Chart Post No. 3 (n’est-ce pas?): Fourteen-Year Strong HU Adminstratives (And One Ex-Admin) and the Total Cost of Their Employment to the University

 

HU Administrators Pay Salary Total Cost of Employment Swygert Minor Leftwich Hampshire-Cowan

Derrick Moore (Haynes)

Minding the Pay Gaps/’Students Firsts’, Right?” a.k.a. My Last Screed in The Hilltop

Thanks to the Board of Trustees’ Executive Compensation Committee members, bonuses doled out to administrators last school year caused a bit of stir on campus. However, more can – and will – be said about the yawning pay gap between administrators and faculty members outside of the hospital/medical departments.

A September report by the Faculty Senate’s salary task force found that the the average increase in salary pay trails behind other local universities, including Gallaudet and Trinity universities.

From 1999 to 2009, salaries for professors (tenured, associate, assistant) and instructors at other Washington higher learning institutes have nearly all increased by 30-plus percent. That’s more than double the pay increase that Howard faculty saw.

The average pay increase among Howard professors and instructors was barely out of the teens, ranging at 2 percent for instructors and 17 percent for both tenured and associate professors. (All salary numbers came from a survey by the American Association of University Professors, AAUP, and The Chronicle of Higher Education.)

A survey of IRS 990 forms from the same period (1999-2009) reveals the base salary/compensation for four administrators in office (and still in office except for one) fared much better:

  • Artis Hampshire-Cowan (Senior Vice President and Secretary ) – 40% pay increase

  • Norma Leftwich, JD (General Counselor) – 29% pay increase

  • Hassan Minor, Ph.D (Senior Vice President Strategic Planning, Operations & External Affairs) – 36% pay increase

  • H. P. Swygert, H. Ph.D (President emeritus and law professor) – 48% pay increase

For a fair comparison with the AAUP/Chronicle survey of faculty, other payments and bonuses that contribute to administrators’ total cost to the university were excluded. In the graph that accompanies this piece, all of the aforesaid are included and over a longer time period as well – from 1998 to 2011 school years.

When looking at the AAUP/Chronicle survey over the last two years, a clear gender pay gap is evident. Administrators seemed to have paid attention to this gap and nearly halved the pay gap by academic titles in the latest survey. At the instructor level, female instructors now make more than their male counterparts – $1,200 more, to be precise.

The greatest pay gap in the 2011 school year was between tenured male and female professors. That still remains the case. Last year, tenured female professors made $22,500 less than their tenured male professors, according to survey results.

In 2011-12 survey, results show that tenured female professors now make $11,800 less than male professors – a nearly 91 percent leveling out of the pay gap. If the university can make such progress in this area, then leveling the pay gap between administrators and faculty is not such a impossible task.

And while President Sidney Ribeau has not been at Howard for a decade-plus, looking back at his salary at Bowling Green State University shows that Howard has been more generous. In fact, it follows the general trend of private universities using their promises of higher salaries to lure away employees from public universities.

In the 2007 school year at Bowling Green, Ribeau’s base salary was $305,252. The following year, his final year at Bowling Green, his parting gift was a 2 percent pay increase to $312,125.

Skipping past Ribeau’s six-month pay in 2009 to get to 2010, we have him receiving his first full-year salary from Howard: $608,049 – a nearly 50 percent salary increase from his old salary at Bowling Green.

After the board of trustees voted on PCAR last year, President Ribeau received a 5 percent pay cut, bringing his base salary down to $579,515. But base salary alone underestimates Ribeau’s total cost to the university, which includes a deferred compensation plan: $710,115.

Ribeau’s total cost of employment also includes the “nontaxable benefit” of the university paying $95,000 to rent a house located in the Kent neighborhood of Ward 3.

For a house that’s being paid for the “convenience of the university”, how convenient is it for our president to be closer to American University than to Howard?

To me, that’s $95,000 that could be re-invested into housing for students. Isn’t ‘Students First’ is our university policy? The cost of that rent payment could cover one-year of free on-campus housing for students unable to afford off-campus pads, especially for freshmen and sophomores.

At the same price as president’s rent payment, 31 students could have stayed in Cook Hall doubles with a full bath ($2,995 per student) for free at current room rates. Or instead, twenty-seven freshman boys could have moved into singles in Drew Hall. Or 23 co-eds could have stayed in Meridian singles with a connecting lavatory.

If the university is going to subsidize housing, why not subsidize the housing of students? After all, full-time students cannot work full-time jobs that pay six-figure salaries like our university president and administrators.

WEB DOCUMENT DUMP:

Bowling Green State University IRS 990 Forms (FY 2007 to 2008)

FY 2006-2007 (pg. 34)

FY 2007-2008 (pg. 34)

Foundation Center/HU (2002-2010)      ***’98-2001 debating whether I should post on Scribd or not. I was thinking something a little more private.

FY 2001-2002 (pg. 50)

FY 2002-2003 (pg. 25)

FY 2003-2004 (pg. 26)

FY 2004-2005 (pg. 26)

FY 2005-2006 (pg. 5)

FY 2006-2007 (pg. 5)

FY 2007-2008 (pg. 5)

FY 2008-2009 (p. 52)

FY 2009-2010 (pg. 57)

HU – FY 2010-2011 (pg. 65)

HU Faculty Senate:

Task Force Report – Sept. 2011 (pg. 20)

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