101.1 Faculty Salaries
|Created by: Dana Trebing on 10/15/2004|
|Category: 1 - Academic Affairs; 00 - General|
|Originator: Academic Administration and Faculty Status Committee|
|Current File: 101.1|
|Adoption Date: 03/12/2013|
|Reviewed for Currency: 03/12/2013|
|Replaces File: 101.1|
|Date of Origin: 05/12/1986|
|In Archive? 0|
101.1 Faculty Salaries
For many years Furman University has provided annual salary increases for the faculty. These increases have been based on evaluations and recommendations developed by the appropriate academic department chairs, the Faculty Status Committee, and the Vice President for Academic Affairs and Dean.
Whenever budgetary considerations permit, Furman will provide annual salary increases to the faculty to keep the faculty abreast of inflation and to reward merit. These increases will be based on evaluations and recommendations by the chairs and recommendations by the Faculty Status Committee to the Dean.
1. Academic department chairs will prepare and send to the Vice President for Academic Affairs and Dean written evaluations of each member of their departments. The evaluations of probationary faculty will be submitted early in the Fall semester each year; those of tenured faculty, early in the Fall semester of alternate years. These evaluations should follow criteria established in File 152.2 and File 167.8.
2. Department chairs will also file with the Dean a recommendation for a merit rating in accordance with the categories established by the Faculty Status Committee.
3. Using information from faculty members' self-evaluations, department chairs' evaluations, and students' opinion surveys, the Faculty Status Committee also submits to the Dean recommendations for merit ratings for each probationary and tenured member of the faculty. (Although increasing the salary is the normal pattern, the committee or the Dean might in some cases recommend no increase.) The committee bases its recommendations on merit only, in accordance with the criteria established in Files 152.2 and File 167.8.
4. Funds available for salary increases will normally be divided into a cost-of-living pool and a merit pool. Each year the Faculty Status Committee will recommend to the Dean how the funds shall be divided and how the merit categories shall be translated into salary increases.
5. Upon receiving the recommendations of the department chairs and the Faculty Status Committee, the Dean may consult further with the appropriate department chairs before establishing the actual increases.
6. The Dean reports to the Faculty Status Committee on those instances in which the administration deviates from the recommendations of the committee. See File 198.2.
7. Merit-category recommendations for probationary faculty will apply to the next contract year; those for tenured faculty will apply to the next two contract years. Merit category recommendations for faculty whose tenure becomes effective in odd-numbered years will apply only to the next contract year to bring them into alignment with the tenured faculty evaluation cycle (see 152.2).
8. The Dean, with the President's approval, issues a contractual letter. Normally these letters are issued in April.