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