Campus Equity Message

Date: April 1, 2015
To: All Faculty
From: Rollin Richmond
Subject: Campus-Based Equity Plan

I am pleased to provide you with an update on our campus-based equity plan as we move into the implementation stage. I have consulted with President Zingg on final implementation details and appreciate the input that CFA leaders have provided along the way.

The process for implementing campus-based aspects of an equity plan must follow a sequence specified in the CBA 2014-2017.  (Article 31.2 states: “For fiscal year 2014-2015, these increases shall be applied in the following order: Lecturer Salary Corrections, General Salary Increases, Salary Recovery Adjustments, and Equity Increases.”)  To be clear, the system-wide salary increases required by the CBA 31.11 must be instituted before any additional salary increases from a campus-based equity program (CBA 31.12) can be implemented.  

The processing of system-wide increases is near completion and we are working on finalizing and implementing the campus-based equity plan. Our goal is to create “a campus-based equity plan second to none in the CSU” (President Zingg’s email, November 19, 2014). We are also committed to working to improve faculty salaries in general.

So, here is what we are doing:

  1. For faculty holding assistant, associate and full professor ranks we have established salary thresholds at $62,000, $68,500, and $75,000, respectively, with corresponding thresholds for 12-month faculty. About 70 T/TT faculty will see salary increases because of this step. These salary thresholds will be re-evaluated each year.
  1. Next, address inversion issues that were pre-existing or are created by prescribed salary increases in the CBA or step 1 above. Pre-existing conditions may be traced to a lower-than-merited starting salary, recent promotion increases, or other inequities identified by the deans. We have also included lecturers on 3-year contracts and those in their 5th and 6th years.  Nearly 150 T/TT faculty and 40 lecturers will see salary adjustments because of this step.

In all cases, adjustments were made on an individual-by-individual basis that considered department, discipline, and time in rank. This is a very intensive and time-consuming process and was done in consultation with the deans. 

The campus based salary increases will be retroactive to October 1, 2014. This date was chosen to assure that the faculty who began work in the Fall 2014 term would be included in the plan.

Faculty will receive written notification as soon as possible detailing their salary increases.  We will follow CBA 31.3, “The notification shall include the reason for the salary increase, the new rate of pay, and the effective date of the increase.” We anticipate that faculty will see salary adjustments in their April 30th paychecks.

Overall, approximately 190 T/TT faculty (40%) will see increases because of our equity plan (1 & 2 above). The total cost of our campus-based equity adjustments will be approximately $750,000 in the first year. When implementation is complete, we will provide an update on the impact that all of the salary adjustments have had on faculty salaries at Chico State.

Annually, we are committed to reviewing the progress that is being made to strengthen the salary situation for our faculty.  The goal is to address future inversion and compression issues with the above-mentioned strategies as well as other strategies and approaches developed in consultation with our campus CFA leadership and as the contract allows.

Thank you for your patience as the implementation of the new contract unfolds. We will work to implement this next phase as quickly as we can. As President Zingg has mentioned previously, these actions do not exhaust the steps we need to take to renew and support our faculty.  Additional actions include the Faculty Renewal Initiative that the President mentioned in his Fall 2014 convocation address, continuing to hire more tenure-track faculty (we brought in 37 new tenure-track faculty to the campus this year, and we have 56 such searches under way for next year), adding greater diversity to the ranks of our faculty, and providing all faculty with the technical and other support they need to grow professionally and foster the success of their students.