The analysis of the comparative value of Drew's benefits shows Drew falling below the median of the comparison schools, ranging from four below the median for full professors to the bottom of the list for assistant professors. Thomas Magnell suggested that the portion of benefits going to medical insurance might be higher in New Jersey than elsewhere, as costs are high, and that other benefits might consequently be shortchanged in comparison to Drew's peer schools. Benefits for full professors place higher on the list because their salaries are higher, and the benefits total is tied to Drew's TIAA-CREF contribution. Alan Rosan suggested that the subcommittee look at local schools as well. A full report will be presented in Fall 2000.
Preliminary findings suggest higher levels of satisfaction with retirement and SRA benefits.
The coverage for dental care received the lowest level of satisfaction. Drew University consult with the Committee on Faculty or its appropriate subcommittee on any changes in existing or projected fringe benefits 2. Drew University resume its former practice of providing annual statements of benefits to each faculty and staff member. The recommendations were accepted by the Senate. Gerry Smith-Wright and Roxanne Friedenfels gave a preliminary report on graduate student responses to the Committee's survey on acceptance and respect in the Drew Community.