ALUW Compression Study

ALUW Spring Meeting

May 15, 2007

Committee Members

Maryanne Blake Patty Carey Thomas Deardorff Joseph Kiegel Louise Richards (Chair) Angela Weaver

Background

2006 ALUW Salary Study 2005 UW Faculty Compression Study UW Librarians’ concerns Strategic Planning focus on compression www.lib.washington.edu/about/vision2010/wor

kplace.htmlII. Create a Workplace of Choice

• A. Work actively to improve staff compensation, rewards, and recognition  1. Develop and implement a salary enhancement strategy that addresses compensation and compression

Charge

Select techniques to analyze salary compression

Consult all available data Compile a report of findings, including

recommendations or strategies to redress compression

Conditions and Terms

Salary data from September 1, 2006 was given to the committee on the condition that the identity of individuals not be revealed.

Salaries include administrative stipends but not temporary stipends.

Part-time salaries have been calculatedas full time.

Groundwork for the Study

Coded data provided by the AORP SPSS license permitted the program’s

installation on a committee member’s PC Committee did literature searching and

background reading Discussion of approach and timeline

Methodology

Definitions of Compression

There is no single, widely accepted definition of salary compression

Methods for measuring compression vary depending on the definition

All approaches base measurement on groups, rather than on comparison of pairs of individuals

Methods Used

Regression Analysis• Toutkoushian

• Compression-Blind

Comparison Ratios UW Faculty Method

Regression Analysis

A statistical method that takes into account multiple factors affecting salaries, e.g.:• Rank, Title, Unit, Experience

It finds evidence of compression when average actual salaries of lower ranks are significantly above predicted values

Comparison Ratios

A method to compare average salaries by rank to see how close they are

Averages for ranks below Librarian are expressed as percentages (ratios) of the average salary of the rank of Librarian

UW Faculty Method

Calculate the median salary plus 7.5% for each rank

Find any salaries of the next highest rank that are below this figure

Note: this method is more sensitive to changes due to promotions and re-appointments

Other Salary Studies

Spread or range of salary by rank Salary by total years of professional

experience Salary by unit Starting salary and compression

Results

Chart: Salary by Rank. (Six salaries over $90K excluded)

0

10000

20000

30000

40000

50000

60000

70000

80000

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100000

Assistant

Senior Asst

Associate

Librarian

Summary: Evidence of Compression

Toutkoushian: None Compression-Blind: None Comparison Ratios: Some UW Faculty Method: Strong

Regression Analyses

Toutkoushian: no compression between Assistants and the ranks above, or between Assistants/Senior Assistants and the ranks above

Compression-Blind: no compression• Assistants and Senior Assistants

• Senior Assistants and Associates

• Associates and Librarians

Comparison Ratios

Differences of 15%-20% indicate no compression, while 3%-4% is evidence of compression:• Librarian 100

• Associate 76

• Senior Asst 64

• Assistant 56

UW Faculty Method

Number of librarians with compressed salaries:• 5 Senior Assistant Librarians

• 14 Associate Librarians

• 5 Librarians

Cost to remedy compression: $30,000

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20000

30000

40000

50000

60000

70000

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Assistant

Senior Asst

Associate

Librarian

Salary Spread by Rank

The norm for public institutions is considered to be 30%-40%

The current salary spread by rank is:• 13% - Assistant Librarians

• 40% - Senior Assistant Librarians

• 75% - Associate Librarians

• 73% - Librarians

Other Salary Findings

Librarians with 1-5 years of professional experience are on average paid 3.5% below UW librarians as a whole

Bothell librarians are on average paid 5.1% below UW librarians as a whole

Increases in starting salary have not contributed to compression

Recommendations

Choice of Analysis

Given the varying results, which analysis should we proceed with?

We chose the UW faculty method to be on a parallel track with the faculty.

Recommendation #1

Allocate $30,000 to increase the salaries of 24 librarians who are currently paid less the median plus 7.5% of the rank below. Re-calculate these figures after the promotions and re-appointments expected on July 1, 2007.

(UW faculty definition indicated)

Recommendation #2

As a measure to avoid compression in the future, adjust the Associate Librarian and Librarian salary ranges upward. Institute a minimum salary (or floor) for each rank. A very rough estimate of the cost of increasing salaries for the core group of Associate Librarians and Librarians at the lower end of the pay scale is $150,000.(Salary overlap between ranks)

Recommendation #3

After the promotions and reappointments on July 1, 2007, review the salaries of UWB/CCC librarians to determine what increases may be needed to achieve comparable pay with other UW librarians. Conduct a similar review of librarians having 1-5 years of professional experience after July 1.

(statistically significant findings for both groups)

Recommendation #4

Update salary data on a regular schedule to maintain its currency. Review the data every two years for evidence of possible compression. The AORP should hold and maintain the data, providing it to ALUW for purposes of the scheduled reviews.

(markets and economic environment change salary picture)

Recommendation #5

Monitor UW developments regarding salaries, in particular, a forthcoming proposal from faculty members Richard Startz and Paul Hopkins to the Senate Committee on Planning and Budgeting in the spring.

(UW faculty will remain active in salary issues)

Recommendation #6

Finally, the committee monitored the effects of gender and minority status in its analyses, and while we did not find evidence of salary problems, neither did we examine them fully because this was beyond the scope of our charge. Given the importance of these questions, ALUW should perform a detailed study of the effects of gender and minority status on salaries.

Recommendation #7

Beyond the immediate remedies in recommendations 1-6, the committee recommends the consideration of two longer-term, substantial changes that may serve to improve the salary structure and pay levels for librarians at the UW as well as to address perceptions of inequity.

Create a pay structure for librarians with steps that permit

salary increases within rank (see, for example, the University of California). This creates a salary system with greater transparency and predictive increases throughout one’s career as a UW librarian. Work with a compensation consultant if needed. One principle we recommend if we move to a published pay structure is that no salary is reduced.

Recommendation #8

Consider collective bargaining. Legislation that may enable University of Washington librarians to engage in collective bargaining has been signed into law [Substitute House Bill 2361]. The faculties of the four regional universities in Washington State have unionized; librarians at these institutions have faculty status and so are included in salary negotiations.

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