Salary Adjustment Guidelines, Academic
July 13, 2015
TO: Deans, Directors and Chairpersons
FROM: June Youatt, Provost
SUBJECT: Academic Human Resources Salary Adjustment Guidelines – 2015-16
This memorandum contains information on the allocation to faculty of the Board-approved merit and college market salary increases. It also includes information on a 0.50 percent academic competitiveness merit pool for tenure system faculty and ranked FRIB/NSCL faculty to be effective January 1, 2016.
Raises will be distributed on the basis of merit. Adjustments for individuals should recognize relative merit in the performance of their duties across the university's mission of teaching, research and outreach. Unit administrators are expected to ensure that individual performance is assessed through the appropriate peer review process and that salary increase recommendations are differentiated based on merit assessment.
The Office of the Provost has consulted with the University Committee on Faculty Affairs (UCFA) on the salary adjustment guidelines in accordance with the Bylaws for Academic Governance. The UCFA believes that salary adjustments should be based on the concept of merit as reinforced by appropriate peer review.
Guidelines for distribution of salary adjustments on the basis of merit will be developed at the unit level in accordance with the principles stated. Primary unit administrators have responsibility for unit guidelines (188.8.131.52. Bylaws for Academic Governance) and must seek the advice of unit faculty in developing the guidelines.
In accordance with university policy, efforts to advance university objectives that are crosscutting and/or interdisciplinary must be recognized in the merit process along with contributions to the creation, transmission, application, and preservation of knowledge. This category includes efforts in areas such as university outreach; integrative studies; international activities; and diversity, inclusion, and pluralism. In addition, consideration should be given for contributions such as service in academic governance, including grievance panels.
Consistent with past practice, research associates are considered to be part of the university's academic staff. These salary increases should be handled in accordance with these guidelines. Further, faculty and academic staff with approved terminal consultantships and/or established retirement dates are eligible for salary adjustments based upon merit.
Faculty members are entitled to know the evaluation criteria and process by which they are being evaluated, as well as the connection between that evaluation and their merit raise. It is expected that an overall satisfactory evaluation based on peer review should warrant some salary increase, depending on the relative merit of the individual's contributions. No faculty 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 and incorporate an appropriate form of peer review.
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.
If deans depart from this guideline, the appropriate faculty advisory group and relevant unit administrator must be consulted, and the approach reviewed with the Office of the Provost prior to the distribution of funding to the units. Information about such procedures must be made available, if requested, to unit administrators and faculty.
An allocation of 0.50 percent is provided to address faculty salary needs. This allocation is administered at the College level, may be distributed differentially across departments, and raise adjustments will be based on merit.
Funding of $1.5 million will be allocated to
build academic competitiveness at the College level. This fund is based upon a 0.50 percent merit pool calculated from the tenure system faculty base to be effective January 1, 2016 and awarded to key faculty and staff. Allocations will be determined based upon merit. Units will receive a fully annualized allocation for the January 1 effective date, leaving approximately half of the allocation available for non-recurring use in fiscal year 2015-16. These residual funds may be allocated on a non-recurring basis in critical programs targeted to advance academic excellence. Colleges are expected to generate specific plans in consultation with appropriate governance groups and secure the approval of the Office of the Provost prior to committing funds.
Central support for promotional increments for tenure system faculty will be provided in 2015-16 at $2,000 per promotion from Assistant to Associate Professor and at $2,500 per promotion from Associate to Professor. For those appointed at the associate professor rank but without tenure, $2,000 will be provided upon receipt of tenure. Promotional increases for Librarians will be recognized with central support of $2,000; $1,000 will be provided for the promotions of Senior Academic Specialists, and continuing FRIB/NSCL staff. The promotional increments are to be effective October 1, 2015.
If unit promotional policy exceeds the above funding, units are responsible for funding such increases through the raise list. Raise control figures may be exceeded by the amounts centrally provided for promotional increments.
Minimum salary levels for designated groups should apply generally. Merit considerations, however, may result in a lower salary rate in individual cases.
Minimum Salary Guidelines: Tenure System Faculty (2015-16)
|Faculty Rank||Academic Year||Annual Year|
Minimum Salary Guidelines: Non-Tenure System Faculty and Academic Staff (2015-16)
|Faculty Rank||Academic Year||Annual Year|
(Appointed as Academic Advisors)
Below is the raise process schedule for faculty and academic staff:
non-union and union raises
raises submitted to HR
Friday, September 11: Market Adjustment recommendations approved and communicated to units
Friday, September 25: Raises loaded into the HR/Payroll System, including manual corrections
Monday, September 28: Raise notifications sent electronically via email to MAUs for distribution