Executive Summary cont.
RECOMMENDED ANNUAL SALARY
The mean and median recommended 9-month base salaries for Assistant Professors were $69,445 and $65,000, respectively. The mean and median recommended 9-month base salaries for Associate Professors were $79,049, and $75,000, respectively. The mean and median recommended 9-month base salaries for Full Professors were $93,636 and $90,000.
COST OF LIVING INCREASE
Sixty-five of the total 67 faculty members (97.0%) responded to the question about cost of living increases. Of these, 36 faculty members (55.4%) felt that cost of living (COL) increases should occur annually, with an additional 17 faculty members (26.2%) recommending a COL living increase at least every other year.
Sixty-two of the total 67 faculty members responded to the question about the percentage increase for cost of living (COL). Of these, 28 faculty members (45.1%) indicated that cost of living increases should be in the amount of 2% to 3%, while another 12 respondents (19.3%) indicated that increases should be 4% or 5%. Ten respondents (16.1%) recommended raises of 5% because most faculty have not had raises for many years. Other respondents reported COL should cover inflation or at least equal to the Cost-Of-Living Adjustment (COLA) as determined by the Social Security Administration.
GENDER AND RACIAL SALARY EQUITY
Forty of the 67 faculty members responded to this question. Of these, 27 respondents (67.5%) reported lower levels of gender equity in faculty salaries, while 13 respondents (32.5%) reported a moderate or complete level. Verbatim comments demonstrated mixed responses about the extent of gender equity. In terms of racial equity, of the 31 faculty members who responded to this question, 20 (64.6%) felt that salaries at KSU reflect racial disparity, while 11 respondents (35.5%) indicated that there is moderate or complete salary equity.
SALARY EQUITY AND TEACHING, SCHOLARLY ACTIVITY, AND SERVICE PRODUCTIVITY
Of the 62 faculty members who responded to these questions, an average of 54.8% reported that recognition of teaching merit was not at all reflected in their salaries. Similarly, of the 57 faculty members who responded to questions about scholarly activity, an average of 42.3% felt that research and scholarly activity was not at all reflected in their salaries. Sixty-one faculty members responded to the questions about service activities. Of these, 61.9% responded that their service activities had no impact on salaries.
MERIT INCREASE
Twenty faculty members recommended an amount of 5% for merit increases awarded with yearly evaluations. Sixteen faculty members recommended a 3% increase, while an additional 11 recommended a 2% increase. However, Faculty who have been here for many years should be brought current to pay for new hires in the same department. The raises for rank (such as COL or merit raise) increases should apply after salaries are brought to current market levels.
OVERLOAD AND SUMMER SALARIES
The mean recommended compensation for teaching an overload course at the graduate level was $3,974, the median was slightly lower at $3,600. The mean recommended compensation for teaching an overload course at the undergraduate level was $3,121; the median was slightly lower at $2,850. The mean recommended compensation for teaching a summer course was $3,534. The median was slightly lower at $3,000.