2003-04

Faculty Salary Recommendations

Sinclair Community College

• Faculty Improvement Team• Overload & other salary adjustments• Salary Goal and Benchmarks• Base Salary Recommendations• Incentive Pay• Workload • Healthcare • Important Dates• Questions

Faculty Salary Recommendations

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Faculty

• Pam Chambers, President., Faculty Assembly

• Russ Marcks, Professor, Mechanical Engineering Technology

Tony Ponder, Associate Professor, Mathematics

• Barbara Wallace, Associate Professor, Health Info Mgmt

• Ned Young, Professor, Management

Adminstration

• Ned Sifferlen, President

• Dee Delaney, VP Business Operations

• Jeanne Jacobs, VP Instruction

• Steve Johnson, Provost

• Steve Jonas, VP Administration

Faculty Issues Team

Results of 2002 Faculty SurveysMost Important /Least Satisfied

• Overload Pay

• Summer Pay • Salary

Overload & Other Salary Adjustments

• Payload Hour Rate:– 2003-04 (Overload/Summer) $450– 2004-05 (Overload/Summer) $500– 2005-06 and beyond range adjustment

• Part-Time Payload Rate:– 2003-04 Lec I = $375 Lec II = $425– 2004-05 Lec I = $400 Lec II = $450– 2005-06 and beyond Lec I = 85% of OL rate

Lec II = 90% of OL rate

• Merit Awards (177): $3,200• Chair Stipend: $5,346 (4% increase)

Faculty Salary Goal

Portfolio of salary guidelines to ensure external competitiveness:

• Monitor increase for continuing faculty based on AAUP Category III & IV.

• Monitor total compensation (salary + institutional contribution to benefits) based on AAUP Category III & IV.

• Sinclair’s average salary should be in the top three of all Ohio two-year colleges.

Continuing Salaryvs. Average Salary

  Category III Category IV Sinclair

 Continuing

FacultyAverage Salary

Continuing Faculty

Average Salary

Continuing Faculty

Average Salary 

2001-02 to 2002-03 197.5 197.6 186.0 202.7 305.8 211.1

1984-85 100.0 100.0 100.0 100.0 100.0 100.0

    $26,120   $24,550   $25,277

Average Faculty SalariesOhio Two-Year Colleges, 2002-03

    

AverageCollege Salary

1 Lakeland Community College 62,854$ 2 Cuyahoga Community College 60,014$ 3 Lorain County Community College 53,997$ 4 Sinclair Community College 53,348$ 5 Cincinnati State Technical and Community College 53,267$ 6 Columbus State Community College 46,321$ 7 Owens State Community College 46,083$ 8 Rio Grande Community College 45,895$ 9 Jefferson Community College 44,562$

10 Northwest State Community College 44,437$ 11 Terra Community College 43,752$ 12 Rhodes State College 43,742$ 13 Muskingham Area Technical College 43,381$ 14 Hocking College 40,842$ 15 Southern State Community College 40,770$ 16 Stark State College of Technology 40,762$ 17 Washington State Community College 40,413$ 18 Edison Community College 40,201$ 19 North Central State College 40,199$ 20 Clark State Community College 39,584$ 21 Central Ohio Technical College 39,444$ 22 Marion Technical College 38,334$ 23 Belmont Technical College 37,828$

Source: OACC 2002-03 Faculty Salary Survey

#of New and Separating TT Faculty

Year Separating New Hires

1999-00 15 14

2000-01 14 29

2001-02 18 24

2002-03 11 29

Total 58 96

Salary Recommendations

• Salary Ranges:Recommended average salary range movement for 2003-04 and 2004-05 of approximately 3.0%.

• Overall Base Salaries:Recommended salary increase budget of 4.40% for 2003-04 and 2004-05.

Faculty Salary Ranges

Rank Min Max Min Max

Instructor $32,300 $44,000 $33,300 $45,200

Assistant $37,200 $50,900 $38,300 $52,500

Associate $43,900 $60,600 $45,200 $62,400

Professor $52,900 $73,600 $54,500 $75,700

2003-04 2004-05

Overall Increase in Ranges = 3.0%

Base Salary Adjustments

• All Faculty: 1% + $1,362 (3.55%)• Promotions (24): $3,200 (0.45%)• Merit-on-Base (72): $73 – $1,280 (0.40%)

Overall: 4.40%

Base Salary IncreaseSummary

Percent   No. Percent

2.90%-2.99% 25 7.8%

3.00%-3.99% 132 41.3%

4.00%-4.99% 98 30.6%

5.00%-5.99% 41 12.8%

9.00%-9.99% 7 2.2%

10.00%-10.99% 4 1.3%

11.00%-11.99% 10 3.1%

12% and above 3 0.9%

Total   320 100.00%

Average Increase   4.40%

*Includes promotional awards and professor merit-on-base.

Faculty Salary Increases1% + $1,362

2002-03 Salary

SalaryIncrease

2003-04 Salary % Increase

$ 30,000 $ 1,662 $ 31,662 5.5%

$ 35,000 $ 1,712 $ 36,712 4.9%

$ 40,000 $ 1,762 $ 41,762 4.4%

$ 45,000 $ 1,812 $ 46,812 4.0%

$ 50,000 $ 1,862 $ 51,862 3.7%

$ 55,000 $ 1,912 $ 56,912 3.5%

$ 60,000 $ 1,962 $ 61,962 3.3%

$ 65,000 $ 2,012 $ 67,012 3.1%

$ 70,000 $ 2,062 $ 72,062 2.9%

Excludes promotional awards and merit-on-base

At-Risk = 1%Below

ThresholdThreshold Target Max

Base Salary

Incentive

99%

0%

99%

1%

99%

3%

99%

5%

Total 99% 100% 102% 104%

-1% Even +2% +4%

Faculty Incentive Pay(Paid August 2003)

Faculty Workload PolicyEffective Fall 2005

• Overload will be limited to 21 payload hours per academic year (total 66 hours).

• Target maximum payload per quarter: 22 hours

• Maximum payload hours include all forms of instruction/reassigned time. Exclusions to the payload hour maximum and remuneration include EBE, C&CS, and mentoring.

• Summer will be limited to 22 payload hours (includes all terms – A, B, C, D).

• Any payload hours in excess of 66 per year (22 summer) will not be paid unless approved in advance by the VPI.

Academic Year2004-05 & 2005-06

Summer2004 & 2005

Maximum Payload Hours

66 22

Additional Hours – see note

6 2

Maximum Total Payload Hours

72 24

Faculty Workload PolicyTransition Strategy

Fall 2003-04 through Summer 2005

• Additional hours can be earned based only upon distance learning course development and facilitation; any additional exceptions must be approved in advance by the VPI.

• Exclusions to the payload hour maximum and remuneration include EBE, C&CS, and mentoring.

HealthcareContribution Rates

• 2003: College moved to a single healthcare plan

• Total premium costs = $3.8 million

• Average premium cost per employee = $5,006

• College/employee contribution rates (2003) =

95% college, 5% employee

• Typical contribution rates = 80%/20%

HealthcareContribution Rates

• Shift College/employee contribution rates over a 3-5 year period:

College Employee

2003 (current) 95% 5%2004 92% 8%2005 89% 11%2006 86% 14%2007 83% 17%2008 80% 20%

• Plan design and cost issues could result in a review of this strategy

• Estimated 2004 impact (based on average faculty salary) = 0.5% (family), 0.1% (single)

• Board Committee meetings June 3

• Board of Trustees meeting June 10

• Salary letters June 12

• First check with pay increase Sept 15

• Review institutional KPIs July 16

• Incentive payment in paychecks August 15

Important Dates

QUESTIONS

Faculty Salary Recommendations

Future Agenda

$

$

FY 04 BUDGETHow the Budget is Balanced ($000)

Total Revenue

Total Expenses + Essential Fund Transfers

Net

Draw from Tuition Stabilization Fund

Carry Forward Projected FY02 Budget Surplus

Budget Bottom Line