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"

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:

1. The minimums for the coming year and how they were adjusted (if at all)
2. The median salary for full-time faculty in each of the following groups:

1. The median is NOT published for groups containing fewer than 4 faculty.
2. The sizes and numbers of the promotional and merit raises awarded
3. The total dollar amount in the salary increase pool, and the total dollar amounts expended for each type of salary increase: promotion, review adjustment, across-the-board, merit, and adjustments to the minimums.