Equity Pay Plan
East Tennessee State University
2010 Compensation Plan Methodology
(Revised Equity Pay Plan-Approved by TBR June 2010)
During the past ten years, ETSU has worked toward establishing and providing competitive salaries and wages for faculty and staff. Because budgetary limitations have only allowed us to pay equity deficits in 25 or 12.5 percent increments, equity deficits remain.
Summary of the ETSU Salary Equity Plan:
- In September 2000 the TBR approved ETSU’s Salary Equity Plan (three-phased plan).
- In January 2001 Phase 1 was implemented (paid in 25 percent increments).
- In July 2002 Phase 2 was implemented (paid in 25 percent increments).
- Phase 3 of the Plan was scheduled for implementation in January 2003. Because of budget restraints Phase 3 was not implemented until October 1, 2004 (paid in 25 percent increments).
- In October 2007 Equity implemented (paid in 12.5 percent increments).
Administrative/Professional and Classified Staff
The ETSU Salary Equity Plan for administrative and classified staff made use of data supplied by the ETSU Bureau of Business and Economic Research (Rockmore Study). The Plan had completed its original three-year life span before the university could reach full implementation. To stay current with cost-of-living increases the university was required to increase the Rockmore study targets for Phase 2 and Phase 3 by 2.5% and 3% increments respectively. This procedure led to questionable data validity.
A new Equity Plan for administrative and classified staff was established and approved in 2005. Market targets for each classification/pay level are determined using a subscription to the web-based system “CompAnalyst Job Analyzer.” The system allows for current market data to be used to benchmark positions within the Equity Plan. The market targets CompAnalyst’s 50th percentile data representing the midpoint of the competitive market rate for each job (adjusted for 37.5 hours per week).
One market target for each pay level is determined by averaging targets for several positions within an ETSU pay level. Positions that are difficult to fill and are sensitive to market pricing, i.e., OIT analysts, public safety officers, research specialists, etc., are approved prior to advertisement to hire at a market rate. Because these positions are advantaged at hire and are close to or at full market target they will not require individual targets within the equity plan.
ETSU Faculty
The Equity Plan for faculty will compare salaries to the current national data from the CUPA-HR Faculty Salary Survey. Faculty increases are based upon rank and discipline.
Intercollegiate Athletics
The Equity Plan will not include coaching or athletic training positions. Increases in salaries for these positions are approved through a separate TBR process.
Executive Staff
The Equity Plan for executive positions compares salaries to three sources and determines the “higher market target.” (1) Salaries are first compared to median salaries from the national College and University Professional Association for Human Resources (CUPA-HR) Administrative Salary Survey (doctoral institutions by budget). (2) Executives not having a match to a CUPA position have targets calculated by the Office of Human Resources using additional published survey data, by performing in-house surveys, or by extrapolating data from similar positions. (3) Positions are also compared to the corresponding target for their pay level in the administrative plan using data from the “CompAnalyst Job Analyzer”. The “higher market target” of the three sources is used as comparison data.
University High Faculty
In September 2003 the TBR approved a “Pay Plan for the University School.” The plan brings ETSU University School faculty to parity with their Washington County contemporaries. Through this plan University School faculty are not eligible for equity, percentage, or across-the-board raises received by other university faculty.
College of Medicine (COM) Faculty
The Equity Plan for faculty compares salaries to the current Association of American Medical Colleges (AAMC), Southern Region data. VA and MEAC salaries are added to ETSU salaries to determine a grand total salary. Deficits are paid in accordance with the percentage of time worked at ETSU versus the VA. Faculty increases are based upon rank and discipline.
College of Pharmacy (COP) Faculty
The Equity Plan for faculty will compare salaries to the current annually published, national faculty salary survey data published by the American Association of Colleges of Pharmacy. The market target will be 60th percentile data. The Plan will also review internal department and College equity. Faculty increases are based upon rank and discipline.
Special Issues: Stipends, Longevity, Percentage of Target, Data Substitution, Budget Considerations
Stipends: The Equity Plan will remove stipend payments from the base salaries of ETSU and College of Pharmacy faculty, and all administrators and support staff. College of Medicine faculty stipends remain in their base salary and are considered a necessary part of their total compensation for AAMC comparisons.
Longevity: Longevity payments will not be included in any employee base salary because longevity is considered a bonus payment for lengthy service and must be approved annually by the State Legislature.
Percentage of Target: The Equity Plan will target full market targets for all positions. Targets for ETSU faculty, COM faculty, COP faculty, administrative, support and executives will be 100% market target.
Data Substitution: Senior Staff will approve the use of other ETSU faculty data sources other than the national CUPA data.
Budget Considerations: The Equity Plan will be implemented yearly when the budget permits. Deficits will be paid in increments as the budget permits.
September 28, 2007
Dear East Tennessee State University Regular Employee:
We are pleased to announce that ETSU's equity adjustments for 2007 were approved during the Tennessee Board of Regents Quarterly Meeting on September 28. Adjustments represent an increase of12.5 percent of the difference in salaries and the "market target" for each eligible faculty and staff position. Regular faculty and staff on payroll as of June 30, 2006 are eligible for this cycle of the Equity Plan. A small adjustment will indicate that the recipient's present salary is very close to the market salary, while a larger adjustment is offered for those whose current salary is considerably below market. An individual salary letter will be forwarded on October 19 under separate cover pertaining to personal equity adjustments. Adjustments will be included in October 31, 2007 paychecks and will be retroactive to July 1, 2007.
We are also very happy to announce that our current financial status allows us to provide a one-time bonus from non-recurring dollars. The bonus will be a $500 one-time payment on November 30, 2007 for all part-time and full-time regular employees who were on the payroll as of June 30, 2007. The amount will be prorated for part-time employees. (The bonus does not apply to adjunct faculty, temporary employees, medical school residents, graduate assistants, student workers, or University School faculty).
We thank you for your dedicated service to ETSU and ask your support as we continue to seek fair compensation for your valued talents. Your hard work and loyalty to our university and to our students are recognized and appreciated. You may contact the Office of Human Resources at 439-5890 or log on to Banner Self Service, if you need individual information pertaining to your personal salary.
Sincerely,
Paul E. Stanton, Jr.
University President
PES/ddm
February 23, 2007
Dr. Charles W. Manning,
Chancellor Tennessee Board of Regents
1414 Murfreesboro Rd.
Nashville, TN 37217
Dear Chancellor Manning:
In adherence to TBR's 2007 Compensation Review Schedule, East Tennessee State University submits the attached 2005 Compensation Plan Methodology for approval at the June Board meeting. Our Plan was previously reviewed and approved by the Board in June 2005. However, due to budgetary constraints we were unable to implement the Plan in 2005 and 2006.
Thank you for your consideration in this matter. Please contact me or Mrs. Diana McClay, Director of Human Resources, if you require additional information.
Sincerely,
Paul E. Stanton, Jr.
President
East Tennessee State University
2005 Compensation Plan Methodology
During the past four years, ETSU has worked toward establishing and providing competitive salaries and wages for faculty and staff. In that effort, pay tables for administrative and classified positions were increased in August 2004 to reflect both a 3% increase in maximum/midpoint salaries and the new FLSA requirements. On October 1, 2004, the university also implemented the final phase of our Three-Phased Salary Equity Plan. Out of the 1,504 positions eligible for Phase 3 equity review, 1,193 positions required equity adjustments. Because budgetary limitations have only allowed us to pay equity deficits in 25 percent increments, equity deficits remain.
Summary of the ETSU Salary Equity Plan:
- In September 2000 the TBR approved ETSU’s Salary Equity Plan (three-phased plan).
- In January 2001 Phase 1 was implemented.
- In July 2002 Phase 2 was implemented.
- Phase 3 of the Plan was scheduled for implementation in January 2003. Because of budget restraints Phase 3 was not implemented until October 1, 2004.
Administrative/Professional and Classified Staff
The ETSU Salary Equity Plan for administrative and classified staff made use of data supplied by the ETSU Bureau of Business and Economic Research (Rockmore Study). The Plan had completed its original three-year life span before the university could reach full implementation. To stay current with cost-of-living increases the university was required to increase the Rockmore study targets for Phase 2 and Phase 3 by 2.5% and 3% increments respectively. This procedure has led to questionable data validity.
A new Equity Plan for administrative and classified staff will be established. Market targets for each classification/pay level will be determined using a subscription to the web-based system “CompAnalyst Job Analyzer.” The system will allow for current market data to be used to benchmark positions within the Equity Plan. The market target will be CompAnalyst’s 50th percentile data representing the midpoint of the competitive market rate for each job (adjusted for 37.5 hours per week).
One market target for each pay level will be determined by averaging targets for several positions within an ETSU pay level. Positions that are difficult to fill and are sensitive to market pricing, i.e., OIT analysts, public safety officers, research specialists, etc., are approved prior to advertisement to hire at a market rate. Because these positions are advantaged at hire and are close to or at full market target they will not require individual targets within the equity plan.
ETSU Faculty
The Equity Plan for faculty will compare salaries to the current national data from the CUPA Faculty Salary Survey. Faculty increases are based upon rank and discipline.
Intercollegiate Athletics
The Equity Plan will not include coaching or athletic training positions. Increases in salaries for these positions are approved through a separate TBR process.
Executive Staff
The Equity Plan for executive positions will compare salaries to three sources and determine the “higher market target.” (1) Salaries will be first compared to median salaries from the national College and University Professional Association for Human Resources (CUPA-HR) Administrative Salary Survey (doctoral institutions by budget). (2) Executives not having a match to a CUPA position will have targets calculated by the Office of Human Resources using additional published survey data, by performing in-house surveys, or by extrapolating data from similar positions. (3) Positions will also be compared to the corresponding target for their pay level in the administrative plan using data from the “CompAnalyst Job Analyzer”. The “higher market target” of the three sources will be used as comparison data.
University High Faculty
In September 2003 the TBR approved a “Pay Plan for the University School.” The plan brings ETSU University School faculty to parity with their Washington County contemporaries. Through this plan University School faculty are not eligible for equity, percentage, or across-the-board raises received by other university faculty.
College of Medicine Faculty
The Equity Plan for faculty will compare salaries to the current Association of American Medical Colleges (AAMC), Southern Region data. VA and MEAC salaries are added to ETSU salaries to determine a grand total salary. Deficits are paid in accordance with the percentage of time worked at ETSU versus the VA. Faculty increases are based upon rank and discipline.
Special Issues
Stipends, Longevity, Percentage of Target, Data Substitution, Budget Considerations
Stipends: The Equity Plan will remove stipend payments from the base salaries of ETSU faculty, and all administrators and support staff. College of Medicine faculty stipends remain in their base salary and are considered a necessary part of their total compensation for AAMC comparisons. Building Coordinator stipends will remain in the base salary because they remain in base salaries during across-the-board calculations.
Longevity: Longevity payments will not be included in any employee base salary because longevity is considered a bonus payment for lengthy service and must be approved annually by the State Legislature.
Percentage of Target: The Equity Plan will target full market targets for all positions. Targets for ETSU faculty, COM faculty, administrative, support and executives will be 100% market target.
Data Substitution: Senior Staff will approve the use of other ETSU faculty data sources other than the national CUPA data.
Budget Considerations: The Equity Plan will be implemented yearly when the budget permits. Deficits will be paid in increments as the budget permits.
2007 Market Targets
Faculty targets are available in the office of Human Resources due to salary survey copyright restrictions.
Administrative/Professional
Level Target
02 30,845
03 35,740
04 36,760
05 39,360
06 41,325
07 43,520
08 46,160
09 50,510
10 50,840
11 55,875
12 57,260
13 60,670
14 64,540
15 68,660
16 73,040
Support
Level Target
01 20,625
02 21,140
03 23,280
04 25,430
05 29,345
06 31,740
07 34,195
08 38,850
09 40,690
10 42,210
11 44,160
12 47,680
13 51,485
14 N/A
15 N/A
Security Pay Scale (40 hr/wk)
Level Target
01 N/A
02 N/A
03 24,830
04 27,125
05 31,300
06 33,860
07 36,475
08 41,440
09 43,400
10 45,020
11 47,100
12 50,860
13 54,920
14 N/A
15 N/A