EAST CAROLINA UNIVERSITY
2004-2005 FACULTY SENATE
The third regular meeting of the 2004-2005 Faculty Senate will be held on Tuesday, November 9, 2004, at 2:10 in the Mendenhall Student Center Great Room.
I. Call to Order
II. Approval of Minutes
October 12, 2004
A. Roll Call
C. Steve Ballard, Chancellor
E. Catherine Rigsby, Chair of the Faculty
F. Approval of the Fall 2004 Graduation Roster, including honors program graduates.
G. Brenda Killingsworth, Faculty Assembly Delegate
Report on the November 5, 2004, Faculty Assembly meeting.
H. Question Period
IV. Unfinished Business
V. Report of Committees
A. University Curriculum Committee, Tim Hudson
Curriculum matters contained in the minutes of the October 14, 2004, and October 28, 2004, Committee Meetings.
B. Continuing and Career Education Committee, Cal Christian
Proposed addendum to the Fall 2004 Student Opinion of Instruction Survey (attachment 1).
C. Committee on Committees, Henry Ferrell
Nomination of alternate members to the Faculty Grievance Committee, Grievance Board, and Hearing Committee (attachment 2).
D. Educational Policies and Planning Committee, Charles Hodson
For information only:
1. Request for Authorization to Establish a new BA degree in Geology.
2. Notification of Intent to Plan a new minor in Indigenous Peoples of the Americas.
3. Changes in the MS degrees in Industrial Technology and Occupational Safety.
E. Faculty Welfare Committee, David Lawrence
Preliminary Faculty Salary Report (attachment 3).
VI. New Business
CONTINUING AND CAREER EDUCATION COMMITTEE REPORT
Proposed addendum to the Fall 2004 Student Opinion of Instruction Survey
The addendum would read as follows:
“As you evaluate this course, please concentrate solely on the performance of the instructor
and NOT on any technological problems experienced during the semester. Course delivery
and/or network access technologies are NOT controlled by the instructor; as such, failures like
those experienced with Blackboard and/or network outage should NOT influence your
assessment of the instructor.“
COMMITTEE ON COMMITTEES REPORT
Nominee for one Alternate position on the Faculty Grievance Committee
John Cope, Department of Psychology
REGULAR MEMBERS (with vote)
Academic / Administrative Area
Allied Health Sciences - Associate
Foreign Languages - Associate
Psychology - Professor
Medicine – Professor
History - Professor
Chemistry - Professor
Business - Professor
Art and Design – Associate
ALTERNATE MEMBERS (with vote)
Academic / Administrative Area
Education - Assistant
EX-OFFICIO MEMBER (with vote)
Chair of the Faculty - Geology
Nominee for one Alternate position on the Grievance Board
Susan McCammon, Department of Psychology
Foreign Languages & Literatures
Allied Health Sciences
Art and Design
Kathleen Treole Cox
Academic Library Services
Theatre and Dance
Nominee for one Alternate position on the Hearing Committee
Kevin Moll, School of Music
Health and Human Performance
Technology and Computer Science
FACULTY WELFARE COMMITTEE REPORT
Preliminary Faculty Salary Report
In response to Faculty Senate Resolution #04-10, Resolution on the Status of Faculty Salaries, Rick Niswander, Chair of Faculty, requested on March 11, 2004 that the Faculty Welfare Committee study sources of inequity, the extent of salary compression, promotional salary increase practices, and provide recommendations for the redress of inequities or problems.
Before discussing a measure of salary compression at ECU, we would like to cite “Principles of Salary Adjustments,” July 11, 2003 from Gretchen Bataille, Senior Vice President for Academic Affairs, UNC OP:
“Campuses must have a plan that allocates funds ……….to bring classes of faculty within the four ranks to market levels. For example, some campuses provide increases to recognize promotions and to maintain salary differentials among faculty ranks. Plans for salary adjustments must address a broad range of problems; salaries below external market value; salaries below internal market value; inequities resulting from the lack of reward for meritorious performance for several years; salary compression and inversion; and inequities that may exist for individuals or entire groups.
The committee sees no simple way to define salary compression, since ECU seems to have no standard salary differential between the ranks. Salary inversion is far easier to define: When the mean salary for one rank in a unit is higher than the mean salary for the next superior rank, there is inversion. Given the comments made by Bataille, the only way the committee can see to investigate salary compression is to compare mean salaries by unit and rank with the same discipline at public doctorate-granting universities in the US, or the group of peer universities for ECU. ECU also has a few units which have far greater differentials between ranks than the usual for US public doctoral
universities; such cases may be termed expanded salaries. The committee also considered two other measures of compression: 1. Cases in which a professor in the lower rank has a salary above a professor in the same department at a higher rank. The committee felt that this was not a useful way of defining compression. 2. Cases in which through time, the mean salary at one rank converges with the salary at another rank in the same unit. The committee has not attempted this, since the data do not seem to be available in a form to make this practical.
Initial Conclusions and Further Committee Plans:
The resolution will request the establishment of a university policy on inversion and compression, and an annual review and report by the Chancellor to the Faculty Senate.
(All salaries are averages, 2003-2004 Comparisons)
ECU Example Dept. A.
Public Doc. Univ.
(same kind as A)
ECU minus Pub Doc
OP Peer Univ.
ECU Example Dept. B
(same kind as B)
OP Peer Univ. (same kind as B)
ECU Example Dept. C
(same kind as C)