Compensation Requests - Effective FY26
We have focused our compensation request on the Consumer Price Index increases to ensure administrative staff can keep up with their rising living expenses.
Inflation is expected to peak at 2.1%-2.4% this year, however the average employee at BGSU who has worked here for the past four (4) years has received 10.75% in salary increases, and the CPI cumulatively equals 25.80% representing a 15.05% decrease in overall purchasing power.
To provide additional justification for this request, we highlight that the cumulative administrative staff salary increase over the past four years has been 10.75%, while the Consumer Price Index (CPI) has risen cumulatively by 25.80% during that same period. This represents a 15.05% decline in overall purchasing power for our administrative staff, significantly impacting on their ability to keep up with rising living expenses.
Food and energy prices in the Midwest have increased by 2.0% and 3.7%, respectively, when compared to February 2024 data. While inflation is projected to stabilize between 2.1% and 2.4% this year, employees have already absorbed a substantial gap between salary growth and the true cost of living.
We are requesting a 4.5% across-the-board salary increase to bring compensation closer to market rates and to align with the compounded Consumer Price Index inflation compared to the actual increases provided by the university. While we recognize the university’s financial constraints, this request is a necessary step in maintaining our employees' financial stability and ensuring that administrative staff can continue to provide high-quality support to students, faculty, and the broader university community. If the recommended salary increase listed in this request is unable to be met, we appreciate your consideration in providing staff with additional paid days off to be used during the year combined with the approved compensation increase for FY26.
As a public university committed to serving the public good, BGSU must ensure that its administrative staff are supported at a level that reflects the dedication, expertise, and excellence they bring to their roles. We remain committed to finding innovative ways to enhance the university experience for students, campus partners, and the Bowling Green and Erie County communities. However, sustained investment in staff compensation is essential to ensuring that BGSU remains a strong and competitive institution for both employees and students alike.
Benefit Requests
Over the last few years, we have surveyed our administrative staff to assess what is important to them as it relates to compensation and benefits. The responses have been shared with Senior Leadership, and the University has taken some steps to implement them. To further align ASC and our role with representing administrative staff, we have appointed individuals from the ASC Personnel Welfare & Compensation sub-committee to the President’s Advisory Council on Health, Wellness, and Insurance (PACHWI). We appreciate the steps that have been taken and are submitting the following prioritized requests.
BGSU should make a permanent benefit to have limited operations and be closed the last five typically scheduled workdays of the calendar year. The days will be paid time off for employees. For those staff members whose duties do not accommodate this winter break time-off, they may work with their supervisors to take five alternate days off by June 30th.
Weekly meal swipes for ALL BGSU dining facilities, expand program to include an equitable equivalent for staff on the Firelands campus, Sandusky Resort and Attraction Management, and Levis Commons.
BGSU should provide increased workload stipends for employees with increased workloads outside of their normal duties. 85% of administrative staff surveyed responded favorably to stipends for increased workloads. These increases in workload could be a result of vacancies, long-term absences, special projects, etc. These increases should be issued regardless of whether the interim title listed in policy 3341-5-3 is designated.
Add paid bereavement leave, based on relationship, as a recognized category within the university's leave policies. Currently, staff are allowed a maximum of 10 days for immediate family members, using accrued sick time. We propose that a new leave type and policy should be introduced to grant 2 or 3 paid days (not sick leave) for immediate family with the ability to use accrued sick time for the remaining maximum of 10 days. This would align BGSU with similar polices at other state institutions and help to clarify the bereavement leave process.
