Subsequent years' contracts further refined the process to ensure that salary compression and realignments at a large scale were unnecessary.

To prevent compression as a result of raises, faculty “whose salaries were inverted by promotion of a colleague at the same rank and CUPA classification should be brought up to that of the promoted colleague, plus $100 for each year in rank.”

- Full professors can apply for a performance-based pay jump of 7.5 percent (based on average professor salary) every eight years, to achieve the rank of "distinguished professor." In six years, 45 of 57 to apply have received base salary

Page 416

Faculty received across-the-board increases based on field and seniority as follows: “the highest of (a) the College and University Professional Association for Human Resources (CUPA-HR, or simply CUPA) disciplinary average, (b) rank minimum plus 0.6% for each year in rank (up to 6 years for assistant and associate professors and, 20 years for full professors), or (c) the individual's previous year salary times 1.015.”

Salary compression was introduced into the 2003 faculty contract negotiations, leading to research and recommended salary adjustments that were introduced in the 2006 contract (Graves and Kapla 2018). Recommendations stemmed from the joint faculty and administration salary compression committee, which further identified the causes of compression at the institution. Ultimately, four strategies were adopted in 2006 and focus on faculty seniority and discipline (p. 10):

Source: Verbatim from Inside Higher Ed.

13

• Instead of 3-4 percent raises for each new rank, tenure-track professors now make 6-7.5 percent more with each promotion.

• Each year, 20 percent of faculty members are considered for additional "equity funds" based on the recommendations of a faculty committee, college dean and provost following a regression analysis of internal peer salaries. In three rounds, more than $700,000 was distributed to faculty. (A new equity plan, for which all faculty will be eligible and in which merit and regional peer institution salaries will play more of a role, takes effect next academic year [2013-14].)

- Full professors can apply for a performance-based pay jump of 7.5 percent (based on average professor salary) every eight years, to achieve the rank of "distinguished professor." In six years, 45 of 57 to apply have received base salary increases totaling $240,000. (Professors can reapply four years after an unsuccessful bid.)

In 2000, the University of Wisconsin at Oshkosh's Faculty Senate and university administration passed a series of initiatives to address salary compression at the university (Inside Higher Ed). The three-part plan, illustrated below, notably does not supply a pay raise to all faculty members, but rather phases pay increases through initiatives for which faculty members can apply. UW Oshkosh funded these initiatives internally, rather than securing additional funds through the state legislature, through dual enrollment credit programs or similar initiatives.