The CSN-NFA agreement requires that the data-gathering process and the method be published to bargaining unit members, that every member receive their own result with the method behind it, and that a member can appeal to the Salary Equity Committee and get an answer within 30 business days. Our communication plan is organized around those duties, so nothing the faculty is owed depends on goodwill.
| Audience | What they need | How | When |
|---|---|---|---|
| Salary Equity Committee (two NFA, two administration) | Every decision point, every draft, the data and the code behind each result | Standing virtual meeting every two weeks; written decision log; a shared folder with every working file | Jan 2027 to the close of appeals |
| CSN Human Resources | A precise data request, a validation report, and questions resolved in writing | Data request in week one; weekly analyst check-in during intake | Jan to Feb 2027 |
| Academic faculty | Why the study exists, what data is used, how the method works, their own result, how to appeal | Plain-language method summary; two virtual information sessions; FAQ; faculty working groups CSN identifies (RFP F.1.c); individual statements | Feb (process), Apr to May (results) |
| Executive Leadership and Budget Services | Total cost, phasing options, and the funding decision they must make by June 15 | Two briefings: preliminary findings and the final scenarios; a one-page cost summary | Mar and Apr 2027 |
| CSN President | The Committee's recommendations with the evidence and costs attached | Final report, presentation materials prepared for the Committee | By May 1, 2027 |
A salary equity study changes some people's pay and leaves most people's pay alone. The people whose pay does not change will ask why, and the answer has to be the same answer every time, traceable to a rule the Committee adopted. Faculty trust the result when they can see the rule before they see the outcome. That is why the method summary goes out in February, before any individual result exists.
Everything about the method is public to the faculty: the criteria, the data fields, the model, the settings, and a worked example. Individual results go only to the individual member, the Committee and HR. Nevada's public records law applies to the College's records, and salaries of public employees are already public; personal data such as birth dates and demographic fields stay inside the secure working files and out of every published document.