2.1 Salary data are drawn, by disciplines, from the CUPA-HR (College and University Professional
Association for Human Resources) National Faculty Salary Survey database for the most
recent year available. Peer medians are average unweighted median by institution, and
calculated by CUPA-HR.
2.2 A geographic (i.e. Moraga/San Francisco Bay Area) salary differential of 16.4% is applied to
the average median salary by rank of our peer group. The basis for this differential is data from
the Economic Research Institute and is reassessed at each periodic review of the Salary Policy.
2.3 Since benchmark data for the coming fiscal year are not available, an estimated benchmark is
calculated by multiplying the rate of the three-year running average of most recently available
peer median increases to extant benchmarks for each year data are missing (generally 2 (two)
years).
2.4 Should the result of the process above deviate over time from the stated salary benchmarks
(either above or below), adjustments shall be made to return to the benchmarks as quickly as
feasible, as recommended by the Taskforce described below, and reported annually by the
Faculty Welfare Committee to the President and the Academic Senate.
3. Salary supplements will be administered by the Provost in consultation with the Deans. The
following protocols will be employed:
3.1 Salary supplements should be considered for individuals in disciplines which have a market
premium of at least 15% above the median salary at peer institutions at the time of initial
appointment. These individuals must have a terminal degree in that discipline and an
established or anticipated research program in that discipline.
3.2 Salary supplements shall be limited such that total salary does not exceed the median salary
earned by faculty at the same rank and in the same discipline at peer group institutions adjusted
for the Bay Area/Moraga cost of labor. This “cap” will be re-assessed at each periodic review
of the Salary Policy.
3.3 For proposals of new positions that are not in disciplines with a market premium and for
which a salary supplement is contemplated (e.g., an endowed Professor), the Faculty Welfare
Committee shall review and make a recommendation to the Provost in advance of approving
that position.
3.4 The CFO, working with Human Resources, prepares an annual report detailing the number
of salary supplements within each rank, and aggregate amount(s) expended for all
supplements. This report is included in the Provost’s annual faculty salary report.
4. Review of Faculty Salary Policy by the Faculty Salary Policy Taskforce (FSPT)
4.1 Every three years (next in 2022-2023), a Taskforce will review the policy implementation to
ensure fair and consistent implementation according to the above benchmarks and procedures
based on trends in actual vs. salary benchmarks over time. The Taskforce will be composed
of four members of the administration—the Provost, the Chief Financial Officer, the Chief
Human Resources Officer, and the Vice President for Mission; and four members of the
faculty—the Chair of the Academic Senate, the Chair of the Faculty Welfare Committee, and
11. Gonzaga University (Spokane, WA), 12. Iona College (New Rochelle, NY), 13. Le Moyne College (Syracuse, NY), 14. Lewis and Clark
College (Portland, OR), 15. Lewis University (Romeoville, IL), 16. Loyola Marymount University (Los Angeles, CA), 17. Loyola University
Maryland (Baltimore, MD), 18. Manhattan College (Bronx, NY), 19. Mercer University (Macon, GA), 20. Niagara University (Niagara
University, NY), 21. Providence College (Providence, RI), 22. Sacred Heart University (Fairfield, CT), 23. Saint Joseph's University
(Philadelphia, PA), 24. Seattle Pacific University (Seattle, WA), 25. Seattle University (Seattle, WA), 26. Stetson University (DeLand, FL), 27. St.
Mary's University (San Antonio, TX), 28. The University of Scranton (Scranton, PA), 29. University of La Verne (La Verne, CA), 30. University
of Portland (Portland, OR), 31. University of Puget Sound (Tacoma, WA), 32. University of Redlands (Redlands, CA), 33. University of San
Diego (San Diego, CA), 34. University of San Francisco (San Francisco, CA), 35. University of the Pacific (Stockton, CA), 36. Wagner College
(Staten Island, NY), 37. Whittier College (Whittier, CA), 38. Willamette University (Salem, OR), 39. Xavier University (Cincinnati, OH).