Faculty Salary Scatterplots by Department
Salary Equity Review Policy (see http://www.provost.wisc.edu/salaryequitypolicy.html):
2007-08 Salary Equity Memo
The salary equity review policy initiated in 2002-03. The policy mandates periodic review of faculty salaries to assess whether individuals are appropriately and equitably paid in comparison with peers at UW-Madison. In addition to reviewing the annual accomplishments of a faculty member for the annual merit exercise, it is important to consider salary equity in relation to career merit. These evaluations occur at times when in-depth career-merit review and evaluation already take place: reappointment in the third year of the probationary period, promotion to associate professor, promotion to full professor, and each five-year post-tenure review. Thus, each year on average about one-fifth of the faculty members in a unit would reach one of these milestones and should be reviewed.
Faculty Salary Data Available:
Tabulations and sScatterplots of Faculty Salary Data by Gender, Rank, and Years since Degree are available to assist you in assessing whether an individual faculty member’s salary is appropriately and equitably related to career merit. Deans, directors, department chairs, and faculty may view this information by clicking on the "Scatterplots" link below. Access is available only to individuals with faculty standing, or staff who need to use the data to perform his or her job duties.
Keep in mind that these salary tables and scatter plots presume a straight-line relationship between salary and time from highest degree. Variations from the line result from differences in other factors – principally, differences in performance. Therefore, these tables and plots should be used only as a starting point for assessing whether an individual’s salary is appropriately related to career merit. For example, an individual whose salary is about average (near a regression line for salary vs. time since degree) may be underpaid on the basis of career merit relative to his or her peers if he or she is an exceptional performer. Or an individual whose salary is below average may be paid appropriately relative to career accomplishments. These determinations should be made using the guidelines in the salary equity review policy.
Faculty and staff salary data by department is also available from the Red Budget Book on the UW System web site at: http://www.uwsa.edu/budplan/redbook/ This information is not presented by gender so it is available to everyone.
Further Information and Questions:
Questions may be directed to Laurie Beth Clark, Vice Provost for Faculty and Staff Programs (lbclark@wisc.edu , 262-5246).
Please contact Margaret Harrigan (harrigan@vc.wisc.edu, 263-7141) if you have questions about the accuracy of the data.
NOTE: Certain elements of these data are collected from employees on the condition that the data will be used only for limited affirmative action and related University purposes. Therefore, your access to the data is with the understanding and agreement that you will not disclose them to others who do not themselves have access.
Technical Notes:
A table and graph is prepared for each tenure-granting department. Faculty members are shown in each department where they hold a tenure or tenure-track appointment. The percent tenure commitment for the department is shown in the table under “Tenure % this Dept.”
The accompanying tables and graphs list faculty members in order by years since highest degree. However, for some individuals years of relevant experience may be greater or less than years since highest degree. Note that other pertinent information such as type of work performed, the market for an individual’s skills or specialties, number of publications, and grants and awards received is not provided.
Faculty members, rank, tenure home, salaries and years since highest degree are current as of October.
Tables report salaries on a 12-month basis for “A” appointments and 9-month basis for “C” appointments. In addition, the table column labeled “9-Month Salary” converts all 12-month salaries to a 9-month basis. The graphs show all salaries on a 9-month basis.
Faculty with zero-dollar appointments and those paid 100% through an administrative appointment (such as chancellor or dean) are excluded from the graphs. However, these faculty members are listed in the tables with $0 faculty salary.
Faculty with missing degree information are included in the tables but excluded from the graphs.
If two or more individuals have the same years since highest degree and nearly identical salaries, only one symbol may be apparent on the graph -- the others are overwritten.
The table also includes information on pay basis, type of degree held and year of highest degree, date of hire, date tenure was granted and date of promotion to full professor (if applicable).
Note that this data is based on IADS (Integrated Appointment Data System) and is complete through October. Any additions, subtractions, or changes to the faculty data in IADS since then will not be reflected in these tables and graphs. If you have any questions about the tables or graphs please contact Margaret Harrigan in the Office of Academic Planning and Analysis at harrigan@vc.wisc.edu or 263-7141.
Scatterplot List
Prepared by: Margaret Harrigan
Office of Academic Planning and Analysis
Updated annually by the end of February.