{ "document_id": 16782, "page": 72, "width_pt": 612, "height_pt": 792, "rotation": 0, "pipeline_version": "paddleocr-vl-1.6+paul-48", "engine": "paddleocr_vl", "source_run_id": 16900, "item_count": 20, "counts_by_type": { "footer": 2, "header": 1, "text": 17 }, "build_ms": 2, "items": [ { "id": "p72.1", "order": 1, "type": "header", "bbox": { "l": 490.8, "t": 770.16, "r": 576.24, "b": 756.48 }, "text": "Salary Equity cont.", "attrs": { "block_label": "header" }, "level": 2 }, { "id": "p72.2", "order": 2, "type": "text", "bbox": { "l": 33.6, "t": 739.68, "r": 577.44, "b": 712.08 }, "text": "o KSU should give long-time faculty regular increases in their base salary (provided that they meet or exceed expectations), thereby reducing this problem." }, { "id": "p72.3", "order": 3, "type": "text", "bbox": { "l": 33.36, "t": 699.6, "r": 577.44, "b": 673.2 }, "text": "o Administrators and Human Resources should establish a formula for salaries, based on degree status, experience, performance, and number of years in the field." }, { "id": "p72.4", "order": 4, "type": "text", "bbox": { "l": 33.36, "t": 660.24, "r": 415.44, "b": 647.28 }, "text": "o I don't think it matters, unless one of faculty member is less productive than the other." }, { "id": "p72.5", "order": 5, "type": "text", "bbox": { "l": 32.88, "t": 634.32, "r": 390.96, "b": 620.4 }, "text": "o Increase the pay of current faculty members so everyone's pay scale is up to date." }, { "id": "p72.6", "order": 6, "type": "text", "bbox": { "l": 33.36, "t": 607.44, "r": 268.8, "b": 594.48 }, "text": "o Honestly I'm not sure what would be the best route." }, { "id": "p72.7", "order": 7, "type": "text", "bbox": { "l": 33.84, "t": 581.04, "r": 89.04, "b": 568.56 }, "text": "o Use scale." }, { "id": "p72.8", "order": 8, "type": "text", "bbox": { "l": 33.12, "t": 555.36, "r": 512.4, "b": 541.2 }, "text": "o If a higher rate is needed to attract good faculty, then give raises to bring the long-time faculty up to that rate." }, { "id": "p72.9", "order": 9, "type": "text", "bbox": { "l": 33.6, "t": 528.48, "r": 574.56, "b": 514.56 }, "text": "o Long-time employees should receive raises comparable to other universities and to be compensated more than newly hired." }, { "id": "p72.10", "order": 10, "type": "text", "bbox": { "l": 33.6, "t": 502.08, "r": 578.16, "b": 462.24 }, "text": "o Annual living increases; accountability for decisions leading to disparities and inequities in pay based on race, gender, experience and service; adjustments made to salaries to accommodate financial lost to employees impacted negatively by these decisions." }, { "id": "p72.11", "order": 11, "type": "text", "bbox": { "l": 33.6, "t": 449.52, "r": 579.36, "b": 395.28 }, "text": "o Faculty should be recruited and compensated based on merits, e.g. teaching record, service record, publication record. If long-time KSU faculty are tenured but not actively publishing, relatively weak on service, and/or not earning as strong teaching reviews, then they should rightfully be paid lower than newly recruited faculty with stronger credentials. This is how KSU can improve its student retention and graduation rates long term. Invest in good new faculty." }, { "id": "p72.12", "order": 12, "type": "text", "bbox": { "l": 33.36, "t": 383.04, "r": 577.68, "b": 356.16 }, "text": "o Full transparency. Names, appointments, ranks, salaries should be published, on the KSU website (there are many precedents for this and it is public information)." }, { "id": "p72.13", "order": 13, "type": "text", "bbox": { "l": 33.36, "t": 343.68, "r": 578.64, "b": 289.92 }, "text": "o VPAA and President should follow policy when making hire recommendations to the Board of Regents, and conduct thorough background checks, not recommend any promotion from previous rank at another institution to a higher rank at KSU; not recommend and grant Tenure to new hires except in the case of VPAA and Deans ad prescribed by policy; review ranks and salaries of current faculty within hire units for a fair perspective." }, { "id": "p72.14", "order": 14, "type": "text", "bbox": { "l": 33.36, "t": 277.68, "r": 578.64, "b": 210.72 }, "text": "o It's more complicated than that. I don't think this is something we should try to \"prevent.\" Faculty whom we want to recruit will naturally be offered more money than some faculty already on campus. We need to make competitive offers for faculty we want, and we do need more good faculty of color. I do think, though, that current faculty should be paid at a rate somewhere in the ballpark of what their colleagues in the same fields are being paid at our sister institutions. And we should not have to take effective pay cuts by not having COLA raises and by paying so much in insurance." }, { "id": "p72.15", "order": 15, "type": "text", "bbox": { "l": 33.6, "t": 198.48, "r": 388.32, "b": 184.8 }, "text": "o Equity raises at the end of contract year, as happened at my previous institution." }, { "id": "p72.16", "order": 16, "type": "text", "bbox": { "l": 34.08, "t": 171.84, "r": 156.96, "b": 158.4 }, "text": "o Upgrade existing salaries." }, { "id": "p72.17", "order": 17, "type": "text", "bbox": { "l": 33.84, "t": 145.2, "r": 212.64, "b": 132.48 }, "text": "o Continual salary compression reviews." }, { "id": "p72.18", "order": 18, "type": "text", "bbox": { "l": 33.6, "t": 119.28, "r": 320.4, "b": 105.36 }, "text": "o Reinstate merit system, give cost of living adjustments regularly." }, { "id": "p72.19", "order": 19, "type": "footer", "bbox": { "l": 276.48, "t": 73.44, "r": 336.48, "b": 48.24 }, "text": "", "attrs": { "block_label": "footer_image" } }, { "id": "p72.20", "order": 20, "type": "footer", "bbox": { "l": 262.08, "t": 47.28, "r": 349.2, "b": 36.96 }, "text": "Page 72 of 218", "attrs": { "block_label": "number" } } ], "excluded_furniture": { "first": [], "last": [] } }