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 of
12.5 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 (http://www.etsu.edu/humanres/Banner.HTM
), if you need individual
information pertaining to your personal salary.
Sincerely,
Signature of file
Paul E. Stanton, Jr.
University President
PES/ddm
February 23, 2007
Dr. Charles W. Manning, Chancellor
Tennessee Board of Regents
1414 Murfreesboro Road
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,
Associate Director of Human Resources, if you require additional
information.
Sincerely,
Signature on file
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:
1. In September 2000 the TBR approved ETSU’s Salary Equity Plan (three-phased plan).
2. In January 2001 Phase 1 was implemented.
3. In July 2002 Phase 2 was implemented.
4. 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.
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.
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.
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.
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.
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.
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 |
|
30,845 |
|
|
3 |
35,740 |
|
4 |
36,760 |
|
5 |
39,360 |
|
6 |
41,325 |
|
7 |
43,520 |
|
8 |
46,160 |
|
9 |
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 |
|
20,625 |
|
|
2 |
21,140 |
|
3 |
23,280 |
|
4 |
25,430 |
|
5 |
29,345 |
|
6 |
31,740 |
|
7 |
34,195 |
|
8 |
38,850 |
|
9 |
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) |
|
|
1 |
N/A |
|
2 |
N/A |
|
24,830 |
|
|
4 |
27,125 |
|
5 |
31,300 |
|
6 |
33,860 |
|
7 |
36,475 |
|
8 |
41,440 |
|
9 |
43,400 |
|
10 |
45,020 |
|
11 |
47,100 |
|
12 |
50,860 |
|
13 |
54,920 |
|
14 |
N/A |
|
15 |
N/A |
|
|
|
|
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Mailing Address: Office of Human Resources
ETSU Box 70564
Johnson City, TN 37614-1707
Telephone: 423-439-4457
Fax: 423-439-8354
TDD: 423-439-4710
Office Hours: 8 a.m. to 4:30 p.m. Eastern; Monday
- Friday
Office Location: Room 307, Dossett Hall
since
01/09/08
Updated on 01/09/08
