Rutgers professor salary database

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 rutgers professor salary database application or forwards comments and an approved set of comparators to the applicant and to University Compensation Services UCS. Assuming the Dean chooses comparators, rutgers professor salary database, the Dean has affirmed that the applicant and the comparators are basically equivalent in academic merit.

Robert F. Heary was not available for comment, the university said. Its work force swelled from 15, in to 25, last year, including part-timers and adjunct professors. Visit www. High pay, even into the millions of dollars, is to be expected at universities with medical schools, said a journalist from the Chronicle of Higher Education , which annually studies executive compensation paid to public-college employees. Trevor was unable to provide a breakdown for the top gross salary earners. Outside of the athletics department, Rutgers President Robert L.

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.

These are:. But because this difference already exists in the salary database on which it is based, the regression will simply replicate it.

.

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.

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.

Desi wedding night

Convert to AY by dividing by 1. Any balance is awarded to the applicant. But in some cases, the analysis finds that though you are earning less than your comparators, you are actually overpaid relative to your predicted salary or they are underpaid. You can sign up for Strike School workshops and look for information and updates about our campaign at the Contract Resource Center. Subtract this from the initial gap. But because this difference already exists in the salary database on which it is based, the regression will simply replicate it. They have one comparator, who is an assistant professor in History at New Brunswick. The union is working to remove the regression from the process of salary determination and is particularly critical of its replication of intercampus salary differences. A positive amount means no award. The philosophy behind using regression is not inherently problematic. Get involved in our contract campaign. These are not disciplines, per se; they are a combination of campus and department. There are ten clusters in all. As implemented, the Faculty Salary Equity Program involves two steps. These are:.

.

The regression uses four factors to produce a predicted calendar year CY salary for every faculty member in the University. You could argue, for example, that the Dean has already judged you equivalent to your comparator at New Brunswick. You may use elements of either of these strategies if they apply. This can come out in your favor. To make this easier, convert back to AY salaries by dividing by 1. The first is the choice of comparators to whom the applicant believes their salary should be equivalent. One possible strategy would be to challenge the explainable difference the discount itself. These are:. A positive amount means no award. Discipline cluster 3 has a value of Indeed, the most common scenario in which the regression lowers salaries occurs in comparisons between Camden faculty and those at Newark and New Brunswick. In this case, UCS will give you no salary adjustment. The Dean must approve the comparators or submit a revised set. Trevor was unable to provide a breakdown for the top gross salary earners. As implemented, the Faculty Salary Equity Program involves two steps.