1.5% Discretionary Salary Program Criteria Definitions — UCOP Guidelines for Evaluating and Distributing Funds

Equity

UCOP Definition: Equity is the quality of being impartial, reasonable, fair, just. In this circumstance, equity is considered with respect to faculty salary, what it is, how it compares to others’ salary, and how it was determined. As appropriate, campuses should draw from their recent faculty salary equity studies in identifying issues of equity in individual faculty member salaries.

  • Large variability of salaries at individual rank/step can help identify faculty at the low end who are potential candidates for salary increases (See example graph: region #1)
  • Comparison of the actual vs predicted salary from graphs and tables will help identify individuals whose actual salaries are below predicted as potential candidates for salary increases. (Overlap acetate of predicted on actual graph)

Compression

UCOP Definition: Compression occurs when faculty members at lower rank/step have salaries that are almost as large as those of faculty at higher rank/step.

  • Systemic compression can be identified as a shallow slope over a range of rank and steps on the salary vs rank/step graphs. This will identify a group of faculty at the higher ranks of the compressed region who are potential candidates for salary increases (See example graph: region #2)

Inversion

UCOP Definition: Inversion occurs when faculty members at lower rank/step have salaries that are larger than those of faculty at higher rank/step.

  • Even if there is no evidence of systemic inversion where there is a negative slope over a range of rank/steps on the graphs of actual salary, cases where there are faculty at higher ranks with lower salaries than faculty at lower ranks are potential candidates for salary increases (See example graph: region #3)

Actual Salary Sample GRAPH

Showing all 3 regions described above.

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