CHAPTER THREE: 3420
EMPLOYMENT INFORMATION CONCERNING FACULTY AND
STAFF
July 2002
3420
FACULTY SALARIES
PREAMBLE: This section describes the procedures used
to determine faculty salaries, including salaries for summer session,
salaries for other teaching activities not covered by the basic
appointment, and additional compensation for administrative appointments.
Cf.
RGP
II.G.
NOTE: It is the
Regents' policy to define "faculty" for purposes of salary and other reporting
purposes as follows: `"Faculty" includes all persons whose specific assignments
are made for the purpose of conducting instruction, research, or public service
as a principal activity (or activities), and who hold the academic rank/titles
of professor, associate professor, assistant professor, instructor, lecturer, or
the equivalent of any of these academic ranks. This category also includes
deans, assistant deans, and executive officers of academic departments
(chairpersons, heads, or the equivalent) if their principal activity is
instructional. Not included are teaching or research assistants or medical
interns or residents. The material in this section was all an original part of
the 1979 Handbook. Revisions since that time have varied from major(2002) to
minor (1988); with regard to subsection B-2 it is worth noting that the caveat
that UI's salary-adjustment guidelines are constrained by legislative and
regents' actions was added in June 1988, while F-1 was modified slightly at the
same time so as to clarify the regents' intentions concerning payments for work
done above and beyond regular duties. Unless otherwise noted, the text is as of
July 1996. Further information may be obtained from the Provost's Office
(208-885-6448) or the Office of the Faculty Secretary (208-885-6151). [ed. 7-00,
7-02]
CONTENTS:
A. Salary Adjustment Guidelines
B. Salary Determination
A.
FACULTY SALARY-ADJUSTMENT GUIDELINES.
NOTE: When the faculty established these guidelines in the late 1960s, it
intended that the salary-adjustment process (see
3420) be implemented
using these principles as guidelines within constraints that may be imposed by the legislature or the
regents. [ed. 7-02]
A-1.
SALARY ADJUSTMENTS. Factors to be considered in recommending salary adjustments are:
a. Cost of Living. First consideration is given to cost-of-living adjustments for all
faculty members. This adjustment
should be a uniform percentage of the salary of each faculty member at a given
salary level, but need not be the same percentage at all salary levels.
b. Promotions, Inequities, and Special Situations. Second consideration is given to: (a)
adjustment of inequities, and (b) providing for special situations.
c. Incentive. Third consideration is given to providing an increment, in addition to
the authorized cost-of-living adjustment, as an encouragement to those whose
service has been sufficiently deserving. Departmental
administrators and deans, in consultation with their faculties, may establish
criteria for this level of salary increase and may establish two subcategories
within it.
d. Outstanding Performance. Final consideration is given to rewarding those whose performance is
recognized by virtually all observers as exceptional. Subject to budgetary constraints and applicable presidential directives,
departmental administrators and deans may determine the size of such increments.
A-2.
SALARY MODEL.
Each year the budget office issues Salary Guidelines, which provide information
on how to apply the University's Salary Model given the fiscal issues relevant
to the upcoming fiscal year. The Salary Model is maintained by the office
of institutional planning and budget and can be read at
http://www.uihome.uidaho.edu/default.aspx?pid=99819 [ed. 7-08]
A-3. CONSULTATION PROCEDURES.
a. In matters of salary adjustments, the primary role of the Faculty Council's
University Budget & Finance Committee is to participate in the determination of the total
amount of money to be made available for these adjustments. In applying these guidelines, the provost should work closely with the
Faculty Affairs Committee and the Council of Academic Deans.
[ed. 7-05]
b.
The Faculty Council is keenly interested in salary-adjustment matters and
expects that, when they are being considered by the Faculty Affairs Committee,
the chair of that committee will keep the council informed of the committee's
recommendations so that the University Budget & Finance Committee may, in turn, be informed
of the manner in which the guidelines are being applied.
[ed. 7-05]
c. A faculty member who believes that his or her salary is not equitable may grieve
the salary recommendation through the Faculty Appeals Hearing Board, 3840.
B. SALARY DETERMINATION. This process is carried out at the departmental and higher levels of
academic administration. Each year
the provost specifies the definitions of the salary-increment categories to be
used and prescribes their proportionate distribution. A "Salary Recommendation" form is completed for each faculty
member according to the schedule established by the provost. [See also
3380 E and 3420.]
B-1.
Departmental Action. The departmental administrator enters a recommended salary-increment
category in the space provided on each Form 5. This recommendation will reflect the performance evaluation described in
A, relative salary position, and other relevant factors. Special considerations should be noted in the "Comments"
section at the bottom of the form or by an accompanying written statement. The departmental administrator will submit written justification if his
or her assignment of specified salary-increment categories departs substantially
from the prescribed distribution. Such
justifications are taken into consideration by the dean in arriving at an
equitable college-wide distribution among the categories. The departmental administrator forwards the Form 5 for each faculty
member to the dean, together with a listing of all members of the unit.
B-2.
College Action. Deans, at their discretion, may require administrative officers under
their jurisdiction to supplement their salary-increment recommendations by such
means as copies of the evaluation forms, written statements, or personal
conference. The dean enters a
recommended salary-increment category in the space provided on each Form 5. The dean's distribution of faculty members among the salary categories is
guided by the recommended proportions and takes into account possible
differences in qualifications and merit among departments; e.g., it may be that
the average members of an outstanding department are given consideration equal
to that accorded the top members of an average department. When this stage has been completed, the dean meets individually with each
departmental administrator for review of the dean's recommendations. The dean forwards the Form 5 for each faculty member to the provost.
B-3.
Presidential Action. Review
and action by the provost consists primarily of making adjustments necessary to
arrive at an equitable distribution of faculty members among salary-increment
categories for UI as a whole. After
a recommended salary-increment category has been established at the
departmental, college, and presidential levels, a copy is sent to the faculty
member. The president determines,
on the basis of funds available, the salary-increment range applicable to each
category.
B-4.
Budget Office Action. The Budget Office provides computer printouts showing current salary and
tentative salary for the coming year and sends the appropriate list to each
dean.
B-5.
Review and Adjustment. The dean, in consultation with each departmental administrator in the
college, makes corrections and minor adjustments as necessary to place each
faculty member on the proper salary basis within the department. The aggregate of final salary recommendations must fall within the total
salary-increase budget established for the college.
B-6.
Final Approval. The provost, after consultation with the deans, approves the corrected
lists. When they have been approved
by the president and the regents, faculty members are officially notified of
their salaries for the coming year and "Salary Agreement" forms [see
3080 E-2] are sent to them for completion.
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