February 9, 2000
MEMORANDUM
TO: Academic Deans
FROM: John D. Wiley, Provost
RE: Gender Equity in Faculty Salaries
On August 31, I sent you a previous memo on the subject of gender equity in faculty salaries. You received a timetable for the completion of the gender pay equity exercise. The subsequent budget delay has changed the environment in which we hoped to complete the 1999-2000 gender pay exercise. We are already entering into the 2000-01 merit and competitive compensation exercise. It is our intention that the gender pay equity review be a separate review to ensure that the competitive compensation and merit exercises have neither created nor exacerbated any salary inequities. We do not expect that result, but a separate review is consistent with our overall objective to maximize gender pay equity. Therefore, I have decided to extend the time frame for the completion of the gender pay exercise to allow consideration of new 2000-01 salaries.
The new time frame will insure that the gender pay equity exercise remains formally separate from competitive compensation and merit pay exercises. The salary decisions made as a part of the gender equity process will be effective July 1, 2000 for faculty on an annual basis and Semester I, 2000-01 for academic year basis faculty (payrolling should occur in March).
To achieve that timing, the review should be finished and allocations determined by the end of February 2001. The following time line is offered as a model, though each school/college may adapt it as necessary.
July-Sept
- Dean asks chairs for 1999 activities reports and curriculum vita (updated through 1999)for each faculty
- Dean initiates school/college gender equity analysis (Step 1)1
- Dean writes to women faculty asking if they wish to self-nominate for review (Step 2)
- Dean writes to department chairs asking if they wish to nominate female faculty (Step 2)
- Self-nominations and chairs= nominations are due to Dean
- Dean completes selection of cases for review (Step 2)
Oct-Nov
- Dean conducts school/college analysis (Step 3)
- Dean receives and considers Equity & Diversity Committee comment on school/college Analysis (Step 4)
- Associate Vice Chancellor reviews Deans= school/college analysis (Step 5)
- Dean informs reviewed faculty and chair of recommendation and appeal right (Step 6)
Dec
- Appeals by faculty members or chairs are due to Dean
- Dean or designee acts on appeals
Jan 2001
- Dean finalizes school/college report and forwards it to Provost (Step 7)
Feb
- Provost responds to Deans= recommendations
- Divisions enter equity base adjustments into appointment system effective July 1, 2000 for annual year basis and Semester I, 2000-01 for academic year basis faculty
Mar
- Gender equity salary adjustments approved by Provost are payrolled with payments effective July 1, 2000 (annual year basis) and September 1, 2000-01 (for academic year basis) faculty
I wanted to share with you this revised outline of the process and some additional information that may be useful. You already have the administration=s Analysis of 1997 Pay Equity at UW-Madison and the AGuidelines for Implementing the Fall 1999 Faculty Gender Pay Review ....@ This information is posted on the Provost web site at http://www.provst.wisc.edu/GEFS.html. In addition, other staff will continue to be available to answer your questions and provide assistance. They include Linda Greene, Associate Vice Chancellor for Academic Affairs; Helen Madsen, Administrative Legal Services; John Dowling, Administrative Legal Services; and Margaret Harrigan, Office of Budget, Planning and Analysis. As before, I have asked Associate Vice Chancellor Linda Greene to review your school/college analysis and provide advice prior to your announcement of the results of your analysis to reviewed faculty and the department chairs.
Since the 1993 Faculty Gender Pay Equity Exercise, we have insisted that ongoing equity in faculty pay is a key responsibility of the schools and colleges and is to be funded out of each school/college
=s faculty salary base. There is no central funding available for this exercise.I know that you and your staff have already worked diligently on this exercise. I want to thank you for your ongoing commitment to this important effort to ensure gender equity in faculty pay.
xc:David Ward, Chancellor
John Torphy, Vice Chancellor for Administration
Carla Raatz, Director, Office of Human Resources
Melany Newby, Vice Chancellor for Legal Affairs
Linda Greene, Associate Vice Chancellor
Luis Pinero, Director, Equity and Diversity Resource Center
Chairs, School/College Equity and Diversity Committees
Committee on Women in the University
Faculty Compensation and Economic Benefits Commission
1 By August 2000, Deans will receive scatter plots and faculty salary tables for departments reflecting 2000-01 salaries. In addition, 2000-01 salary information for all faculty will be posted on the Provost and Budget, Planning and Analysis web site.