STIPENDS FOR SUMMER SESSION 2006 OR REGULAR SEMESTER EVENING SESSION (2006-07)
| Faculty Rank | Stipend Per Semester Hour |
|---|---|
| Instructor | $858 |
| Assistant Professor | $923 |
| Associate Professor | $988 |
| Professor | $1053 |
Compensation for courses taught in off-campus locations by full-time faculty members is subject to negotiation.
STIPENDS FOR SUPERVISING INDEPENDENT STUDY OR INTERNSHIP
This compensation is confined during regular semesters to the supervision of Adult/Non-Traditional students. During the Summer Session it applies to supervision of all students.
| Faculty Rank | Stipend Per Semester Hour |
|---|---|
| Instructor | $172 |
| Assistant Professor | $185 |
| Associate Professor | $198 |
| Professor | $211 |
During the Summer Session the maximum stipend permitted is equal to that for eight credits of regular classroom course teaching at the person's rank.
STIPENDS FOR NON-CREDIT COURSES
Compensation for teaching non-credit courses is determined individually with the prospective instructor. Compensation for typical activities is $120 per 2-hour session.
TEACHING OVERLOADS
In order that such additional teaching assignment will not interfere with the faculty member's full-time responsibilities to the College, the opportunity for an additional course assignment will be limited to one School of Community Education course (4 or 5 credits) during the two-semester academic year. In no case should the combined assignment in day or evening classes exceed 29 credits during the two-semester academic year.
A regular faculty member may elect to teach a part of the normal full-time load in the Evening without extra compensation. This election requires the approval of the department chair and the Provost as well as the Dean of the School of Community Education and depends on the needs of the Day and Evening programs.
SYSTEM FOR SETTING FACULTY SALARIES
The final decision regarding individual faculty salaries rests with the Provost and the President. This document is an agreement between the faculty and the current administration as to the process to be followed in setting faculty salaries. The agreement will not be modified without notice and consultation, even in the event of administrative staffing changes. A new Provost or President will have the opportunity to propose revisions to the system or to propose another means altogether for setting salaries.
This agreement may be reviewed by the faculty and administration at any time if there are questions as to its effectiveness. A full review will be conducted by the Compensation Subcommittee and the Provost during the fall semester, 2000.
Minimum Salary Guidelines
This agreement establishes minimum salary guidelines for full-time faculty at the rank of Assistant Professor or higher based on "years in rank." The minimums depend on a "salary base" and the following table of "salary factors"
| Assistant | Associate | ||
|---|---|---|---|
| Years Completed | Factor | Years Completed | Factor |
| 0 | 1.000 | 0 | 1.180 |
| 1 | l.014 | 1 | 1.194 |
| 2 | 1.028 | 2 | 1.208 |
| 3 | 1.042 | 3 | 1.222 |
| 4 | 1.056 | 4 | 1.236 |
| 5 | 1.070 | 5 | 1.250 |
| 6 | 1.084 | 6 | 1.264 |
| 7 | 1.098 | 7 | 1.278 |
| 8+ | 1.112 | 8 | 1.292 |
| 9 | 1.306 | ||
| 10+ | 1.320 | ||
| Full Professor | |||
| Years Completed | Factor | Years Completed | Factor |
| 0 | 1.400 | 10 | 1.540 |
| 1 | 1.414 | 11 | 1.554 |
| 2 | 1.428 | 12 | l.568 |
| 3 | 1.442 | 13 | 1.582 |
| 4 | 1.456 | 14 | 1.596 |
| 5 | 1.470 | 15 | 1.610 |
| 6 | 1.484 | 16 | 1.624 |
| 7 | 1.498 | 17 | 1.638 |
| 8 | 1.512 | 18 | 1.652 |
| 9 | 1.526 | 19 | 1.666 |
| 20+ | 1.680 | ||
The "years completed" column refers to the number of full years the faculty member has completed by the beginning of the salary year.
The minimum salary guideline for a given "year-in-rank" category is determined by multiplying the "salary base" by the appropriate "salary factor" from the table above. The "salary base" is set annually, with the goal of raising it each year so that the salary structure keeps pace with inflation and our salaries are competitive.
Using the Minimums
Each full-time member of the faculty should have a base salary which is no less than the minimum guideline for their rank category unless an exception has been made. The salaries of Adjunct Professors (not Adjunct Instructors) are also subject to the minimums in proportion to their teaching load.
Exceptions are made only in cases where a faculty member's performance of his/her duties is unsatisfactory. If an exception is made, the Provost will do so only after thorough consultation with the Personnel Board and the faculty member's department chair.
Exceptions are not necessarily permanent. The case of any faculty member designated as an exception will be reviewed by the Provost and the Personnel Board every third year after the initial designation. If the faculty member's work is found to be satisfactory, his/her salary will once again be subject to the minimum guidelines at the appropriate level.
Across the Board Raises
Any across-the-board raises are awarded to every faculty member as a percentage of the individual's salary. The amount is determined by using the faculty member's salary for the current year before any other adjustments or raises are included. Department Chair "stipends" are included in salary for the purpose of this computation.
Promotions
Faculty promoted to the rank of Associate Professor receive a promotional raise equal to 8% of the "salary base" established for the new salary year.
Faculty promoted to the rank of Professor receive a promotional raise equal to 10% of the "salary base" established for the new salary year.
Promotional raises are in addition to any across-the-board and merit raises received by the faculty member.
Annual Adjustments of the Guidelines
These guidelines are subject to yearly review by the Provost and the Faculty Compensation Subcommittee. Normally, the annual adjustment of the guidelines is accomplished by increasing the "salary base" and leaving the salary factors, promotion factors, and rank categories unchanged.
If any changes in the factors or the categories are considered, the Faculty Compensation Subcommittee shall determine if those changes should be brought before the faculty for their endorsement.
Individual Salary Reviews
In an instance where an individual faculty member's current salary may not be appropriate when compared to the salaries of other Wittenberg faculty with similar experience and achievements, a review of that faculty member's salary can be initiated by the Provost, the Personnel Board, the faculty member, or their department chair. Such a review will be carried out by the Provost and the Personnel Board with input from the faculty member and the department chair.
Following the review, the Provost may decide to recommend raising the faculty member's salary to a more appropriate level in the next salary year. A salary is never lowered due to a review.
A salary review initiated by a faculty member or department chair must be requested no later than January 1st in order for any adjustments to take effect the following September. A faculty member cannot request a review more than once in any three-year period.
The Annual Salary Process/Priorities
When allocating the monies in the annual salary increase pool, highest priority is given to promotional increases followed by adjustments due to individual salary reviews.
Additional funds in the pool may be used for any combination of: merit raises, an across-the-board raise, or costs involved in raising the minimums. The Provost consults with the Faculty Compensation Subcommittee before making a final decision as to how to allocate the salary increase pool each year.
The "salary base" will normally be raised each year by at least the across-the-board percentage minus 1.3%.
Report to the Faculty
A yearly report on the salary process is sent to each faculty member along with their annual salary letter. This report includes:
| Faculty Rank | Years in Rank |
|---|---|
| Instructor | One Group |
| Assistant | 0-3, 4-7, and 8+ |
| Associate | 0-3, 4-6, 7-9, and 10+ |
| Full | 0-4, 5-9, 10-14, and 15+ |
MERIT PAY COMPENSATION PROCEDURES
(By Faculty Action - Faculty Meeting - January 18, 2000)
Frequency
The administration has indicated that it cannot assure us of salary pools large enough to fund both adequate cost of living adjustments and merit pay every year. Cost of living adjustments should receive priority over merit pay. Merit determination should occur each year that funds are available for both adequate cost of living adjustments and significant merit pay. That determination will be based on performance during the three years preceding the determination, or since the time of the last merit determination, whichever is the longer period.
Nature of Adjustments
The merit awards will fall into three categories: Highest Merit (approximately 10% of the faculty), High Merit (approximately 20% of the faculty) and Merit (approximately 40% of the faculty). The awards will be in fixed dollar amounts instead of percentages of base pay, and these amounts will be at a ratio of 2-3-4. The merit adjustment will be incorporated into the base for subsequent years.