CSUDH Faculty Salary Equity Adjustments
Under the recently approved 2014-2017 Collective Bargaining Agreement between the California State University (CSU) and the California Faculty Association (CFA), campus Presidents were authorized to make additional awards to address equity issues, including inversion and compression. CSUDH developed a process for our equity program based on a campus-wide review of faculty salary. Below is a description of the methodologies utilized.
Equity Salary Adjustments for Lecturers
Of the lecturers with three-year entitlements, they are in four different salary ranges with a salary differential between ranges. Those whose base pay was below the median for their given range, received an equity pay raise. The result was to bring everyone's salary up to the median for each range. The equity raises are retroactive to August 18, 2014.
Summary of equity raises for temporary faculty with three-year appointments
Equity Salary Adjustments for Tenure/Tenure Track Faculty
The equity increases are based on an analysis of faculty salaries at CSUDH. This was an advanced form of regression analysis that took into account the rank of a faculty, the years in rank, and the department in which a faculty was housed.These factors were highly significant in determining salary (rank,years in rank, and department) and they explained 70% of the variation in salary. Thirty percent of the variation in the previous salaries could be attributed to salary inequities.The residuals, based on the regression analysis, are the dollar amounts that salaries were above and below what would have been expected given the factors mentioned. Faculty who had negative residuals represent faculty members whose salaries were under what the regression model would predict and whose salaries were in need of equity increases. By eliminating the negative residuals (i.e., raising the salaries of those who had negative residuals), inequities of compression and inversion were addressed when the faculty salaries were brought up to the average salary, post CSU salary adjustments for 2014-15, for someone of that department, rank and years in rank.The equity raises are retroactive to August 18, 2014.
The analysis showed that on average (having taken into account the factors of rank and years in rank) three groups had different “average"salaries. All of the departments (Group A), except those in the School of Business and Computer Science constituted the main group. A second group consisted of members of the Department of Public Administration and a subgroup of the Department of Accounting and Law (Group B). The third group consisted of the rest of the members of the School of Business and the Department of Computer Science (Group C). The analysis indicated that these three groups had existing salaries that differed from each other by specific amounts. A separate analysis showed that the differences in salaries between groups as they exist result almost entirely on salary decisions made at the time faculty members were hired. Subsequent changes in faculty members’ salaries matched all other changes within all departments.
Summary of data for tenure faculty equity plan
Total T/TT faculty: 205
A record of faculty data used for the analysis is available in the Office of Faculty Affairs.