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2014-15 Campus-Based Faculty Equity Program

As negotiated with the California Faculty Association (CFA) under Article 31, we have made a commitment to develop a campus-based faculty equity program for fiscal year 2014-15. We consulted with representatives of the CFA Northridge chapter to determine the distribution of the equity awards. We would like to thank the CFA for all of their collaborative efforts and our partnership during this process.


At CSUN, we strive to compensate employees in a manner that is fair, reasonable, competitive, and fiscally prudent. Within limited budget resources, the equity program seeks to address individuals compensated below CSUN and/or CSU comparators for similar work. It also addresses salary compression and inversion (see definitions section below). The program supports our University priority of employee success by the better aligning of salaries with employee skillsets and the workforce needs of the University.


The University has identified faculty equity as a budget priority and committed approximately $1 million annually to fund these permanent increases. The increases will be effective retroactive to January 1, 2015, and will be applied after all relevant salary changes have been applied to the respective bargaining units that received negotiated increases effective July 1, 2014. It is our intent to have the June 1, 2015 pay warrant contain the base increases for eligible employees. The retroactive payments will be processed according to State Controller’s Office timeline. Auxiliary employees are not included in campus equity program.

Faculty Criteria

Faculty equity increases were differentially distributed to 4 groups of Unit 3 employees: Tenure-track Faculty, Y3 Lecturers, Counselors, and Faculty Coaches. Librarians and Counselors were included in the figures for tenure-track faculty. Of the 1,458 employees in Unit 3 eligible for equity awards, approximately 563 (39%) received an equity increase.

Tenure-track Faculty:

The analysis of tenure-track faculty salaries included the following factors: rank, years in rank, and compression and inversion within their department. A campus-wide analysis of salaries was used to determine a minimum annual salary for each rank starting with Rank 3 through Rank 5. Thereafter, salary comparisons within each rank at the department level were calculated to address instances of inversion. Additionally, salary comparisons across ranks within each academic department were calculated to address instances of compression. The number of years in current rank was used to determine equity increases when assessing inversion and compression.


Only Y3 Lecturers (those who have taught on campus at least 6 years) were eligible for equity increases. Lecturers at Rank 2, Rank 3, and Rank 4 were considered and awarded equity increases that raised their base rate to 5% above the Service Salary Increase (SSI) minimum for their rank as established by the CSU Salary Schedule.


After a review of the salaries of the 9 Counselors, equity increases were provided to individuals who had lower salaries than their counterparts at other CSU campuses based on averages for Counselors with SSP and academically-related classifications.

Faculty Coaches:

After a review of the salaries of the 36 faculty coaches, equity increases were provided to a subset of individuals who had lower salaries than their counterparts at other CSU campuses in the Big West Conference.

Faculty Breakdown

Faculty Equity Program


Equity Increases / Benefits Breakdown 
Lecturer Increases$     82,646
Benefits Cost$     26,389
Lecturer Totals $ 109,035
Tenure-Track Increases$   674,039
Benefits Cost$   215,220
Tenure-Track Total$  889,259
GRAND TOTAL$ 998,294


Tenure-Track Faculty & Faculty Coaches


Tenure-Track, Counselors, & Coaches# of Faculty Receiving Increase# of Total Faculty in Rank% of Faculty in Rank Receiving IncreaseTotal Amount Awarded to Tenure-Track% of Total Awarded to Tenure-Track
Breakdown by Rank
Rank 3 (Assistant Professor, SSP I, & Sr. Asst. Librarian)9218949%$  118,48817%
Rank 4 (Associate Professor, SSP II, & Associate Librarian)113 17963%$  255,05738%
Rank 5 (Full Professor, SSP III, & Librarian)144 37439%$  280,68242% 
Faculty Coaches103529%$    19,8123%
Total36378646% $ 674,039100%


Lecturers (Y3 Only)


 SSI MinimumNew Baseline (5% Above SSI Min.)
Y3 Baseline by Rank  
Rank 2$ 3,595$ 3,775
Rank 3$ 4,291$ 4,505
Rank 4$ 4,914$ 5,160
Rank 5$ 6,188$ 6,188
12-MO Y3 Librarians$ 4,102$ 4,307


Lecturers (Y3 Only) Continued


Y3 Lecturers# of Faculty Receiving Increase# of Total Faculty in Rank% of Faculty in Rank Receiving IncreaseTotal Amount Awarded to Lecturers% of Total Awarded to Lecturers
Breakdown by Rank
Rank 211532635%$  42,30851%
Rank 38231026%$  38,83447%
Rank 43339%$    1,5042%
Rank 5030%$          00%
Total20067230%$ 82,646100%

Accessing Your New Pay Rate

 Steps to viewing your new pay rate:

  • Visit www.csun.edu
    • Go to MyNorthridge Portal and log in
      • Click on the Staff tab
        • Click on Human Resources/Employee
          • Click on View My Compensation History



What is salary inversion?

Salary inversion occurs when the starting salaries for new employees are higher than those for existing employees. This can commonly occur when other regions or systems are experiencing regular salary increases that increase the market rate for new hires. Salary inversion is prevalent in higher education where the demand for employees is increasing rapidly following several years of small hiring groups. Inversion was further elevated when the CSU system lacked the funds to provide bargained General Salary Increases to existing employees.

What is salary compression?

Similar to inversion, salary compression can occur when there is a small or no difference of pay between employees regardless of their years of service and/or experience. Inversion can contribute to compression as employees may be hired at levels which eclipse the historical rates given to existing employees. Compression can also occur when employees apply for a market-based salary increase based on an offer of employment from another institution.