3.9.2 Faculty Salary Policy
A. College of Arts and Sciences
Every other year each faculty member submits to the department chair or surrogate a current curriculum vitae, a brief statement outlining accomplishments during the last two years, student evaluations for all courses taught, copies of publications or papers, and such other materials as may be considered appropriate by the reviewee. In the event that the chair is the subject of the review, the associate dean shall appoint a tenured faculty member to fulfill the chair’s role in the review process. After reviewing these materials, the department chair or surrogate shall write a letter to the dean assessing the faculty member’s performance in the areas of teaching, scholarship or creative activity, and institutional service. A copy of the chair’s letter shall also be given to the faculty member under review, who shall have a week to add a response to the file.
After reviewing the files, possibly in consultation with department chairs (or surrogates) and the associate dean, and taking into account the most recent salary reviews, the dean of the College shall make recommendations to the president regarding salary. Thereafter, the dean shall inform the faculty member of the decision, including a written rationale for the decision.
The dean of the College shall review the performance of the associate dean, including relevant teaching and scholarly activities, by following the procedures for review of members of the administrative staff.
Each year, prior to review, the dean of the College shall provide the faculty with the current distribution of faculty salaries.
Salary increases are awarded at one of three levels with the exact percentages for each level to be determined annually by the dean of the College. A faculty member who is evaluated as meeting the expected standards of performance will be awarded the medium percentage salary increase. Those clearly surpassing the expected level of performance will be awarded the high percentage salary increase. Those not meeting the expected standards of performance will be awarded the low percentage salary increase. No increase for meritorious service will be given unless that meritorious service includes good teaching.
In extraordinary circumstances the dean of the College may award special merit raises for truly outstanding performance or, contrariwise, in the event of clearly unmeritorious performance, award no raise. In either of these two extraordinary cases, the faculty member will be reviewed again the following year.
Approved by the CAS Faculty May 31, 1991
Amended by the Faculty November 2, 1993
Amended by the Faculty March 12, 2006
B. Graduate School of Education and Counseling
- Compensation shall be based on service for the regular academic year, which for the Graduate School consists of two (2) semesters of fifteen (15) weeks. With the approval of department chairs and the dean, faculty members may substitute an equivalent load of summer teaching, advising, and program development for the fall or spring semester. Faculty members are expected to participate in commencement exercises and activities.
- The salary of each member of the graduate faculty shall be determined annually by the dean with the approval of the president.
- Additional assignments beyond the normal two-semester contractual arrangement shall be effected by individual written agreements.
C. Law School
- Compensation shall be based upon service for the regular academic year, which for the Law School consists of two (2) semesters of fourteen (14) weeks each, together with examination and grading periods. It is also expected that faculty members will attend the graduation ceremony.
- The salary of each member of the Law School faculty shall be determined annually by the dean with the approval of the president.
- Additional assignments beyond the normal two-semester contractual arrangement shall be effected by individual written agreements.
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