The Moon Room

A Community Forum on Guilford College Faculty Life

Raise comparison between faculty and administrators

May 7th, 2019

I asked for Guilford’s most recent IRS Form 990. I do this for several reasons, but I got started with the 990’s after the administrator bonus fiasco at the end of the Chabotar administration in order to have a look at our reported compensation for administrators. This most recent report allowed me to track the impact of the January 2017 raises for some of our administrators. I’ve shown the raises below, compared with changes in faculty compensation as reported to the AAUP for the same years.

Data

Data sources for administrators are 2016-17 and 2017-18 Form 990’s, which cover our fiscal year. Because of a change in our fiscal year start date, the 2016-17 report only covered 11 months, so I prorated the salaries reported in that document to 12 months before calculating the raises.

Data sources for faculty are our average salary by rank for the academic years 2016-17 and 2017-18 as reported to the AAUP by the college.

The 2016-17 numbers include part of the period covered by the large January 2017 raises. I think those raises are included in the 990 reports, because those report total dollars. I am not sure if they are included in the AAUP faculty salary reports, but I don’t think they were, because they show very little change from 2015-16 numbers. If the January 2017 raises were included in the 2016-17 data for administrators and not for faculty, then the difference between faculty and administrators is even more stark, and the faculty raise percentages should be decreased by about half to make them comparable.

For the administrators, I only included people who were working for the full year in both years and whose income was reported on the 990 in both years, with two exceptions:

  • Todd Clark, whose reported compensation dropped between the two years for reasons unknown to me, and
  • Kent Chabotar, whose compensation was set at $100,000 for five years following his presidency under the terms of his initial presidential contract

Barbara Lawrence is a special case, because her position changed from faculty to VP between those two years, so the high raise percentage shown probably mostly represents her new position. Her faculty compensation was high enough (>$100K) to be reported on the 990 in the earlier year, likely in part because of her involvement in the prison education project.

Analysis and Notes

With the exception of Jimmy Wilson, all of the administrators listed received higher raises (by percentage) than all faculty ranks. Jimmy’s raise percent was higher than all faculty ranks except Associate.

In dollar terms, all of the raises were higher than average faculty raises, in some cases much higher. Administrator raises for those on this list ranged from about $8,000 to $26,000, while the faculty averages changed by $2,000 to $4,300.

Jane Fernandes’ salary is set by the board and is not included in the compensation plan. The board granted her a raise during this time.

If the compensation plan was applied appropriately to all of these individuals other than Jane, for whom the plan does not apply, this outcome (higher raises for administrators than faculty) is possible if the administrators listed were all farther behind their targets than the average faculty member. I don’t know if that is true, because I don’t know the targets used for administrators, but do we know the faculty are far below their targets, so the administrators would have to be even worse off. That doesn’t seem entirely likely, given that faculty were at or near the 20th percentile among peers. However, setting targets for administrative positions is tricky, because the administrative positions we have don’t necessarily equate to similar positions at other institutions.

The raises for faculty were affected by the bad data used to set targets, as I’ve discussed earlier this year. That error was likely not made for administrators. All faculty ranks were affected by the improperly low targets in the first round of raises in January 2017, included in these data. However, the effect of these low targets is not big enough to account for the full difference in raise percentages between faculty and administrators.

Some faculty members who were farther from their targets received larger percentage raises than those who were closer. For example, my personal percent raise during this period was 8.9%, higher than the full professor average and higher than some of the administrators.

There is the potential for an apples-to-oranges issue here, because the faculty percentages are based on groups of 20-30 people, while the administrator raises are individuals. However, assuming the faculty salaries are reported correctly, that should produce no significant systematic difference in the numbers, with the possible exception that retirements, departures, or promotions of many high-salary faculty at any rank could depress the average salary for that rank to some extent, though likely not too much. When looking at the numbers, remember that the individual faculty raises are a range centered around the percentages reported, and are probably on average a little higher than the reported figure due to retirements/departures.

Updated compensation percentiles

April 13th, 2019

Back in February, I calculated an update to the Category IIB percentiles we used to publish in our Factbook. That post is here.

The AAUP has now posted data for the 2018-19 academic year. This year includes both the recent rounds of raises in January 2017 (in effect for the last half of 2016-17, although I don’t think that our AAUP salary reporting included the raises until 2017-18) and August 2018 (in effect presumably for the 2018-19 reporting).

I’ve updated each graph I made for the earlier post. Those are below, with interpretation:

Here are my interpretations of the additional year of data. Please see the earlier post for a more complete analysis.

  • Of the four ranks at Guilford tracked here (heavy solid lines), all showed a modest increase in 2018.
  • Nationally, the AAUP median for Category IIB schools increased more than Guilford’s raises for Associate and Assistant, which means we lost some ground against the median of our peer group at those ranks. This is not a surprise given the small size of our raise pool last year.
  • Nationally, the AAUP median for Category IIB schools increased less than Guilford’s raises for Full and Instructor, which means we gained ground against the median of our peer group at those ranks.
  • For Instructors, our reported modest increase in salary contrasted with the drop in the national IIB median Instructor salaries.
  • For Full Professors, our reported increase in salary coming in slightly stronger than the increase in the median may have to do with the large gaps full professors had from their targets, which meant they may have gotten more of the raise pool under our formula than others who were closer – i.e., we’re still pretty far behind our peers, but we filled in a little of the gap. I suppose we could have had fewer retirements or departures than other schools, also – we lost so many folks in 2016-17 that we have fewer left to lose now, which might have elevated our numbers somewhat relative to others. This is all speculation, though.
  • Fundamentally, in 2018-19, we appear to have more or less kept pace with other IIB schools in terms of dollars, but we did not make progress on closing our sizable gaps with them except at Instructor rank, which we only did because of a national decline in Instructor pay. Though not the best outcome, this is better than period from 2010-2016, when we stagnated or even lost ground in real dollars (this was even worse if you take inflation into account, which was a total of about 10% over that period).

Here is the impact on our percentiles compared to other IIB schools:

Remember that these percentiles are tracking a different thing from the dollar values above. The percentiles are only about our ranking relative to other similar schools, while the first graph is raw dollars.

Here are my interpretations of the additional year of data on percentiles. Please see the earlier post for a more complete analysis of the history.

  • At all ranks except instructor, we lost ground in terms of percentiles.
  • This was most pronounced at Assistant rank, which grew more strongly nationally than other ranks.
  • That means that, unlike 2017-18, when we made significant upward progress in our ranking, other schools passed us, although this didn’t wipe out all of the progress we made with the January 2017 raises.
  • We are now back to similar percentiles from 2013, when we were already in the midst of our very steep decline, as opposed to our heyday in 2008-09, when we were still well below where we’d set our goals at the time but (unbeknownst to us) at easily the highest level we’d experience for the next decade.
  • If we reach the stated goal of our compensation plan, we will be up near the 50th percentile for IIB, which is close to both the original Compensation Plan peer group of 46 schools and to the revised peer group of ~350 schools proposed this year.

Here are the raw numbers and last year’s percentage change in table form.

Guilford 2017-18 2018-19 Percent  change
Full  $    74,700  $    76,200 2.0%
Assoc  $    60,000  $    60,500 0.8%
Asst  $    56,200  $    56,400 0.4%
Inst  $    46,300  $    47,100 1.7%
IIB Medians 2017-18 2018-19 Percent  change
Full  $    87,300  $    87,800 0.6%
Assoc  $    71,300  $    72,100 1.1%
Asst  $    61,200  $    62,300 1.8%
Inst  $    53,500  $    52,500 -1.9%

 

We need to have raises at least as big as last year’s not to lose ground. If we want to regain some of what we’ve lost, or even (heaven help us) reach our stated goal, we’ll need to have raises that average more like 4-5%.

Not all of that needs to come from new revenue. Every year we have some more senior, more highly compensated folks retire, and if they’re replaced, they are usually replaced with younger, lower-compensated folks, which creates room for raises for remaining faculty without adding to the overall budget.

That’s how I see it. Let me know if you have questions.

Invitation from Guilford’s AAUP chapter

September 14th, 2015

[From Richie Zweigenhaft, Gail Webster, and Maria Rosales]

The three of us have been active for a number of years now in the Guilford chapter of the American Association of University Professors (AAUP). We met recently to talk about our plans for the coming year. Among the things we talked about was posting a message on The Moon Room about the AAUP so that newer arrivals to Guilford will be aware that we have a chapter, and so that older-timers will be reminded that we are around. This is that message.

As you can see on the link below, the AAUP is a national organization that has fought to defend faculty governance and the tenure system since early in the twentieth century. There was an AAUP group that met sporadically at Guilford in the 1970s, but it was only in 2007 that the current chapter was established as the result of discussions that grew out of a faculty reading group. Over the past eight years, we have done various reports (e.g., on the experiences of contingent faculty at Guilford College), we have stimulated others to do reports (e.g., a report by the Budget Committee on matters related to faculty and administrative compensation), we have brought speakers to the campus, and we have sponsored forums (e.g., to discuss the qualities we hoped that the College would seek in a President when it did a search a few years ago).

https://intranet.guilford.edu/?page_id=6929

Most years we have picked a single issue to focus on primarily, but some years we have simply met periodically to talk and we have waited to see what issues were emerging that we thought we should address. We have not yet formulated a plan for this year, but we invite you to suggest topics, and we would be glad to talk individually with you about the AAUP at Guilford.

Richie Zweigenhaft
Gail Webster
Maria Rosales

The Moon Room

A Community Forum on Guilford College Faculty Life