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Comment: Added lecturer compensation as footnote to grid.

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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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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 reviewed revised by Provost's Council, June 18, 2020

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