Budget Hearing Presentation€¦ · Budget Hearing Presentation . Collaborative Interests Presented...
Transcript of Budget Hearing Presentation€¦ · Budget Hearing Presentation . Collaborative Interests Presented...
Campus Community
Budget Hearing Presentation
Collaborative Interests Presented by Paul Parkison, Chair of Faculty Senate
The interests of our collaborative groups are directed
toward the development of the University Strategic
Plan goal: Preserve & Nurture the Campus Community
Key strategies:
• Support the health, well-being, and quality
of life of our campus community
• Build connections across campus, the
buildings, and disciplines
• Provide ongoing development for faculty,
staff, and students
Common Interests
1. Pay and Salary Adjustment for campus-wide cost of living adjustment
2. Revision to the staff, administration and faculty system for performance-based pay increases
3. Sick and Medical Leave Flexibility
4. Increased frequency of “stress reduction events” across campus
Administrative Senate
2013/14 Budget Proposal
Jayne Tang, Chair
Points of Pride- Collaborating
with others to stretch the dollar
• Discount program for all employees &
Alumni with support from HR, Alumni
Council, Faculty Senate and Staff Council
• Bookstore discount for all employees
• Showcasing in-house talent through Toolkits
and Professional Development
Opportunities
• Partnering with USI departments to share
speakers for additional Professional
Development Opportunities
Priority #1: 3% cost of living
increase
• Request a 3% cost of living increase for
all administrators, except any under
disciplinary review.
Number of
Administrators
3% + Cost of
Benefits
281 $567,120
USI possible total increase (merit
& cost of living) for 2009-2012 is
less than half the Midwest cost
of living increase for 2009-2012
Year
USI possible
total increase
Cost of living
increase in Midwest
2009 0% 2.9%
2010 2% 2.0%
2011 2% 2.8%
2012 0% 1.4%
Total = 4% possible Total = 9.1%
Health Care is an example of
the cost of living increase
Lumenos
Monthly
Rates
2011 2012 2013
(salary >=
$38000)
2013
(salary <
$38000)
Employee 46.54 52.22 90.66 72.04
EE +
children
83.88 97.02 154.70 123.78
EE +
spouse
102.14 121.44 207.54 166.50
Family 131.98 157.42 260.14 209.02
Priority #2: Merit Pool and
Years of Service Increment
1. Pool of money for merit increases to reward
top performance
2. Years of Service Salary Increment for
Administrators
# of
Employees
Initial
cost
Initial cost
+ benefits
Continuing Cost
258
$165,000
$206,349
$500 per 5-year
increment milestone
recognition
Chronicle Median Salary
vs. USI Salary for Administrators • Members of administrative senate
compared their salaries to those listed in the Chronicle of Higher Ed and found their combined USI salaries were approximately 11% lower than the equivalent Chronicle Masters institution combined salaries.
• During fiscal year 2013-2014, we request an administrator salary and workload review conducted either internally or by an external consultant.
Priority #3: Change per diem
and mileage rates from state to
federal
Per Diem $280,000 (in-state, out-of-state,
international)
Mileage $30,000-35,000
Rates have not increased in the last 15 years.
Other Indiana schools are using Federal rates,
including Ivy Tech.
Below are the estimated costs to increase per
diem and mileage rates for all populations who
travel for USI.
Comparison of Per Diem and
Mileage Rates Used by State of
Indiana Universities 4-Year Institutions 2-Year Institutions
Purdue Indiana State Indiana Ball State Southern
Indiana IVY Tech Vincennes
Overnight Per
Diem
In-state Federal Federal Federal $26 $26 $46 $26
Out-of-state Federal Federal Federal $32 $32 Federal $32
International Federal Federal Federal $50 $50 Federal $50
Same-day Per
Diem
75% of
Federal
Not paid
because of
tax issue
50% of
Federal
(taxable)
$13 max $13 max
50% of
Federal
(taxable)
$19.50
max
Mileage 56.5 cents 56.5 cents 56.5 cents 40.0 cents 44.0 cents 56.5 cents 44.0 cents
Comparison of State and Federal
Per Diem Rates for Specific Destinations
Major City State Rate Federal Rate % of Increase
Indianapolis $26 $61 135%
Atlanta $32 $56 75%
Chicago $32 $71 122%
Dallas $32 $71 122%
Denver $32 $66 106%
Las Vegas $32 $71 122%
Los Angeles $32 $71 122%
Louisville $32 $61 91%
New Orleans $32 $71 122%
New York City $32 $71 122%
Orlando $32 $56 75%
San Francisco $32 $71 122%
Seattle $32 $71 122%
St. Louis $32 $66 106%
Change in Mileage Rate
If the mileage rate were changed from the State of Indiana rate to the Federal rate, then mileage
would
increase from 44 cents per mile to 56.5 cents per mile, a 28% increase.
Summary of Priorities
• Priority #1: 3% salary increase
• Priority #2: Merit Pool and
Years of Service Increment
• Priority #3: Change per diem and
mileage rates from state to federal
Recommendations
• We support the hiring of additional administrators
• Endorse administrator salary review beginning fiscal year 2013-2014 conducted either internally or by an external consultant.
• Endorse professional development reviews for administrators conducted annually at a time that works best for each department.
Q & A
Thank you!
On behalf of Administrative Senate and all administrators, we thank you
for your time and consideration.
Staff Council
2013/14 Budget Proposal
Mary Ann Bernard, Chair
Priority #1: 6% hourly rate
increase for all Support Staff
Strategic Plan Goal Application
• Preserve and nurture our
campus community
• Increase the diversity of faculty,
staff and student body
Priority #2: All staff eligible for
vacation pay receive an
additional personal or floating holiday
Strategic Plan Goal Application
• Preserve and nurture our campus community
Priority #3: Retirement service
payment for Support Staff A retirement service payment for Support Staff who are eligible for PERF: 2% x years
of service, maximum 25 years (50%) for support staff upon retirement with a transition of current policy sick leave payment for 10-20 years of service
Strategic Plan Goal Application • Preserve and nurture our campus
community
• Increase the diversity of faculty, staff and student body
Priority #4: Increase increments
for earned degrees
Degree Earned Current
Increment
Proposed
Increment
Associate $0 $300
Bachelor $200 $600
Master $600 $900
Strategic Plan Goal Application
Preserve and nurture our campus community
Increase the graduation rate
Increase the diversity of faculty, staff and
student body
On behalf of Staff Council and all of support staff, we thank
you for your time and consideration.
Faculty Senate
2013/14 Budget Proposal
Paul Parkison, Chair
Faculty Senate Budget Priorities
1. Across the Board Salary Increases
2. Equity Adjustment Pool to Ease
Salary Compression and Inversion
3. Increase in Full-time Faculty Lines
4. Increase in the Travel Budget with
Faculty Option to Bank Funds
5. Increase in Base Library Acquisitions
Fund
Faculty Morale: Salary
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
College of Business College of Liberal Arts College of Nursing andHealth Professions
Pott College of Science,Engineering and
Education
Neutral
Disagree
Agree
USI Salary Comparison
Cost of Living Comparisons
Figure 5. Average cost of living discrepancies compared to peer institutions. (ebc 2013report to senate)
• The total cost of implementing an action plan to bring faculty standard of living in line
• with our peer institutions would cost a total of $1,326,264.76. • This would adjust the salary discrepancy shown in Figure 5 to $0.00.
-14%
-12%
-10%
-8%
-6%
-4%
-2%
0%
2%
4%
6%
8%
10%
Prof Assoc Assist Inst
Sa
lary
Dis
cre
pe
nc
y (
% o
f A
ctu
al Pa
y a
t
Pe
er
Inst
itu
tio
ns)
Faculty Type
Average Cost of Living Discrepancies
Compared to Peer Institutions
Faculty Productivity
• Highly productive faculty and staff
• NCHEMS Report to CHE
• Average students per full-time faculty member for peers – 22:1
• USI showed the highest ratio – 28:1
• Over 640 Peer-reviewed Publications and Presentations per Year
Example of Need
•36% of faculty on overload status in College of Science, Engineering, and Education
Faculty Senate Budget Priorities
1. Across the Board Salary Increases
2. Equity Adjustment Pool to Ease
Salary Compression and Inversion
3. Increase in Full-time Faculty Lines
4. Increase in the Travel Budget with
Faculty Option to Bank Funds
5. Increase in Base Library Acquisitions Fund
Five Cs of Professional Capital
• Capability or expertise
• Commitment
• Career
• Culture
• Context