1:12

1:22.49

35

6

1:8

1:9.69

9

1:12

1:13.22

4

4

1:10

1:11.98

11

4

650 (a)

1:8

1:11.49

1:12.19

1

1,450

1:6

1:33.82

199

6

1:12

1:14.22

7

1:13.51

47

16

1:7.52

1:11.04

11

Mr. MICHEL. How long are you going to continue to add faculty positions for the purpose of improving the ratio?

Dr. CHEEK. We would be forced to ask for additional faculty support until such time as we have met the recommended faculty/student ratio as normally required in other educational institutions.

AVERAGE FACULTY SALARIES

Mr. MICHEL. You are budgeting $1.5 million for those 60 positions, which averages out to $25,000 each. Is that an accurate figure, and if so, what is the justification for such a high average salary level? I think you better provide for the record a position by position breakdown and the salary for each.

Dr. CHEEK. I am providing for the record a detailed listing by schools for each of the positions requested and the salaries requested by rank. You will note that the salaries do not average $25,000 each since the university must provide 15 percent of each salary requested for related fringe benefits. I am also providing the 1976-77 projected scales of average compensation for faculty personnel as determined by the AAUP and previously compared with Howard University salaries.

The above figures do not provide comparable salaries for faculty personnel in the colleges of medicine and dentistry which are not included in this scale and provide higher salaries than those of other nonmedical faculty.

[The listing of faculty positions follows:]

70-159 O - 76 - 39

APPLICATIONS FOR 97 FACULTY POSITIONS

Mr. MICHEL. How many applications did you have for the 97 new faculty positions you filled during the current year?

Dr. CHEEK. The university did not have 97 new faculty positions available during the current year. We did have available 54 new faculty positions and 27 of these positions were available to the academic affairs division. Of the 27 academic affairs division new faculty positions, we had 208 applications as follows:

The remaining 27 positions were assigned to the health affairs division and were all used to place into permanent faculty positions persons who had previously been teaching on the special project grant in the college of medicine and capitation grants in dentistry, pharmacy and allied health sciences that were reduced during the past year.

FACULTY SALARIES COLLEGE OF MEDICINE

Mr. MICHEL. You are budgeting $375,000 for 11 new faculty positions in the college of medicine, which averages out to about $34,000 each. Is this accurate, and if so, what is the justification for such a high level in this instance?

Dr. CHEEK. The university is requesting in the college of medicine funds for 18 new faculty members as follows:

Our request for the College of Medicine also includes $110,500 for supplies and expenses.

NONFACULTY PERSONNEL REQUESTED

Mr. MICHEL. Does your budget provide for an increase in nonfaculty personnel and if so, how many and in what dollar amount?

Dr. CHEEK. Our budget does include an increase in nonfaculty personnel for the university library system. We are requesting specifically six positions as follows:

Mr. MICHEL. Regarding nonfaculty salaries, you of course have a study underway to set up a pay scale apart from the Federal Government. A concern I raised last month when you were here, and which I don't think is fully understood, is that based on our committee's investigative report last year, your non faculty salaries are 20 percent to 25 percent higher than those paid to George Washington and Georgetown employees. Therefore, to fully carry out our report langauge, a scale should be adopted that would eventually bring those salaries back in line with those two schools. That means probably a lower average increase per year than might otherwise be the case. Are you going to move in that direction?

Dr. CHEEK. The university is making every effort to comply with the committee's directive. We are, as you are aware, currently undergoing a review and salary implementation change by Hay Associates to provide non faculty salary ranges comparable to area schools and colleges as well as the Federal and District governments with which we compete. Our request provides a lower average increase for fiscal year 1977 than the information provided us by other area schools for the same period. It is our understanding that other area schools will provide an average nonfaculty salary increase of 6.3 percent while Howard University is seeking an average of 5 percent. When the study has been completed by Hay Associates, we will then have a more accurate comparison based on competitive salaries in the Washington, D.C. area and with other similar educational institutions including Georgetown and George Washington University; and not based solely on salaries paid to employees at Georgetown and George Washington that are not our major competitors as stated in the report.

Mr. MICHEL. Last year and this, you have continually referred to the competition you are facing from other employers in the area for nonfaculty personnel. This is cited as a justification for high salaries. In view of the supposedly high unemployment rate which many people are decrying, I would think there would be plenty of people to go around, without the need for competitively high salaries. Am I right or wrong in this assumption?

Dr. CHEEK. Howard University continues to be in direct competition with the areas two largest employers, the Federal Government and the District of Columbia government. We still continue to seek many of the same persons from the same pool selected by these two major employers. Our problem is compounded because of the equal employment opportunities being provided now to all citizens without regard to race, creed or color. Howard University applauds this type of competition and we certainly hope that it will continue. You must understand, however, that a number of employers, both from the pri