SECTION 7: Faculty Comments

QUESTION 35: Are there any comments you would like to make about other compensation issues we have not mentioned?

• oDisparity in salaries between female faculty members with terminal degrees versus male faculty members who finish terminal degrees after hire.
• oThe process of hiring and compensation, you should be overseen by KSU president; lower rank administration at departments offer very unequal salaries and cover it up by arguing that the other faculty "negotiated" to silence any complaint.
• oWhen considering our comparable institutions, we should stay away from comparing ourselves only with our sister HBCUs. I believe that in the past this has been used as a way to justify why faculty should be paid at a different and much lower level than faculty at other institutions in our region. My field's professional organization does a very good job of examining the relationships between factors such as race, sex, and other demographic variables. This organization reports that salaries of African American faculty in my field earn approximately $5,000/year more than faculty of other races, yet KSU faculty are tragically underpaid. Several years ago, when a colleague and I were discussing salaries, that person remarked, "we don't need to 'Jim Crow' ourselves." This is especially the case when we are trying to attract African American colleagues who can demand (and receive) substantially higher salaries elsewhere.
• oPercentage-based raises will only exacerbate current salary discrepancies.
• oWe lack resources! The university could engage in fundraising efforts to expand the resource base - by reaching out more, by marketing aggressively, by involving all alumni, faculty, staff, and the community. The current administration is showing a lot of promise. The mere fact of sending out this survey indicates good intent, and I applaud that! We need to be able to sustain ourselves, and we can. Let us join forces to make a positive difference!
• oRevise KSU's 2012 CUPA salary to 2018 level first in each Division/Discipline. Provide reasonable raise to the faculty who were hired before 2012, are competent but have not received any raise, Provide raise to them at least at KSU's 2012 CUPA level. Give additional raise (5% every year) to faculty who brings significant amount of competitive grants and create stipends for students. Provide cost of living every year minimum 1%. Reward and punish to those faculty who are meritorious or vice versa based on annual performance evaluation.
• oFaculty should receive compensation according to grant proposals that are successfully funded. The compensation should be a specific fraction of the Indirect Costs awarded with the grant.
• oRaises should be given to faculty members who earn their doctorate, or other certifications.
• oI appreciate the survey - it shows effort on behalf of the University.
• oThey are unfair.

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