University distinguished lecture

By Kevin Fitzsimons During his May 1 lecture, Arthur J. Epstein, Distinguished University Professor of physics and chemistry, highlights a scene from "The Graduate," in which Dustin Hoffman's character is advised upon his college graduation to seek a future in plastics. Epstein, also director of the Center for Materials Research, is a pioneer in the use of plastics.

Epstein highlights potential of plastics, nanotech

A moment in a hit 1960s film occupies a place in movie history, and science history as well. As the main character, a directionless youth, wanders glumly through his college graduation party, a business-minded guest offers him a single word of advice for his future: "Plastics."

Who could have predicted that only one decade later, scientists would create a new breed of polymer -- one that conducts electricity, and would prove crucial for the electronics industry of the 21st century?

Arthur J. Epstein, Distinguished University Professor of physics and chemistry and director of Ohio State's Center for Materials Research, has known the importance of plastics for some time. He highlighted that fateful scene from The Graduate in his University Distinguished Lecture, "Nanotechnology, Plastics, and Your Investments," on May 1 in the Wexner Center Film/Video Theater.

During his 17 years at Ohio State, Epstein has earned some 25 technology patents for plastics with electrical, optical and magnetic properties. One day, his materials could form everything from bright, colorful video screens to efficient computer hard drives.

Epstein described to the audience how technological advancements in plastics have shaped the Fortune 500 companies of today. Heavy hitters such as Exxon Mobil Corp., General Motors Corp., Ford Motor Co. and IBM Corp. all rely on plastics in one way or another to improve their products.

"Control at the nanometer length scale of electrical, optical and magnetic properties of plastics will bring innovation and a wide range of new products, such as flexible portable electronics to consumers. New jobs and even new companies will come from these developments," Epstein said.

The University Distinguished Lecture Series was inaugurated in 1996 as one of the University's highest honors for a senior faculty member. The lectureship is awarded in recognition of outstanding academic achievement, particularly, but not exclusively, in research, scholarship or creative activity. The President's and Provost's Advisory Committee reviews nominations and recommends candidates to the president and provost for final selection.

The Office of Academic Affairs awards $5,000 to the University Distinguished Lecturer to be spent in support of an academic program of her or his choice. Epstein has designated that his award should be used to assist financing of the "Physics Commons" in the new Physics Research Building. This new commons will provide an exciting interaction space to promote and enhance communications and collaborations between students and faculty.

Trustees set budget for FY03 compensation

In an effort to help close the gap that has developed between Ohio State's faculty, staff and graduate associate salaries and the salaries offered by benchmark institutions, trustees voted on May 3 to approve a compensation resolution allowing the University to distribute a salary budget in the range of 4.5 percent for fiscal year 2003.

This action supports the compensation initiative of providing increases of up to 1 percent above market. Faculty and staff salary increases at benchmark institutions are expected to average approximately 3.5 percent for the upcoming budget cycle.

"This is the first year in our plan to provide salary budgets of up to 1 percent above comparable institutions. We hope that within the next several years, Ohio State will again be offering competitive salaries," said Edward J. Ray, executive vice president and provost.

In anticipation of trustees' approval, Ray distributed a guidance document on April 8 to vice presidents, deans and chairs to assist them with making salary decisions.

Because pay raises last year were minimal, Ray's guidelines encouraged administrators to take into account faculty and staff performance over a two-year period when determining pay increases in their units. He also encouraged administrators to give added consideration to lower-paid employees who were affected most dramatically by two years of fixed cost increases for health and other benefits.

The memo advised administrators to consider merit the primary determinant for pay decisions, as merit is an appropriate balance of performance, market competitiveness and internal equity.

In keeping with the decentralized budget environment, each college and administrative unit has been approved to provide no lower than a 4 percent budget dedicated to compensation.

Individuals performing well whose salaries are behind the market average by a representative amount in their unit should receive a compensation increase of at least 3.5 percent, but individuals with salaries closer to the market may receive less.

Financial support for graduate associates also is significantly behind the University's benchmarks. Ohio State is in the second year of a three-year plan to contribute more financial support in the form of health care subsidies to GAs, and units are expected to provide those positions with stipend increases on a par with faculty and staff salary increases.

Other key points to the compensation budget include:

• Budget pools for administrators, faculty, unclassified, classified staff and graduate associates must remain separate, but units may differentiate these budget pools with supporting rationale. The differentiation must not exceed 0.5 percent from the college/unit average, except with approval of the provost.

• Faculty being promoted will receive 6 percent centrally, in addition to at least an average percentage merit increase from the unit.

• All faculty and staff, regardless of hire date or probationary status, are eligible. However, units are encouraged to delay salary increases for staff members until they successfully complete probation.

• External grant-funded areas are given flexibility to use available increase funds.

• One-time cash payments -- to reward outstanding performance, retain individuals with salaries significantly behind market, or to aid the lowest-paid individuals affected disproportionately by rising health care costs -- can be made in amounts up to $2,500, or 5 percent of an individual's annual base rate.

The guidance document, outlining the salary budget process, is available online at http://oaa.ohio-state.edu/speeches/salary-budget.html.