FY23 Compensation and Benefits Requests

TO: Sherideen Stoll, C.P.A., Chief Financial Officer
CC: Viva McCarver, Chief Human Resources Officer
Rodney Rogers, Ph.D., President
Joe Whitehead, Ph.D., Senior Vice President and Provost

SUBJECT: Administrative Staff Compensation Request FY23

The Administrative Staff Council (ASC), and over 700 constituents it represents, takes very seriously its role to advance the mission of Bowling Green State University. In return, we ask for the University to consider the valuable contributions of all its employees, including administrative staff members, in reviewing this request.

This request is founded out of our devotion for our students and our commitment to BGSU. We know BGSU is changing lives and we are proud to be an integral part of the good service the University provides to the public. We thank you for your commitment to a review of our request and consideration.

Included in this request:


Victor Senn, Chair of Administrative Staff Council
Stephanie Savoy Brinkman, Chair-Elect of Administrative Staff Council
The Personnel/Welfare & Compensation Committee

Compensation Request

4% salary increase across the board to move salaries closer to the 2021 Consumer Price Index increase.

We have focused our FY23 compensation request on the Consumer Price Index (CPI) increases to ensure administrative staff can keep up with their rising living expenses. 

The 2021 Consumer Price Index saw an increase of 7% from December 2020 to December 2021. This is the largest 12-month increase since 1982 and administrative staff are feeling the effects of this every day.

Last year, administrative staff salary increases were 1.6% below the CPI, compared to the previous three-year total. This year, the total salary increase over the past three years is 6.2% below the CPI.

Taking into account this compensation deficit, the FY21 gratitude pay and recognizing that the University is also impacted by the same inflation, we are only requesting a 4% salary increase for FY23.

Benefit Request

We created a survey and sampled a small group of 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 PACHWI. We appreciate the steps that have been taken and are submitting the following prioritized requests.

  1. BGSU will continue to have limited operations and will be closed for the majority of our staff members 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 alternate five days off by June 30.
  2. Option to cover spousal healthcare regardless of employment status.
  3. Provide additional mental health sessions/options. Increased coverage for mental health sessions and increased options for providers.
  4. Increase life insurance benefit to 2.5x base pay up to $300K. Other state institutions in Ohio currently are offering, and we are requesting to be competitive with similar institutions.
  5. Provide additional medical benefits. To include trans health (i.e. gender affirming treatment) and fertility/infertility treatments be included in our insurance coverage.
  6. Increase the maximum coverage for dental and orthodontic expenses.
  7. Regular meetings with benefit providers. We are requesting to be better informed of benefits available and support in accessing benefits.
  8. 16 free experiences at the rec center per semester. This benefit was indicated in the administrative staff survey.
  9. Continued weekly meal swipes for ALL BGSU dining services facilities, including Firelands campus.
  10. Continued ability to make a choice of medical benefits to include both a Preferred Provider Organization (PPO) and Health Savings Account (HSA) option. An affordable PPO option, which does not reduce benefits or coverage nor has substantial increases in the employee’s cost share, co-pays, out-of-pocket expenses, and/or deductibles.
  11. $500 for Plan B (individual) and $1,000 for Plan B (family) annually into the employee’s health savings account. If it is expected that Employee Healthcare contributions will increase, we request that the university contribution is increased proportionally to ensure the same amount of support.


Updated: 05/04/2023 05:04PM