UNIVERSITY OF CENTRAL MISSOURI
FACULTY SENATE
SALARY AND FRINGE BENEFITS COMMITTEE
POLICY AND PROCEDURES MANUAL
Edited By Dr. Steven L. Popejoy
TABLE OF CONTENTS
Committee Charge ... 3
Faculty Salary Model ... 6
Faculty Compensation System
Implementation Guidelines ... 8
Market Pay
Implementation Guidelines ... 14
Procedures for Benchmarking Market Pay ... 16
Timeline... 17
Approved Market Disciplines ... 18
Frequently Asked Questions ... 19
UNIVERSITY OF CENTRAL MISSOURI
FS SALARY AND FRINGE BENEFITS COMMITTEE Committee Charge
I. FUNCTION
A. To investigate, initiate, and recommend annually policy concerning faculty members’ salaries and fringe benefits.
B. To recommend annual allocations for base pay, market pay, merit pay and fringe benefits, as appropriate.
C. To establish and maintain liaison with parallel UCM committees for nonexempt staff and professional non-faculty groups, as well as other faculty, university, and special committees, for the purpose of investigating and recommending fringe benefit programs of common interest.
D. To review annually all components of the UCM faculty compensation model (base/market/merit/benefits) to assure reasonable competitiveness for all disciplines.
E. To review salary and benefits data from other comprehensive institutions, in conjunction with established comparison benchmarks.
F. To develop and monitor periodic reviews, in conjunction with the Provost, to detect and suggest remedies for salary inequities based on race, color, sex, religion, national origin, age, disability, sexual orientation, marital status, or veteran status.
G. To consult with and provide advice/counsel to the Provost on matters regarding faculty compensation, including benefits.
H. To approve/disapprove market pay status for any department/discipline making application through the Office of the Provost.
II. POSITION IN THE ORGANIZATIONAL STRUCTURE
A. Reports to the Faculty Senate generally, but may report to the Office of the Provost in designated matters.
III. MEMBERSHIP
A. Composition (12 or more members)
1. The Committee shall consist of two faculty members from each college, and Library/Academic Enrichment.
2. The Committee may seek ex officio, non-voting members from related committees (faculty senate/university/special) and/or from the Office of Human Resources.
B. Selection
Faculty members are elected from among the full-time faculty of each college and Library/Academic Enrichment.
C. Selection of Chair
The Committee elects the chair from among its elected members. The chair must either have served on the Committee the previous year or have past experience serving on the Committee.
D. Term of Service
1. Two years, staggered terms: one member from each college and Library/Academic Enrichment elected annually.
2. Members may serve no more than two consecutive terms. The Faculty Senate Elections Committee may make an exception if a college has no qualified representative to serve on the Committee. IV. COMMENTS
A. The Committee chair is responsible for creating and maintaining a Policy and Procedures Manual, a copy to be kept in the Faculty Senate office. B. The Committee is likely to meet during the summer months.
C. The Committee will make recommendations regarding annual compensation increases no later than January 30.
D. Each May, the Chair will file a written report with the Faculty Senate office summarizing Committee activities for the year.
E. The Committee typically interfaces with the following groups during the fiscal year:
• Office of the Provost
• Office of Human Resources • Faculty Senate
• Professional Staff Council • Support Staff Council
• Strategic Planning Resource Council (SPRC)
• Health Care Alternatives Committee (not a standing committee)
FACULTY SALARY MODEL Approved June 25, 2003
Summary
As described in the UCM Compensation Procedures, the salary model indexes its values against survey data collected by the American Association of University Professors (AAUP). Central uses comprehensive universities (Category IIA) within AAUP's West North Central Region as its comparative group. AAUP publishes annual salary data each spring, usually in the March/April edition of Academe. Central's model reports salary ranges for each rank, instructor through professor. The lower limit of a range is defined as 90% of the mean AA UP salary for the respective rank and the upper limit is 105% of the mean. All salary above the upper limit is considered market.
Determining Salary Ranges: The Rolling Five-Year Mean
Although indexing Central's salary to the AAUP salary survey has many advantages, it presents several administrative problems. First, budget planning requires projected salary expense well in advance of the survey's March/April publication date. Second, chairs and deans need to make salary offers to prospective new hires for the upcoming year well in advance of published salary data. Consequently, instead of waiting on the salary survey information to determine the salary model, Central uses a rolling five-year average to calculate the mean salary for each rank. This technique allows the provost's office staff to calculate the salarv model ranges two years into the future using the most recent AAUP survey data (www.aaup.org/statements/index.htm. see "Economics of the Profession"). Further, since the UCM model uses a rolling 5-year mean, it is less susceptible to dramatic annual shifts in pay due to economic
conditions.
Transitioning to the Model and FY 2004 Salary Increase
As faculty salaries are converted to the new model, there are unique situations that will occur fall 2003. These are listed below along with the procedure that will be applied. [Note: There had been discussion about delaying salary increases until mid-year. That action has been abandoned. Salary increases and adjustments to place individuals on the model and promotions go into effect at the beginning of the academic year.]
• FY03 academic year salary below the lower limit of the salary range
These individuals will receive the greater of applying a 2% increase to their FY03 salary (but no less than $600) or bringing their salary to the lower limit of the salary range for their rank.
• FY03 academic year salary within the new salary ranges
These individuals will receive a 2% increase to their FY03 salary (but no less than $600).
• Calculating department chairs salaries under the new system
The academic year salary will be adjusted as described above. Then the annual salary will be calculated as in the past (11/9 * academic base +stipend+ head count allotment).
• Calculating promotions under the new system
Faculty will receive whichever is greater:
(a) 10% of the upper limit of the salary range for the previous rank added to base, or (b) a base salary equal to the lower limit of the new rank.
FACULTY COMPENSATION SYSTEM IMPLEMENTATION GUIDELINES
Approved December 10, 2002
Faculty Compensation Philosophy: In order to nurture a positive attitude of trust in
the faculty compensation system, we affirm that the system should encompass the characteristics of openness, transparency, honesty, and responsible stewardship. It should be equitable and efficient; provide reasonable compensation for faculty members in all disciplines; insure that appropriately qualified faculty can be employed and
retained to teach in each program and discipline offered by the University of Central Missouri; and reflect meritorious contributions to the university community.
Faculty compensation includes three components: base salary, market pay, and merit pay. An open transparent system encourages discussion and general agreement by current members of the department about salary offers to incoming faculty as well as the public acknowledgement of market adjustments. Finally, although we recognize there might be disciplines for which the national salary for the discipline falls below the base salary ranges proposed for Central, we affirm that in our community of scholars each and every discipline has equal importance; therefore, no individual, regardless of discipline, shall be paid below the lower limit of the range for any rank, except as specified in these procedures.
Section 1. Base Salary
(1) Base salary is a minimum competitive salary for a given rank when compared to similar institutions located in Central’s geographic region. The base salary range appropriate to the discipline shall be indexed to the mean salary reported for each respective academic rank in the most recently available AAUP Salary Survey, Category IIA (Comprehensive), West North Central Region. The base salary range shall be an amount between 90% and 105% of the mean salary for each rank adjusted using a 5-year rolling average increase. The base salary range for faculty members who do not hold the appropriate terminal degree for the academic discipline shall be 85% of the upper and lower limits for terminally qualified faculty members.
(2) In determining the annual allocation of monies made available for faculty
compensation, the university president shall establish funding priorities for base salary, market, merit, and equity adjustments in consultation with the Faculty Senate Salary and Fringe Benefit Committee and provost. Under normal
circumstances, priority will be given to base salary consistent with Section 2 (3). (3) Entry Base Salary
(a) Using the range described in Section 1 (1), a base salary for each vacant faculty position shall be determined by the provost in consultation with the dean at the time the position search is approved. If the approved total salary exceeds the top of the base salary range described in Section 1 (1), the amount in excess of the top of the base salary range will be a market pay adjustment and treated
accordingly.
(b) If the approved total salary (less merit) exceeds the total salary (less merit) paid to incumbent faculty members in the discipline with comparable rank and
credentials, the incumbent faculty members shall be considered for an adjustment in salary to a comparable level.
(c) Candidates for employment arriving without an appropriate terminal degree shall receive a base salary consistent with the pay range for faculty members who do not hold the appropriate terminal degree until such time as the terminal degree is completed.
(d) For a faculty member to be eligible for a salary increase resulting from a completed terminal degree, the Provost's Office needs to have received an Official Status of Advanced Degree Form (available in the Provost's Office) before the first day of the month for which the salary adjustment is to become effective. If the notice is received during the final month of the contract period, no salary adjustment shall be made on that contract. Upon receipt of the form as indicated, a new Appointment and Employment Record Form shall be completed by the Provost’s Office. The Official Status of Advanced Degree Form is to be completed and signed by the registrar, the dean of The Graduate School, or another authorized academic officer of the university granting the degree. Official transcripts showing all work completed shall be sent to the Provost's Office as soon as possible.
(e) Incumbent tenured/tenure-track faculty members in the discipline shall be
advised of and consulted regarding the salary to be offered before a salary offer is extended to a prospective faculty member.
(4) The provost may authorize base salary adjustments beyond the limits specified in Section 1 (1) to hire or retain faculty in response to university initiatives to employ faculty in underrepresented groups.
Section 2. Across-the-Board Increase in Base Salary
(1) All full-time faculty members shall receive a permanent annual across-the-board percentage increase in base salary. For faculty members who receive a market pay adjustment, the annual across-the-board increase shall not cause the total salary (less merit) to rise more rapidly than the applicable market benchmark salary.
(2) The university president shall determine the annual across-the-board increase in consultation with the Faculty Senate Salary and Fringe Benefit Committee and
provost. Across-the-board increases shall be applied to base salary only, not to merit and market pay adjustments.
(3) Annual across-the-board percentage increases in base salary are intended to
maintain incumbent base salaries within the base salary benchmark range described in Section 1 (1). Incumbent base salary levels shall be reviewed annually and
revised to remain consistent with the range described in Section 1 (1).
Section 3. Market Pay
(1) Market pay shall be defined as the difference between the top of the entry base pay range for the relevant rank and the total salary (less merit pay).
(2) Market pay shall be awarded based on discipline groups and minimum required credentials for each discipline group rather than individuals. All faculty members within a given academic rank and discipline who possess the established minimum required credentials shall receive comparable total pay (less merit).
(3) Market pay shall be based on salary benchmark data appropriate to the institution and discipline. The provost in consultation with the FS Salary and Fringe Benefits Committee shall determine the salary benchmark data source(s) used for each discipline receiving a market adjustment. The Provost’s Office shall maintain a list of approved market benchmark data sources for each discipline and provide the list annually to the Faculty Senate.
(4) Market disciplines shall be defined as those whose approved salary data indicates that the benchmark salary of their faculty exceeds the upper limit of the base salary range.
(5) Entry Market Pay
(a) Entry market pay is defined as the difference between the top of the entry base pay range for the relevant rank and the total salary (less merit pay).
(b) Using the approved benchmark data, a market pay adjustment for each vacant faculty position shall be determined by the provost in consultation with the college dean at the time the position search is approved.
(c) Under exceptional circumstances and after consultation with the tenured/tenure-track faculty members in the discipline, the chair may request that the dean seek approval from the provost to extend an offer above the benchmark market salary, based upon the immediate needs of the department (e.g. accreditation, a history of unsuccessful searches, or vacancy that has existed for a number of years).
This proviso shall not be used to circumvent the limits of the established procedure, but to provide options to deal with rare circumstances.
(d) Incumbent tenured/tenure-track faculty members in the discipline shall be advised of and consulted regarding the proposed market pay component of a salary offer before that offer is extended to a prospective faculty member. (6) Market Pay Adjustments for Incumbent Faculty:
(a) All market pay adjustments require approval of the provost. The college dean shall justify market adjustment recommendations on the basis of uniform guidelines and convincing data.
(b) Market pay adjustments shall be considered only for faculty members who possess the minimum required credentials for the discipline. These credentials require approval by the provost.
(c) Faculty members who receive a market pay adjustment and who continue to possess the minimum required credentials shall receive an adjustment in market pay. The increase in total salary (less merit) shall not exceed the percentage change in the applicable benchmark salary (unless the benchmark salary declines).
1. In disciplines where benchmark salaries rise at rates greater than or equal to the annual across-the-board increase in base salary, the adjustment in market pay shall result in a total salary (less merit) consistent with the benchmark salary for the discipline and rank. In the event that sufficient funds are not available to accommodate all market pay adjustments, market adjustments for each discipline and rank shall be made in equal proportion with respect to the percentage increase in the respective benchmark salaries.
2. In disciplines where benchmark salaries rise at rates below the annual across-the-board increase in base salary, the portion of total salary defined to be a market adjustment shall be reduced (to a potential minimum of zero) such that the total salary (less merit) does not exceed the benchmark salary. However, in no case shall the total salary (less merit) of a faculty member be reduced.
(6) Timely information regarding entry market pay and market pay adjustments shall be available to the public on the web.
(7) In the event that an incumbent faculty member receives a bona fide offer of
academic employment from another institution, the provost may authorize a counter-offer at a salary consistent with the guidelines for base and market salary as
in the discipline with equivalent rank and academic credentials shall be considered for the same salary adjustment. The university is not obligated to make such counter-offers.
Section 4. Promotion in Rank
(1) When promoted in rank, faculty members shall receive the greater of the following: (a) An increase in base salary equal to 10% of the top of the base range for the
previous rank, or
(b) A total base salary equal to the minimum of the range for the new rank.
(2) When promoted in rank, the increase in total salary (less merit) for faculty members who receive a market pay adjustment shall not exceed the applicable benchmark salary for the new rank.
Section 5. Merit Pay
(This section is to be developed by a subsequent conference committee)
Section 6. Monitoring the Faculty Compensation System
Success of the faculty compensation system requires ongoing review by the provost in collaboration with the faculty governance groups. In addition to the other provisions of these procedures:
(1) The Provost’s Office shall maintain individual salary data in three separate pay components: base, merit, and market.
(2) The provost, in consultation with the FS Salary and Fringe Benefits Committee, shall conduct annual reviews of the base salary range and market adjustments to assure reasonable competitiveness for all disciplines. The FS Salary and Fringe Benefits Committee shall report findings and make recommendations to the Faculty Senate. The university shall provide the resources and administrative support necessary for this monitoring.
(3) The provost, working with the FS Salary and Fringe Benefits Committee, shall undertake periodic studies to detect and remedy salary inequities including those concerning age, race, color, religion, sex, national origin, sexual orientation, marital status, Vietnam Era veterans, and persons with handicaps and disabilities in
accordance with the faculty salary equity review process.
(4) The Provost’s Office shall undertake long term studies of compensation for underrepresented groups, formulate recommendations, and advise the university
president regarding appropriate courses of action to achieve university objectives for the employment of faculty members in underrepresented groups.
(5) If an issue regarding faculty compensation arises that is not covered by the Faculty Compensation Procedures or an existing university administrative policy and
regulation, the provost, in consultation with the Faculty Senate Salary and Fringe Benefits Committee, shall develop a procedure to address it. This procedure shall be submitted to the Faculty Senate for its review and recommendation to the president. If the situation demands an immediate response, the provost, working with the Faculty Senate Salary and Fringe Benefits Committee, will develop and implement an interim procedure, which shall be submitted without delay to the Senate for its review and recommendation.
MARKET PAY
IMPLEMENTATION GUIDELINES
TO: Department Chairs FROM: Kyle R. Carter, Provost
RE: Compensation Plan Implementation
CC: Deans, Faculty Senate Salary and Fringe Benefit Committee Disciplines requesting market pay adjustments under the new compensation
procedures must gain the Provost's approval of a benchmark salary data set. The new
Faculty Compensation Procedures for Merit and Market Pay Components state:
Market pay shall be based on salary benchmark data appropriate to the institution and discipline. The Provost in consultation with the FS Salary and Fringe Benefits Committee shall determine the salary benchmark data source(s) used for each discipline receiving a market adjustment.
This memorandum provides guidance to department chairs and deans in obtaining approval of benchmark salary data.
CHAIRS SHOULD WORK COLLABORATIVELY WITH THEIR RESPECTIVE DEAN TO COMPLY WITH THESE PROCEDURES.
PLEASE NOTE: THESE PROCEDURES ONLY APPLY TO MARKET DISCIPLINES: THOSE DISCIPLINES WHERE THE AVERAGE FACULTY SALARY FOR THE EXTERNAL NORM GROUP EXCEEDS THE UPPER LIMIT OF THE CMSU SALARY RANGE. MOST CMSU DISCIPLINES WILL NOT BE MARKET DISCIPLINES
ACCORDING TO THIS DEFINITION. NOTE: ONLY DEPARTMENTS WITH MARKET
DISCIPLINES ARE AFFECTED BY THIS DOCUMENT.
Benchmark Data Guidelines
Each discipline wishing to present a case for market adjustments must provide appropriate data to demonstrate salary needs above the upper limit of the ranges for each rank. The proposed benchmark data set should meet the following guidelines:
a. Benchmark salary data must reflect nine-month faculty salaries at comprehensive universities similar to Central.
b. The data set must be large enough to provide statistical reliability. In general, the data set should include at least ten institutions of which five should be from Central’s recognized peer institution list and/or the institutions comprising the AAUP West North Central Region. The key consideration in selecting institutions is that they are similar to Central and the discipline
c. Salary data must be broken down by faculty rank (i.e., instructor through professor).
d. In addition to the information by rank, the data set should include a separate category for assistant professor new hires.
e. When reporting salary data for each category the data set should clearly indicate the sample size mean and standard deviation or other acceptable measures of dispersion.
f. The data set must clearly indicate the year of the salary information. It is the provost’s preference that these data are consistent with CMSU’s institutional salary data. That is, data sets submitted in the spring should reflect salary from the previous fall.
g. Information in the data set must come from the same fiscal year.
Exceptions to the above guidelines require approval of the Provost. The proponent department is responsible for providing a written rationale for any departure from the guidelines. As the Provost and FSSFB Committee identify exceptions to the above guidelines, the Provost will publish these on the AA web site to establish a list of acceptable alternatives to the proposed guidelines.
Benchmark Data Proposals
1. When available, disciplines should propose use of an existing, externally collected data set (e.g., an annual salary survey produced by an academic organization or accrediting agency). The department chair and dean shall provide to the Provost a written description of the data set, including a description of how the proposed benchmark data set meets the guidelines set forth above. The written description must include an explanation and rationale for any departure from the guidelines. An example of the data set should be attached as an appendix to the written proposal. The Provost may request additional information, as necessary, to determine the acceptability of the proposed benchmark. When satisfied with the suitability of the proposed benchmark, the Provost will consult with the FSSFB Committee regarding the data set to be used.
2. In cases where an appropriate, externally collected data set is not available, a discipline may propose local collection of salary survey information. The department chair and dean shall provide to the Provost a written proposal for collection of survey data consistent with data benchmark guidelines described above. The proposal should include an explanation and rationale for any departure from the guidelines. The Provost will consult with the FSSFB Committee regarding the acceptability of the data collection proposal.
3. Once a data collection proposal is approved by the Provost, the Office of the Provost will work with the Office of Institutional Effectiveness to collect salary information in accordance with the approved plan.
Procedures for Benchmarking Market Pay
1. Departments develop proposals to establish market disciplines according to the criteria posted on the Provost’s Website.
2. The Provost discusses the proposal with the department and dean. Once satisfied with the proposal, the Provost presents the proposal to the Faculty Senate Salary and Fringe Benefit Committee. The committee will be asked to review the proposal and respond to two questions:
• Has the department presented sufficient data to establish the program area as a market discipline?
• Does the benchmark data set establish an appropriate comparison group for Central’s faculty?
3. If the Faculty Senate Salary and Fringe Benefits Committee (FSSFB) responds in the affirmative to both of these questions, the Provost will then meet with the dean and department chair to discuss the criteria that will be used to establish salary parameters/market adjustments. If the FSSFB Committee fails to answer in the affirmative, the Provost will attempt to resolve the issues to the mutual satisfaction of both parties.
4. When the Provost and department chair/dean have agreed to procedures for
benchmarking market pay, the Provost will present these procedures to the FSSFB Committee for feedback.
5. Once the Provost is satisfied that the data set and criteria have been established for establishing market salary adjustments, the Provost will present this information to the university president for final approval.
6. The market component of the total salary for qualified faculty in market disciplines will be adjusted according to the criteria as approved by the university president. The initial market adjustment will normally be applied during the next fiscal year. Funds for adjustments will be provided from university resources.
Timeline
Transition Period (February 1, 2003 – June 30, 2003)
Data sets should be submitted as soon as possible but may be sent to the Provost anytime during the transition period. Departments should be aware that hiring decisions and salary offers will not be delayed because data sets/benchmarks aren’t available. Under these conditions the Provost and Dean will negotiate a salary as they have done in the past. Requests for market adjustments to incumbents’ salaries will only be
considered after the data set/benchmark has been approved. After June 30
1. Data sets must be received by the Provost no later than January 1st of the current fiscal year to establish benchmarks for the next fiscal year.
2. Please be aware that the Provost and FSSFB Committee are discussing how to handle market requests when the department hasn’t provided evidence through benchmark data. One possible alternative being discussed is to only allow market for disciplines that have demonstrated the need through benchmark data sets.
Approved Market Disciplines
Harmon College of Business Administration
Data Source/Benchmark: Market is based upon AACSB Salary survey for each discipline area and academic rank. The target benchmark is based on 40 comprehensive, public accredited institutions.
• Accounting • Management
• Business Communications • Computer Information Systems • Economics
• Finance • Marketing • Business Law College of Arts and Sciences
Data Source/Benchmark: Varies by discipline.
• Computer Science (Including Actuarial Science) College of Education and Human Services
Data Source/Benchmark: Varies by discipline • Communication Disorders
College of Applied Sciences and Technology
Data Source/Benchmark: Varies by discipline • Nursing
Frequently Asked Questions (FAQs)
1. Is it true that if an across the board raise is given, the department chair will determine how this is distributed within the department?
Answer: No. All faculty who are performing at a satisfactory level as determined by
departmental criteria receive across the board increases. The department chair has no ability to modify the amount of the across the board increase. Although the proposal requires satisfactory performance for across the board increases, the threshold for satisfactory performance should be set low to so that the rule only applies to exceptional cases.
2. Is it true that the proposed model sets base salaries according to discipline?
Answer: No and yes. The proposed model establishes a base salary range for
each rank that is based upon the most recent AAUP data for each rank. This base range is equal to 90% and 105% of the average salary of all disciplines for each rank. When salaries are established for new hires they may vary within the salary range on the basis of discipline. However, it is important to note, that the proposed model establishes a lower limit for each rank regardless of discipline, "a community standard" if you will. Once a faculty member is hired, his/her base salary is adjusted via across the board raises like everyone else.
3. Will anyone have a reduction in salary as a result of the implementation of the new plan?
Answer: No.
4. How does the new policy affect our current faculty?
Answer: The policy will affect our current faculty in two ways. First, anyone who has
the terminal degree (for pay purposes) and whose salary is below the lower limit of a rank must be adjusted to fall within the rank. Although this may not happen
immediately, the new policy will require that all current faculty be paid within the range as defined for each academic rank. Second, the policy is indexed to the AAUP salary survey. The indexing will allow us to determine how Central's salaries keep pace with our national norm group.
5. How does the proposed model affect market pay?
annual across-the-board increase in base salary and an adjustment in market pay.
» The increase in total salary (less merit) shall not exceed the percentage change in the applicable benchmark salary (unless the benchmark salary declines).
B. In disciplines where benchmark salaries rise at rates greater than or equal to the annual across-the-board increase in base salary,
» The adjustment in market pay shall result in a total salary (less merit) consistent with the benchmark salary for the discipline and rank. C. In disciplines where benchmark salaries rise at rates below the annual
across-the-board increase in base salary,
» The portion of total salary defined to be a market adjustment would be reduced (to a potential minimum of zero) such that the total salary (less merit) does not exceed the benchmark salary. However, in no case shall the total salary (less merit) of a faculty member be reduced.
D. In the event that sufficient funds are not available to accommodate all market pay adjustments, market adjustments for each discipline and rank shall be made in equal proportion with respect to the percentage increase in the respective benchmark salaries.
6. How does the proposed model affect new hires?
Answer: Salary ranges for each academic rank (See item 2 above) define the
upper and lower limit of the base salary for new hires. Offers may be anywhere within this range as long as they can be justified to the provost on the basis of CUPA salary data or an approved substitute data survey. Any salary that exceeds the upper limit of the range will be considered market.
7. Can new hires have an initial salary that is higher than faculty already here in their discipline?
Answer: Yes, it is possible. However, the policy requires equity within the
discipline. Therefore, incumbent faculty salaries will be reviewed and adjusted as necessary to maintain equity within the discipline.
8. Do across the board raises apply only to base salary? Do they apply to market?
Answer: Across the board raises apply only to the base salary.
AAUP data survey. What kind of institutions are they?
Answer: The northwest central norm group includes only regional comprehensive
institutions similar to Central. The proposed model does not include research universities or state colleges or small liberal arts schools.
10. When market is considered are we comparing to college/university salaries or salaries in business and industry?
Answer: The comparison group is always to college and university salaries similar
in mission and scope to Central (see number 9 above).
11. How would the new compensation policy be implemented if we do not have the money to support it?
Answer: Most existing salaries will fall within the proposed limits of the model.
There will be a few areas that will need to be adjusted. Most of the adjustments will occur at the rank of full professor. Central will address this issue the same way that it has with the implementation of the CJS system (the pay system for professional and support staff). We will work gradually to make those corrections as resources allow.
12. Would the new proposed model result in immediate increases for faculty in some disciplines?
Answer: Please see items 4 and 11.
13. How will the system be implemented in a time when there is little money?
Answer: As implicit in the proposal, the salary pool would first be used to fund
base salary. The president would also save a portion of the salary pool to address equity issues as a result of implementing the model and market pay. Similar, to the implementation of the CJS system, the university would phase in the entire model over time as resources allowed.
14. How long will it take to bring all incumbent faculty into the salary range?
Answer: First of all, the number of faculty who fall outside the ranges is relatively
small, between 5 and 10%. Still, it is difficult to answer this question because the answer depends upon the state's financial conditions. However, the university would begin immediately to address the equity issue, although it
may only seem a token gesture. Resolving salary inequities would become an annual budgeting issue until it was resolved-probably three years.
15. Will there be a distinction between tenure and non-tenure track positions for pay?
16. What will be the major distinguishing factors for salary?
Answer: Similar to now. Terminal degree, rank, and experience/qualifications.
17. How will individuals without the terminal degree be treated?
Answer: Similar to now. They will be paid less according to their degree.
18. Will there be a difference between terminal degree for tenure and for pay purposes?
Answer: Yes. Similar to current practice, only those degrees approved by the
Faculty Senate and approved by the president will be considered terminal for pay purposes. If an individual doesn't have a terminal degree (for pay), they will be paid less than those with a doctorate.
19. How will you determine entry-level pay?
Answer: All base salaries must be within 90 to 105% of the mean of the rank. The
provost and deans will determine an increment amount (e.g. $500) annually that will be used to determine the level of entry pay. Offers will begin at the lower limit of the range and increase by this increment amount on the basis of experience and
qualifications.
20. Does AAUP have discipline-based data?
Answer: No. AAUP provides information only by faculty rank, type of institution
and region of the country. However, CUPA can provide salary information by discipline for the AAUP institutions that are a part of Central's salary model norm group: the NW Central Region.
SALARY DATA SOURCES
Salary Data
• AAUP Salary Survey – Category IIA (Comprehensive), West North Central Region – Breakdown by rank.
• CUPA Survey – Breakdown by discipline
• AACSB Salary Survey Report – Breakdown by rank and discipline/business disciplines
• Academe March-April issues • UCM General Operating Budget
