Faculty compensation

I was part of a meeting on Friday with several members of college leadership, our compensation consultant Christine Riley, Jim Hood, and Natalya Shelkova (from compensation committee). In that meeting, we discussed whether the college has been using the wrong number for setting faculty salary targets over the past three years. We know that in …

Raise comparison between faculty and administrators

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 …

Updated compensation percentiles

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 …

Looking back at Guilford faculty salaries

I spent some time Tuesday collecting some numbers and looking back at Guilford salaries. My goal was to recreate some of the numbers that Guilford used to report in its annual Factbook. That Factbook no longer exists, as far as I can tell, and the reporting of salaries compared to standards fizzled out in about …

Housekeeping information and communication page

I’ve set up a page regarding the outsourcing of housekeeping with information and links to documents. That page is here: Housekeeping I’ve turned on comments there, so people can discuss or ask questions. I thought that might be perhaps less chaotic than a multi-step e-mail chain. I also thought it would be more accessible to …

Challenges with staffing courses under a 12-3 model

Here’s another logistical issue we’ll need to deal with if we move forward with the 12-3 schedule. It’s a different kind of challenge to staff a three-week course than it is a 15-week course, and with the current low number (at least in recent history) of tenured and tenure-track faculty, it’s likely we’ll need to …

Regressive impact of the parking fee

I did a little more work on the regressive nature of Guilford’s proposed new parking fee, following up on my previous post. A flat fee will have a bigger impact on low-salary employees because it’s a larger percentage of their pay. Because some of our other costs (e.g. healthcare, capped social security) are also regressive, …

Flat fees and fair compensation

Flat fees, such as our healthcare costs or the recently proposed parking fee, provide a much more significant burden on low-wage employees than on high-wage employees. This is just basic math. When a cost or fee is constant, then it represents a higher percentage of income for a low-wage employee than for a high-wage employee. …

Faculty and Staff Guilford Edge discussion area

Please feel free to discuss the Guilford Edge proposal and its various parts here. You may post anonymously if you wish. Comments from anonymous and first-time posters will be held by the site software moderation until I can approve them. The Guilford Edge website is here. Feedback collected by the Edge team about the changes …

Compensation Committee Updates

Compensation Committee has asked me to share with the community the following items. These are located on the Committees@Guilford Google Drive folder in the Faculty Meetings section under the September 28 2016 Meeting. The items are: The Faculty Salary subcommittee’s report from last May 2016 The updated recommendations from the subcommittee from September 2016 A set of slides …