University Senate Budget Committee White Paper: A Plan to Improve Faculty
The University Senate Budget Committee (David Frank, Mike Kellman, Nathan
Tublitz, Wayne Westling), in consultation with the Faculty Advisory Council
and the University Administration, are in the process of developing a plan
to significantly augment faculty compensation (salary and benefits)
to levels competitive with peer institutions. The goal of the White Paper
is to provide background, financial information, and salary data as a framework
for a campus-wide discussion of this important issue and to prepare faculty
for a survey to be conducted in early winter quarter. After the survey
results are analyzed and discussed by the community, a final plan to increase
faculty compensation will be presented to the University Senate and Administration
for adoption during Winter Quarter. In this White Paper we:
Frame the faculty compensation issue and provide quantitative data as
a basis for informed discussion. A meaningful community discussion
on faculty compensation (salary and benefits) must involve the topics of
compensation, comparison, and compression. Faculty compensation should
be judged using a comparison with a representative list of American universities
sharing our mission.
Currently, University of Oregon average faculty
compensation is at 82.1% of the comparator mean.
In addition, compensation compression has eroded the distinction among
tenure track ranks and has served to produce significant comparative inequities
in the ranks of Associate and Full Professor. Such compression threatens
the integrity of the ranks and faculty morale. During the first phase of
a campus wide discussion, we hope to feature the topics of compensation,
comparison, and compression.
Describe the opportunities and hazards of the new funding model. The
new Oregon University System funding model is based on the principle that
the money follows the students to the institutions they choose. This new
model represents both significant opportunities and hazards for the University.
This White Paper details some of the funding challenges raised by the new
Propose the first phase of a long-term plan designed to address issues
of faculty compensation. In setting the agenda for a long-term plan,
we have used and will continue to use comparative data drawn from our peer
institutions and from the Office of Resource Management. We recommend the
Over the next five years, average faculty
compensation (salary and benefits) will be brought to and maintained at
95% of parity with comparator institutions.
The survey will likely reveal several other worthy objectives and these
will be advanced for community discussion after comparative data and other
necessary information are gathered.
Highlight the benefits and tradeoffs of various revenue sources. Each
source of revenue offers benefits and costs. For example, increasing the
number of students enrolled at the University or enhancing the compensation
of current tenure-line and tenured faculty rather than hiring new faculty
members, would involve tradeoffs deserving serious discussion. We identify
several sources of additional funding, and briefly discuss their advantages
and disadvantages. Adoption of any or all of these sources will require
broad community dialogue and consensus.
Consider the communal implications of our plan to improve average faculty
compensation plan We recognize the OPEU and GTFF are critical to the
achievement of academic quality, and urge the administration to provide
classified staff and graduate teaching fellows fair compensation based
on appropriate comparative standards.
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