Salary Equity Study 1999
Central Washington University

Prepared by Dr. Nelle Moore

---

Report by Sections:

Executive Summary

• Table 1a: Rank and Sex of Tenure Track Faculty Included in this Study
• Table 1b: Rank and Ethnicity of Tenure Track Faculty Included in this Study
• Table 1c: Rank and Veteran Status of Tenure Track Faculty Included in this Study
• Table 1d: College of Tenure Track Faculty Included in this Study

Variables Used in Faculty Salary Equity Model

Examination of Variables Included in the Salary Equity Model for Gender Bias

• Table 2: Attainment of Terminal Degree
• Table 3: Years in Rank
• Table 4: Experience (Years since highest degree)
• Table 5: Full-time Experience
• Table 6: Related Experience
• Table 7: Tenure Status
• Table 8: Prior Administrative Experience at CWU
• Table 9: Low Availability Fields
• Table 10: Average Supplemental Pay by Rank and Sex

Examination of Equity: Salary Compression

• Table 11: Average, Range, and Median Salaries by Rank and College
• Table 12: Equity: Protected Classes by Rank

Preliminary Results Showing Potential Institutional Liability

• Figure: Years Since Highest Degree by Sex Assistant Professors
• Figure: Hire Year by Sex All Tenure Track Faculty

Low Availability position by sex

---

CWU Faculty Senate Home Page

Insitutional Studies Home Page

CWU Home Page

Executive Summary

FINDINGS:

• These results address tenure track faculty only, at this time, a total of 330 individuals.

• Variables included in the equity regression model that may themselves contain gender bias are:
  • Average Years Since Highest Degree at the Assistant Professor Rank
  • Tenure Status

• There is evidence of gender bias at all ranks with the least bias at the Assistant Professor rank and the most at the Associate Professor rank.

• Preliminary analysis shows a total institutional liability of about $93,669.

• Preliminary analysis shows bias against minority faculty at the Associate Professor rank and against Veterans at the Full Professor rank. Total institutional liability to remedy this bias would be approximately $118,833.

• There is strong evidence of salary compression, to varying degrees, in all colleges, with CAH showing the least evidence of compression. The amount of dollars needed to remedy salary compression is unknown at this time.

RECOMMENDATIONS:

1. Review the salary compression issue first, make policy decisions, and make salary adjustments accordingly.

2. Review and make adjustments in any variables that may contain gender bias.

3. Rerun the salary equity regression model to reassess gender, minority, and veteran status bias after the above adjustments have been made.

4. Award equity adjustments to faculty based on the analysis conducted in step #3, prorating the adjustment by the length of the individual faculty contract.

5. Conduct a thorough review of the salary award, rank, and tenure processes, develop institution-wide policies, and implement these policies in all new hires and salary adjustments to prevent the recurrence of salary bias.

6. Update the faculty database and rerun the regression analysis on an annual basis to assure that the salary policies are effective in preventing gender, minority, or veteran status bias.

Return to index

---

Table 1a: Rank and Sex of Tenure Track Faculty Included in this Study

	Female	Male	Total
Assistant Professor	47	53	100
	47 %	53%	100%
Associate Professor	21	43	64
	33 %	67%	100%
Full Professor	36	130	166
	22%	78%	100%
	------	------	------
	104	226	374
	32%	68%	100%

Return to index

---

Table 1b:Rank and Ethnicity of Tenure Track Faculty Included in this Study

	Asian	Black	Hispanic	Nat Amer	White/Unkn	Total
Assistant Professor	7	3	3	6	81	100
	7%	3%	3%	6%	81%	100%
Associate Professor	4	2	1	1	56	64
	6%	3%	1.5%	1.5%	88%	100%
Full Professor	4	3	4	0	155	166
	2%	2%	2%		94%	100%
_____________________________________________________________________________
	15	8	8	7	292	330
	5%	2%	2%	2%	88%	99%

Return to index

---

 Table 1c: Rank and Veteran Status of Tenure Track Faculty Included in this Study

	Non-Veteran	Veteran	Total
Assistant Professor	95	5	100
	95%	5%	100%
Associate Professor	60	4	64
	94%	6%	100%
Full Professor	130	36	166
	78%	22%	100%
__________________________________________
	285	27	330
	86%	8%	100%

Return to index

---

Table 1d:  College of Tenure Track Faculty Included in this Study

	Female	Male	Total
College of Arts & Humanities	25	62	87
College of Education	39	43	82
College of the Sciences	34	77	111
School of Business	4	35	39
Library	2	9	11

Return to index

---

Variables Used in Faculty Salary Equity Model

 

Tenure Track Faculty

Central Washington University

1999

MARKET: National average salaries of new assistant professors from 1997-98 Faculty Salary Survey by Discipline published annually by the Office of Planning, Budget, and Institutional Research, Oklahoma State University (uses Department in the database).

EXP+, EXP 2 : Number of years of experience derived by subtracting the year of attaining the highest degree earned (Deg_Yr in the database) from the current year.

EXP_FT+, EXP_FT 2 : Number of years of full-time college experience prior to CWU derived by subtracting the years since hire (SENIORITY) from years of full-time experience (FT_COLLEGE_FACULTY in the database).

REL_EXP+, REL_EXP 2 : Number of years of related experience (Related_Exp in the database).

YRRANK+ : Number of years in current rank derived by subtracting the year YRRANK 2 appointed to the current rank from the current year. (Uses the following variables from the database, Rank, Prof_Yr, Assoc_Yr, Asst_Yr.)

TENURE : Dichotomous variable with 1= tenured and 0= on track (from Tenure Status in the database).

TERMDEG : Dichotomous variable with 1= has terminal degree and 0= does not have a terminal degree (from Hire_Terminal in the database).

ADMIN : Dichotomous variable with 1= has held or currently holds an administrative position and 0= has never held an administrative position at CWU (from Admin_Exp and Admin_Current in the database).

LOWAVAIL : Dichotomous variable with 1= field is identified as low availability and 0= field is not low availability (from Availability in the database).

SENIORITY+ : Number of years of since initial hire derived by subtracting the SENIORITY 2 year of hire (Hire_Yr in the database) from the current year.

Return to index

Examination of Variables Included in the Salary Equity Model for Gender Bias

Table 2: Attainment of Terminal Degree

Female faculty have attained the terminal degree to a less extent than male faculty in all ranks.

The gap between male and female faculty attainment of terminal degree is smallest at the Professor rank.

Assistant Professors have a higher percentage of terminal degrees than any other rank for both male and female faculty.

There is no evidence of systematic discrimination against females in assignment to rank on the basis of terminal degree attainment.

	Terminal Degree		No Terminal Degree
	Male	Female	Male	Female
Assistant Professor	91%	79%	9%	21%
Associate Professor	86%	62%	14%	38%
Full Professor	71%	67%	29%	33%

Return to index

---

• At the Assistant Professor rank, male and female faculty have approximately the same average years in rank.

• At the Associate and Professor ranks, female faculty have fewer years in rank.

• There is no evidence of systematic discrimination against females in years to promotion to the next rank.

Related Experience seems to have no bearing on assignment to rank for either sex.

NOTE: 144 faculty had zero years of Related Experience recorded in the database.

• 
  

  Average Years of Related Experience
  Male Female
  Assistant Professor	3.7	5.4
  Associate Professor	4.7	5.1
  Full Professor	3.7	5.2

  Return to index

 

---

Table 7: Tenure Status

• Male faculty, both those with and those without terminal degrees, have achieved tenure status at a higher rate than female faculty.
• Female faculty On-Track have higher average experience and higher average years in rank than male faculty On- Track.
• There is evidence of systematic discrimination against females in assignment to tenure.
  

	On Track		Tenured
	Male	Female	Male	Female
No Terminal Degree	10%	36%	90%	64%
Terminal Degree	34%	55%	66%	45%
Average Years Since Highest Degree Range	8.6 0 - 26	9.5 2 - 34	23.5 4 - 47	16.3 0 - 38
Average Years Full-timeExperience Range	0.39 -10 - 17	-1.27 -14 - 18	-1.12 -33 - 20	0.28 -16 - 24
Average Years Related Experience Range	4.3 0 - 28	5.3 0 - 22	3.7 0 - 45	5.2 0 - 45
Average Years in Rank Range	4.0 1 - 9	4.2 2 - 10	11.7 2 - 32	7.6 2 - 43

Return to index

---

Table 8: Prior Administrative Experience at CWU

- Male faculty are more likely than female faculty to have held prior administrative positions at CWU.

Prior Administrative Experience
Male Female
Prior Admin	47%	35%
No Admin	53%	65%

Return to index

 

---

Table 9: Low Availability Fields

- Male faculty are more likely than female faculty to have positions that are assigned as "low available" fields. This assignment should be reviewed and verified for equity.

Low Availability Fields
Male Female
Low Available	43%	29%
Readily Available	57%	71%

Return to index

 

---

 

Table 10: Average Supplemental Pay by Rank and Sex

- While there appears to be a small advantage for male faculty, there is no evidence of systematic discrimination against females in supplemental pay.

	Male	Female
Assistant Professor	61.00	112.00
Associate Professor	651.53	558.05
Full Professor	628.45	599.58
Percent Receiving Supplemental Pay (all ranks)	15.9%	12.5%

Return to index

---

Examination of Equity: Salary Compression

• Except for one case, SBE Assistant Professor, the top of the range in each rank is higher than the next level median salary.
  
• Except for CAH, the average new salary is higher than the average Assistant Professor salary.
  
• In CEPS, the average new salary is higher than the lowest Associate Professor salary.
  
• In two cases, the lowest salary in the range is below the median of the previous rank; CEPS Associate Professor and SBE Professor.
  
• In CEPS, the median salary for Assistant Professors is equal to the median salary for Associate Professors.
  
• In COTS, the highest salary for Associate Professors is equal to the highest salary for Professors.
  
• The lowest SBE Professor salary is below the lowest Assistant Professor salary.
  
• There is strong evidence of salary compression, to varying degrees, in all colleges, with CAH showing the least evidence of compression.
  

Table 11: Average, Range, and Median Salaries by Rank and College* [NOTE - To create a consistent comparison all 9/10 month salaries have been converted to 12 month figures and so pay ranges appearing below do not reflect actual CWU salaries]
	Assistant	Associate	Professor
CAH Average Range Median New Salaries**	48,855 45,301 - 54,633 48,541 48,571	54,670 49,501 - 67,193 54,092	68,091 59,699 - 79,436 65,236
CEPS Average Range Median New Salaries**	52,262 48,061 - 56,272 53,043 52,547	55,459 49,501 - 71,285 53,043	67,182 59,108 - 87,672 62,709
COTS Average Range Median New Salaries**	50,407 45,755 - 61,492 49,996 50,821	63,290 51,497 - 86,804 60,883	71,483 62,709 - 86,804 70,580
SBE Average Range Median New Salaries**	73,795 65,236 - 77,895 72,696 74,910	82,378 79,436 - 87,672 80,231	79,785 62,709 - 93,011 82,396

* Salaries Based on 12-month Contract. (Annualized)

** Average Salary of Assistant Professors hired since 1997.

Return to index

---

 

 

Table 12:Equity: Protected Classes by Rank

Assistant Professor Associate Professor  Full Professor
Model	R 2	Target Coef.	R 2	Target Coef.	R 2	Target Coef.
Set#1:Base+ SEX	.6260	489	.7081	2,806	.6330	1,194
Set#2:Set#1+ETHNICITY	.6306	-1,208*	.7129	2,485	.6339	-635*
Set#3:Set#2+VETERAN	.6316	-1,146*	.7302	-6,693*	.6643	3,849

* Negative numbers favor minorities and veterans.

Return to index

 

 

---

 

Salary Equity Study 1999

Central Washington University

Preliminary Results Showing Potential Institutional Liability

Class	Rank	Number	Coefficient*	Salary Adjustment**	Total Liability
Female	Assistant	47	489	366.75	$17,237
	Associate	21	2,806	2,104.50	$44,194
	Professor	36	1,194	895.50	$32,238
Minority	Associate	8	2,485	1,863.75	$14,910
Veteran	Professor	36	3,849	2,886.75	$103,923
TOTAL					$212,502

*NOTE: This coefficient is based on 12-month salaries.
**NOTE: Salary adjustment is estimated based on a nine month contract. Actual distributions will be prorated based on the length of the individual faculty contract, therefore, this is an "lower bound" estimate.

Return to index

---

Return to index

 

Low Availability Position By Sex [9:08 FRIDAY, APRIL 9, 1999 15]

Low Availability
	N		Y
	Sex		Sex
	F	M	F	M
Department	N	N	N	N
AMBE	.	1	4	3
Accoun	.	.	3	9
Anthro	5	4	.	.
Art	1	5	.	5
Biology	1	4	3	7
Business	.	1	1	20
Catalog	.	.	.	1
Chemis	4	5	.	.
Collec	.	.	.	1
Commun	3	5	.	.
Comput	.	1	.	3
Curric	1	.	7	8
Docume	.	.	.	1
Econom	.	.	.	5
English	8	10	.	.
Family	.	.	5	2
Foreign	3	9	.	.
Geography	1	.	1	7
Geology	4	3	.	.
History	3	4	.	.
Ind Eng	.	3	.	11
Law &	1	2	.	.
Library	.	.	1	1
Mathemat	2	10	.	2
Music	5	14	.	.
PEHLS	8	10	.	.
Philos	.	4	.	1
Physics	.	3	.	.
Politic	1	5	.	.
Psycho	7	15	.	1
Refere	.	.	1	4
Serial	.	.	.	1
Sociol	1	.	3	5
Teache	13	5	1	.
Theatr	2	5	.	.

---

Return to index

CWU Faculty Senate Home Page

Insitutional Studies Home Page

CWU Home Page