Exempt Staff Salary Study FY

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1 Exempt Staff Salary Study FY Budget Office

2 FORT LEWIS COLLEGE Exempt Staff Salary Study FY Table of Contents Page Narrative Appendices A Public Baccalaureate Peer Institutions...5

3 FORT LEWIS COLLEGE Exempt Staff Salary Study FY Purpose The CU-Based Exempt Staff Salary Analysis was developed in an effort to determine how individual Fort Lewis College (FLC) exempt staff salaries compared to peer averages. This analysis compares FLC salaries for all budgeted permanent exempt staff positions. Background In FY , the Equity Committee was tasked with developing a salary study methodology for exempt staff members similar to that used to study faculty salaries. Key elements in the faculty study include comparisons based upon discipline, rank and years in rank. As faculty members generally stay at one institution and promotion paths are structured with established timeframes for accomplishing the various ranks, generalized assumptions can be made regarding the number of years a faculty member will stay at each rank. Additionally, faculty responsibilities are usually consistent from institution to institution. The Equity Committee endeavored to include as many of the assumptions from the faculty model as possible into the exempt model. The following information outlines how the faculty model assumptions were handled in the exempt staff study. Discipline CU has established position codes for many common higher education positions. For some FLC positions, finding an appropriate code was difficult, as not all positions are included in the CU data set. Rank Exempt staff were categorized as Senior Administration, Director Level, or All Others. Years within Rank The committee evaluated the data available from CU in order to make assumptions related to the number of years an exempt staff person would stay at a category level. Only some of the position codes included an incumbent s years in a position. Position descriptions did not include an indication of the prerequisite years of experience. For those positions that include years of experience, the committee could find no common trends related to years in a position. After reviewing the available data, the committee agreed that the raw CU averages would be used and the study would not account for years in a position at FLC, or equivalent experience prior to FLC. Because an individual exempt staff member s responsibilities and experience can vary, the committee accepted that exempt salaries within the range of 90% to 110% of peer average would be considered at peer average. Page 1

4 Description of the Data and Assumptions Position Codes There are two CU survey tools used for comparison of exempt staff salaries: Administrator Compensation and Professional Compensation. Within each survey, the various position codes are defined with generalized responsibilities. In order to determine the appropriate position code to use for each exempt staff position, supervisors were provided the definitions and asked to determine up to three codes for each exempt staff position with the corresponding percentage of time a position spent on each code. This information was then reviewed by the Budget Office and the appropriate Vice President to ensure that the position codes chosen reflected the actual responsibilities of the position. In instances where a CU position code cannot reasonably be identified, the appropriate State of Colorado personnel class code is used. The average salary for these positions is determined by adjusting the minimum of the classified salary range for position requirements and responsibilities. Peer Group The peer group utilized consists of 134 public baccalaureate institutions (Public Bac), listed in Appendix A. Where Public Bac data are not available for a position code, the peer group moves to all baccalaureate institutions, public and private. If no data are available in this second category for a position code, the study uses all public institutions as the peer group. Where comparison data is not available in the Public Baccalaureate peer group, the peer group used will be reduced by the factor contained in the table below which is based upon median differences between the peer groups across all position codes. All Baccalaureate Institutions All Public Institutions Administrator Compensation Survey Codes 7% 38% Professional Compensation Survey Codes 5% 29% CU Average Salary The CU average used in the calculation outlined below is based upon the average of the current year and previous two years salary information by rank and disciple. Use of this three year data works to smooth anomalies that exist in the raw data. Page 2

5 Applying the Model to Individual Salaries Utilizing the position codes and the percentages approved by the appropriate Vice President, a peer salary is calculated for each exempt staff member by multiplying the CU average salary for each of the position codes by the percentage time in that position code. The actual salary is divided by the peer salary to determine how an individual s salary compares to peer average. The resulting figure, expressed as a percentage, is called the Peer Ratio. Summary of Peer Comparison Salaries of permanently budgeted exempt staff members for FY and FY were analyzed using the methodology outlined above. The following tables reflect summaries for the entire institution, by functional area and by functional area and classification. Fort Lewis College Exempt Staff Average Peer Ratio by Classification FY FY Senior Administration Director Level All Other Staff Fort Lewis College Exempt Staff Average Peer Ratio by Functional Area FY FY Senior Administration Academic Affairs Finance & Administration Institutional Advancement President s Area Student Affairs Page 3

6 Fort Lewis College Exempt Staff Average Peer Ratio by Position Classification and Functional Area (Sr. Administration excluded) FY FY Director (Dept) Level Academic Affairs Finance & Admin Institutional Advancement n/a President s Area Student Affairs All Other Staff Academic Affairs Finance & Admin Institutional Advancement President s Area Student Affairs In FY , peer ratios ranged from a low of 85% to a high of 134.2%. In FY , ratios ranged from a low of 72% to a high of 127.2%. Salary Action FY The President recommended to the Board of Trustees the following equity increases to FY exempt staff salaries effective for FY : If the Current Peer Ratio is: Then the Equity Increase is: Greater than 86% and less than or equal to 88% 0.0% Greater than 88% and less than or equal to 90% 0.0% Greater than 90% 0.0% Page 4

7 APPENDIX A Public Baccalaureate Peer Institutions Alfred State College Athens State University Black Hills State University Bluefield State College California Maritime Academy California State University-Channel Islands California State University-Monterey Bay Central State University Chadron State College Charter Oak State College Christopher Newport University City University of New York Medgar Evers College City University of New York New York City College City University of New York York College Clayton State University Coastal Carolina University Colorado Mesa University Colorado State University-Pueblo Concord University Dakota State University Dalton State College Dickinson State University Dixie State College of Utah Elizabeth City State University Fairmont State University Farmingdale State College Fashion Institute of Technology Georgia Gwinnett College Glenville State College Granite State College Great Basin College Harris-Stowe State University Indiana University East Indiana University Kokomo Kent State University Ashtabula Kent State University Geauga Kent State Univ Stark AL SD CA CA CA NE CT VA GA SC CO CO SD GA ND UT NC GA NH NV MO IN IN Kent State University Trumbull Kentucky State University Lake Superior State University Lander University Langston University Lewis-Clark State College Louisiana State University at Alexandria Lyndon State College Maine Maritime Academy KY MI SC ID LA VT Massachusetts College of Liberal Arts MA Massachusetts Maritime Academy Mayville State University MA ND Metropolitan State College of Denver CO Middle Georgia State University Missouri Southern State University Missouri Western State University Montana State University - Northern Montana Tech of The University of Montana Nevada State College New College of Florida Northern State University Northwestern Oklahoma State University Ohio University Chillicothe Ohio University Eastern Ohio University Lancaster Ohio University Southern Ohio University Zanesville Branch Oklahoma Panhandle State University Oregon Institute of Technology Penn State Abington Penn State Altoona Penn State Beaver Penn State Berks Penn State Brandywine Penn State DuBois Penn State Erie, The Behrend College P Penn State Fayette, The Eberly GA MO MO MT MT NV FL SD OR Page 5

8 Penn State Greater Allegheny Penn State Hazleton Penn State Lehigh Valley Penn State Mont Alto Penn State New Kensington Penn State Schuylkill Penn State Shenango Penn State Wilkes-Barre Penn State Worthington-Scranton Penn State York Pennsylvania College of Technology Peru State College Purdue University North Central Rogers State University Shawnee State University Shepherd University Southern Arkansas University State University of New York College at Old Westbury State University of New York College of Agriculture and Technology at Cobleskill State University of New York College of Technology at Delhi St. Mary's College of Maryland Texas A & M University at Galveston The Ohio State University at Marion The Ohio State University Mansfield NE IN AR MD TX The University of Montana - Western MT The University of Virginia's College at Wise Thomas Edison State College University of Arkansas at Fort Smith University of Arkansas at Fort Smith University of Arkansas at Pine Bluff VA NJ AR AR AR University of Hawaii at Hilo University of Hawaii - West Oahu University of Houston - Downtown University of Maine at Augusta University of Maine at Farmington University of Maine at Fort Kent University of Maine at Machias University of Maine at Presque Isle University of Minnesota-Crookston University of Minnesota-Morris University of New Hampshire at Manchester University of North Carolina at Asheville University of Pittsburgh at Bradford University of Pittsburgh at Greensburg University of Pittsburgh at Johnstown University of Science and Arts of Oklahoma University of South Carolina Aiken University of South Carolina Upstate University of Wisconsin-Green Bay University of Wisconsin-Parkside Utah Valley University Valley City State University Vermont Technical College Virginia Military Institute Western State Colorado University West Liberty University West Virginia State University West Virginia University at Parkersburg West Virginia University Institute of Technology Winston-Salem State University HI HI TX MN MN NH NC SC SC WI WI UT ND VT VA CO NC Page 6

Budget Office. Faculty Salary Study FY

Budget Office. Faculty Salary Study FY Budget Office Faculty Salary Study FY 2010-11 FORT LEWIS COLLEGE Faculty Salary Study FY 2010-11 Table of Contents Page Narrative... 1-8 Appendices A Summary by School and Department...9 B Public Baccalaureate