Faculty and Academic Staff Handbook
19th Edition, 2008
Chapter V: Compensation Procedures and Issues
5.2. Merit Salary Increases - Procedures
5.2.1 Responsibility
The principal responsibility for merit determination rests at the unit (academic
department or support group) level.
5.2.2 Pooling of Departments
Departments or support groups with only one or two persons will be pooled with another
department or support group for purposes of merit pay distribution. This will be done in
consultation with the Dean or supervisor of the units involved.
5.2.3 Appointments in More than One Unit
Persons with appointments in more than one unit shall be rated by their colleagues within
each unit.
5.2.4 Special Merit and Equity Pool
Each of the following offices will receive for the purpose of special merit and equity
adjustments that share of 10% of the merit salary total which is proportional to the total
merit amount that the office directly oversees: Chancellor; Provost and Vice Chancellor
for Academic Affairs; Vice Chancellor for Administration and Finance; Dean of the
College of Agriculture, Food and Environmental Sciences; Dean of the College of Arts
and Sciences; Dean of the College of Business and Economics; and Dean of the College
of Education and Professional Studies.
5.2.5 Merit Dollars to Departments
Ninety percent of the merit total is allocated to the departments and support groups. Each
unit will receive merit dollars equal to 90% times the percentage merit increase times the
continuing salary dollars in that unit. Faculty and support staff members holding
permanent positions in more than one unit will have that portion of their merit dollars
commensurate with their part-time positions pooled within the respective units.
5.2.6 Separate Evaluation Procedures
Instructional academic staff and support staff are to have separate evaluation procedures
that are appropriate to their work. See Chapter VI for information on the respective
performance evaluation processes.
5.2.7 Scope of Authority
In a support group the supervisor will determine merit for those within the scope of his or
her authority.
5.2.8 Annual Options
Each academic department is to have an annual option of (a) using a departmental merit
committee, (b) allowing the chair to distribute the merit increase funds, or (c) developing
their own merit distribution plan, subject to approval of the Dean of the College. The
Deans will administer this voting by confidential ballot and a simple majority will decide.
(See OPTIONS below in sections 5.2.18, 5.2.19, 5.2.20.)
5.2.9 Guidelines Required
Merit adjustments and notification will be made in accordance with guidelines.
5.2.10 Availability of List of Ratings
The rating of a unit member and an anonymous list of ratings of others in the unit shall be
available from the department chair or administrative head when such rating is
completed.
5.2.11 Appeals
Appeals from staff members shall proceed through the channels designated in Chapter IV
Faculty and Academic Staff Handbook "Faculty Personnel Rules-Chapter 10: Procedure
for Handling Grievances."
5.2.12 Informing of Faculty Members
Faculty members shall be informed of their salary adjustments when they have been
approved by the Board of Regents.
5.2.13 Across-the-Board Adjustments
Any across-the-board adjustment shall be considered at time of receipt of the Board of
Regents' policy statement for the current academic year.
5.2.14 Promotion Increments
Additional increments will be made for promotion to professor, associate professor, and
assistant professor. Promotion adjustments do not come from salary increase funds.
Persons who receive a promotion adjustment should not be penalized in the merit
distribution.
5.2.15 Terminal Degree
No fixed amount shall be given upon completion of terminal degrees, but an adjustment
may be made through the use of administrative funds.
5.2.16 Regular Review for Equity
Regular review will be made to ensure that all salary adjustments are made in accordance
with the guidelines regardless of gender, race, color, creed, ethnic origin, marital status,
or physical handicaps.
5.2.17 Interpretations and Decisions
Interpretations and decisions regarding the operation of the merit pay system shall be
made by the Provost and Vice Chancellor for Academic Affairs and the Vice Chancellor
for Administration and Finance in consultation with the Faculty Compensation
Committee.
After a department has determined which option it is to use [see 5.2.8 above], it
implements its chosen merit procedure.
5.2.18 Option A: Departmental Merit Committee Procedures
(1) Any member of a unit is eligible to be involved in the evaluation procedure providing
he or she has been reappointed for the following academic year. Persons with
appointments in more than one unit shall be eligible to rate their colleagues within each
unit.
(2) All committee members will be elected by members of the department.
(3) One member of the committee is to be from outside the department but within the
University.
(4) If a department has three or four faculty members, it will have a committee of the
whole together with one outside member. If a department has five or more faculty it has
two options:
a) a committee of the whole together with one outside member or
b) a fourmember
committee consisting of the chair, two elected from within, and one elected from
outside the department.
(5) All members of a committee are equal.
5.2.19 Option B: Department Chair Merit Procedures
In Option B, the department chair distributes the merit increase funds based on
information described under 5.3 “ Rating Procedures” below.
5.2.20 Option C: Departmental Merit Distribution Plan
In Option C, the department members develop their own merit distribution plan which
must be approved by the Dean of the College.