Equity Pay Plan 2010

East Tennessee State University 2010 Compensation Plan Methodology

(Revised Equity Pay Plan-Approved by TBR June 2010)

During the past ten years, ETSU has worked toward establishing and providing competitive salaries and wages for faculty and staff. Because budgetary limitations have only allowed us to pay equity deficits in 25 or 12.5 percent increments, equity deficits remain.

Summary of the ETSU Salary Equity Plan:

In September 2000 the TBR approved ETSU's Salary Equity Plan (three-phased plan).In January 2001 Phase 1 was implemented (paid in 25 percent increments).In July 2002 Phase 2 was implemented (paid in 25 percent increments).Phase 3 of the Plan was scheduled for implementation in January 2003. Because of budget restraints Phase 3 was not implemented until October 1, 2004 (paid in 25 percent increments).In October 2007 Equity implemented (paid in 12.5 percent increments).

Administrative/Professional and Classified Staff

The ETSU Salary Equity Plan for administrative and classified staff made use of data supplied by the ETSU Bureau of Business and Economic Research (Rockmore Study). The Plan had completed its original three-year life span before the university could reach full implementation. To stay current with cost-of-living increases the university was required to increase the Rockmore study targets for Phase 2 and Phase 3 by 2.5% and 3% increments respectively. This procedure led to questionable data validity.

A new Equity Plan for administrative and classified staff was established and approved in 2005. Market targets for each classification/pay level are determined using a subscription to the web-based system "CompAnalyst Job Analyzer." The system allows for current market data to be used to benchmark positions within the Equity Plan. The market targets CompAnalyst's 50th percentile data representing the midpoint of the competitive market rate for each job (adjusted for 37.5 hours per week).

One market target for each pay level is determined by averaging targets for several positions within an ETSU pay level. Positions that are difficult to fill and are sensitive to market pricing, i.e., OIT analysts, public safety officers, research specialists, etc., are approved prior to advertisement to hire at a market rate. Because these positions are advantaged at hire and are close to or at full market target they will not require individual targets within the equity plan.

ETSU Faculty

The Equity Plan for faculty will compare salaries to the current national data from the CUPA-HR Faculty Salary Survey. Faculty increases are based upon rank and discipline.

Intercollegiate Athletics

The Equity Plan will not include coaching or athletic training positions. Increases in salaries for these positions are approved through a separate TBR process.

Executive Staff

The Equity Plan for executive positions compares salaries to three sources and determines the "higher market target." (1) Salaries are first compared to median salaries from the national College and University Professional Association for Human Resources (CUPA-HR) Administrative Salary Survey (doctoral institutions by budget). (2) Executives not having a match to a CUPA position have targets calculated by the Office of Human Resources using additional published survey data, by performing in-house surveys, or by extrapolating data from similar positions. (3) Positions are also compared to the corresponding target for their pay level in the administrative plan using data from the "CompAnalyst Job Analyzer". The "higher market target" of the three sources is used as comparison data.

University High Faculty

In September 2003 the TBR approved a "Pay Plan for the University School." The plan brings ETSU University School faculty to parity with their Washington County contemporaries. Through this plan University School faculty are not eligible for equity, percentage, or across-the-board raises received by other university faculty.

College of Medicine (COM) Faculty

The Equity Plan for faculty compares salaries to the current Association of American Medical Colleges (AAMC), Southern Region data. VA and MEAC salaries are added to ETSU salaries to determine a grand total salary. Deficits are paid in accordance with the percentage of time worked at ETSU versus the VA. Faculty increases are based upon rank and discipline.

College of Pharmacy (COP) Faculty

The Equity Plan for faculty will compare salaries to the current annually published, national faculty salary survey data published by the American Association of Colleges of Pharmacy. The market target will be 60th percentile data. The Plan will also review internal department and College equity. Faculty increases are based upon rank and discipline.

Special Issues: Stipends, Longevity, Percentage of Target, Data Substitution, Budget Considerations

Stipends: The Equity Plan will remove stipend payments from the base salaries of ETSU and College of Pharmacy faculty, and all administrators and support staff. College of Medicine faculty stipends remain in their base salary and are considered a necessary part of their total compensation for AAMC comparisons.

Longevity: Longevity payments will not be included in any employee base salary because longevity is considered a bonus payment for lengthy service and must be approved annually by the State Legislature.

Percentage of Target: The Equity Plan will target full market targets for all positions. Targets for ETSU faculty, COM faculty, COP faculty, administrative, support and executives will be 100% market target.

Data Substitution: Senior Staff will approve the use of other ETSU faculty data sources other than the national CUPA data.

Budget Considerations: The Equity Plan will be implemented yearly when the budget permits. Deficits will be paid in increments as the budget permits.