Washburn University Board of Regents
Finance Committee Meeting - January 31, 2006
Agenda - FY 2007 Salary Program
The Finance Committee approved the administration's recommendation for a 5.5% salary pool, a significant increase over the 3% salary pool initially recommended by the administration at the January 4, 2006 Finance Committee meeting.
Under Washburn University's FY07 Performance Pay Proposal, employees whose performance "meets expectations" will receive a 2.0% increase to their base compensation. The remaining 3.5% will be available for tier 3 merit based allocations for those whose performance "exceeds expectations".
The Board of Regents will consider this proposal at their March 17, 2006 Board meeting. In the meantime, the University will undertake the performance evaluation process that precedes the allocation of the FY 2007 salary pool.
Tuition rates for Fall 2006 were not discussed. Other operating expense budgets were also not discussed. Additional FY 2007 funds will be allocated for utilities ($150,000), software maintenance and internet connectivity ($50,000), library periodicals ($60,000), and scholarships ($50,000). The final $250,000 necessary for the $850,000 Transformational Experience initiative will be funded through allocation of existing budget funds, not from "new" money.
Does Merit Pay Work?
The theory is that better compensation through a merit pay program attracts better faculty which in turns attracts better students. Regent Blair specifically asked for confirmation that the superior performers have been rewarded. The 9-month faculty trend illustrates how the compensation dollars have been allocated for those who have remained in the same position for the past four years.
The Problem With the Status Quo
President Farley and the Board members consistently pay lip service to the importance of the faculty being the heart of the institution "transmitting knowledge from one generation to the next." In spite of the concerns stated regarding Washburn University faculty salaries lagging behind the national average, the Washburn University administration continuously fails to implement a separate faculty salary enhancement program.
The Faculty Salary Analysis presented to the Board includes findings that Washburn University's salaries for professor, associate and assistant professors are below average when compared to the four smaller state universities. When compared to the master's institutions in the West North Central region, Washburn University's compensation for those at the professor rank lagged the furthest behind the average salary. Salary comparisons have not been provided to the Board for administrative employees.
Pursuant to SB 345, in FY06 other Kansas state institutions provided faculty salary enhancement dollars to add an additional 1% over the base 2.5% salary increase. The other Kansas institutions also allocated an additional 1% to 2% salary increase for faculty from tuition dollars. Washburn University has not specifically earmarked any funds for faculty salary enhancements. In fact, Washburn University professors received the second lowest FY06 salary increases, just above the lecturers.
In FY06, state employees received a 2.5% salary increase. Washburn University administrators received 4-5% increases, diverting funds from Washburn's stated goal to have its faculty compensation reach parity with other comparative master's level institutions.