Kirwan era to end at Ohio State

Left, President Brit Kirwan responds emotionally during the winter commencement ceremony March 22 to a standing ovation and the unveiling of banners, above, urging him to stay on at Ohio State. Three days later, Kirwan announced his pending departure from the University. By Kevin Fitzsimons

Family a major factor in 'agonizing' decision to accept Maryland job

President Brit Kirwan announced March 25 that he will leave Ohio State on June 30 to become chancellor of the University System of Maryland. Emphasizing that the new position is one he neither sought nor encouraged, Kirwan said that the proximity of family in Maryland was the overriding element in what he described as an "agonizing" and "wrenching" choice.

In a letter to the Ohio State campus community, Kirwan noted that his children and growing number of grandchildren reside in Maryland. "Patty and I will soon be 64, and at this stage of our lives, spending time with them is of paramount importance," Kirwan wrote. "While both positions offer extraordinary professional challenges and rewards, the position in Maryland affords us the opportunity to continue doing important work in higher education while living near our family.

"The decision has caused me great anguish," Kirwan continued, "because I feel enormously proud and privileged to serve as president of this university. I also have tremendous admiration for the talent and dedication of the members of the University community. Although we have faced significant challenges over the past four years, we are making very substantial progress. Until this offer came ... it had been my expectation to remain at Ohio State for at least another year or two. Fortunately, the aspirations articulated in the Academic Plan and the Diversity Action Plan have become part of the University fabric and will, I am confident, live on long after my departure, whenever that might have been."

Kirwan pledged to devote his full attention and energy to completing important projects currently under way at Ohio State, including faculty and staff compensation, planning for a new biomedical research tower and launching the Gateway Project.

"I want to express my deep gratitude for the many e-mail messages, telephone calls and letters that Patty and I have received," Kirwan said. "I was especially moved by the demonstration of support at (winter) commencement. These expressions of goodwill made this decision all the more difficult for us. Indeed, leaving my position when such exciting changes are under way at Ohio State creates a sense of impending personal loss that we will carry with us. Patty and I treasure the friendships we have made in Ohio and will greatly miss our regular contact with the many friends and colleagues we have here. Please know that we will always cherish our time at Ohio State, a community that will remain dear to our hearts. And please know that we look forward to doing all we can over the next several months to continue to advance this great university."

Kirwan became president of Ohio State in July 1998 after serving for 34 years in various capacities, including president, at the University of Maryland. He will begin his new duties on Aug. 1.

Board of Trustees Chair David L. Brennan said that, "While the Board of Trustees is saddened by President Kirwan's decision, and will miss him greatly, we appreciate his many contributions to Ohio State, particularly his leadership in developing and implementing the Academic Plan. The trustees remain fully committed to that plan," Brennan continued, "and its goals of academic excellence, and are determined to position Ohio State among America's top 10 public teaching and research universities by the year 2010."

Since Kirwan's arrival at Ohio State, he focused on transforming the University into an institution known for academic quality. Measures of academic achievement -- ACT scores, students in the top 10 percent of their high school class and numbers of class valedictorians -- increased significantly over the last four years.

In addition, total research and development expenditures grew from $236 million in 1998 to $377 million in 2001. Of that, awards from federal agencies for Ohio State research grew to $198 million in 2001, up from $135 million in 1998. Because of its research reputation, the University received four of the last seven Ohio Eminent Scholar positions.

Kirwan also presided over the University's $1.23 billion fund-raising campaign, its largest ever and making it one of only a handful of public universities with an endowment of more than $1 billion. The campaign created 79 new endowed chairs and added more than $105 million to the University's scholarship fund.

Kirwan made improving diversity on campus one of the University's key priorities. In 2000, he introduced a Diversity Action Plan designed to improve the climate on campus for women and minorities and to attract greater numbers of diverse faculty and staff.

A community leader who believes higher education is the key to economic development, Kirwan spurred cooperation with local and state officials to enhance economic development and strengthen Ohio's knowledge economy. With state support for higher education lagging, Kirwan has traveled Ohio to speak to the importance of greater investment in the state's colleges and universities.

During search for successor, OSU is urged to maintain momentum

The University's Board of Trustees on April 5 appointed an 18-member Presidential Search Committee to seek a successor to Brit Kirwan.

In remarks at the April board meeting, Chair David L. Brennan praised the outgoing president, adding that, "No one, in my view, could have accomplished more during recent years than Brit Kirwan has accomplished." He also said that the board continues to strongly support the University's direction and will seek a new president "who subscribes to the goals and broad approach that are the basis of the Academic Plan."

"I want to emphasize that in the period between President Kirwan's departure on June 30 and the arrival of a new president, this board will do all within its power to encourage a continuation of the momentum that has been built over recent years.

"Let me be very clear: We do not see the upcoming months as a time to run in place or postpone every important decision until a new president arrives. To the contrary, we urge the administration, faculty and staff to continue to recruit outstanding faculty and students, to proceed with the Diversity Action Plan, to make the student experience as meaningful as possible, to help build Ohio's economy and, in general, to make as much progress as we possibly can."

Brennan also said "it would be foolish to speculate as to how long the search process will take," but that the board is "eager to complete this process as soon as possible, without sacrificing in any way quality, thoroughness or due diligence." Before June 30, he said, the board will make a decision on interim leadership.

The committee will develop a profile of characteristics, skills and qualities desired for the next president; develop a list of candidates qualified to hold the office; and screen those candidates. It will also verify the candidates' qualifications and interests in the position, and recommend "the best possible candidate" to trustees, Brennan said.

The committee will be chaired by James F. Patterson, vice chair of the Board of Trustees, and will include three other trustees: Judge Robert M. Duncan, Karen L. Hendricks and Dimon R. McFerson. Also on the Search Committee will be:

• Five members of the faculty: Bruce E. Bursten, chair and professor, Department of Chemistry; Susan W. Fisher, professor, Department of Entomology, and secretary, University Senate; David O. Frantz, professor, Department of English; Jacqueline J. Royster, professor, departments of English and African-American and African Studies, and associate dean, College of Humanities; and Marilynn Brewer, professor, Department of Psychology.

• Two deans: Fred Sanfilippo, senior vice president, Health Sciences, and dean, College of Medicine and Public Health; and James C. Williams, dean, College of Engineering.

• Three students: Marsha Robinson, graduate assistant, Department of History; Eddie Pauline, president, Undergraduate Student Government; and a graduate or professional student to be named later.

• Two administrators: Jerry A. May, vice president, University Development, and president, University Foundation; and Mac A. Stewart, vice provost, Minority Affairs.

• One representative of the Alumni Association: Dan Heinlen, president and CEO.

• One nonteaching staff member: Willa N. Young, chair, University Staff Advisory Committee.

The trustees also approved the engagement of a search firm to assist the Presidential Search Committee and announced that the President's Planning Cabinet will assume responsibility for any transition initiatives.

Study sets tone for FY03 salary guidance

In preparing for making compensation recommendations for Fiscal Year 2003, University administrators presented a compensation benchmarking study to the Board of Trustees on April 5. FY 2003 salary recommendations are scheduled for the May board meeting.

The study compared Ohio State's average salaries with those of benchmark institutions for each of the past five years, examined how Ohio State invests its salary dollars in terms of gender and ethnicity, compared the cost of benefits at Ohio State with other institutions, and determined what the market outlook is for raises for fiscal year 2003.

The analysis was presented by Edward J. Ray, executive vice president and provost; Barbara Snyder, vice provost for academic policy and human resources; Larry M. Lewellen, associate vice president for human resources; and J Stephen Henderson, director of compensation. The data were collected and organized by the Office of Human Resources' Management Information Analysis and Reporting.

"On average, faculty and staff salaries are significantly behind market," Lewellen said. "We found that faculty salaries are behind market for 14 of the 16 colleges we have data for and preliminary data suggest that staff salaries are behind market for all categories."

When Ohio State ranks itself against its public benchmark institutions, it is ranked ninth out of the 10 institutions for budget allocations for faculty salary increases during the past five years. The average five-year total is 23.2 percent; Ohio State's total increase adds up to 15.8 percent. During 2001-02, Ohio State continued to slip below the benchmark average for faculty salaries. The current Ohio State faculty salary average of $74,840 is 5.5 percent below the average benchmark salary of $79,180. In 2000-01, OSU's average of $73,930 was 2.9 percent below the benchmark average of $76,160.

Considered by rank, Ohio State's full professors are 4.8 percent below the benchmark average, associate professors are 6.5 percent below and assistant professors are 6 percent below.

Analysis of how Ohio State average faculty salaries compare to their counterparts in public benchmark institutions on a college-by-college basis was also provided. Snyder noted that 14 out of the 16 colleges for which data were available are below the benchmark average for faculty salaries. Social and Behavioral Sciences ranked above average, at 2 percent, with the majority of colleges ranking from 3 percent to 5 percent below. Dentistry is 15 percent, Education is 10 percent and Law is 9 percent below the benchmark average, and Social Work is 18 percent below.

Because Ohio State is in the midst of conducting a comprehensive staff benchmarking process, updated data for staff salary comparisons are not available yet, Henderson said. "Staff were below market with some groups by as much as 8 percent last year, and our preliminary data suggest that they will be even further behind market this year. This is not only due to low raises last year, but we believe it is also because we now have an increased number of positions with market information," Henderson said.

The report included a study of total investments (all base salary increases, premium credits and cash bonuses) for fiscal year 2001-02 by classification. In terms of gender, the study found that males and females received the same percent increase within the faculty and CCS employee groups, respectively. Female administrative and professional employees received, on average, a 1.7 percent increase, while males received a 1.3 percent increase.

Minority faculty received, on average, a 1.2 percent increase, while white faculty received 1.1 percent. Administrative and professional minority employees received 1.7 percent; white administrative and professional employees received 1.5 percent. There was a 2.3 percent increase for minority CCS staff and a 2.1 percent increase for white CCS staff.

The report also included a cost comparison for benefits among 20 higher education institutions. The average estimated premium cost for 2003 is $3,681; Ohio State's cost is projected to be $3,292. "We are not happy with the rising cost of health care we have experienced this year and projected for next year," Lewellen said. "However, this information shows that we are not alone and that the overall cost of OSU health care plans compares favorably with similar institutions."

The presentation included a summary of the market outlook for salaries next year. Benchmark institutions are projecting raises in the range of 3 percent to 5 percent, and the IUC institutions in the range of 3.2 percent to 3.5 percent. Projections from available consultant surveys were also presented, on a local or national basis.

Administrators also reported on institutional support for graduate students. On average, Ohio State provides $10,809 of financial and medical benefit support for resident students; the benchmark and public CIC institutions provide an average of $12,360. For nonresident students, OSU provides an average of $10,809 of support; the benchmark and public CIC institutions provide an average of $12,042 of support.

"This report strongly reinforces the need for the multiyear compensation initiative that we have adopted as a top priority consistent with our Academic Plan," Ray said. "We intend to recommend a compensation package next month (see story, this page) that will begin to reverse the negative trend in salary competitiveness for faculty, staff and graduate associates and will require a continuing commitment to above-market compensation increases for a number of years."