9726 2 20171214115836219455966. Faculty Survey Report

SYRACUSE UNIVERSITY
FACULTY SALARY REVIEW COMMITTEE
FINAL REPORT
December 10, 2017
2017 FACULTY SALARY REPORT

Revised 12/14/2017 10:57:08 AM
Table of Contents
Table of Contents .......................................................................................................................................... 3
Table of Figures ............................................................................................................................................. 3
Executive Summary....................................................................................................................................... 1
Final Report ................................................................................................................................................... 5
I. Introduction ................................................................................................................................... 5
II. Methodology .................................................................................................................................. 7
III. Internal Equity Comparisons .......................................................................................................... 7
Multiple Regression Analysis ................................................................................................. 22
IV. External Equity Comparisons ....................................................................................................... 25
V. Findings ........................................................................................................................................ 29
VI. Recommendations Based on Findings ......................................................................................... 30
A. Goals and Objectives ................................................................................................... 31
B. Recommended Process to Achieve Goals .................................................................. 31
GLOSSARY.................................................................................................................................................... 33
APPENDIX A ................................................................................................................................................. 36
APPENDIX B ................................................................................................................................................. 42
APPENDIX C ................................................................................................................................................. 46
Table of Figures
Table 1: Syracuse University Faculty by Rank and Gender .......................................................................... 9
Table 2: Syracuse University Faculty by Rank and Race/Ethnicity ............................................................... 9
Table 3: Syracuse University Faculty by School/College and Rank .............................................................. 9
Table 4: Syracuse University Average Salaries by Rank, 2016-17, Tenured and Tenure-Track .................. 12
Table 5: Syracuse University Average Salaries by Rank, 2016-17, Non-Tenure-Track ............................... 12
Table 6: Syracuse University Average Salaries by Rank and Gender,
2016-17, Tenured and Tenure-Track .................................................................................................... 13
Table 7: Syracuse University Average Salaries by Rank and Gender, 2016-17, Non-Tenure-Track........... 14
Table 8: Syracuse University Average Salaries by Rank and Race/Ethnicity,
2016-17, Tenured and Tenure-Track .................................................................................................... 15
2016-17, Non-Tenure-Track ................................................................................................................. 16
Table 10: Syracuse University Average Salaries by School/College, Rank and Gender,
2016-17, Tenured and Tenure-Track ................................................................................................... 17
Table 11: Syracuse University Average Salaries by School/College, Rank and Gender,
2016-17, Non-Tenure-Track ................................................................................................................. 20
Table 12: Multiple Regression Analysis of Syracuse University Faculty Salaries Estimates of Salary
Differences, 2013-2014 to 2016-2017.................................................................................................. 23
Table 13: Syracuse University Faculty Salaries and Gender Differences Compared to Colonial Group
and Admissions Overlap Peer Group: Unadjusted and Cost-of-Living Adjusted Salaries .................... 26

Revised 12/14/2017 10:57:08 AM
Table 14: Syracuse University Faculty Salaries and Gender Differences Compared to 24 AAU Data
Exchange Peer Institutions: Unadjusted and Cost-of-Living Adjusted Salaries .................................... 27
Table 15: Syracuse University Faculty Salaries and Gender Differences Compared to Closest
AAU Peers: Unadjusted and Cost-of-Living Adjusted Salaries.............................................................. 28

Revised 12/14/2017 10:57:08 AM
Faculty Salary Review Committee
Final Report
December 10, 2017
Executive Summary
Background
The Faculty Salary Review Committee (Committee) was formed in Fall 2016 by Vice Chancellor and
Provost Michele G. Wheatly. Its membership consists of faculty representatives from each of the
Schools and Colleges, as well as from the Office of Institutional Research and Assessment (OIRA) and
from Human Resources. The chair was LaVonda N. Reed, Associate Provost for Faculty Affairs and
Professor of Law. The Committee’s purpose was to determine if faculty salaries at Syracuse University
are equitable and competitive, and to make recommendations to the Provost. The Committee reviewed
data about faculty salaries at Syracuse University, as well as data from selected peer institutions. The
findings and recommendations are presented at the end of this report.
Process
The Committee met weekly over an 11-month period. Various internal and external data sets were
made available to the Committee by Dr. Libby Barlow, Assistant Vice President, and by Timothy
Wasserman, Assistant Director, both of OIRA.
Internal Data
Internal data included breakdowns of Syracuse University faculty salaries by rank, School, discipline,
race/ethnicity, and gender over a four-year period: 2013-14, 2014-15, 2015-16, and 2016-17. These
data facilitated internal comparisons, conclusions and recommendations. These data are presented in
the report that follows, largely in the form of tables. The Committee wrote brief forewords for each
section to explain its relevance.
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External Data
For external comparisons, the Committee identified three sets of institutions, totaling 41 universities
and colleges. Institutions were chosen for comparison purposes based on similarities to Syracuse
University and the availability of faculty salary data. The Committee’s comparison institutions were
drawn from The Association of American Universities, the Colonial Group of peer institutions, and from
institutions with comparable student SAT scores, geographic location, graduation rate, parallel
programs, and internationalization. Care was taken to include both closely aligned peers and
aspirational institutions. Data about faculty salaries at comparative institutions came from The
American Association of University Professors (AAUP) and The Association of American Universities Data
Exchange (AAUDE). These data are presented in the report that follows as permitted by AAUDE’s
Memorandum of Understanding regarding use of the AAUP data provided to AAUDE.
Definition of Faculty
For the purposes of this report, Syracuse University faculty are defined as full-time tenured and tenure-
track faculty, and full-time non-tenure-track faculty such as lecturers, instructors and professors of
practice. Specific faculty ranks examined include Assistant Professor, Associate Professor, Professor,
Lecturer, Instructor, and no rank (Practitioners in Residence). Professors of Practice are included in their
ranks, with non-tenure-track status. Excluded are current and former University-level administrators and
current and former Deans and Associate Deans. Also excluded are Postdoctoral Fellows, research
faculty, retirees, and faculty on leave without pay. In total, 840 tenured and tenure-track faculty of all
ranks, and 218 non-tenure-track faculty, of which 78 are Professors of Practice, were included in this
study.
Definition of Salary
For the purposes of this report, salary is the base salary for the academic year.
For help in interpreting select other terms in this study, there is a Glossary at the end of this report.
Methodology
The Committee compared and contrasted faculty salary data within Syracuse University by rank, School
or College, discipline, race, ethnicity and gender. While the Committee reviewed average salaries,
simple averages do not account for differences based on discipline or other factors not related to
race/ethnicity or gender. Therefore, the Committee also sought to establish relationships between
identifiable factors and salary differentials. Toward this end, the Committee used the statistical
technique of multiple regression in which multiple factors typically used in salary studies—such as
gender, race/ethnicity, tenure at Syracuse University, unit membership, disciplinary difference, and time
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since degree—were simultaneously used to predict salary and identify salary differentials. Performance
factors were not available to the Committee. This analysis documents the association between the
factors and does not establish or identify causal relationships. The multiple regression analysis
confirmed where there are salary differentials that exists after other factors are accounted for.
Confidentiality and privacy of individual salaries were guiding principles in the Committee’s work. This
limited the Committee’s ability to draw conclusions in smaller units. While the data for all faculty
positions included in the study were used in the regression analysis conducted by OIRA in partnership
with Committee members, Committee members were not able to view individual-level salaries.
Committee members viewed salaries only if aggregated to averages of five individuals or more.
Asterisks are used in the tables in this Report to reflect those cells with fewer than five individuals.
Key Findings
The Committee found the following:
1. Based on raw averages at the University level, tenured or tenure-track women have lower
salaries than men at the Professor and Associate Professor levels. See Table 6.
2. Regression analyses that account for some control variables typically used in salary equity
studies such as years of experience, academic area, and length of contract appointment,
indicate that the above differences are statistically significant in the case of gender both at the
University level and also in some academic units for both tenured or tenure-track Professor and
Associate Professor levels. The data indicate a significant controlled salary gap at the Assistant
Professor level in one academic unit. In some instances, small sample sizes preclude
comparative analysis. See Table 12.
3. Based on raw averages at the University level, there is no consistent pattern relating to salaries
of underrepresented groups as compared to White faculty. Some of these averages are difficult
to interpret, leading us to turn to regression analysis for a more in-depth analysis. See Table 8.
4. Regression analyses did not find negative statistically significant differences in salary for
underrepresented groups at the University level for tenured or tenure-track faculty at any rank.
See Table 12.
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5. The data for the years studied do not indicate salary inversion or salary compression at the
University level or at the School or College level. See Tables 4 and 5.
6. Averages show across all three ranks of non-tenure-track faculty (Assistant Professor, Associate
Professor, and Professor) at the University level, women earn lower salaries than do men. See
Table 7.
7. Compared to its peers, Syracuse University is at the low end of the peer groups based on
unadjusted average salaries, although is slightly more competitive once cost of living
adjustments (COLA) are made. See Tables 13-15.
Recommendations
The Committee makes the following recommendations that will lead the University toward a more
equitable salary distribution among its faculty:
• Under the supervision of the Provost and in collaboration with the Office of Budget and
Planning, review existing salaries to determine, among other things, whether men’s and
women’s accomplishments are measured and rewarded in the same way;
• Review the unique challenges and obstacles that women and members of underrepresented
groups face, and develop policies and procedures that take these challenges into account when
rewarding performance;
• The University should work closely with Deans to review any salary disparities within their
Schools and Colleges, create a plan to take corrective action, and readjust base salaries based on
data from peers and aspirational institutions so that Syracuse University faculty salaries are
competitive and equitable;
• Under the supervision of the Provost, continue ongoing work to standardize the job descriptions
and titles that are used for non-tenure-track positions so that data for these ranks can be better
measured and faculty can be more equitably rewarded; and
• Regularize a study of faculty salaries, such as this one, to be conducted every two years.
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Final Report
I. Introduction
In fall 2016 Vice Chancellor and Provost Michele G. Wheatly created the Faculty Salary Review
Committee and charged it to review trends in faculty salaries for full-time University faculty, including
the average salaries for each School and College by rank, gender, and underrepresented groups for the
academic years 2013–14, 2014–15, 2015–16, and 2016–17. The last such review was conducted by the
committee known as “Committee Z” in 2012–13.
Committee Constituency
The University-wide, eighteen-member Committee included tenured faculty members from each of the
eleven Schools and Colleges, two non-tenure-track faculty, and representatives from the Office of
Human Resources (Pamela Socker, Director of Compensation Strategy), the Office of Academic Affairs
(LaVonda Reed, Associate Provost for Faculty Affairs), and the Office of Institutional Research and
Assessment (Libby Barlow, Assistant Vice President). Tim Wasserman in the Office of Institutional
Research and Assessment ran the regression analysis in partnership with the Committee.
Faculty members were Aviva Abramovsky (College of Law), Jean-François Bédard (School of
Architecture), Tej Bhatia (College of Arts & Sciences), Ravi Dharwadkar (Martin J. Whitman School of
Management), Larry Elin (S. I. Newhouse School of Public Communications), Mark Glauser (College of
Engineering and Computer Science), Laura Heyman (College of Visual and Performing Arts), Yilin Hou
(Maxwell School of Citizenship and Public Affairs), Jill Hurst-Wahl (School of Information Studies),
Barbara Kwasnik (School of Information Studies), Alan Middleton (College of Arts & Sciences), Robert
Murrett (Maxwell School of Citizenship and Public Affairs), Deborah Pellow (Maxwell School of
Citizenship and Public Affairs), Kamala Ramadoss (David B. Falk College of Sport and Human Dynamics),
and Derek X. Seward (School of Education).
Data Included in this Report

The Committee reviewed Syracuse University faculty salary data for academic years 2013-14 through
2016-17. It gathered the mean, median and standard deviation of salaries for each year by tenure
status, rank, School or College, Department, gender, and race/ethnicity.
The Committee also compared the Syracuse University figures with those of peer institutions using data
from the American Association of University Professors (AAUP), the Association of American Universities
Data Exchange (AAUDE) and the Integrated Postsecondary Education Data System (IPEDS). The
Committee identified closely aligned and aspirational peers on the basis of student application overlap
(comparable student bodies, SAT scores), geographic location, graduation rate, parallel programs, and
internationalization. The availability of data, which varied by institution, years, and degree programs,
limited the scope of comparisons.
For your convenience, there is a Glossary at the end of this report.

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Definition and Scope of Data
• AAUDE provides the most complete peer institution data, down to the disciplinary level.
• IPEDS and AAUP specify average salaries by rank at the institutional level.
• When possible, the Committee used AAUP data over IPEDS because of its precision and
currency.
• Dates given in this report represent the fall semester census of the academic year (e.g.,
November 1, 2016 is the census date for the 2016–17 academic year).
• Full-time faculty only are included. Part-time faculty salaries are not a part of this study.
• All non-tenure-track full-time faculty regardless of rank are included in this study. It is important
to note that ranks for non-tenure-track faculty have not been used in a consistent manner
across the University in the past, and caution should be used in interpreting these data. The
University is currently in the process of standardizing non-tenure-track faculty titles and ranks.
• Data represents employees classified as full-time faculty. It excludes Postdoctoral Fellows,
research faculty, and retirees.
• Faculty on leave with pay are included; faculty on leave without pay are excluded.
• Faculty administrators are excluded, including Deans and Associate Deans; former
administrators are also removed.
• Department Chairs and Directors are included.
• Endowed positions with associated salaries are included.
• To ensure confidentiality, statistics are not shown for groups with fewer than five faculty.
• Reference to “No Rank” includes Practitioners in Residence only.
• Any reference to underrepresented groups includes the race categories of American Indian,
Asian, Black, Hawai’i/Pacific Islander, and Two or More Races, and the ethnicity category of
Hispanic as defined by the U.S. Census and as self-reported by the individual faculty.
• Salary is the base salary for the academic year. Summer salary is not included.
• Percent raise is the percentage change in mean salary from the previous year to the current
year, only for continuing faculty. When promotions have occurred, faculty are reported at the
rank held in the previous year. Academic year 2013-14 is the first year of data examined.
Therefore, percent raise calculations are available for 2014 forward.
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II. Methodology
The Committee used two different approaches to conduct the salary review to understand internal and
external equity issues.
First, in order to better understand internal equity issues, the Committee, in line with previous reports,
tabulated data at the University and School and College levels across ranks, gender, and race/ethnicity
and compared raw salary gaps using means and medians where permissible (e.g., where the sample size
was five or more in the relevant cells in order to protect confidentiality) across gender and ethnicity
indicators. Furthermore, the committee then used the technique of multiple regression analysis in
which numerous factors, such as tenure and unit affiliation, were controlled for in examining the salary
gaps. Even though this regression analysis includes many variables that predict salary, it does not include
important variables not available to the Committee that may account for salary differences, such as
performance or academic reputation.
Second, in order to better understand external equity issues, the Committee conducted three different
sets of peer comparison analyses (four peers from the Colonial Group, 24 peers from the AAU group,
and eight closest AAU peers) across ranks and gender, adjusting for cost of living (COL) when available.
These analyses shed light on how salary levels at different ranks compare to those at the different sets
of peer institutions. While these comparisons do adjust for cost of living where the data are available,
they do not control for student quality, faculty productivity, rankings, endowments, etc., that may
account for the differences. This analysis would provide more accurate assessments when used with
factors noted earlier, and when conducted on an ongoing, periodic basis.
The findings of both sets of analyses appear below.
III. Internal Equity Comparisons
Salaries by Rank and Demographics (e.g., gender and

ethnicity) across the University, Schools, and Departments
where available
Syracuse University Data (IPEDS)
The Committee reviewed Syracuse University faculty salary data in summary form for academic years
2013-14 through 2016-17, the four years since AAUP data was last reviewed at Syracuse. IPEDS data
were used because AAUP data were not available for two of the four years of interest. Summarized
information included average, median and standard deviation of salaries for each year by tenure status,
rank, School or College, Department, gender, and race/ethnicity. Ranks included Assistant Professor,
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Associate Professor, Professor, Lecturer, Instructor, and no rank (Practitioners in Residence). Professors
of Practice were included in their ranks, with non-tenured status. Breakouts by various combinations of
these categories were provided, though the values in cell sizes under five were suppressed in the
descriptive tables in order to protect the confidentiality of individual salaries. Mean percent raises were
provided from year to year.
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Syracuse University Faculty Count in IPEDS Data Set for Salary Analysis
Tables 1-3 provide counts by gender, race/ethnicity, and School or College across ranks.
Table 1: Syracuse University Faculty by Rank and Gender, 2016-17

Female Male Total
Professor 106 261 367
Associate Professor 147 182 329
Assistant Professor 134 167 301
Instructor 14 4 18
Lecturer 22 19 41
No Rank 1 1 2
Grand Total 424 634 1,058
Table 2: Syracuse University Faculty by Rank and Race/Ethnicity, 2016-17
Non- Two or
Am. Hawaii/ Resident more
Ind Asian Black Pac. Is. Hispanic Alien races White Total
Professor 0 47 13 0 8 2 1 253 324
Associate Professor 1 34 26 0 13 7 0 242 323
Assistant Professor 0 28 13 2 16 45 3 163 270
Professor of
Practice 0 1 3 0 0 4 0 72 80
Instructor 0 6 1 0 0 0 0 11 18
Lecturer 0 2 0 0 1 7 0 31 41
No Rank 0 0 0 0 0 0 0 2 2
Grand Total 1 118 56 2 38 65 4 774 1,058
Table 3: Syracuse University Faculty by School/College and Rank, 2016-17

School/College Rank Count
Architecture 37
Professor 6
Associate Professor 9
Assistant Professor 22
Arts & Sciences 324
Professor 118
Lecturer 34
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Instructor 3
Education 46
Professor 16
Instructor 1
Engineering & 91
Computer Science
Professor 41
Instructor 1
Information 35
Studies
Professor 9
Law 38
Professor 18
Lecturer 6
No Rank* 2
Management 70
Professor 14
Maxwell 150
Professor 61
Lecturer 1
Public Communications 72
Professor 27
Instructor 3
Sport & Human Dynamics 68
Professor 27
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Instructor 9
VPA 127
Professor 30
Instructor 1
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Syracuse University Salaries by Rank, Gender and Race/Ethnicity
Tables 4-11 provide average salaries by rank, gender, race/ethnicity, and Schools or Colleges across
ranks.
Table 4: Syracuse University Average Salaries by Rank, 2016-17, Tenured and

Tenure-Track
Mean Std. Dev.
Percent Percent
Rank N Mean Median Std. Dev. Raise Raise
Professor 321 $128,885 $117,000 $41,135 2.38% 3.78%
Associate Professor 311 $97,448 $89,842 $29,613 3.03% 3.44%
Assistant Professor 208 $82,447 $77,928 $22,066 3.26% 2.85%
840
 For tenured and tenure-track faculty, the mean 2016 salary for Professors is higher than for
Associate Professors by about $31,000, and the mean salary for Associate Professors is higher than for
Assistants by about $15,000, suggesting there is not a concern about compression or inversion at the
institutional level. Although the differences between averages for each rank vary slightly in 2014 and
2015, the same conclusion can be drawn for prior years. While individual salaries may change from one
year to the next due to changes in position (usually a role that is dropped or added), thus introducing
some uncertainty in the percent change statistic, it is considered accurate at this high level of
aggregation.
Table 5: Syracuse University Average Salaries by Rank, 2016-17, Non-Tenure-

Track
Mean Std. Dev.
Percent Percent
Rank N Mean Median Std. Dev. Raise Raise
Professor 46 $99,596 $93,909 $31,536 2.69% 1.78%
Associate Professor 18 $89,501 $88,614 $16,940 1.96% 1.10%
Assistant Professor 93 $76,412 $72,448 $28,425 2.82% 3.22%
Lecturer 41 $54,754 $50,000 $15,035 1.93% 0.45%
Instructor 18 $64,928 $65,000 $14,974 2.49% 1.48%
No Rank* 2 * * * * *
218
• For non-tenured and tenure-track faculty in 2016, the average salaries for ranked faculty show
similar differences. Instructors average about $11,500 less than non-tenure-track Assistant Professors,
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and Lecturers about $10,000 less than Instructors. As noted above, it is important to note that ranks for
non-tenure-track faculty have not been used in a consistent manner across the University and caution
should be used in interpreting these data. The University is currently in the process of standardizing
non-tenure-track faculty titles and ranks.
Table 6: Syracuse University Average Salaries by Rank and Gender, 2016-17,

Tenured and Tenure-Track
Mean Std. Dev.

Percent Percent
Rank Gender N Mean Median Std. Dev. Raise Raise
Professor Female 90 $118,684 $113,064 $32,582 2.53% 1.97%
Male 231 $132,859 $120,896 $43,437 2.33% 4.28%
Associate Professor Female 141 $94,301 $88,254 $24,184 3.03% 3.41%
Male 170 $100,059 $91,190 $33,301 3.02% 3.48%
Assistant Professor Female 91 $82,299 $78,000 $21,885 3.37% 3.03%
Male 117 $82,562 $77,855 $22,300 3.19% 2.72%
840
• When viewing Syracuse University salaries by rank and gender, the general pattern is that the
average salary for women is lower than for men at the Professor and Associate Professor ranks among
tenured/tenure-track faculty. The raw salary gaps at the Professor and Associate Professor ranks are
about $14,200 and $5,700 respectively. At the Assistant Professor rank, women average slightly less in
2013 and 2016, and more in 2014 and 2015. At the same time, percent increases averaged consistently
higher for female Assistant and full Professors across the four years of data viewed. At the Associate
level, the percent raises favor men in 2014 and 2015, and are the same in 2016 for men and women.
These data do not account for other factors such as time at the University, time in rank, or for market
differences by discipline.
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Table 7: Syracuse University Average Salaries by Rank and Gender, 2016-17,
Non-Tenure-Track
Mean Std. Dev.
Percent Percent
Rank Gender N Mean Median Std. Dev. Raise Raise
Professor Female 16 $83,658 $75,550 $25,251 2.96% 1.75%
Male 30 $108,096 $105,327 $31,600 2.56% 1.80%
Associate Professor Female 6 $78,704 $76,751 $7,903 2.40% 1.86%
Male 12 $94,900 $89,528 $17,880 1.76% 0.53%
Assistant Professor Female 43 $68,918 $64,553 $21,928 2.41% 1.62%
Male 50 $82,857 $74,770 $31,831 3.15% 4.06%
Lecturer Female 22 $55,735 $50,000 $15,613 1.94% 0.57%
Male 19 $53,617 $50,000 $14,677 1.92% 0.28%
Instructor Female 14 $60,896 $64,806 $12,174 2.58% 1.60%
Male 4 * * * * *
No Rank* Female 1 * * * * *
Male 1 * * * * *
218
• For non-tenured and tenure-track faculty, men’s salaries are consistently higher than women’s for
Assistant, Associate and Professors across all years. Women Lecturers are paid more in the two years
for which this calculation is available. Instructor data is insufficient to draw conclusions. These data do
not account for other factors such as time at the University, time in rank, or for market differences by
discipline.
Salaries were examined by race and ethnicity groups for tenured and tenure track faculty, and
separately for non-tenured, non-tenure-track faculty.
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2016-17, Tenured and Tenure-Track
Mean Std. Dev.
Race/ Percent Percent
Rank Ethnicity N Mean Median Std. Dev. Raise Raise
Professor Asian 47 $138,894 $127,500 $40,479 2.15% 3.61%
Black 13 $128,056 $115,879 $41,174 3.25% 3.17%
Hispanic 8 $141,924 $132,401 $34,484 1.81% 0.39%
White 250 $126,736 $114,154 $41,499 2.40% 3.92%
All Others 3 * * * * *
Associate Professor Asian 32 $107,260 $107,610 $28,065 3.65% 5.17%
Black 25 $87,963 $84,249 $15,464 1.80% 0.49%
Hispanic 12 $79,711 $76,605 $11,231 2.34% 1.11%
White 234 $97,887 $90,102 $30,854 3.08% 3.38%
All Others 8 $101,607 $92,744 $36,256 3.75% 2.98%
Assistant Professor Asian 20 $82,249 $81,774 $10,382 2.39% 1.39%
Black 11 $80,718 $73,440 $18,124 2.37% 1.51%
Hispanic 14 $78,768 $75,166 $18,987 3.44% 3.76%
White 125 $78,928 $76,322 $18,313 3.66% 3.13%
All Others 38 $95,984 $87,742 $33,067 2.32% 1.64%
840
• Salary gaps by ethnicity are not as clearly evident as those by gender. These data do not account
for other factors such as time at the University, School, time in rank, or for market differences by
discipline.
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2016-17, Non-Tenure-Track
Mean Std. Dev.
Race/ Std. Percent Percent
Rank Ethnicity N Mean Median Dev. Raise Raise
Professor Asian 1 * * * * *
Black 1 * * * * *
White 42 $100,234 $95,875 $32,879 2.49% 1.26%
Associate Professor Asian 2 * * * * *
Black 2 * * * * *
Hispanic 1 * * * * *
White 12 $84,694 $85,766 $13,086 2.11% 1.21%
Assistant Professor Asian 8 $77,236 $71,558 $20,209 1.69% 1.76%
Black 3 * * * * *
White 67 $76,421 $74,275 $25,385 2.96% 3.49%
All Others 13 $73,577 $62,000 $42,180 3.04% 2.06%
Lecturer Asian 2 * * * * *
White 31 $55,044 $50,000 $14,749 1.96% 0.49%
All Others 7 $45,606 $45,900 $4,081 1.75% 0.29%
Instructor Asian 6 $54,402 $57,800 $15,393 2% 0.82%
Black 1 * * * * *
White 11 $70,944 $68,932 $12,469 2.71% 1.69%
No Rank* White 2 * * * * *
218
• Salary gaps by ethnicity are harder to assess as low sample sizes preclude comparative analysis.
These data do not account for other factors such as time at the University, School, time in rank, or for
market differences by discipline.
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Table 10: Syracuse University Average Salaries by School/College, Rank and
Gender, 2016-17, Tenured and Tenure-Track
Std.
Mean Dev.
Std. Percent Percent
School/College Rank Gender N Mean Median Dev. Raise Raise
Architecture Professor Female 3 * * * * *
Male 3 * * * * *
Associate Female 3 * * * * *
Professor
Male 6 $94,710 $93,366 $7,206 1.68% 8.05%
Assistant Female 3 * * * * *
Professor
Male 9 $75,025 $73,807 $2,916 2.62% 1.06%
Arts & Sciences Professor Female 30 $120,908 $113,659 $30,734 2.77% 1.94%
Male 86 $116,251 $108,936 $29,623 2.85% 6.19%
Associate Female 43 $87,953 $87,000 $13,610 2.55% 1.65%
Professor
Male 40 $88,365 $86,112 $12,851 3.01% 2.28%
Assistant Female 25 $74,610 $75,000 $5,769 4.14% 3.11%
Professor
Male 38 $73,212 $73,220 $6,432 3.50% 2.79%
Education Professor Female 9 $100,737 $98,391 $8,829 1.84% 0.52%
Male 7 $114,817 $108,878 $34,189 1.60% 0.29%
Professor
Male 8 $86,581 $80,848 $10,632 3.34% 2.12%
Professor
Male 6 $72,381 $71,320 $5,847 2.58% 1.96%
Engineering & Professor Female 2 * * * * *
Computer Science
Male 33 $145,700 $141,849 $38,282 1.34% 3.92%
Professor
Male 13 $109,165 $108,009 $6,700 2.25% 1.62%
Professor
Male 14 $93,368 $92,772 $4,397 1.95% 0.05%
Information Studies Professor Female 6 $124,924 $124,318 $14,631 2.22% 0.52%
Male 3 * * * * *
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Std.
Mean Dev.
Professor
Male 8 $128,722 $125,960 $33,804 1.87% 0.43%
Professor
Male 4 * * * * *
Law Professor Female 4 * * * * *
Male 12 $177,277 $151,143 $59,698 1.82% 0.60%
Professor
Male 5 $148,851 $134,844 $37,254 1.90% 0.22%
Management Professor Female 1 * * * * *
Male 11 $188,067 $184,758 $42,315 3.10% 3.47%
Professor
Male 11 $183,133 $171,998 $45,021 5.64% 6.78%
Professor
Male 5 $164,414 $149,727 $29,137 1.64% 1.18%
Maxwell Professor Female 13 $123,882 $108,000 $43,646 2.13% 0.87%
Male 43 $142,515 $130,500 $46,973 2.16% 1.94%
Professor
Male 24 $98,450 $91,000 $25,665 2.95% 3.25%
Professor
Male 14 $91,554 $81,150 $19,213 3.54% 2.43%
Public Professor Female 8 $108,123 $108,538 $12,428 2.40% 0.57%
Communications
Male 9 $118,666 $103,807 $39,124 2.31% 0.88%
Professor
Male 16 $96,617 $92,970 $12,714 3.18% 1.29%
Professor
Male 8 $87,262 $85,116 $6,231 2.57% 0.54%
Sport & Human Professor Female 8 $115,293 $113,656 $9,353 2% 0%
Dynamics
Male 8 $141,176 $135,344 $20,846 1.92% 0.49%
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Std.
Mean Dev.
Professor
Male 6 $88,578 $87,853 $1,993 1.60% 0.55%
Professor
Male 5 $75,788 $77,500 $2,809 3.10% 1.88%
VPA Professor Female 6 $92,150 $90,243 $4,012 2.13% 0.08%
Male 16 $100,353 $98,930 $13,712 2.49% 1.22%
Professor
Male 33 $77,780 $74,860 $15,791 3.22% 4.13%
Professor
Male 14 $64,907 $63,750 $9,684 4.40% 5.06%
840
• When viewing Syracuse University salaries by rank and gender across the various Schools/units, the
general pattern is that the average salary for women is lower than for men at the Professor and
Associate Professor ranks among tenured/tenure-track faculty. In some Schools, there is parity of salary
across gender at the Assistant Professor level. Overall, there is heterogeneity in raw salary gaps across
the various Schools/units. In some instances, small sample sizes preclude comparative assessments.
These data do not account for other factors such as time at the University, time in rank, or for market
differences by discipline within the School/units.
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Table 11: Syracuse University Average Salaries by School/College, Rank and
Gender, 2016-17, Non-Tenure-Track
Std.
Mean Dev.
Architecture Assistant Female 5 $67,768 $67,626 $6,454 1.67% 1.53%
Professor
Male 5 $68,376 $69,615 $5,242 2.33% 2.52%
Arts & Sciences Professor Male 2 * * * * *
Professor
Professor
Male 10 $59,784 $57,599 $13,911 5.08% 6.82%
Lecturer Female 17 $48,198 $45,900 $5,770 2.12% 0.10%
Male 17 $50,545 $45,900 $10,832 1.94% 0.28%
Instructor Female 3 * * * * *
Education Assistant Female 1 * * * * *
Professor
Male 1 * * * * *
Engineering & Professor Female 3 * * * * *
Computer Science
Male 3 * * * * *
Professor
Male 7 $89,966 $89,301 $3,705 1.93% 0.05%
Professor
Male 3 * * * * *
Information Studies Associate Female 1 * * * * *
Professor
Male 2 * * * * *
Professor
Male 3 * * * * *
Law Professor Male 2 * * * * *
Associate Male 1 * * * * *
Professor
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Std.
Mean Dev.
Assistant Male 2 * * * * *
Professor
Lecturer Female 5 $81,360 $84,150 $9,189 1.50% 1%
Male 1 * * * * *
No Rank* Female 1 * * * * *
Male 1 * * * * *
Management Professor Male 2 * * * * *
Associate Male 1 * * * * *
Professor
Professor
Male 16 $115,798 $103,203 $33,957 1.71% 1.09%
Maxwell Professor Female 1 * * * * *
Male 4 * * * * *
Professor
Male 1 * * * * *
Professor
Male 2 * * * * *
Lecturer Male 1 * * * * *
Public Professor Female 1 * * * * *
Communications
Male 9 $98,528 $94,945 $11,664 2.95% 0.69%
Male 1 * * * * *
Sport & Human Professor Female 6 $83,496 $71,101 $24,176 2.22% 0.53%
Dynamics
Male 5 $119,582 $108,243 $39,592 2% 0%
Professor
Instructor Female 6 $65,853 $65,000 $1,839 3.32% 2.15%
Male 3 * * * * *
VPA Professor Female 5 $65,471 $62,500 $10,224 4.32% 2.93%
Male 3 * * * * *
Professor
Professor
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Std.
Mean Dev.
Male 8 $60,028 $58,500 $11,438 3.50% 3.62%
218
• Small sample sizes preclude meaningful comparative assessments. These data do not account for
other factors such as time at the University, time in rank, or for market differences by discipline.
For Department level data, see Appendix A and Appendix B.
Multiple Regression Analysis
The Committee used multiple regression analysis to predict faculty base salary using gender and
race/ethnicity as predictors, after controlling for other factors including academic area, rank, hired
within the past year, length of contract or appointment (e.g., nine or ten months versus eleven or
twelve months), years of seniority, years of experience, highest educational level attained,
tenure/tenure track status, and academic year (as a control for inflation) to assess if differences in raw
comparisons continue to exist when other factors are taken into account. Academic years 2013-14
through 2016-17 were included in the analysis. All faculty present in any given year were included in the
analysis.
In Table 12, “Estimate” is how much difference, in salary dollars, an effect contributes. The estimate
captures the salary increment or decrement associated with that effect. Since the estimates are subject
to imprecision, “CI” (Confidence Interval) provides a lower and upper bound for each estimate. We can
have confidence that the true effect of an estimate is within the stated interval.
The raw salary gap between male Professors and female Professors in Table 6 is about $14,200 (about
11% of average male Professor salary). The estimate of the controlled gap based on the regression
analysis is $9,411, holding constant all other factors in the regression. In other words, female Professors
are, on average, paid $9,411 less than male Professors. While this salary disadvantage of female
Professors drops to 7% after controlling for other factors, the gender-based differential continues to
remain statistically and economically significant. The raw average salary gap between males and
females at the Associate Professor rank is $5,764 (about 6% of the average male Associate Professor
salary). The estimate of the controlled gap based on the regression analysis is $5,403, holding constant
all other factors in the regresson. In other words, female Associate Professors are, on average, paid
$5,403 less than male Associate Professors at the University. Other estimates can be interpreted in a
similar manner at the University and School levels.
For mapping of Departments to disciplines for the regression analysis, see Appendix C.
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Table 12: Multiple Regression Analysis of Syracuse University Faculty Salaries
Estimates of Salary Differences, 2013-2014 to 2016-2017
Bolded cells with a ‘s’ superscript indicate the estimates are statistically significant at at least the 5 percent level.
Associate Assistant Non Tenure
Professor
Professor Professor Track
Discipline Effect Estimate LCL UCL Estimate LCL UCL Estimate LCL UCL Estimate LCL UCL
University Female -$9,411s -$16,655s -$2,167s -$5,403s -$8,723s -$2,084s $32 -$2,333 $2,397 -$18,530s -$26,916s -$10,143s
Asian -$2,729 -$15,014 $9,555 -$3,433 -$9,702 $2,836 $2,148 -$2,080 $6,376 $3,591 -$12,285 $19,467
Black -$2,982 -$21,018 $15,054 -$2,596 -$8,251 $3,059 $5,847s $1,267s $10,428s $6,557 -$15,985 $29,099
Hispanic $7,829 -$7,971 $23,628 -$4,780 -$11,576 $2,016 $536 -$2,632 $3,704 $6,069 -$17,814 $29,951
Architecture Female -$6,937 -$15,265 $1,392 -$8,246 -$19,706 $3,214 $1,194 -$896 $3,284
Asian * * * $799 -$2,579 $4,178
Black * * *
Hispanic * * * * * *
A&S Humanities Female $1,711 -$15,856 $19,278 $3,675 -$6,475 $13,824 $36 -$2,240 $2,312 -$14,379 -$35,939 $7,181
Asian * * * * * * $929 -$4,536 $6,394 * * *
Black $10,373 -$9,518 $30,265 $2,472 -$8,241 $13,185 $2,954 -$1,482 $7,390
Hispanic * * * -$13,718 -$27,867 $430 -$197 -$4,444 $4,050
Maxwell Social Female -$30,673s -$54,290s -$7,057s -$5,943 -$15,544 $3,658 $6,986 -$3,720 $17,691
Sciences Asian $27,605 -$395 $55,604 -$1,183 -$13,265 $10,899 * * *
Black * * * * * * * * *
Hispanic * * * * * * * * *
A&S Natural Female $1,567 -$8,228 $11,362 -$148 -$6,400 $6,104 -$875 -$3,761 $2,011 -$13,172 -$30,410 $4,067
Sciences and Math Asian -$2,644 -$13,497 $8,209 -$2,510 -$15,257 $10,236 -$1,645 -$7,273 $3,984 * * *
Black * * *
Hispanic * * * * * * * * *
Education Female $3,136 -$10,764 $17,036 -$7,932s -$14,711s -$1,152s -$662 -$6,883 $5,559 * * *
Asian * * * * * *
Black * * * $4,152 -$4,490 $12,794 $56 -$5,722 $5,834
Engineering and Female * * * -$4,029 -$8,796 $737 $550 -$5,359 $6,458 -$7,939s -$15,530s -$348s
Computer Science Asian -$13,275 -$45,561 $19,011 $3,230 -$1,217 $7,677 -$153 -$4,767 $4,460 * * *
Black * * * * * *
Hispanic * * *
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Associate Assistant Non Tenure
Professor
Professor Professor Track
Discipline Effect Estimate LCL UCL Estimate LCL UCL Estimate LCL UCL Estimate LCL UCL
Information Studies Female -$28,289s -$49,747s -$6,831s -$10,795s -$18,982s -$2,607s $1,787 -$3,151 $6,726 -$28,379s -$54,244s -$2,515s
Asian * * * -$7,409 -$16,099 $1,280 * * *
Black * * * * * *
Hispanic * * *
Law Female -$35,180s -$67,788s -$2,571s -$33,751s -$58,214s -$9,289s -$93 -$1,505 $1,320 -$8,808 -$23,628 $6,011
Asian * * * * * * * * *
Black * * *
Management Female * * * -$21,949s -$43,633s -$265s -$9,044 -$23,216 $5,128 -$11,264 -$27,058 $4,530
Asian $3,082 -$55,889 $62,053 -$17,181 -$40,379 $6,017 * * *
Black * * * * * * * * * * * *
Maxwell Female * * * -$22,697s -$44,573s -$821s $8,470s $3,491s $13,449s * * *
Government Asian * * *
Black * * * * * * * * *
Hispanic
Public Female -$8,174 -$31,933 $15,585 -$1,098 -$11,608 $9,412 $1,018 -$1,578 $3,614 * * *
Communications Asian * * * * * * $2,183s $292s $4,075s * * *
Black * * *
Hispanic * * *
Sport and Human Female -$23,349s -$33,818s -$12,880s $4,030 -$1,077 $9,138 -$1,991s -$3,821s -$160s -$41,017s -$69,843s -$12,192s
Dynamics Asian * * * * * * * * * * * *
Black * * * * * * * * *
Visual and Female -$4,899 -$12,531 $2,733 -$8,773s -$15,313s -$2,232s -$1,125 -$3,792 $1,541 -$8,474s -$14,575s -$2,374s
Performing Arts Asian * * * * * * * * *
Black * * * -$5,911 -$14,044 $2,223 * * *
Hispanic * * * $5,144 -$3,081 $13,368 * * *
Highlighted cells indicate statistical significance.
1 Estimate is how much difference, in salary dollars, an effect contributes. In rows labeled “Female,” the “Effect” is a measure of the difference between female faculty salaries and male faculty salaries, while the
rows for non-White race/ethnicities are comparisons relative to the salaries of White faculty.
2 LCL and UCL (Lower Confidence Limit and Upper Confidence Limit): Since the estimate is subject to imprecision, a lower (LCL) and upper (UCL) bound for the estimate is provided. We can have confidence that
the true effect of a parameter is between the lower and upper limits.
* Cell size too small to support regression analysis. Blanks indicate a cell size of zero. (In a regression analysis, one can analyze smaller cell sizes without compromising confidentiality. Therefore, values are shown
for cells of four or more.)
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IV. External Equity Comparisons
The committee considered carefully which peer institutions should be used for comparative analysis,
recognizing that any ideal list of peers would need to be modified according to the institutions available
in the chosen data set. The initial list of institutions considered is based on Colonial Group membership
and admissions overlap schools. It should be noted that with the exception of Pennsylvania State
University, the institutions with which Syracuse University has the highest admissions overlap are
Colonial Group institutions.
Faculty Salary data from other institutions is limited in its availability. Publicly available sources include
IPEDS and AAUP, which offer average salaries by rank at the institution level. Because of more precise
definitions and availability of more current data, AAUP is generally considered the preferred source and
is the basis for the following analysis. While AAUP data is publicly available, representation of a given
institution in the data is dependent on that institution choosing to participate in the AAUP faculty salary
survey. The AAUP Faculty Compensation Survey data does not include race/ethnicity.
The AAUP data presented in these analyses are available unadjusted, or adjusted for cost-of-living based
on the Runzheimer’s index which considers taxation data, public and private transportation expenses,
housing and utilities costs, goods and services, and other expenses. Data are used to calculate the
annual costs of maintaining an equivalent lifestyle at the location of each university, and the
adjustments to income necessary to compensate for the differences in cost-of-living in each location.
These data are made available to AAU Data Exchange (AAUDE) institutions through a Memorandum of
Understanding between AAUP and AAUDE. AAUDE stores the data in a data warehouse and
subsequently incorporates cost-of-living adjustments contracted from Runzheimer’s and configured
according to Runzheimer’s guidelines for appropriate use. In these data, the cost-of-living adjustments
contain an adjustment for all institutions, including Syracuse University, against costs in a fictional city
statistically generated to be the benchmark.
Peer Group 1: The list below represents the Colonial Group (indicated with an asterisk) and admissions
overlap peer group. Bolded institutions have recent salary data available from AAUP.
• Boston College*
• Boston University*
• Brandeis University*
• George Washington University*
• Lehigh University*
• Northeastern University*
• Southern Methodist University*
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• Tufts University*
• Tulane University*
• University of Miami*
• University of Notre Dame*
• Wake Forest University*
• Pennsylvania State University
• University of Connecticut
• University of Massachusetts Amherst
Despite limited availability of AAUP data for the institutions in the above list, an analysis with this peer
group was deemed valuable as providing some insight into Syracuse University’s standing relative to
peers.
Table 13: Syracuse University Faculty Salaries and Gender Differences

Compared to Colonial Group and Admissions Overlap Peer Group: Unadjusted
and Cost-of-Living Adjusted Salaries
Gender
Syracuse Peer Syracuse Peer Gender Differences
Unadjusted Unadjusted Adjusted Adjusted Differences Peer
Average Average Average Average Syracuse Average
Professor $134,662 $160,268 $129,982 $136,601 -$11,658 -$11,186
Assoc. Prof. $97,711 $107,653 $94,316 $91,757 -$4,939 -$4,577
Asst. Prof. $79,587 $93,673 $76,822 $79,841 -$2,661 -$8,789
Instructor $68,213 $79,302 $65,843 $67,592 -$17,597 -$12,207
Lecturer $58,659 $64,164 $56,621 $54,689 $2,256 -$11,537
Peer Group 2: The AAU Data Exchange (AAUDE), of which Syracuse University remains a member since it
is a separate organization from the AAU, is the only source of data available to Syracuse that provides
unit-level data and therefore the possibility of robust statistical analysis. AAUDE provides discipline-
level information by breaking salaries at each institution down by CIP code (Classification of Instructional
Programs, a federal taxonomy of classifying academic disciplines). Although this initial report provides
data from AAUP and not from AAUDE data at the disciplinary level, the committee felt it was important
to examine salaries using a peer group selected from among AAU institutions in order to provide a
foundation for subsequent deeper analysis at the disciplinary level in partnership with Deans. The
committee selected a list of the 30 best peers within the larger list of AAU institutions (below), but only
the 24 bolded institutions have recent salary data available.
• Boston University
• Brandeis University
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• Brown University
• Carnegie Mellon University
• Columbia University
• Cornell University
• Duke University
• Georgia Institute of Technology
• Indiana University Bloomington
• University of Maryland
• University of Michigan
• University of North Carolina at Chapel Hill
• New York University
• Ohio State University
• University of Pennsylvania
• Purdue University
• Rice University
• University of Rochester
• Rutgers, The State University of New Jersey
• University of Southern California
• University at Buffalo (SUNY Buffalo)
• Stony Brook University (SUNY Stony Brook)
• University of Texas at Austin
• Tulane University
• University of California, Berkeley
• University of California, Los Angeles
• Vanderbilt University
• University of Virginia
• Yale University

Compared to 24 AAU Data Exchange Peer Institutions: Unadjusted and Cost-of-
Living Adjusted Salaries
Gender
Professor $134,662 $172,993 $129,982 $151,367 -$11,658 -$13,322
Assoc. Prof. $97,711 $110,613 $94,316 $96,813 -$4,939 -$5,153
Asst. Prof. $79,587 $96,503 $76,822 $84,464 -$2,661 -$8,943
Instructor $68,213 $76,661 $65,843 $67,097 -$17,597 -$10,467
Lecturer $58,659 $69,457 $56,621 $60,792 $2,256 -$9,049
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Peer Group 3: Salaries by Closest AAU Peers--A smaller group of AAU institutions was selected for
comparison according to enrollment, test scores, endowment, US News Best Colleges ranking, and four
international rankings, which are heavily based on research-related metrics:
• Brandeis University
• Boston University
• Indiana University Bloomington
• Rutgers, The State University of New Jersey
• Stony Brook University (SUNY Stony Brook)
• University at Buffalo (SUNY Buffalo)
• Tulane University

Compared to Closest AAU Peers: Unadjusted and Cost-of-Living Adjusted
Salaries
Gender
Professor $134,662 $154,590 $129,982 $130,773 -$11,658 -$14,456
Assoc. Prof. $97,711 $103,570 $94,316 $87,614 -$4,939 -$7,766
Asst. Prof. $79,587 $90,110 $76,822 $76,227 -$2,661 -$10,106
Instructor $68,213 $74,764 $65,843 $63,245 -$17,597 -$9,488
Lecturer $58,659 $63,639 $56,621 $53,834 $2,256 -$11,008
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V. Findings
The reader should note that the Committee discusses its findings concerning salaries in relation to the
race/ethnicity and/or gender of full-time faculty members based on analysis of the data provided to it.
It acknowledges that overall average salaries vary by rank and units on campus.
Things to keep in mind while reading this section:

• Findings are based on the comparison of raw averages as well as the detailed regression analysis
presented in the evidence section.
• The quantitative data that underlies these findings are limited to Human Resources data on
faculty members, (e.g., actual salaries and classification by type of appointment, duration of
appointment, time since degree, and standard demographic categories). The Committee did not
have data, for example, on faculty performance in teaching, service, or research, which also
have an influence on salaries.
• The Committee emphasizes that it cannot determine whether or not disparities exist in some
groups of faculty due to race, ethnicity or gender (e.g., by School or by certain groups across
Syracuse University), because of the limited numbers of individuals in some groups. Averages
for groups with fewer than five faculty were not provided to the Committee and are not shown
in the report in order to preserve confidentiality.
• Given the salary and demographic information provided to the Committee has considered the
correlations and it finds discrepancies that require investigation and consideration for potential
adjustments, recommended in the next section.
1. Based on averages at the University level, tenured and tenure-track women have lower salaries
than men at the Professor and Associate Professor levels across the University. When viewing
Syracuse University salaries by rank and gender, the general pattern is that the average salary for
women is lower than for men at the Professor and Associate Professor ranks among
tenured/tenure-track faculty. The raw salary gaps at the Professor and Associate Professor ranks
are about $14,200 and $5,800, respectively. These data do not account for other factors such as
time at the University, time in rank, or for market differences by discipline. See Table 6.
2. Results of the regression analysis, which accounts for differences in average salary related to
academic discipline, status as a new hire, length of contract, or years of experience, confirm gender
difference in salaries paid to full-time tenured and tenure-track faculty members. Women receive
on average $9,411 less than men at the rank of Professor and $5,403 less than men at the rank of
Associate Professor, across the University, having adjusted for other demographic data. In some
Schools and Colleges, this difference is several times as large, as seen herein. Across the University,
the difference in salaries for men and women is particularly noticeable for tenured faculty with the
rank of Professor and Associate Professor. See Table 12.
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3. Based on raw averages at the University level, there is no consistent pattern relating to salaries of
underrepresented groups as compared to White faculty. Some of these averages are difficult to
interpret, leading us to turn to regression analysis for a more in-depth analysis. See Table 8.
4. Regression analyses did not find negative statistically significant differences in salary for
underrepresented groups at the University level for tenured or tenure-track faculty at any rank.
See Table 12.
There is a possibility that the intersection of race/ethnicity with other characteristics could interact
in explaining some of the variance in faculty salary for these categories. However, the Committee
was not successful in determining the significance of these factors, in part, because the group size
for each of these categories was very small. To maintain confidentiality and avoid disclosing the
salary of individual faculty members, the principle followed by the Committee was to look at data in
a particular category only if it included a minimum of 5 individuals. While being female or a member
of an underrepresented group may by itself lead to salary differences, the situation may become
more precarious when there is an interaction between two or more factors. In addition, there is
quite a bit of inter-unit heterogeneity in these differences that needs to be closely examined as
salary differences by gender and race/ethnicity vary across the different academic units of the
University, and are significant in some instances, but not in all of them.
5. The data do not indicate problems of salary inversion or salary compression. Using the averages at
unit levels for each rank in every Department, the Assistant Professor average is lower than the
Associate Professor average, and the Associate Professor is lower than the Professor average in
every Department and at the University and School or College levels. See Tables 4 and 5 and
Appendices A and B.
6. There are salary differences by gender across all three ranks (Professor, Associate Professor, and
Assistant Professor) for non-tenure-track faculty across the University, with the caveat that titles
are used differently across the University’s units. Furthermore, similar problems in the use of titles
arise with the ranks of Lecturers and Instructors. Therefore, it is difficult to meaningfully assess
salary differences in these cases. The transitioning of non-tenure-track faculty positions to teaching
professorships with rank and Professors of Practice presented a challenge to the Committee. See
Table 7.
7. Comparing Syracuse University salary averages with those of three different peer group
comparisons, Syracuse is at the low end of the peer groups based on unadjusted average salaries,
but is slightly more competitive once cost of living adjustments (COLA) are made. See Tables 13-
15.
VI. Recommendations Based on Findings
In this section the Committee first recommends, in general terms, goals and objectives that the
University should embrace in order to address the findings that it discovered. The University should
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determine who, specifically, should take responsibility for accomplishing the following goals and
objectives, what the timeline should be, and what methods might best be employed. The Committee
then recommends a plausible, more detailed process (series of steps) to achieve these goals and
objectives.
A. Goals and Objectives
1) The University should identify and correct salary disparities between (i) the faculty of Syracuse
University and those at peer institutions; and (ii) male and female faculty at Syracuse University.
2) The University should take corrective actions to alleviate challenges faced by women and
members of underrepresented groups, and to eliminate salary disparities that may have been
the result of uneven or unfair work challenges or unbalanced rewarding of accomplishments.
3) The University should provide a detailed description of the salary review process and
subsequent actions to the faculty, so that efforts to address any salary issues with respect to
gender and underrepresented groups as well as efforts to bring Syracuse University faculty
salaries in line with those at peer institutions can be seen and understood by the community.
4) The University should continue to standardize ranks, job titles, and job descriptions for all non-
tenure-track faculty, including Lecturers, Instructors, Teaching Professors, and Professors of
Practice. The University should update personnel files so that these faculty are recorded in the
personnel system at the correct rank, which will allow for more accurate analysis by rank in
future salary and promotion reviews. Each non-tenure-track faculty should receive a letter from
his/her academic unit providing confirmation of that faculty member’s rank as understood by
the Office of Human Resources and affirming the pending changes regarding title and rank upon
contract renewal. This letter should also state when the faculty member’s contract is scheduled
for renewal.
5) The University should conduct a salary review such as this one at least every two years to check
progress, correct course, and to avoid salary disparity slippage.
B. Recommended Process to Achieve Goals
• A challenge to correct some of the inequities in faculty salary is the limited availability of
financial resources available at the University. There are two possible ways to address this
challenge: (1) as there is a limited availability of funds, it is imperative that the University
examine the proportion of funds allotted to faculty salaries; (2) there should be a concerted
effort to increase availability of funds to support faculty salary increases. Funds should be
earmarked from the Invest Syracuse initiative, or from other sources, to (1) address faculty
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salary equity; (2) provide a fund for retention of current faculty; and (3) provide a fund for
recruitment of new faculty.
• The Committee recommends that the University administration name the person or group
responsible for the implementation of the plan to correct the inequities in faculty salaries and
establish the timeframe for implementation.
The committee specifically recommends the following steps to address salary differences on both
internal and external dimensions.
1. Internal Salary Issues, with Equity as the Driving Factor
• Step 1: OIRA, in consultation with the Deans, should re-analyze data including data from small
cell cases and performance indicators used in annual performance reviews, in addition to what
was used by OIRA in generating this report.
• Step 2: The Provost, OIRA, HR, and the Deans should check if the differential (actual salary minus
predicted salary) varies significantly by gender and race/ethnicity at the individual level. They
also should assess if men’s salaries and women’s salaries are clustered similarly. A similar
analyses should be conducted for race/ethnicity.
• Step 3: In instances where actual salary is below predicted salary by a particular amount, salary
adjustments need to be made.
• This cycle should be repeated every two years, with oversight by the Provost and the Office of
Human Resources.
• The annual raise process, and the written guidelines associated with it, should be monitored
carefully to align with performance indicators and to reduce future unintended drifts that result
in salary differences.
2. External Salary Issues, with Competitiveness as the Driving

Factor
• Step 1: OIRA should provide comparative salary information at the University, School or College,
and Department levels, if possible, from the three different peer groups to the Provost, OIRA,
Human Resources, and Deans
• Step 2: The Administration should check the differential and make adjustments if needed.
• The cycle should be repeated every two years, with oversight by the Provost and Human
Resources.
**********************
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GLOSSARY
AAU: Association of American Universities. Association of 62 research universities in the United States
and Canada, founded in 1900. Syracuse University was part of AAU from 1966 to 2011. www.aau.edu
AAUDE: Association of American Universities Data Exchange. Public service organization, mostly
comprised of AAU institutions, whose purpose is to improve the quality and usability of information
about higher education. www.aaude.org
AAUP: American Association of University Professors. Nonprofit membership association of faculty and
other academic professionals founded in 1915. www.aaup.org
CIP: Classification of Instructional Programs. Taxonomy established to track and report fields of study
originally developed by the U.S. Department of Education’s National Center for Education Statistics
(NCES) in 1980. https://nces.ed.gov/ipeds/cipcode/
CIP Codes: Six-digit long codes in which each pair of digits indicate a greater level of specificity of a
given field of study. For example, the two-digit CIP code for Legal Professions and Studies is 22; the four-
digit CIP code 22.01 is Legal Research and Advanced Professional Studies; and the six-digit (and most
detailed) CIP code 22.0106 is Comparative Law.
COLA: Cost-of-Living Adjustment. In this report, salaries are adjusted for cost-of-living based on the
Runzheimer’s index which considers taxation data, public and private transportation expenses, housing
and utilities costs, goods and services, and other expenses. Data are used to calculate the annual costs
of maintaining an equivalent lifestyle at the location of each university, and the adjustments to income
necessary to compensate for the differences in cost-of-living in each location.
Colonial Group: Consortium of 14 private colleges and universities established to exchange data. They
are: Boston College, Boston University, Brandeis University, George Washington University, Lehigh
University, New York University, Northeastern University, Southern Methodist University, Syracuse
University, Tufts University, Tulane University, University of Miami, University of Notre-Dame, and Wake
Forest University. These institutions are also those with which Syracuse University has the highest
admissions overlap.
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IPEDS: Integrated Postsecondary Education Data System. System of surveys conducted annually by the
U.S. Department of Education’s National Center for Education Statistics (NCES). IPEDS gathers
information from every college, university, and technical and vocational institution that participates in
the federal student financial aid programs. https://nces.ed.gov/ipeds/
Mean: Value obtained by dividing the sum of several quantities by their number.
Median: Value lying at the midpoint of the distribution of values, such that there is an equal probability
of falling above or below it.
Multiple Linear Regression Modeling: Predictive analysis used to explain the relationship between one
continuous dependent or outcome variable and two or more independent or predictor variables. It is
often employed for salary equity studies.
Non-tenure-track faculty: For purposes of this report, non-tenure-track faculty are faculty who may
have been appointed to full-time non-tenure-track positions of various ranks in each of these and other
categories, prior to the 2017-18 academic year. They include non-tenure-track faculty with titles of
Professor, Associate Professor, Assistant Professor, Professor of Practice, Associate Professor of Practice,
Assistant Professor of Practice, Senior Lecturer, Lecturer, and Instructor. This report does not include
Postdoctoral Fellows (Postdoctorates), research faculty, or retirees. Beginning with the 2017-18
academic year, non-tenure-track faculty include positions of Teaching Professor, Associate Teaching
Professor, Assistant Teaching Professor, Professor of Practice, Instructor, Research Assistant Professor,
Research Associate Professor, Research Professor, Faculty Fellow, Post Doctorate, or Visiting Faculty.
(Faculty Manual, Section 2.1).
Runzheimer’s Index: Cost-of-living index calculated by the private firm Runzheimer International. It
combines primary data such as taxation, public and private transportation expenses, housing and
utilities costs, goods and services, and other expenses. https://www.runzheimer.com
Salary compression refers to situations in which salaries of Assistant Professors are close to those of
Associate Professors and/or those of Associate Professors are close to those of Professors. In other
words, rank is not an important predictor of salary.
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Salary inversion refers to situations in which salaries of Assistant Professors exceed those of Associate
Professors and/or those of Associate Professors exceed those of Professors.
Standard Deviation (SD): Measure used to quantify the amount of dispersion of a set of data values. A
low SD indicates that the data points tend to be close to the mean of the set, while a high SD indicates
that the data points are spread out over a wider range of values.
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APPENDIX A
Tenured and Tenure-Track by School/College, Department, and Rank, 2016-17
Std.
School/College Department Rank N Mean Median Dev.
Architecture Architecture Professor 6 $120,190 $118,476 $13,529
Associate Professor 9 $92,776 $92,538 $7,318
Assistant Professor 12 $74,646 $73,624 $2,747
Arts & Sciences African-American Studies Professor 2 * * *
Assistant Professor 3 * * *
Art & Music Histories Professor 3 * * *
Associate Professor 4 * * *
Biology Professor 11 $126,599 $113,898 $38,307
Chemistry Professor 8 $115,654 $105,298 $35,296
Communication Sciences & Professor 3 * * *
Dis.
Earth Sciences Professor 6 $127,500 $131,746 $28,260
English Professor 12 $132,890 $112,867 $48,265
Languages, Lit & Linguistics Professor 6 $101,706 $99,170 $23,008
Mathematics Professor 23 $105,333 $104,209 $19,984
Philosophy Professor 9 $132,897 $141,480 $19,637
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Std.
Physics Professor 15 $114,620 $115,686 $19,893
Psychology Professor 7 $112,144 $103,632 $39,683
Religion Professor 7 $112,752 $112,798 $13,693
Science Teaching Associate Professor 1 * * *
Women's Studies Professor 2 * * *
Writing Program Professor 2 * * *
Education Counseling & Human Professor 3 * * *
Services
Cultural Foundations Ed Professor 2 * * *
Curric
Exercise Science Professor 1 * * *
Higher Education Associate Professor 3 * * *
Instructional Technology Professor 2 * * *
Reading & Language Arts Professor 1 * * *
Teaching & Leadership Professor 7 $103,013 $102,295 $9,882
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Std.
Engineering & BMC Engineering Professor 6 $140,925 $138,979 $34,884
Computer Science
Civil & Envirnmtal Professor 6 $158,462 $144,734 $58,915
Engineering
Elect & Computer Professor 14 $142,602 $136,969 $34,475
Engineering
Mech & Aerospace Professor 9 $139,146 $141,849 $31,437
Engineering
Information Studies Information Studies Professor 9 $145,951 $126,682 $56,300
Law Law College Professor 16 $170,071 $151,143 $52,851
Management Accounting Professor 1 * * *
Entrepreneurship & Professor 2 * * *
Emerging Enterprises
Finance Professor 4 * * *
Management Professor 1 * * *
Marketing Professor 4 * * *
Maxwell Anthropology Professor 8 $98,894 $99,500 $13,166
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Std.
Economics Professor 10 $198,710 $197,750 $53,944
Geography Professor 7 $108,567 $100,500 $17,084
History Professor 5 $105,492 $100,500 $11,805
Political Science Professor 9 $133,792 $128,000 $19,276
Public Administration Professor 11 $161,473 $156,500 $39,212
Public Affairs Professor 2 * * *
Sociology Professor 4 * * *
Public Advertising Professor 2 * * *
Communications
Broadcast & Digital Associate Professor 6 $92,958 $93,844 $7,779
Journalism
Communications Professor 2 * * *
Magazine Professor 1 * * *
Multimedia, Photography & Professor 1 * * *
Design
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Std.
Newspaper & Online Professor 1 * * *
Journalism
Public Relations Professor 3 * * *
Television, Radio, & Film Professor 7 $122,881 $100,264 $44,435
Sport & Human Child & Family Studies Professor 1 * * *
Dynamics
Marriage & Family Therapy Professor 1 * * *
Nutrition & Hosp Mgt Professor 4 * * *
Public Health Professor 2 * * *
School of Social Work Professor 5 $140,409 $132,600 $29,549
Sport Management Program Professor 3 * * *
VPA Art & Design Professor 9 $95,547 $96,527 $8,050
Communication/Rhetorical Professor 4 * * *
Study
Drama Professor 4 * * *
School of Music Professor 3 * * *
40
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Std.
Transmedia Studies Professor 2 * * *
840
41
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APPENDIX B
Non-Tenure-Track by School/College, Department, and Rank, 2016-17
School/College Department Rank N Mean Median Std. Dev.

Architecture Architecture Assistant 10 $68,072 $68,620 $5,552
Professor
Arts & Sciences African-American Studies Assistant 1 * * *
Professor
Art & Music Histories Professor 1 * * *
Associate 1 * * *
Professor
Assistant 2 * * *
Professor
Biology Assistant 2 * * *
Professor
Lecturer 1 * * *
Chemistry Professor 1 * * *
Communication Sciences & Assistant 3 * * *
Dis. Professor
Earth Sciences Lecturer 1 * * *
English Assistant 1 * * *
Professor
Lecturer 1 * * *
Languages, Lit & Linguistics Assistant 4 * * *
Professor
Lecturer 14 $44,649 $44,880 $3,172
Instructor 3 * * *
Mathematics Assistant 3 * * *
Professor
Lecturer 1 * * *
Physics Assistant 1 * * *
Professor
Lecturer 1 * * *
Psychology Assistant 3 * * *
Professor
Lecturer 2 * * *
Religion Assistant 1 * * *
Professor
Women's Studies Assistant 1 * * *
Professor
Writing Program Lecturer 13 $48,173 $45,986 $3,834
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Education Exercise Science Assistant 2 * * *
Professor
Teaching & Leadership Instructor 1 * * *
Engineering & BMC Engineering Professor 1 * * *
Computer Science
Assistant 2 * * *
Professor
Civil & Envirnmtal Professor 2 * * *
Engineering
Associate 1 * * *
Professor
Elect & Computer Professor 3 * * *
Engineering
Associate 4 * * *
Professor
Assistant 2 * * *
Professor
Instructor 1 * * *
Mech & Aerospace Associate 3 * * *
Engineering Professor
Assistant 2 * * *
Professor
Information Studies Information Studies Associate 3 * * *
Professor
Assistant 5 $84,296 $80,406 $15,206
Professor
Law Law College Professor 2 * * *
Associate 1 * * *
Professor
Assistant 2 * * *
Professor
Lecturer 6 $83,659 $85,766 $9,963
No Rank* 2 * * *
Management Accounting Professor 1 * * *
Assistant 5 $103,771 $98,314 $32,162
Professor
Entrepreneurship & Assistant 3 * * *
Emerging Enterprises Professor
Finance Professor 1 * * *
Associate 1 * * *
Professor
Assistant 3 * * *
Professor
Management Assistant 7 $114,494 $103,130 $42,753
Professor
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Marketing Assistant 6 $114,586 $108,826 $28,381
Professor
Maxwell Economics Assistant 4 * * *
Professor
History Associate 1 * * *
Professor
Political Science Lecturer 1 * * *
Public Administration Professor 5 $140,150 $131,750 $26,490
Associate 1 * * *
Professor
Sociology Assistant 1 * * *
Professor
Public Advertising Professor 1 * * *
Communications
Broadcast & Digital Professor 1 * * *
Journalism
Communications Professor 1 * * *
Multimedia, Photography & Professor 2 * * *
Design
Instructor 1 * * *
Newspaper & Online Professor 1 * * *
Journalism
Instructor 1 * * *
Public Relations Professor 2 * * *
Instructor 1 * * *
Television, Radio, & Film Professor 2 * * *
Sport & Human Child & Family Studies Professor 1 * * *
Dynamics
Instructor 2 * * *
Marriage & Family Therapy Professor 2 * * *
Nutrition & Hosp Mgt Professor 2 * * *
Associate 1 * * *
Professor
Instructor 2 * * *
Public Health Professor 2 * * *
Instructor 2 * * *
School of Social Work Professor 1 * * *
Instructor 1 * * *
Sport Management Program Professor 3 * * *
Instructor 2 * * *
VPA Art & Design Professor 3 * * *
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Associate 1 * * *
Professor
Assistant 8 $54,607 $55,661 $6,538
Professor
Instructor 1 * * *
Communication/Rhetorical Assistant 1 * * *
Study Professor
Drama Professor 2 * * *
Assistant 2 * * *
Professor
School Of Music Professor 3 * * *
Assistant 4 * * *
Professor
Transmedia Studies Assistant 2 * * *
Professor
218
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APPENDIX C
Faculty Salary Study 2017
Departments Mapped to Discipline
Architecture: Engineering & Computer Science: Maxwell Government:

Architecture Biomedical & Chemical Engineering Public Administration and International
Civil & Environmental Engineering Affairs
Electrical Engineering & Computer Science Public Affairs
A&S Natural Science & Math: Mechanical & Aerospace Engineering
Biology
Chemistry Education: Public Communications:
Communication Sciences & Disorders Counseling & Human Services Advertising
Earth Sciences Cultural Foundations Educ. Curriculum Broadcast & Digital Journalism
Mathematics Exercise Science Communications
Physics Higher Education Magazine
Psychology Instructional Technology Multimedia, Photography & Design
Science Teaching Reading & Language Arts Newspaper & Online Journalism
Teaching & Leadership Public Relations
A&S Humanities: Television, Radio & Film
African-American Studies
Art & Music Histories Sport & Human Dynamics:
English Information Studies: Human Development & Family Services
Languages, Literatures & Linguistics Information Studies Marriage & Family Therapy
Philosophy Nutrition & Hospitality Management
Religion Public Health
Women's & Gender Studies Law: School of Social Work
Writing Studies, Rhetoric, & Composition Law Sport Management
Maxwell Social Science: Management: Visual & Performing Arts:

Anthropology Accounting Communication & Rhetorical Studies
Economics Entrepreneurship & Emerging Enterprises Drama
Geography Finance School of Art
HIstory Management School of Design
Political Science Marketing School of Music
Sociology Transmedia Studies
46
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SYRACUSE UNIVERSITY

FACULTY SALARY REVIEW COMMITTEE

December 10, 2017

2017 FACULTY SALARY REPORT

2017 FACULTY SALARY REPORT

2017 FACULTY SALARY REPORT

Data Included in this Report

For your convenience, there is a Glossary at the end of this report.

• Department Chairs and Directors are included.

• Endowed positions with associated salaries are included.

• Reference to “No Rank” includes Practitioners in Residence only.

The findings of both sets of analyses appear below.

III. Internal Equity Comparisons

Salaries by Rank and Demographics (e.g., gender and

Syracuse University Data (IPEDS)

Table 1: Syracuse University Faculty by Rank and Gender, 2016-17

Table 2: Syracuse University Faculty by Rank and Race/Ethnicity, 2016-17

Table 3: Syracuse University Faculty by School/College and Rank, 2016-17

Table 4: Syracuse University Average Salaries by Rank, 2016-17, Tenured and

Table 5: Syracuse University Average Salaries by Rank, 2016-17, Non-Tenure-

Table 6: Syracuse University Average Salaries by Rank and Gender, 2016-17,

Mean Std. Dev.

For Department level data, see Appendix A and Appendix B.

Multiple Regression Analysis

Table 13: Syracuse University Faculty Salaries and Gender Differences

Table 14: Syracuse University Faculty Salaries and Gender Differences

Table 15: Syracuse University Faculty Salaries and Gender Differences

Things to keep in mind while reading this section:

VI. Recommendations Based on Findings

A. Goals and Objectives

B. Recommended Process to Achieve Goals

1. Internal Salary Issues, with Equity as the Driving Factor

2. External Salary Issues, with Competitiveness as the Driving

Tenured and Tenure-Track by School/College, Department, and Rank, 2016-17

School/College Department Rank N Mean Median Std. Dev.

Architecture: Engineering & Computer Science: Maxwell Government:

Maxwell Social Science: Management: Visual & Performing Arts:

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