Rutgers professor salary database

Robert F. Heary was not available for comment, the university said.

As implemented, the Faculty Salary Equity Program involves two steps. The first is the choice of comparators to whom the applicant believes their salary should be equivalent. The first determination is made by the Dean, who either declines the application or forwards comments and an approved set of comparators to the applicant and to University Compensation Services UCS. Assuming the Dean chooses comparators, the Dean has affirmed that the applicant and the comparators are basically equivalent in academic merit. Step two is the recommendation of a salary adjustment amount by UCS.

Rutgers professor salary database

There are several steps in the pay equity process as it has been implemented by the administration. This is an explanation; it is in no way an endorsement. But knowledge is power, so here we go:. Applicants to the salary equity program choose salary comparators. The Dean must approve the comparators or submit a revised set. This is the initial gap. At this point, the regression analysis comes into play. The regression uses four factors to produce a predicted calendar year CY salary for every faculty member in the University. These are:. If you fall into the same clusters as your comparators for all four factors, the regression analysis will have no effect. This situation is most likely for applicants who choose comparators from their own department and campus. This can come out in your favor. But in some cases, the analysis finds that though you are earning less than your comparators, you are actually overpaid relative to your predicted salary or they are underpaid.

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The numbers show the wide range of salaries for professors, based on their rank assistant and associate professors make less, while distinguished professors make more and whether they are working the academic year or calendar year. Wages are a key issue in the current strike by the unions representing Rutgers teaching professionals. Please note: The averages do not include those for graduate assistants, which traditionally have been much lower throughout all of higher education. Friday, March 8, Sign in. Forgot your password?

Rutgers professor salary database

Rutgers is one of the largest employers in the State of New Jersey, and is an employer of choice for individuals seeking employment in higher education. We offer competitive salaries, generous benefits, and the chance to be a part of an exciting campus community. We could not have achieved the successes that we have within the higher education community without the contributions of our skilled, talented and hard-working employees. At Rutgers, we have top national experts working on the critical issues that affect all of humanity. For each of Rutgers' regional campuses, the report includes statistics for the previous three years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by Rutgers University; and on public property within, or immediately adjacent to and accessible from, the campus.

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If you fall into the same clusters as your comparators for all four factors, the regression analysis will have no effect. Now go back to step 3 above. Barchi , including bonuses and other incentives, in The philosophy behind using regression is not inherently problematic. They vary on only one cluster: discipline. Its work force swelled from 15, in to 25, last year, including part-timers and adjunct professors. Over time, this should have the effect of deepening inequalities, as the current salary structure is used again to calculate predicted salaries. This situation is most likely for applicants who choose comparators from their own department and campus. The applicant cluster numbers are 2,1,3,2, and the comparator cluster numbers are 2,1,2,2. Discipline cluster 3 has a value of These are not disciplines, per se; they are a combination of campus and department. A positive amount means no award. But because this difference already exists in the salary database on which it is based, the regression will simply replicate it. One possible strategy would be to challenge the explainable difference the discount itself.

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High pay, even into the millions of dollars, is to be expected at universities with medical schools, said a journalist from the Chronicle of Higher Education , which annually studies executive compensation paid to public-college employees. You may use elements of either of these strategies if they apply. The regression uses four factors to produce a predicted calendar year CY salary for every faculty member in the University. Applicants to the salary equity program choose salary comparators. There are several steps in the pay equity process as it has been implemented by the administration. Assuming the Dean chooses comparators, the Dean has affirmed that the applicant and the comparators are basically equivalent in academic merit. You could argue, for example, that the Dean has already judged you equivalent to your comparator at New Brunswick. But in some cases, the analysis finds that though you are earning less than your comparators, you are actually overpaid relative to your predicted salary or they are underpaid. As implemented, the Faculty Salary Equity Program involves two steps. But knowledge is power, so here we go: 1. This is an explanation; it is in no way an endorsement. Discipline : This is the factor that affects most people.