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for Wednesday, June 06, 2001
• Table of Contents
  1. Education & Arts (Graduate Studies) 2001 Post-Convocation Reception
  2. Banner Presentation for All Faculty and Staff
  3. Ms. Leigh Ann Wayland Is Defending Her Thesis - Department of Educational and Counselling Psychology
  4. SSHRC Update - Mechanism at McGill
  5. Faculty & Staff Fund - Matching Gift Program
  6. Full-Time McGill Faculty Gender Differentials Academic Salaries
• Past editions of the Faculty Herald are archived here.
•
1 Education & Arts (Graduate Studies) 2001 Post-Convocation reception

June 7, 2001

12 noon to 2 p.m.
Lower Campus Field
(Three Bares - outside Arts Building)
*in the event of rain, the reception will take place in the Arts Building Foyer

Please join us for the celebration!

Dean Ratna Ghosh
Faculty of Education
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2 Banner Presentation for All Faculty and Staff

Thursday, June 14,10:00 a.m., Cram Auditorium Room 129

Banner Student Information System hosted by Sylvia Franke, Project Manager Department Chairs, Program Coordinators and all administrative staff are strongly encouraged to attend.

We look forward to seeing everyone there.

Dean, Ratna Ghosh
Associate Dean, Christopher Milligan
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3 Ms. Leigh Ann Wayland Is Defending Her Thesis - Department of Educational and Counselling Psychology

Department of Educational and Counselling Psychology is proud to announce that Ms. Leigh Ann Wayland will be defending her thesis: "Treatment of children with problem behaviors: The efficacy of conjoint behavioral consultation versus videotape therapy and the impact on parent-teacher collaboration."

The defense will be held on Thursday, June 14 at 13:15 in
Room 434.
Everyone is welcome to attend.
Susan Lajoie, PhD
Chairperson
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4 SSHRC Update - Mechanism at McGill

For students who are paid a stipend from a SSHRC grant - for support towards their thesis/project work, the 'Academic Student Appointment Form' must indicate a job classification of '004 Graduate Student Assistant' and be accompanied by an 'Award Certification Form' signed by the student and the supervisor. The 'Award Certification Form' in PDF format can be found at http://www.mcgill.ca/fgsr/fellowships/postawardinfo/. Stipends are treated as scholarships for taxation purposes and are not subject to employee and employer benefit deductions.

For students who are paid a salary from a SSHRC grant - for work other than their thesis/project work, the 'Academic Student Appointment Form' must indicate a job classification of '0003 Student Research Assistant' and not to be accompanied by an award certification form. Such payments are treated as salaries for income tax purposes and are subject to mandatory employee and employer benefit deductions (Medicare, EI and QPP).

Submitted by Bonnie L. Brayton, Assistant to the Dean/APR

Bonnie L. Brayton
Assistant to the Dean
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5 Faculty & Staff Fund - Matching Gift Program

Where would you like McGill to spend an extra $50,000? Now's the time to make your opinion count.

$50,000 has been set aside by a longtime donor to the McGill Annual Fund to match any gift made by a staff or faculty member of the University (not applicable to alumni) if you back date before May 31, 2001. Won't you help McGill take full advantage of this special opportunity? If you have never given to the Faculty & Staff Fund, your own gift will be matched dollar-for-dollar, up to $300.

For example, if you decide to give $100 to one particular activity, that activity will actually receive $100 + $100 = $200.

The donor has also agreed to double any increase in giving by a staff or faculty member of the University before May 31.

For example, if your most recent gift to a certain area was $75, and you decide to give $175 this year, your donation will actually be $175 + $100 = $275.

As soon as you make your gift to McGill, the area you select will also receive the matching gift.

You may make your gift by payroll deduction, by credit card or by cheque.

You can choose what your gift will do. Do you want the campus to look better? Would you rather help students, or provide new skills to employees? Or you can note a specific activity or area at McGill.

McGill receives thousands of dollars every year from firms that match employees' gifts to higher education. Now, staff members have the chance to arrange matches for their own gifts to McGill.

Please help us obtain all of the $50,000 available in this extraordinary Challenge Gift by participating in this year's annual appeal before May 31.

As we have already passed the May 31, 2001 deadline -- we will accept all cheques dated May 31st and payroll deductions will be matched until May 31, 2002 -- so long as you provide your response to Shauna Kelly (398-8545) or Andrea Segal (398-5039) by June 11, 2001.

Shauna Kelly
Development and Alumni Relations Associate
*
6

Full-Time McGill Faculty Gender Differentials - Academic Salaries

A series of studies at McGill have shown that in all faculties full-time female academics are, in general but certainly not in all cases, paid less than their male counterparts of the same age, with similar qualifications and with comparable experience. Although a number of efforts have been made to close any inappropriate gender gap in our full-time faculty compensation arrangements, a substantial new initiative is required if the University is to live up to its obligations in this area.

Following discussions with both the Faculty Deans and the Academic Salary Policy Sub-Committee (ASPSC), the University has committed to allocating, beginning in 2001-2002 and extending over the following two years, the base budget allocations that would be required to correct the gender effect already identified in statistical analyses or which may be identified in subsequent analyses.

In 2001-2002, the first year of this program, $350,000 of the anomaly envelope will be allocated specifically for this purpose. Portions of this envelope will be assigned to each Faculty based on the number of full-time female academic staff in each faculty and the statistical gender differential in academic salaries in that faculty that was estimated by the statistical model used in the last ASPSC analysis.

Each Dean will be asked to present to the Provost and Vice-Principal (Academic) a complete list of all full-time female professors and faculty lecturers with, if appropriate, their proposed anomaly award and some justification for how this award was determined. It must be stressed that not every full-time female professor should expect to receive such an award.

In addition to the program described above, which is designed to correct the present salary differential, a number of other measures will be implemented to ensure that gender bias does not occur.

These are as follows:

Effective immediately, the Office of the Provost and Vice-Principal (Academic) will monitor our staffing actions to ensure that future full-time starting salaries and anomaly awards will be as gender blind, as has been the case with our merit increases.

From time to time further surveys will be conducted to assess gender differentials in full-time faculty salaries.

The Provost and Vice-Principal (Academic), working with the Faculty Deans, will, in the spirit of the Provost’s memo dated April 5, 2001, promote the hiring of full-time female academics at McGill.

Bernard J. Shapiro
Principal and Vice-Chancellor

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