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Given the university priority of attracting and retaining highly qualified faculty for the overall good of the institution, for attracting, educating and graduating students, and for making a significant impact regionally and at the state level as well as nationally and internationally, the Â鶹´«Ã½ must set appropriate levels of compensation and adjust those levels as future circumstances necessitate. In sum, the Â鶹´«Ã½ recognizes that the best faculty and staff require competitive salaries to attract them and to retain their services for the good of the students.

Faculty will receive compensation based on a number of factors, including discipline, rank, professional credentialing, time of service, and annual evaluations. The Â鶹´«Ã½ is committed to appropriate compensation considering these factors and in comparison with peer institutions nationally. Compensation should be equal and within a prescribed range using nationally-recognized data (CUPA-HR or SREB, for example). Faculty equity adjustments should be a top institutional priority to achieve sufficiency and appropriate levels of compensation for faculty.

Approved Nov 2012