- Alabama A&M University (Normal, AL)
- Arkansas Tech University (Russellville, AR)
- Auburn University at Montgomery (Montgomery, AL)
- Austin Peay State University (Clarksville, TN)
- Central Connecticut State University (New Britain, CT)
- Coastal Carolina University (Conway, SC)
- College of Charleston (Charleston, SC)
- McNeese State University (Lake Charles, LA)
- Middle Georgia State University (Macon, GA)
- Morehead State University (Morehead, KY)
- Murray State University (Murray, KY)
- Northern Kentucky University (Highland Heights, KY)
- Northwestern State University (Natchitoches, LA)
- Radford University (Radford, VA)
- Slippery Rock University of Pennsylvania (Slippery Rock, PA)
- Southeastern Louisiana University (Hammond, LA)
Faculty Compensation Study Updates
Benchmarking Feedback
- The original comparable group included 42 schools. The final comparable group contains 32 schools.
- It is sometimes difficult to use comparison schools because universities do not always complete their survey data. Other times, some schools are not comparable because of size/enrollment. This leads to some positions, especially positions that are not common, not producing a comparable range. This forces ad-hoc applications to produce a range.
- The study used schools that are from the IPEDS group for a stronger data pool. This facilitated comparison with similar-sized schools.
- The length of service component was not considered for this engagement. The positions were priced with a range.
- There is a benchmark for each position and a recommended range.
- It is recommended that regular reviews and adjustments are made to the comparable group. This will ensure the list reflects the current talent market and is aligned with organizations in similar labor markets.
Factors considered included comparable institutional size, classification, and/or mission to improve the robustness of data samples. The comparators include Alabama and National Institutions. Also, Faculty Compensation Committee Data was used to inform the study. The data was gathered from published survey sources that included these comparable organizations.
- Instructor
- Assistant
- Associate
- Full Professor
Comparators
- Stockton University (Galloway, NJ)
- Texas A&M University - Commerce (Commerce, TX)
- Texas A&M University - San Antonio (San Antonio, TX)
- The College of NewJersey (Ewing, NJ)
- Troy University (Troy, AL)
- University of Central Arkansas (Conway, AR)
- University of Central Missouri (warrensburg, MO)
- University of Minnesota Duluth (Duluth, MN)
- University of North Alabama (Florence, AL)
- University of Northern Iowa (Cedar Falls, IA)
- University of West Alabama (Livingston, AL)
- University of West Florida (Pensacola, FL)
- University of West Georgia (Carrollton, GA)
- University of Wisconsin-Whitewater (Whitewater, WI)
- Valdosta State Univesrity (Valdosta, GA)
- Western Carolina University (Cullowhee, NC)
Faculty Compensation Study Update
1. What was done in the ENGAGEMENT process of the compensation study?
The focus of the initial phase of the compensation study was to review Jax State’s structure and positions. An analysis of the Faculty Compensation Committee’s salary information and recommendations were reviewed.
2. What was done in the BENCHMARKING process of the compensation study?
Modified benchmark peer institutions were used to obtain salary medians. For all faculty ranks, midpoints closely aligned with the market value are being recommended (by CIP Code) for each rank and discipline combination.
3. What will the next stage, of the compensation study involve?
The PAY STRUCTURE REDESIGN process is providing salaries within a certain percentage of the market reference point for each discipline and rank combination.
4. Will pay raises be included in contracts for the 2024 - 2025 academic year?
The new compensation structure will be implemented effective October 1 (November paycheck).
5. How will the new FLSA Overtime Rules effective January 1, 2025, impact my salary and classification?
The FLSA Overtime Rules will not impact the Jax State Faculty. There is a FLSA Education Specific Exemption for teachers. Teachers are exempt from the overtime rules if their primary duty is teaching, tutoring, instructing, or lecturing to impart knowledge, and if they are performing that duty as an employee of an educational establishment.