Salary Equity University Announcement
Old Dominion University is committed to equitable compensation practices. In as much, an annual salary equity review is conducted to identify and address possible inequities in salaries of faculty and administrators. The focus of the review examines any differences in salary that could be affected by gender or ethnicity. Adjustments made through this process are for equity only and will not address problems of merit or compression although either of these factors could justify a salary differential.
Cases for review are identified by the Office of Institutional Equity and Diversity, the Association of University Administrators, the Coalition of Black Faculty and Administrators, the Hispanic/Latino Employee Association, Asian and Asian-American Faculty Caucus, and the Women's Caucus. You may also self-identify. For self-identification submissions, please fill out and submit the self-identification form (found on Equity and Diversity's website) and the required supporting statement. The statement should include a rationale supporting the belief that your salary may be adversely impacted because of gender and/or ethnicity.
Please note, when cases are forwarded for justification/recommendation, Deans and Vice Presidents will not be notified of how the request for review was initiated. Once a recommendation or justification has been provided by the Dean or Vice President, this office will review the response in light of all relevant supplemental information. On the basis of this review, this office will request clarification and additional information to support the proffered justification.
The annual Salary Equity Review is conducted for the sole purpose of monitoring compliance with laws governing equal pay and nondiscrimination in compensation practices. To ensure an equitable and objective review, merit increases are considered independent of this process because it only addresses inequities resulting from unjustifiable gaps in salary between similarly situated employees who differ in gender or ethnicity. By design, the process does not address salary differentials resulting from compression or other market driven factors.
The review process begins with a pair-wise comparison as the initial stage of review. In short, a pair-wise comparison identifies salary differentials of at least one thousand dollars in similarly situated persons. For instructional and administrative faculty, some factors to consider when identifying similarly situated persons include, type of degree, year degree received, college, department, rank/title, year tenured, and years of experience at the University. All things being equal, similarly situated persons are expected to have similar salaries. In the event a differential is identified the salary equity process seeks to justify it or make an adjustment to correct it. If the differential can not be justified and the similarly situated persons are only different in gender or ethnicity a salary adjustment is appropriate to correct the pay inequity. Pay inequities based on gender and ethnicity are in violation of Title VII of the Civil Rights Act and the Equal Pay Act.
Some factors that can justify a differential in salary between similarly situated persons are performance, retention, and compression. When available, annual merit increases are designed to reflect the performance of an employee. Retention salary adjustments can be used to retain an employee who has obtained an offer from another employer or whose absence would create a considerable financial loss for a program, department or college and ultimately the university. Finally, compression adjustments recognize changes in market value of the services of usually a long term employee. Unlike pay inequities, retention and compression adjustments are discretionary. For more detailed information please refer to the University's Salary Equity Procedure or contact the Office of Institutional Equity and Diversity.