Salary-Analysis-2014-2015-Final_LFW

• Salaries for the School of Medicine and for the School of Dental Medicine are based on a 12-month appointment.. equivalent adjusted salary except for faculty in the School of Medicine

Academic year 2014-2015Gender Salary Analysis

• Both tenure and non-tenure streams

• Excludes clinical faculty in the School of Medicine

• Physical Education and Athletics includes instructors

• Salaries for the School of Medicine and for the School of Dental Medicine are based on a 12-month appointment

• Salaries for all other schools are adjusted to a 9-month equivalent appointment and are adjusted to 100% effort.

2014 are not reflected in this analysis

equivalent adjusted salary except for faculty in the School of

Medicine and the School of Dental Medicine where numbers are based on a 12-month appointment.

Calculating Residual Values

1 Regression analysis conducted for each school

• Dependent variable = 9-month equivalent adjusted salary (12-month salary for MED and DENT).

• Independent variables = age, rank, years in rank, tenure status, years since hire, highest degree, years since highest degree.

2 Using the regression analysis, a predicted value was calculated

for each faculty member Faculty members with standardized

residuals above three were removed from analysis.

3 This predicted value was subtracted from the faculty member’s

actual salary, giving each faculty member a “residual” value.

and the average residual for women in each school.

• Positive residual for women in a particular school means that, on average, women in that school are being paid more than the independent variables would predict.

• Negative residual for women means that, on average, women are being paid less than the independent variables would predict.

chart The RTOUT bars were calculated in exactly the same way with one exception: rank and tenure were removed from the

initial regression equation.

Limitations of the Analysis

highlighting where differences might exist.

College of Arts and Sciences – Arts and Humanities

93

College of Arts and Sciences – Arts and Humanities

1,500

College of Arts and Sciences – Math,

Natural Sciences, Social Sciences

136

College of Arts and Sciences – Math, Natural Sciences, Social Sciences

1,500

2,000

2,500

3,000

College of Arts and Sciences – Social

Sciences Only

49

College of Arts and Sciences – Social Sciences Only

2,000

3,000

College of Arts and Sciences – Math & Natural Sciences Only

87

College of Arts and Sciences – Math & Natural Sciences Only

School of Dental Medicine

57

School of Dental Medicine

Case School of Engineering

117

Case School of Engineering

School of Law

38

School of Medicine - Basic Sciences

School of Medicine - Basic Sciences

*Salaries based on 12-month appointment

Weatherhead School of Management

61

Weatherhead School of Management

Frances Payne Bolton School of Nursing

47

Frances Payne Bolton School of Nursing

Mandel School of Applied Social Sciences

24

Mandel School of Applied Social Sciences

Physical Education and Athletics

21

Physical Education and Athletics*

*For PHED Faculty, coaching/trainer status was used in place of faculty appointment status

Summary – Gender Salary Study

All FTE except clinical departments of the School of Medicine

School

Discrepancy of residual values 2009-2010

Discrepancy of residual values 2010-2011

Discrepancy of residual values 2011-2012

Discrepancy of residual values 2012-2013

Discrepancy of residual values 2013-14

Discrepancy of residual values 2014-15

A&S – Math, Natural

Sciences and Social

A&S – Math and Natural

Summer Salary

Supplemental Salary

Engineering

Recommendations (Cont.)

• Currently, few female professors of higher rank are hired Actively recruiting female faculty at senior ranks would reduce gender differences in salary where they exist

• More women faculty need to be promoted to leadership positions For example, within the School of Medicine, only one department chair is female