of Institutional Equity and Diversity accepts requests for salary reviews from three sources: Individuals Supervisors Constituent Groups Faculty Members Administrators Chairs Deans VPs Asian Caucus Association of University Administrators Coalition of Black Faculty and Administrators Hispanic/Latino Employee Association Women s Caucus
10 The review process begins with a pair-wise comparison of salary differentials of at least $1,000 in similarly situated individuals.
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12 Identifying Comparables Type of degree Year the degree was received College/Department Rank/Title Year Tenured Years of experience at the University
13 Vice Presidents Assistant Vice President for Equity & Diversity Provost & VP Academic Affairs DEANS CHAIRS
14 Forwarded to the respective Dean or Vice President without disclosure of path of submission. Justifications and supplemental information are reviewed by the Asst. VP for Equity and Diversity and the Provost.
15 Some factors that can justify a differential in salary between similarly situated persons are: Performance Retention Compression
16 Merit Increases Comparative Performance
17 Retention Adjustment was made to retain an employee with an offer from another employer.
18 Compression adjustments recognize changes in market value of the services, usually with a long term employee.
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20 Assistant Vice President, Institutional Equity and Diversity Vice President for Administration and Finance VP of SEES Dean of the College of Arts and Letters Dean of the College of Business and Public Administration Dean of the Darden College of Education President of Old Dominion University Vice President for Research Dean of the Frank Barren College of Engineering and Technology Provost and Vice President for Academic Affairs Vice President for Human Resources Dean of the College of Health Sciences Vice President for University Advancement Dean of the College of Health Sciences Dean of the College of Sciences
21 The President approves the Vice President s recommendations, in whole or in part, and may choose to ask for additional information and analysis.
22 Equity and Diversity notifies employees who have self-identified. Self-Identifiers who do not receive adjustments are referred to his/her Vice- President or Dean for specific details on the justification.
23 The Budget Office prepares a memorandum for the President s signature that reflects his final decision.
24 Identify comparables for review. Conduct the comparison with assistance from supervisors/chairs. VPS submit appropriate justifications for salary differential OR submit recommendation for adjustment.
25 If you have further questions, please visit or contact the Office of Institutional Equity and Diversity at
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