SECTION CONTENTS
13.01 Annual Increases
13.02 Promotion
13.03 Merit
13.04 Other Adjustments
13.05 Additional Compensation
13.06 Summer Salary
13.01 ANNUAL INCREASES
Faculty who receive an annual review evaluation of "meets expectations" or above shall receive a "normal increase."
Effective October 1, 2011, the normal salary increase for full-time equivalent faculty members shall be 1% plus $500 (base salary) per year. New hires will not be eligible for the normal increase in the year their employment becomes effective.
Effective October 1, 2012, the normal salary increase for full-time equivalent faculty members shall be 2% plus $500 (base salary) per year. New hires will not be eligible for the normal increase in the year their employment becomes effective.
13.02 PROMOTION
Faculty members promoted during the 2010-2011 academic year to the rank of associate professor, consistent with the promotion procedures of this contract, shall have an amount equal to $3,000 added to their base salary effective October 1, 2011.
Faculty members promoted during the 2010-2011 academic year to the rank of professor, consistent with the promotion procedures of the contract, shall have an amount equal to $6,000 added to their base salary effective October 1, 2011.
Faculty members promoted during the 2011-2012 academic year to the rank of associate professor, consistent with the promotion procedures of this contract, shall have an amount equal to $3,000 added to their base salary effective October 1, 2012.
Faculty members promoted during the 2012-2013 academic year to the rank of professor, consistent with the promotion procedures of this contract, shall have an amount equal to $6,000 added to their base salary effective October 1, 2013.
13.03 MERIT
The department head and/or department assessment committee will use the annual review for each faculty member to rank faculty to be considered for a merit increase in the department. The criteria used to make these rankings will be specified in the department's role and scope document.
The department head and/or department assessment committee will forward recommendations for merit increases to the Deans who will distribute merit increases of $1000 per 1.0 FTE to the most meritorious among the faculty members recommended by the departments.
The following merit increase pool shall be allocated to the colleges for merit increases.
11-12 Merit increase pool - $100,000
12-13 Merit increase pool - $100,000
Merit increases are in addition to other salary increases provided in this contract. Merit increases awarded in the 2011-2012 academic year will be added to the faculty member's base salary effective October 1, 2013 and merit increases awarded in the 2012-2013 academic year will be added to the faculty member's base salary effective October 1, 2014.
A report of merit increases, including names, amounts, and academic units, will be provided to the AFMSU Executive Committee each September for the previous fiscal year.
13.04 OTHER ADJUSTMENTS
Flexibility is needed to respond to exceptional salary circumstances. After consultation with AFMSU, the University administration may make individual salary adjustments for faculty outside of the normal salary provisions of this article to address issues such as retention, market equity, gender/racial equity considerations and internal salary compression or inversion. Justification must accompany such adjustments, including a specific analysis of salary relationships, comparison to accepted faculty salary data (e.g., OSU) in cases of mitigating salary problems and offers of employment from another employer or other compelling evidence of marketability for retention cases.
The following pool is designated for market adjustments based upon department comparison to accepted salary data (e.g. OSU) by rank. The market adjustment will be $1,000 per 1.0 FTE faculty member.
11-12 - $100,000
12-13 - $100,000
The University reserves the right to make other adjustments as outlined in this section.
13.05 ADDITIONAL COMPENSATION
Additional compensation from University controlled sources is, except for retention incentives, a temporary adjustment in salary which must be annually specified and approved in writing by the department head, the dean, and appropriate Vice President. Royalties, copyrights, and patents, as well as monetary awards, prizes, recognitions, and honors, are not considered additional compensation.
Faculty may receive additional compensation during the academic year of up to 20% of their base salary in accordance with state and federal law and regulations and University policy.
Whenever additional compensation is provided for extra work, a description of the extra work and the additional compensation shall be maintained by the faculty member's department head or other primary administrator. (An assignment or appointment for summer session duties can be used to fulfill this requirement.)
13.06 SUMMER SALARY
The University may rehire faculty members on AY contracts for specific duties during the summer. Maximum allowable summer salary (exclusive of the 20% additional compensation supplements allowed in Section 13.05) varies depending on source of funds. From all University-controlled sources, summer salary will not exceed 3/9ths of AY salary. Summer salary from State funds (e.g., summer session duties) will not exceed 2/9ths of AY salary, unless a greater amount is specifically authorized by the Provost.
Faculty on AY contracts may earn up to 3/9ths of their AY salary during the summer if there is sufficient external funding available, and the external sponsor(s) and the appropriate University administrators approve it. Salary will be based on the faculty member's salary rate as of April 1 of the academic year preceding the summer appointment. Faculty who receive some summer salary from State funds may also be compensated from external sources as long as the total does not exceed 3/9th of their AY salary. Funds from external sources must be identified in the direct costs of sponsored projects.
