The organizers of the Day of Testimonies would like to provide the opportunity to comment on the DoT Report (available here) and/or to share your testimonies based on the four queries that were used to organize the event: Here are the four queries: What do you love about Guilford? What are you struggling with at Guilford …
Obviously, a lot is going on at Guilford these days. Some of that has had me looking back at salary figures in response to requests from Guilford allies, so I thought I’d take a moment and provide updates to the comparisons I usually do between Guilford salaries and our traditional peer group, AAUP Category IIB …
The college lists the following as “Hallmarks” of the compensation plan: Transparency, Predictability, Consistency, Equity, Excellence, and Accountability.
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 …
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 …
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, 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. …