May 23, 2003
Council seeks solutions to compensation issues
by Anne Krapfl
During its May 1 meeting, the Professional and Scientific Council ranked
options for the next ISU academic calendar, elected new officers and agreed
to forward to top university administrators a committee report that studies
the pattern of salary overlap between P&S and merit employees.
President Gregory Geoffroy asked for the council's ranking of four academic
calendar proposals (A, B, C and D) developed by an ad hoc committee. A
private ballot ranking by the 29 council members present was counted and
averaged, and the council sent this ranking to Geoffroy:
Elected to one-year officer terms on the council were: (president) Kevin
Kane, Academic Information Technologies; (vice president) Lynne Mumm, ISU
Research Foundation; (secretary/treasurer) Brenda Van Beek, natural resource
ecology and management; and (executive committee at-large members) Trevor
Riedemann, Ames Lab, and Dan Woodin, Administrative Data Processing.
- 1st choice: A (mirrors the current calendar)
- 2nd choice: B (extends winter break 1 week and class period 5 minutes)
- 3rd choice: D (extends winter break 1 week, shortens summer interval 1
- 4th choice: C (extends winter break 2 weeks and class period 5
A report, prepared by members of the council's compensation and benefits
committee, identifies several perceived inequities between salary and
benefits of P&S and merit staff. They include:
The committee's recommendation is a review, with statistical data, to
determine the pervasiveness of these patterns. The committee also recommends
that directors, department chairs and deans receive "greater latitude"
during annual salary adjustments to recognize exemplary job performance, and
that, beginning in FY05, Iowa State's annual P&S salary report list
aggregate salary increases by grade and classification.
- The number of P&S staff who supervise merit staff with higher
salaries is increasing.
- The current trend of merit staff receiving higher annual salary
increases than P&S staff will compound this problem.
- Managers are unable to reward superior performance or adjust salary
inequities within departments during the annual review process.
- P&S employees are asked to cover a greater share of the increasing
cost of employee health care benefits than merit staff, thus reducing their
- In many cases, P&S employees receive lower salaries than merit
employees in comparable classification groups, despite having higher levels
The report was forwarded to the offices of the president, vice president for
business and finance, vice president for academic affairs and provost, and
assistant vice president for human resource services, with a request for a
response from at least one office within two months.
New members will be seated at the council's next meeting, which begins at 2
p.m. Thursday, June 5, in the Memorial Union Cardinal Room.
Ames, Iowa 50011, (515) 294-4111
Published by: University Relations,
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