Gender Equity in Faculty Salaries
MEMORANDUM
| TO: | Academic Deans |
| FROM: | Provost John Wiley |
| Date: | August 31, 1999 |
| Re: | Gender Equity in Faculty Salaries |
On July 8th, I sent you a previous memo on the subject of gender equity in faculty salaries. I told you then that we would place this item on the September 8th Deans' Council Agenda for any necessary further discussion.
As we discussed at the May 12th Deans' Council, recent analyses of gender equity in faculty salaries suggested the advisability of conducting further analyses at the school/college level and taking action if inequities are found. I asked the Committee on Women in the University to create recommendations that respond to both the findings of regression analyses performed by our Office of Budget, Planning & Analysis and the advice of an outside consultant, Professor Delores Conway of the University of Southern California. I endorsed the Committee on Women' recommendations for immediate action and asked that you implement their recommendations.
This gender pay equity exercise is independent of the merit exercise and the competitive compensation exercise. Consequently, your final gender pay equity recommendations should be completed at a separate time from the merit exercise and the competitive compensation exercise. It will follow the 1999-2000 budget exercise and precede the 2000-01 budget exercise. To achieve that timing, the review should be finished and allocations determined by the end of February 2000. The following time line is offered as a model, though each school/college may adapt it as necessary:
Sept.
- Dean asks chairs for 1998 activities reports and curriculum vita (updated through 1998) 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.
- 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
March
- Gender equity salary adjustments approved by Provost are implemented/payrolled
I wanted to share with you again the outline of the process and some additional information that may be useful. I have attached Budget and Planning's Analysis of 1997 Pay Equity at UW Madison (Attachment A) and the Office of Administrative Legal Services' "Guidelines for Implementing the fall 1999 Faculty Gender Pay ReviewÖ." (Attachment B). I hope that this information will enable you to plan how you will execute the exercise, what staff you will assign, and what groups or individuals you will consult. If you have further questions about implementation, feel free to raise them at the September 8th Dean's Council.
In addition, after the September 8th meeting, other staff will 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. In addition, 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 want to thank you and your staff in advance for the work that will go into 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, Acting 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
Enclosures:
Attachment
A: Analysis of 1997 Faculty Pay Equity at UW-Madison
(Margaret Harrigan, Office of Budget, Planning and Analysis)
Attachment B: UW-Madison Guidelines
for Implementing the Fall 1999 Faculty Pay Equity Review
(Helen Madsen, Office of Administrative Legal Services;
Linda S. Greene, Associate Vice Chancellor for Academic Affairs)