This session will describe the focused approach on continuous improvement leveraged at the University of Arizona Global Campus (UAGC) to evaluate and collect feedback on the launch of a new compensation model in October in 2021. This will include a brief overview of the design, development, and implementation of the adjustments made to the adjunct faculty compensation structure as well as the approaches and processes leveraged to collect feedback from faculty, staff, and administrators to make informed, data driven decisions to make strategic improvements to the model for the 23/24 fiscal year. This presentation will conclude with a full breakdown of the elected improvements based on this data collection process as well as a detailed plan for evaluating the changes to the compensation structure and updated channels for collecting feedback on the improvements from all stakeholders. The data collected will help shape the proposed improvements for the 24/25 fiscal year. This will also include an overview of data reporting structures within PowerBI to better support the evaluation of the these changes as we continue through the continuous improvement process.
Adjunct faculty members play a critical role in the success of many universities and colleges. The University of Arizona Global Campus launched a revision to their adjunct faculty compensation model with the aim of improving equitability in faculty compensation and aligning it to the student enrollment within each course section. The successful implementation and launch of this model in October of 2021 was immediately followed by a strategic plan to collect feedback on the changes that occurred. This was managed through the collection of feedback from all stakeholders, including staff, faculty, and administrators that was collected through an extensive faculty compensation survey, weekly office hours led by the Office of Academic Innovation, Operations & Technology, and staff feedback collected across the university to evaluate the effectiveness of the revised structure and identify areas for improvement. During this process, the university conducted an extensive faculty survey to collect feedback on the new compensation model. The survey covered topics such as pay rates, scheduling, course loads, and administrative support. The survey results revealed that many adjunct faculty members felt that their compensation was lower than industry standards with concerns about transparency and the impact of course loads on their overall pay. Additionally, there were concerns about the administrative support provided by the university, particularly with regards to scheduling and communication. The implementation of the new model was based on a careful analysis of industry standards, best practices, and the specific needs of the University of Arizona Global Campus. However, the success of the model ultimately depends on the feedback and suggestions received from faculty members themselves.
The next stage of the continuous improvement cycle was then employed to analyze the feedback, identify necessary adjustments, and improve the structure for the benefit of over 1,900 members of the adjunct faculty population. As a result, the university has planned several improvements to launch in July of 2023. These improvements include the removal of two of the five previously designed modifiers to compensation levels based in the number of courses taught at the institution to improve a faculty members base compensation rate, as well as the injection of additional funds into the base rate with hopes to improve the faculty experience and faculty engagement in the classrooms.
In response to this feedback, the university took several steps to address the concerns raised by faculty members. For example, the university increased transparency by providing adjunct faculty members with clear information about their compensation rates, how they were calculated, and the instructional hour expectations aligned to the student enrollments in the course. The university also made efforts to improve communication and scheduling by providing more frequent updates and better access to administrative support.
The removal of two courses taught modifiers from the compensation model is another step towards improving equitability in faculty compensation. This change will help ensure that all adjunct faculty members are paid fairly for their work as soon as they begin instruction for the university. The injection of additional funds into the base rate is also a positive step towards improving the faculty experience and faculty engagement throughout the faculty life-cycle.
Looking forward, the university plans to survey the adjunct faculty population six months after implementation of the proposed changes to the structure to evaluate the effectiveness of the improvements made. The university also hopes to identify additional opportunities to improve the compensation structure for adjunct faculty members in the next fiscal year.
In conclusion, the implementation of a new adjunct faculty compensation model at the University of Arizona Global Campus has been a significant step towards promoting fairness and equity in faculty compensation. Through the strategic and deliberate use of the continuous improvement cycle that the university has been able to employ, they have made significant strides in ensuring that faculty members are provided with a fair, equitable, and transparent compensation model that will better meet the needs of their diverse adjunct faculty population. The university's commitment to continuous improvement and ongoing feedback from faculty, staff, and administrators will continue to help ensure that the compensation structure remains fair and equitable for all adjunct faculty members in the years to come.