Salary Adjustment Guidelines, UNTF
September 7, 2011
TO: Deans, Directors, and Chairpersons
FROM: Theodore H. Curry II, Associate Provost and Associate Vice President, Academic Human Resources
SUBJECT: Academic Human Resources Salary Adjustment Guidelines for the Union of Non-tenure Track Faculty (UNTF) Bargaining Unit- 2011-12
As negotiated in the collective bargaining agreement, a 1.5 percent general merit pool has been approved for the UNTF effort for those in the Union of Non-tenure Track Faculty (UNTF) bargaining unit on October 1, 2011. A web-based raise application will be available for entering raises in early September. Increases will be effective on October 1, 2011.
Merit Basis
Raises will be distributed on the basis of merit. The UNTF contract provides:
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All salary adjustments will be based 100% on merit. Individual adjustments will vary based on academic unit merit determination.
- Any adjustments shall be made in accordance with applicable departmental/school/ college bylaws or guidelines for distribution of merit increases.
Guidelines for distribution of salary adjustments on the basis of merit will be developed at the unit level. The UNTF contract provides the following language with respect to performance evaluation, which should be the basis for merit determinations:
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Each academic unit is responsible for establishing and publishing procedures and criteria for annual and major reviews to evaluate teaching performance of Employees for purposes of merit and reappointment consideration. The employing unit will determine the criteria for, the manner of, and the Employee's responsibilities in the evaluation process. These must be consistent with commonly accepted standards within the employing unit for evaluating these categories of work. Documentation of teaching performance may include, but is not limited to: teaching portfolios; student evaluations; syllabi; course materials; and classroom visitations.
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For Employees with appointments of at least one Academic Year (AY), written performance evaluations should be conducted at least once per academic year. With respect to the consideration of the re-appointment of employees, major reviews should be conducted at appropriate times. The appropriate unit administrator, or designee, shall discuss the review with the Employee. The written review shall be given to the Employee prior to this discussion.
- The Employee will have an opportunity to submit supporting material and/or a response to the evaluation. A copy of the evaluation and any accompanying material will be placed in the Employee's personnel file.
No faculty/ academic staff member is entitled to a merit increase based simply on meeting assignments; quality and impact of the performance must be the basis for the decision along with quantity of work. Adjustments should be based fully on merit.
A decision to make no salary adjustment or a very low salary adjustment to an otherwise eligible individual may result from merit considerations. Deans are not required to submit written explanations of the rationale for any merit-based salary adjustment decision, but documentation (process and related individual documents) should be retained in the appropriate administrative office.
Minimum Salary Levels
Minimum salary levels for designated groups have been updated for the 2011-12 period and should apply generally. Merit considerations, however, may result in a lower salary rate in individual cases.
The following minima will apply to faculty in the UNTF bargaining unit.
Minimum Salary Guidelines: Ranked Faculty (2011-12)
| Faculty Rank | Academic Year | Annual Year |
| Lecturer | $25, 977 | $31,749 |
| Assistant Instructor | $25, 977 | $31,749 |
| Instructor | $25, 977 | $31,749 |
| Assistant Professor | $33, 910 | $41,445 |
| Associate Professor | $43,011 | $52,569 |
| Professor | $51,952 | $63,496 |
