The Red and Black

Originally posted by

Andy

What this shows is that folks in general are vastly overpaid in the Terry College for what they do.

Originally posted by

Andy

What this shows is that folks in general are vastly overpaid in the Terry College for what they do.

Originally posted by

Andy

What this shows is that folks in general are vastly overpaid in the Terry College for what they do.

Originally posted by

Rob

Come on Carroll! You have been found guilty of violating the non-discrimination policies designed to protect your fellow associates. I wonder what attacking associates means around Terry. I also believe you signed documentation verifying the accusation(s).

Believe it or not this really does make you a Racist towards Asians and if you're not then don't sign off on it. Take your 65% merit increase based on the production you accomplished, during your tenure at UGA and move on!

Originally posted by

Reeve Tuesti

Another day, another racist business school professor. Should any of us really be surprised?

The Terry School obviously has some very serious problems with its personnel. That's not really any different from other departments, school, and programs, but when Terry's dirty laundry comes to light, it's always worse than other places on campus. Anyone remember the Jill Holman case? (Search the R&B for it--it's pretty shocking!) The personal politics in the business school in that case ruined careers, and did nothing--absolutely nothing--to help the students or the state of Georgia.

For shame.

Originally posted by

barbcarroll

this is a reply to rob above and any other person out there who continues to ignore the facts surrounding this situation.

get a clue...i wasn't "found guilty" of anything. beth bailey, an attorney for uga, conducted a subjective investigation about salary differences and made a subjective call about my being in violation of uga policy. ms. bailey's job is to protect the university. it was in uga's best interests to find support for the 2007 salary figures...did you look at those...kumar, a professor my same rank hired only two years earlier, made $235k to my $87k in 2007. it was also in uga's best interest for ms. bailey to find me in some sort of violation of something or other (these violations were based strictly on my complaints about pay differences, not any other behavior), as it silenced me on the matter, for fear of my job, and it gave the university ammunition against me.

i have not been found guilty of anything, nor have i signed any documentation that suggests i am guilty of anything. again, have you even looked at these documents.

i complained about blatant salary differences amoung professors of the same rank and doing similar work in my department in spite of the huge pay difference in my 2007 salary and that of du, patrick, and kumar, the uga attorney, ignoring the dollar figures presented in this article today, found nothing wrong with those salary differences. oddly though, ms. bailey failed to provide a single reason for these three recent hire professors making two to three times more than i (LOOK AT THE DOCUMENTS). then, ms. bailey decided that in i was violation of uga ndah policy with my complaints, with the implication that that my job was in jeopardy (read her letters, get a clue!). MS. BAILEY'S INVESTIGATION NOT OBJECTIVE AND IT WAS NOT DONE TO PROTECT ANYONE OTHER THAN THE UNIVERSITY. AND I HAVE NEVER SIGNED ANYTHING AS PART OF ANY SETTLEMENT WITH UGA THAT HAS ME CONFESSING TO ANYTHING. again, have you read any of the documents attached to yesterday's article??? geez, don't let the facts color your judgment here.

uga subsequently sought a settlement with me that would result in my signing a covenant not to sue. why would they do that? again, get a clue...they wanted to silence me on this matter in perpetuity and to have protection from any legal recourse i might seek under equal pay laws. think about who might have suggested that to administrators???

beth bailey is an attorney who works for the university. her job is to protect the university.

your blissful ignoraoce would be humorous, except it is my life, job, and reputation on the line here. and i am sick to death of 1) making less money than others of my same rank who perform duties similar to mine 2) having to fight like hell to get (at the last minute of my career) pay that i supposedly am guaranteed by law and 3) having to defend myself against personal and professional attack when i assert myself in the matter of equal pay.
is there any wonder i was prepared to sign a covenant not to sue, even though my current pay is still dramatically lower than du, patrick, and kumar???!!!

finally, i never cease to be amazed at the that runs rampant in the ignorant. so much easier to skim a newspaper article, get all hot and bothered, and spew out hatred...at least one simply because he didn't like the way i look...she must be a "disgruntled, racist bitch."

barb carroll

Originally posted by

Chris Joseph

Don't report partial facts, Red & Black or you may be the ones guilty of perpetuating the racism perpetrated by Carroll against Asian faculty.
You mention Vanessa Patrick studied at Bombay University but not that her terminal degree - a doctorate in business - was from University of Southern California, Los Angeles. That is the degree that her hire by UGA was based on, not her undergraduate degree.
Some fact checking by your reporters may be a good thing. The information is not classified: check Patrick's faculty page.

Originally posted by

Chris Joseph

Don't report partial facts, Red & Black or you may be the ones guilty of perpetuating the racism perpetrated by Carroll against Asian faculty.
You mention Vanessa Patrick studied at Bombay University but not that her terminal degree - a doctorate in business - was from University of Southern California, Los Angeles. That is the degree that her hire by UGA was based on, not her undergraduate degree.
Some fact checking by your reporters may be a good thing. The information is not classified: check Patrick's faculty page.

Originally posted by

Dawggone

Imagine if it had been a black/asian/hispanic professor speak up to say that her pay was lower than white professors. What would have happened? There would have been protests, marches, calls to boycott Terry, calls for a government investigation, a Congressional hearing etc.

Give this lady a break. All she did was point out that her salary was significantly lower than others when she had been around as long if not longer. The University then threw her under a bus for it. She only gave in to salvage something out of the situation and that turned out to be her pension. Put yourselves in her shoes and say you wouldnt speak out. People are so quick to jump on the racism bandwagon that they dont even bother to get the real story.

Originally posted by

Uhh...

"But faculty salaries differ based on factors such as productivity and evaluations, said Richard Fox, who served as interim-department head of marketing following the investigation."

That is the single most telling sentence of the article. Barbara Carroll is not a good professor. Her classes are a waste of time and completely unengaging. Her performance in the classroom is exactly why she DIDN'T deserve the pay raise she bitched, moaned, and cried discrimination over.

Newsflash, Ms. Carroll: You might be doing similar work to other people, but that absolutely does NOT mean that you are doing it nearly as well as them. As if any of it matters to you anymore after you cheated the University out of millions. I hope you feel good about yourself, you scumbag.

Originally posted by

Uhh...

"But faculty salaries differ based on factors such as productivity and evaluations, said Richard Fox, who served as interim-department head of marketing following the investigation."

That is the single most telling sentence of the article. Barbara Carroll is not a good professor. Her classes are a waste of time and completely unengaging. Her performance in the classroom is exactly why she DIDN'T deserve the pay raise she bitched, moaned, and cried discrimination over.

Newsflash, Ms. Carroll: You might be doing similar work to other people, but that absolutely does NOT mean that you are doing it nearly as well as them. As if any of it matters to you anymore after you cheated the University out of millions. I hope you feel good about yourself, you scumbag.

Originally posted by

bjords

Tenure is the "union" of professors. Once they get tenure, its home free to the government pension plan. Some of the worse professors I had in college were seasoned tenured professors. Not to say All of them were like that, of course not- the majority of professors were fantastic, but there were a few that put very little into their curriculum. Terry pays good money for good people. If Barbara is such a good professor, then maybe she should make herself available to the industry. If Terry wants her bad enough, they will do what they need to keep her. However, I think that since she has been at this campus so long- it sounds to me that she is scared to leave because she may lose her current status if she went to another institution and may have to work harder than she is currently. But being an imbecile and looking on the government website at other professor's pay- then complaining about it??? Give me a break. Go prove yourself how much you're worth- you act as if Stalin is back in business and is forcing you to do this.

Originally posted by

bjords

Tenure is the "union" of professors. Once they get tenure, its home free to the government pension plan. Some of the worse professors I had in college were seasoned tenured professors. Not to say All of them were like that, of course not- the majority of professors were fantastic, but there were a few that put very little into their curriculum. Terry pays good money for good people. If Barbara is such a good professor, then maybe she should make herself available to the industry. If Terry wants her bad enough, they will do what they need to keep her. However, I think that since she has been at this campus so long- it sounds to me that she is scared to leave because she may lose her current status if she went to another institution and may have to work harder than she is currently. But being an imbecile and looking on the government website at other professor's pay- then complaining about it??? Give me a break. Go prove yourself how much you're worth- you act as if Stalin is back in business and is forcing you to do this.

Originally posted by

kyle

Barb -

I think it would be in your best interest to stop reading these wall posts. You are adding fuel to the fire by continuing to posts responses. Whether, you did what you are accused of or not, you should stop posting. It does not make you look less guilty. Read a real newspaper.

Originally posted by

Luanne Lohr

Bravo to Barb Carroll for pointing out the problem of salary compression. Salary compression is when those hired earlier who have accumulated experience over time receive a lower wage than those hired later with less (or no) experience. According to national studies (check out Google Scholar under "academic wage compresssion"), this phenomenon shows up statistically in business and economics departments and less reliably in other departments. As with other wage studies, the disparities are greatest between men and women, even accounting for rank.

The raise pool for faculty is the percentage allocated by the legislature times total faculty salaries. However, this is just a pool - not all faculty get that percentage increase.
Department heads have nearly blanket authority to set salary adjustments, and the Dean's office is supposed to review these for increases that seem out of line (too high or too low). It is easy for administrators to claim differential productivity as a factor, but such a claim should be backed up by quantification from mandated annual reports. If it can't be, then a reasonable person might look for another explanation for a large salary adjustment, some of which are legitimate and others not.

Under this system, a wage gap can be perceived as a productivity gap - the lower paid a faculty member is, the less productive her or she is perceived to be. If a department head decides he or she doesn't like a faculty member, it is not that hard to come up with a productivity-based argument to give the faculty member a lower raise. A less than diligent department head can simply keep giving lower raises to this person and both the wage gap and perception gap grow. A less than diligent dean (or college human resources specialist) can help perpetuate the problem by rubber-stamping below average salary adjustments. After enough years of below average raises, it becomes nearly impossible to catch up and a gigantic adjustment is necessary to provide equity. We don't know if this is the case for Dr. Carroll, but it is one of the explanations that readers need to be willing to consider.

I think if there were transparency and accountability in how raises are set by department heads and adjusted by deans, the university administration and the faculty would have fewer conflicts of this type.

Originally posted by

Luanne Lohr

Bravo to Barb Carroll for pointing out the problem of salary compression. Salary compression is when those hired earlier who have accumulated experience over time receive a lower wage than those hired later with less (or no) experience. According to national studies (check out Google Scholar under "academic wage compresssion"), this phenomenon shows up statistically in business and economics departments and less reliably in other departments. As with other wage studies, the disparities are greatest between men and women, even accounting for rank.

The raise pool for faculty is the percentage allocated by the legislature times total faculty salaries. However, this is just a pool - not all faculty get that percentage increase.
Department heads have nearly blanket authority to set salary adjustments, and the Dean's office is supposed to review these for increases that seem out of line (too high or too low). It is easy for administrators to claim differential productivity as a factor, but such a claim should be backed up by quantification from mandated annual reports. If it can't be, then a reasonable person might look for another explanation for a large salary adjustment, some of which are legitimate and others not.

Under this system, a wage gap can be perceived as a productivity gap - the lower paid a faculty member is, the less productive her or she is perceived to be. If a department head decides he or she doesn't like a faculty member, it is not that hard to come up with a productivity-based argument to give the faculty member a lower raise. A less than diligent department head can simply keep giving lower raises to this person and both the wage gap and perception gap grow. A less than diligent dean (or college human resources specialist) can help perpetuate the problem by rubber-stamping below average salary adjustments. After enough years of below average raises, it becomes nearly impossible to catch up and a gigantic adjustment is necessary to provide equity. We don't know if this is the case for Dr. Carroll, but it is one of the explanations that readers need to be willing to consider.

I think if there were transparency and accountability in how raises are set by department heads and adjusted by deans, the university administration and the faculty would have fewer conflicts of this type.

Originally posted by

David

Is it really the university's fault if a BUSINESS professor can't negotiate her own contract? Its not like she's forced to have a job at UGA either. If she thinks she's worth so much maybe she should've tried to MARKET her value to other schools...or the one she works for so they would pay her more. Taking it to the public level and threatening lawsuit? Come on! $50 says she's a super lib. It's someone else's fault she's not getting what she 'deserves'....right....

Originally posted by

barbcarroll

this isn't actually barb carroll, I'm writing this just to make a point, as I don't feel that she would have posted the above comment...Someone of such an esteemed education background wouldn't take the time to write something like that.