Rutgers professor salary database

Robert F. Heary was not available for comment, the university said.

As implemented, the Faculty Salary Equity Program involves two steps. The first is the choice of comparators to whom the applicant believes their salary should be equivalent. The first determination is made by the Dean, who either declines the application or forwards comments and an approved set of comparators to the applicant and to University Compensation Services UCS. Assuming the Dean chooses comparators, the Dean has affirmed that the applicant and the comparators are basically equivalent in academic merit. Step two is the recommendation of a salary adjustment amount by UCS. The philosophy behind using regression is not inherently problematic. Most faculty would agree that full professors in a given department should have higher salaries than associate professors.

Rutgers professor salary database

There are several steps in the pay equity process as it has been implemented by the administration. This is an explanation; it is in no way an endorsement. But knowledge is power, so here we go:. Applicants to the salary equity program choose salary comparators. The Dean must approve the comparators or submit a revised set. This is the initial gap. At this point, the regression analysis comes into play. The regression uses four factors to produce a predicted calendar year CY salary for every faculty member in the University. These are:. If you fall into the same clusters as your comparators for all four factors, the regression analysis will have no effect.

Now go back to step 3 above. Its work force swelled from 15, in to 25, last year, including part-timers and adjunct professors. These are not disciplines, per se; they are a combination of campus and department.

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The numbers show the wide range of salaries for professors, based on their rank assistant and associate professors make less, while distinguished professors make more and whether they are working the academic year or calendar year. Wages are a key issue in the current strike by the unions representing Rutgers teaching professionals. Please note: The averages do not include those for graduate assistants, which traditionally have been much lower throughout all of higher education. Friday, March 8, Sign in. Forgot your password?

Rutgers professor salary database

Rutgers is one of the largest employers in the State of New Jersey, and is an employer of choice for individuals seeking employment in higher education. We offer competitive salaries, generous benefits, and the chance to be a part of an exciting campus community. We could not have achieved the successes that we have within the higher education community without the contributions of our skilled, talented and hard-working employees. At Rutgers, we have top national experts working on the critical issues that affect all of humanity. For each of Rutgers' regional campuses, the report includes statistics for the previous three years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by Rutgers University; and on public property within, or immediately adjacent to and accessible from, the campus. The report also includes institutional policies concerning campus security, such as policies concerning alcohol and drug use, crime prevention, the reporting of crimes, sexual assault, and other matters. A paper copy can be obtained at the RUPD headquarters on each campus or by emailing clery ipo.

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This can come out in your favor. Applicants to the salary equity program choose salary comparators. The Chronicle of Higher Education studies salaries for public-college leaders, but it's most recent database includes figures for and not last year. There are ten clusters in all. A positive amount means no award. These are:. The equation produces a constant, and each cluster has its own set of coefficients, all expressed in the form of logarithms. Predicted salaries are mathematically derived using coefficients generated from a regression on the University salary database. Indeed, the most common scenario in which the regression lowers salaries occurs in comparisons between Camden faculty and those at Newark and New Brunswick. As we are in the process of making salary adjustments, the University will have to run this regression periodically, and the coefficients will change.

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Over time, this should have the effect of deepening inequalities, as the current salary structure is used again to calculate predicted salaries. Gross salary of university President Robert L. Follow the same process for all comparators. Discipline cluster 3 has a value of This is less common at Newark, but there are some disciplines in which this also occurs, as in the example above. They have one comparator, who is an assistant professor in History at New Brunswick. This situation is most likely for applicants who choose comparators from their own department and campus. Any balance is awarded to the applicant. One possible strategy would be to challenge the explainable difference the discount itself. Convert to AY by dividing by 1. The regression uses four factors to produce a predicted calendar year CY salary for every faculty member in the University. Robert F. The philosophy behind using regression is not inherently problematic. You could argue, for example, that the Dean has already judged you equivalent to your comparator at New Brunswick. Applicants to the salary equity program choose salary comparators.