FAQ

Findings & Potential Impact

What will the initial outcomes of the faculty study be? Will there be title changes/salary increases?
It is too soon to say what the outcomes of the study will be. We do expect to leverage the study’s findings to move toward more competitive pay at the university. The scale of any changes and who will receive them is unknown at this time.
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What is the long-term plan to address salary issues?
As a result of this study, we as a university will know comprehensively – for the first time – where we stand in the market as it relates to salary competitiveness. This study will allow us to put together a strategic approach to address any salary gaps among other financial realities at our university. As findings are developed, we’ll be eager to share our plan on how we address competitive gaps over the long-term. Our expectation is that we will not be able to address wage gaps “overnight.” This will require a multi-factored approach and may take several years to implement, but we are confident that the information we receive will allow us to create a viable plan.
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Will all faculty receive salary increases at the conclusion of the faculty compensation study? If not, why will some faculty receive salary increases and others won’t?
That is not yet known. The university will make an informed decision based on the results of the study. Part of the study’s purpose is to understand the current salary benchmarks, establish a baseline and use this information to chart a plan of action. Allocating a budget and implementation plan for any adjustments may require a multi-year approach. We promise to keep you informed through each stage of the process.
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How are issues like years in rank and merit evaluations going to be dealt with in the evaluation of faculty salary equity?
The approach to address broader faculty competitiveness and equity has not yet been defined.
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What will be the targets for any adjustments and what faculty input was considered in setting the levels (i.e., 80% median)?
That determination has not yet been made. Faculty representatives and senior leadership will set the strategy given study results and our budgetary realities.
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How will the faculty study impact research assistants?
The initial purpose of the Faculty Compensation Study is to review and compare UofL’s Faculty salaries by rank and discipline to the market. Upon completion of the Faculty Market Assessment, the university expects to leverage the study’s findings to create a plan to move toward more competitive pay at the university; however, the scale of any changes and who will receive them is unknown at this time. Communication regarding next steps of the Faculty Compensation Study will be provided.
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Where is the money coming from to finance salary increases?
Department budgets and the general fund will be the primary source of any pay increases. There are always competing interests for institutional resources. The pace of faculty increases will need to consider the entirety of our financial situation.
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Timeline

When will the faculty study analysis be completed and outcomes shared with the broader campus?
We expect preliminary study results before year-end. Those results will be shared with leadership and a strategy will be developed to address competitiveness issues will be developed. This plan will consider both the results of the market competitiveness analysis and the pace at which the university can make any planned increases. Updated timing and any potential outcomes will be communicated in Q1 2024.
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What’s the pace for which the salary adjustments if any will be addressed?
It is important that we set appropriate expectations. The Faculty Market Assessment is still underway. Upon completion, results will be shared and evaluated with leadership. A strategy to invest in faculty pay will be developed, requiring budgetary analysis and approval before any changes occur. At this time, we do not have exact milestones set.
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Methodology

Will faculty salaries be compared only against other salaries in their department regardless of discipline, or others in their academic discipline regardless of department?
Our study is evaluating compensation by rank and discipline. We are using classification of instructional programs (CIP) codes for discipline comparisons, which is the same framework peer institutions use to classify their faculty.
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What was the methodology for selecting peer groups?
The W3 Committee, along with the Steering Committee, approved peer groups for the study that reflect sources and destinations of talent, both regionally and nationally. The peer group selection process was criteria-based to establish objective guidance and then finalized through qualitative review. Criteria included Carnegie classification, enrollment, geographic location, expenses, research, faculty/staff FTE, etc.). CPE benchmarks that participate in the CUPA-HR salary surveys were also included.
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Is the same peer group being used for both the faculty and staff?
The university's compensation study is using the same peer group for faculty and senior-level professional and managerial staff. This selected peer group (listed within the Benchmarks section) is a national set of peer institutions, reflective of the metrics and criteria agreed upon by both the W3 Advisory Committee and the Steering Committee back in 2022. The strategy has been, and will continue to be, to have the same peer group for these two employee populations. The compensation of staff whose roles were not classified as senior-level professional or managerial was compared with a separate peer group which had to incorporate a higher number of regional peer institutions due to the lack of robust national data for those staff positions. Again, this peer group development approach was agreed upon by both the W3 Advisory Committee and the Steering Committee.
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Will faculty have access to methodology and the study data?
Transparency is an important part of this process. The benchmarking methodology and approach to address corresponding wage gaps will be shared with faculty.
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How will the administration address the numerous years without merit pay. How will that be addressed in an equitable way?
We recognize that the absence of general wage increases has caused us to fall below market in how faculty and staff are compensated. As an outcome of this study, we are working on making pay more competitive. Once developed, we will communicate our strategy and rationale to how pay adjustments are being made. We don’t have the answers yet, but we are committed to being transparent once we do.
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