Re: [MTC Global] Variable pay for academicians

Dear MTCians,

Academicians should not jump over conclusions without any deep
analysis on the subject. That also gives edge to academic over
industry. Most of the HR persons will not do analysis though lot of
data is available because it will show the fallacy of the system.
Industry accepts consultants' proposals without any support data. Only
one MTCian mentioned to study Methodology based on Public Sector
Performance and Balance Score Card and Bell Curve methodology. Most of
the comments are general. Academicians are having student power and
lot of analysis from different sectors of Industry can be done. It is
a very good topic for Phd also.

I had questioned many HR persons on Balance Score Card based Bell
Curve Evaluation method but till now nobody could answer. The model
fails on basic different working conditions, job profile for different
persons.

In Industry Salary has two components Basic Pay and Performance Pay.
All benefits like PF, Gratuity, HRA, LTC etc are linked to Basic Pay.
No benefit is attached with Performance Pay. HR will show you high TCO
and you will be happy but Basic Pay component will be low thus
benefits will be low. Basic Pay component either remain fixed but
normally increases. Performance Pay is very high component.
Performance Pay will have some value or it will be zero. Many
Industries don't merge with Basic Pay next year. It will have some
value next year or zero.

Performance Pay is either calculated based on Performance Rating or
Bell Curve. In Performance Rating based system no problem occurs as
depending upon Rating Performance Pay component is given. But in Bell
Curve method (actual case) say you are rated high say 4 on 1-5 Scale.
Bell shape curve can bring you down to rating 2 and no performance pay
will be given. Now what happens all your financial planning will be
based on Rs. 90,000/- Commitment to Insurance, House EMI etc will be
based on that. Next year if performance pay is zero or reduced you can
imagine the mental agony you will give through. Another feature
related with Performance is say Industry make Rs 1000/- for total cost
say Rs 500/- and if say next year they have made Rs. 900/ - then
notional loss is recovered from Employees in one way or the other.
People don't shout because they know their worth job availability and
in industry most of them are same. As an Auditor and Assessor of
National Quality Award it is the focus area.

In academics Coaching Classes give incentives, trip to abroad etc. It
is an area of study how commercial Coaching Classes implement
Performance Pay.

Society may have lot of questions to academics on their performance.

Policies are not made because of few bad teachers.

Lot of research is required to develop the model for academics. I can
help some good teachers with research bent of mind backed with team of
good students.

I hope MTCians will do lot of research on this topic as it concerns
industry also in general. To begin with White Paper will be a good
idea.

Regards.

Raj Verma


On Sat, May 26, 2012 at 11:00 AM, kavitha g <kavi_2_2000@yahoo.com> wrote:
> Dear All,
>
> Even i agree that there should be variability in pay for all those in the
> teaching profession.
> The way the management operates varies from institutions to institutions,
> even if affiliated to the same university.
> Some institutions has common professors to teach both UG(BBM) and PG
> (MBA)while few institutions have a seperate set teachers for UG and PG.
> Based on my observation there should variability in pay "fair pay" on these
> lines:
>
> Qualification, Ex: B.E, MBA, (PhD), University graduated from.
> Slabs for experience and pay, say,...0yrs experience...x amount, 2yrs
> experience.....y amount
> Experience in Industry should also add on
> Industry and teaching
> Students feedback on a ten point scale comprising of , teaching methodology
> adopted by faculty, if teacher is inside class on time, cites examples,
> makes the topic interesting with lots of activities like case discussion,
> role play, students strength in class, if impartial, completes syllabus (on
> own,and does not give the 60% of topics to students for presentation and
> just sits and watches them do presentation and finally say the syllabus is
> "over"), ..........
> Her/his initiative to identify few weak students and help them improve.
> Number of papers presented at National and International per semester. Here,
> i have noticed that few people present 10-15 papers in a year. which
> obviously reflects on quality of research work, which sorry to say is more
> of "cut, copy and paste". I too agree that research increases the knowledge,
> helps with something new and useful to be implemented, but many institutions
> also encourage anyone to present to show that "these many people turned up
> for presentation". probably 4 papers in a year can be presented in a year (2
> National and 2 international). If sharing the paper may be can be more.
> Articles published in journals/magazines, authoring text books,  increases
> the awareness of institutions also.
> Contribution to the institutions growth and brand building.
> A self assessment of achievements made every year. Qualifications
> added...........
> Number of days present in a year.some faculties escape from invigilation
> duty smartly by putting on others.
> Involvement with students in various activities sports, cultural, academic,
> quiz,........
>
> these, i felt should be considered. I personally have 3 yrs industrial
> experience and 9 yrs of teaching experience.I have worked in few
> institutions and many of my friends who work in different institutions had
> discussed few of the above mentioned points. Based on my discussions with my
> other friends, i have made the above points to be considered while fixing
> the pay.
>
> Best Regards,
> Kavitha R Gowda
> Bangalore
>
> ________________________________
> From: Rajesh Arora <pravish123@gmail.com>
> To: join_mtc@googlegroups.com
> Sent: Friday, 25 May 2012 9:57 PM
>
> Subject: Re: [MTC Global] Variable pay for academicians
>
> Teaching is an art - which comes from heart - with mind application -
> perfection comes from practice and refinement - teaching lead to
> development of bonding of good utmost faith and trust based on mutual
> respect and understanding of each other thoughts and actions -
> quantification of teacher noble profession in terms of ranks i.e./ in
> terms of money and profile build up will dilute the personal
> relationship of which otherwise should be devoid of money but leading
> to building up of a good human beings endowed with virtues of building
> up of humanity and strengthening it further and not cutting across
> people in terms of money, lust and power. As monetary gains are fruits
> of hard work and  not what your superiors say or tries to rein you
> with key in his hands.
> Please try to keep noble profession above money as money is just one
> medium of survival and not just end of the world.
> Want to judge faculty, judge him from his performance among students.
>
> thanks,
> Rajesh Arora.
>
> On Thu, May 24, 2012 at 7:30 AM, Vijila Edwin-Kennedy <vijila@gmail.com>
> wrote:
>> Dear all
>>
>> Do you think variable pay based on performance like industry should be
>> given
>> to academicians ? Will it work ? Are there any educational institutions
>> which has this ? How do can this be formulated?  Please share your
>> insights
>>
>> Regards
>> Dr. Vijila Kennedy
>>
>> --
>> Thanks & Regards
>> Dr. Vijila Kennedy
>>
>> Office
>> Director
>> KCT Business School
>> Kumaraguru College of Technology
>> Coimbatore – 641006
>> Ph: +91 - 422 – 2669401, 2669405
>> Website: www.kctbs.ac.in
>>
>> Mail: vijila@gmail.com
>>         Mobile:  +99944-95193
>>
>> "I can do all things through Christ who strengthens me.." -
>>
>
>