Faculty Classification and Compensation Study
Overview
Strategy #5 of MGA’s Strategic Plan is to “Attract, Retain, Develop, and Recognize Talent” with an FY22 strategic priority to conduct a faculty salary study and develop a faculty salary plan for FY2023. The Faculty Classification and Compensation Study has been conducted, and the study indicates on average that faculty salaries at MGA lag behind faculty at other similar institutions. It is important that MGA delivers on its strategic plan, and a phased implementation of the study results will launch in FY23. It is our goal to have the salary adjustments completely implemented within 24 months, but that goal is subject to budgets in FY24 and FY25.
Compensation Strategy
The University of Georgia’s Carl Vinson Institute of Government (CVIOG) completed the survey using a four step process as follows:
- Re-evaluating the existing Faculty Classification Plan, which resulted in the development of a new classification strategy for MGA faculty.
- Completing a custom salary survey by collecting compensation data from other USG institutions as well as a few others for aviation – This included Albany State, Columbus State, Dalton State, Fort Valley State University, Georgia College and State University, University of West Georgia, and Valdosta State; Aviation Programs included: Auburn University, Middle Tennessee State University, and North Dakota State University.
- Collecting data from other salary surveys such as College and University Professional Association for Human Resources (CUPA-HR) Faculty in Higher Education Report 2021 and the Bureau of Labor Statistics.
- Data from the Bureau of Labor Statistics.
- Using the information gathered, the existing faculty compensation structure was revised including a new pay scale (with new Minimums) based on faculty classification, academic college, and academic discipline compensation grouping.
The survey did NOT factor in the $5,000 Cost of Living Adjustments (COLA) , and those eligible for the COLA (on payroll as of 3/31/2022) will have the $5,000 added to the salary study adjustment for this upcoming academic year.
Salary Study Adjustment Methodology
The study calculates a revised “ Final Adjusted Salary” for each full-time benefited faculty employee, including administrative faculty. To arrive at the final adjusted salary, two different types of adjustments are applied:
- Minimum Salary for Academic Faculty Classification by Discipline - Adjusting to the minimum of any updated salary grade; and
- Compression – This is a one-time adjustment based on Length of Service (LOS) a faculty member has held their current rank. The LOS adjustment is calculated based on time in rank as of 8/1/2022.
- 89% of faculty will receive an adjustment. This represents 243 of our 272 faculty and faculty administrators.
Implementation Plan
Salary Study Implementation Plan
The total fiscal recurring costs of the salary adjustments is $1.85M. A phased approach is necessary due to the enrollment decline in Fall 2021, which has and will continue to impact our budget through 2024.
- Phase one will occur on July 1, 2022 (FY23) for 12-month administrative faculty or August 1, 2022 for 10-month faculty. Phase one implementation will be 50% of the total adjustment, up to a max of $12,500 per individual.
- Phase two is proposed to occur on January 1, 2024 (FY24), covering an additional 25% of the total salary adjustment.
- The third and final phase is proposed to occur on July 1, 2024 (FY25), covering the final 25% of the total implementation plan.
The timing of phases two and three will be contingent upon a review of the institution’s financial condition, and enrollment has a significant impact in our ability to implement future phases of this plan.
Phase One (FY23) Faculty Study Implementation:
- Communication – All communication will be electronic. Your individualized letter will be emailed to your MGA email address.
- CVIG Individual Letter – Each full-time benefited faculty employee, including administrative faculty will receive a letter by Monday, June 13, 2022, reflecting a revised “Final Adjusted Salary” and a Phase One FY23 Salary. To arrive at the final adjusted salary, two different types of adjustments are applied:
- Minimum Salary for Academic Faculty Classification by Discipline - Adjusting to the minimum of any updated salary grade; and
- Compression – This is a one-time adjustment based on Length of Service (LOS) a faculty member has held their current rank. The LOS adjustment is calculated based on time in rank as of 8/1/2022.
- For those faculty receiving promotion and tenure, the final adjusted salary amount will be based on the new position classification in FY2023
Your Phase One FY23 Salary will be 50% of the total adjustments, not to exceed $12,500 per individual, plus the $5,000 Cost of Living Adjustment. For those faculty receiving promotion and tenure, the final adjusted salary amount will be based on the new position classification in FY2023
Communication
Letter from Dr. Jenks (June 3, 2022)
Letter from Dr. Jenks (May 13, 2022)
Faculty Pay Tables
Salary tables are available by contacting the Office of Academic Affairs or Human Resources.
Faculty Contracts and Letters
FY23 Faculty Contracts
Due to The Faculty Classification and Compensation Study and the USG system wide implementation of Faculty Contract Delivery, FY23 faculty contracts will be distributed by Friday, June 24, 2022. Faculty Contract Delivery is a new automated system which allows contracts to be generated, sent and digitally signed. Faculty members will have until July 24, 2022 to digitally sign the FY2023 contract. You will receive an email from Jennifer Jones with instructions on the use of the Faculty Contract Delivery system. Your contract will not be mailed to your home address.