Executive Summary Introduction Morgan University (MSU) contracted with Pivotal Practices Consulting LLC (PPC), a Maryland-based management consulting firm, to conduct a faculty pay equity study for its tenured and tenure-track (Assistant Professor, Associate Professor, and Professor) faculty to: Determine whether there are gender-based salary inequities. Make recommendations to resolve any such inequities. Methodology and Analysis PPC developed a project plan consistent with widely accepted practices for conducting academic pay studies for higher education faculty. PPC conducted quantitative and qualitative data analysis that included the following elements: Policy and Procedures Review Internal Survey Statistical Analysis The study’s methodology was applied through the following analyses: Internal Policies and Practices Survey Internal Policies and Practices Documentation Review General Statistical Analysis Regression Analysis Key Findings The following are some of the key findings of the study: There is no evidence of gender-based salary inequities. Further, PPC found no meaningful relationships between tenure, years of service, and salary. beyond the scope of the study, PPC did find disparities in salaries attributable to factors other than gender among MSU faculty, most notably School/College affiliation and academic discipline. In comparing MSU faculty salaries with salary averages at the national level: Average salaries for MSU female faculty at the Assistant Professor level were significantly higher than the national average.
Executive Summary Introduction Morgan University (MSU) contracted with Pivotal Practices Consulting LLC (PPC), a Maryland-based management consulting firm, to conduct a faculty pay equity study for its tenured and tenure-track (Assistant Professor, Associate Professor, and Professor) faculty to: Determine whether there are gender-based salary inequities. Make recommendations to resolve any such inequities. Methodology and Analysis PPC developed a project plan consistent with widely accepted practices for conducting academic pay studies for higher education faculty. PPC conducted quantitative and qualitative data analysis that included the following elements: Policy and Procedures Review Internal Survey Statistical Analysis The study’s methodology was applied through the following analyses: Internal Policies and Practices Survey Internal Policies and Practices Documentation Review General Statistical Analysis Regression Analysis Key Findings The following are some of the key findings of the study: There is no evidence of gender-based salary inequities. Further, PPC found no meaningful relationships between tenure, years of service, and salary. beyond the scope of the study, PPC did find disparities in salaries attributable to factors other than gender among MSU faculty, most notably School/College affiliation and academic discipline. In comparing MSU faculty salaries with salary averages at the national level: Average salaries for MSU female faculty at the Assistant Professor level were significantly higher than the national average.