• I was denied promotion by the university TP committee when I first applied, even though I was unanimously recommended by my department. That was in about 2007. Since then, I have received very few raises, none for the past 3 years, and my standard of living has declined severely due to increases in the cost of living. The university should realize that when faculty are treated as disposable or not valuable, the faculty member's willingness to go the extra mile or to speak positively about the institution is not great. I teach many freshman courses in a field where students are not well prepared for college, and it is a constant struggle to remain positive when the administration threatens us with our DFW rate and never asks us what should be done to improve student performance. Instead, outside "retention experts" are hired at extremely high salaries. We are perceived as the enemy.
  • In my field, I am below an incoming assistant professor. My Extension appointment made a faculty position unavailable until CAFSSS was created.
  • Faculty salaries at the low end should be increased significantly. KSU is wasting enormous dollars on new unnecessary administrators. The students are noticing. I overheard a group of students a couple weeks back complaining about how KSU seems to be making up new titles for new administrators, while raising tuition significantly and firing popular professors.
  • I wish the university had been competent to negotiate salary when I was hired. It was not.
  • The DOFA chair discriminates extensively between academic disciplines relating to part time salaries and refuses to even recommend equitable part time compensation to a retired Associate Professor, Doctorate and only KSU employee qualified to teach Elem Art Education, 33 years of full-time service. He makes less than non-terminal degree part time Music employers. DOFA chair hired new “Visiting Artists” at $48,000 and $50,000 while tenure track Assistant Professors (who were vetted via an extensive nationwide/ year long search) made $44,000 for four years of stellar performance (and hired away for obvious reasons). (2) Chair salaries across campus are inequitable. (3) The current Faculty Regent received a 116% salary increase last year, was named Chair, and as such approves his own divisional budget as Regent. (4) The single most significant contributor to university salary inequity is the continuing practice of hiring with full tenure and promotion to full Professor, contrary to policy and undercutting the tenure and promotion process.
  • All are covered, and a sad state of affairs.
  • Salary inequity exists. A tenured Associate Professor in a large discipline should earn more than $51,000 annually at year 10.
  • To be simple: Equal pay and make it work! create a standard salary chart based on the rank, discipline, and years of service. Also, please do the same for staff as well.
  • I realize the University is trying to remedy this situation as best they can but, you will still continue to lose quality faculty because they will have no other choice but to seek employment elsewhere due to the substandard salaries.
  • I find a large number of my fellow faculty have a overblown opinion of their worth. I also find these to be the biggest complainers of compensation. If I wasn't satisfied with my compensation, I would leave.
  • University of Kentucky is an 1862 Land Grant University while we are an 1890 Land Grant University. Our college of ag functions in research, extension and teaching as does U.K. and we have the same expectations as U.K. faculty, but are paid, on average, $25,000.00 less per year. This seems to be acceptable to everyone. To me, however, it is NOT acceptable, because we should not be willing to accept lower pay than our Land Grant counterpart 30 minutes down the road from us just because we're the 1890s Land Grant Program.