The Faculty Salary Equity Program was an important victory in our 2018–22 contract to address pay inequities based on gender, race, and other categories protected by our anti-discrimination article (Article 4). Equity adjustments may also be made on the bases of external market salary benchmarks as well as internal benchmarking of relevant and comparable accomplishments with peers.
Important Deadlines and Application
The window for submitting new applications for equity adjustments is January 1 to February 28 of each academic year. There are numerous steps in the Faculty Salary Equity Program process. You can see all the steps in the Salary Equity Process and Timelines document. Here is a brief summary:
- Submit an application for review.
- Your Dean reviews your application and sends you that review. You can write a response to that review.
- University Compensation Services (UCS) analyzes your case. You can write a response to the UCS analysis.
- If you disagree with either the Dean evaluation or the UCS analysis, you can send comments to the Chancellor and your case will be reviewed by a Salary Equity Review Committee (SERC).
- The SERC (composed of eight faculty members, four appointed by the union and four appointed by the University) will evaluate your case and send comments to the Chancellor.
- The Chancellor will issue a decision. You can appeal that decision to the Executive Vice President for Academic Affairs (EVPAA).
- The EVPAA will either sustain or deny the appeal. If sustained, the packet is remanded to the Chancellor for re-review.
- Any salary adjustments will be retroactive to the date of application.
Forms and Information about the Faculty Equity Process
- Salary Equity Review Request Form for New Applications
- Suggested Model for Faculty Applicants’ Equity Narratives
- Salary Equity Program Timeline and Deadlines
Important additional documents concerning the regression analysis
University Compensation Services uses a “regression analysis” to analyze the salary differential between you and your comparators. The union is fighting the use of this regression as we feel it has been used to harm applicants, particularly Camden faculty. But it is important for you to understand how it is used by UCS, so that you can be prepared to respond.
- Understanding and Challenging the Regression Analysis
- Technical Explanation of the Regression Analysis
- Agreement between Rutgers University and Rutgers AAUP- AFT establishing the Salary Equity Program (excerpted from Article 8 – Salary Provisions, Faculty Compensation Program
- Joint Statement by Rutgers University and AAUP-AFT on Revised Comprehensive Salary Equity Program
- Full Text of the December 6, 2022, Agreement between AAUP-AFT and the University Concerning the Salary Equity Program
- Union Grievance Regarding Violations by the Executive Vice President for Academic Affairs in Considering Equity Appeals
- Union Grievance Regarding Violations by the Chancellors in Considering Equity Applications
- Members of the Joint Salary Equity Review Committee (SERC, the faculty-led review committee that will review your case and send comments to the Chancellor).
Faculty Equity Program Co-directors
- Cynthia Daniels, Professor, Political Science
- Dana Britton, Professor, Labor Studies
The union and the staff of the Faculty Equity Program are here to help. If you need assistance at any point in this process (which can be complicated), please contact us at firstname.lastname@example.org!