CSN Internal Equity Adjustment Matrix


Internal Equity Adjustment Matrix

Payout Matrix for 2021-2022 CSN Faculty Compensation Study
Internal Equity Adjustment Matrix for 2021-2022 CSN Faculty Compensation Study

CSN Faculty Cohort Membership By Years in Position

cohort membership
CSN Faculty Cohort membership by Years in Position

How to read the adjustment matrix?
  1. Determine your faculty cohort membership (explained below)
  2. Look for your current grade
  3. Look for your highest academic preparation (e.g. Master + 30)
  4. Look for your Years of Experience


If your cohort membership is "Beginning Career" and your current grade is 5, you have a Master's degree, and your years of experience (YOE) is between 35-36, then your salary adjustment is 5.14% of your base salary after the 1.75% across-the-board increases.

Internal Equity Consideration

Please be advised that the study's objective is to determine internal equity issues, and provide recommendations to address such issues.

For this purpose, please note that the percentages provided by the adjustment matrix is subject to internal equity consideration. Meaning, if your salary is already above the average salary after the 1.75% across-the-board increases (average salaries by faculty job title, Degree + Credit Hours, and Years of Experience), then the adjustment matrix will not apply. This is also referred to as "Internal Compa-Ratio".

To determine if your salary is already above the average, refer to the table below:

Average Salaries

Average Salaries After the 1.75% across-the-board increases by Faculty Job Title, Degree + Credit Hours, and YOE

Grouping Code

Grouping Codes

How is faculty cohort membership determined?

We used the faculty's years in current position (also known as YIP) to classify faculty into cohort. Years in position (YIP) is one of the most reliable measures when determining internal equity, while taking into account the faculty credentials.

We grouped faculty using the two-step cluster method, where ratios of sizes are determined by a scalable cluster algorithm. The algorithm has two steps 1) Data points pre-clustering into small sub-clusters; 2) Clustering of the sub-clusters into the desired number of clusters (which, in our case is 4 clusters).

The resulting clusters in our case are: 1-5 (which we termed as "beginning career"), 6-12 ("mid-career"), 13-20 ("established career"), and 21 to the highest YIP ("culminating career").

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Got Questions?

For questions about adjustments due to changes to your credentials between July 2020-July 2021, please get in touch with any of the members of the CSN Faculty Compensation Committee.

For all other questions please email us below: