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A. Experience Steps. In this category up to four steps may be granted for university teaching experience at EMU. One step is awarded for each three full years of full-time university teaching experienceservice, up to a maximum of four steps. 

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CATEGORIES

RANK

0

1

2

3

4

5

6

7

8

9

10

Category 1

Instructor

1.000

1.030

1.061

1.093

1.126

1.159

1.194

1.230

1.267

1.305

1.344


Asst Prof

1.120

1.154

1.188

1.224

1.261

1.298

1.337

1.377

1.419

1.461

1.505


Assoc Prof

1.283

1.321

1.361

1.402

1.444

1.487

1.532

1.578

1.625

1.674

1.724


Professor

1.495

1.540

1.586

1.634

1.683

1.733

1.785

1.839

1.894

1.951

2.009













Category 2

Instructor

1.100

1.133

1.167

1.202

1.238

1.275

1.313

1.353

1.393

1.435

1.478


Asst Prof

1.232

1.269

1.307

1.346

1.387

1.428

1.471

1.515

1.561

1.607

1.656


Assoc Prof

1.411

1.453

1.497

1.542

1.588

1.636

1.685

1.735

1.787

1.841

1.896


Professor

1.645

1.694

1.745

1.797

1.851

1.907

1.964

2.023

2.083

2.146

2.210














Category 3

Instructor

1.210

1.246

1.284

1.322

1.362

1.403

1.445

1.488

1.533

1.579

1.626


Asst Prof

1.355

1.396

1.438

1.481

1.525

1.571

1.618

1.667

1.717

1.768

1.821


Assoc Prof

1.552

1.599

1.647

1.696

1.747

1.799

1.853

1.909

1.966

2.025

2.086


Professor

1.809

1.863

1.919

1.977

2.036

2.097

2.160

2.225

2.292

2.360

2.431














Compensation for Lecturer: 75% of regular scale; Senior Lecturer: 85% of regular scale.

PROVISIONS:

  1. Steps 1-10 include both experience steps and discretionary steps.
  2. Experience steps are carried across promotions in rank.  Discretionary steps are reset at each promotion to the step nearest a 5% salary increase.
  3. The Board of Trustees determines rank upon recommendation by the administration (initial appointments) and upon recommendation of the administration and Faculty Status Committee (promotions).
  4. A full-time (9 months) salary is determined by multiplying the above level-step index times the established base.  Salaries for less than full-time persons who are classified by level and step (half time or more) are determined proportionately to the contract load. Overloading of faculty members should occur only in circumstances in which such an arrangement fits within the university budget and is agreeable to the faculty member. For ease of budgeting and salary determination, compensation for all overload teaching (that is, teaching hours that are above the standard full-time load of 24 hours within a 12-month period) should be calculated according to the Faculty Loading Guidelines.
  5. Adjunct instructors are remunerated according to the Adjunct Faculty Salary Schedule available in the office of the provost.

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The Board of Trustees, upon the president's recommendation, can also terminate a faculty member's contract under conditions of financial exigency. The faculty so terminated shall be notified in writing by the respective dean on or before January 15, to be effective at the end of the current academic year. In such cases: 1) Any decision that financial exigency exists will include the Provost's prior consultation with Faculty Senate; 2) New appointments will not be made in the same program for a period of three years, unless the released faculty member is offered reinstatement and a reasonable time to accept the offer, and; 3) Every effort shall be made to employ the released faculty member elsewhere in the university, as appropriate.

Approved Financial Exigency policy approved by Academic Cabinet November 30, 2011
Approved Financial Exigency policy approved by President' s Cabinet November 30, 2011

Appeals Procedure

Appeal in the case of a terminated contract must be initiated by the faculty member in writing within one month of the date of termination notice, such appeal to be addressed to the president. An ad hoc review committee shall be created at the direction of the president. The terminated faculty member shall select one member of the ad hoc committee; the Faculty Status Committee shall select a member. The president, provost, and the respective dean shall also serve on the ad hoc committee. The committee shall meet not later than one month after the terminated faculty member initiates the appeal. The ad hoc committee shall hold hearings and otherwise review the merits of the case. The verdict must be in writing and addressed to the faculty member in question. In the event the ad hoc committee verdict is contested, the aggrieved party may initiate formal grievance procedures.

Faculty Compensation and Contract Policy revised by Provost's Council, June 18, 2020

Responsible party

The provost is responsible for this policy.

Policy Review

This policy is to be reviewed every three years.

Distribution

Employee Handbook