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AdHoc Committee
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Charge
Work with the assistance of Provost Kyle Carter to construct a proposal for faculty compensation that incorporates:
1. The Board of Governors October 17, 2001 Compensation policy:
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Board of Governors
Faculty Compensation Policy
(approved 10/17/01)
I. Purpose
The Board of Governors of Central Missouri State University has a primary responsibility to assure that the university allocates and spends its resources to fulfill its educational mission. The main mission of the university is to provide excellent educational opportunities for CMSU's students. A quality faculty body is a primary factor related to student success; therefore, this compensation policy is designed to attract and retain the most qualified faculty possible within CMSU's fiscal resources.
II. Policy
A. Central Missouri State University's faculty compensation system is based upon three values - equity, competitiveness, and quality.
1. Equity. Faculty salaries will be set at a level that is reasonable for the qualifications and experience of faculty within their respective norm group. This requires national disciplinary comparisons to assure that CMSU faculty are being paid a fair salary within the context of their discipline
2. Competitiveness. The compensation system will be flexible enough to attract and retain a quality faculty in all disciplines that comprise the university. This value requires the administration to administer a system sufficient to attract quality faculty from all disciplines and flexible enough to adjust to market conditions and to allow the university to retain faculty who may be recruited by other institutions.
3. Quality. The compensation system will encourage and reward demonstrated excellence as a teacher/scholar throughout a faculty member's CMSU career. This value requires the institution to define the specific behaviors it wishes to encourage and assess those behaviors through a carefully designed faculty evaluation system.
B. The faculty compensation system will:
1. Be characterized by efficient use of resources;
2. Incorporate competitive salaries as defined by disciplines;
3. Set the base salary for the campus at a level that is competitive;
4. Accommodate disciplines demanding higher salaries than the base level through market adjustments;
5. Index salary levels to four faculty ranks; instructor, assistant professor, associate professor and professor;
6. Be indexed to a national survey that reflects its mission and goals;
7. Require that the administration and faculty conduct a salary equity review for ethnicity and gender bias every 3 years to assure fairness;
8. Hold harmless incumbent faculty salaries, i.e. no salaries will be reduced as a result of the shift to the new model;
9. Treat all faculty the same, assuming satisfactory performance, i.e. all faculty will be and are eligible for all salary components; and
10. Include the salary components of annual across-the-board increases, market and merit.
III. Procedures
The President of the University is charged with developing procedures to implement this faculty compensation policy. The President of the University should work with the Provost and the faculty body to develop a model that meets the parameters set forth in the policy.
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In addition, the Board of Governors approved [paraphrase] "...followed by an implementation plan to be negotiated between the Provost and the Faculty Senate, and approved by the University President."
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2. With an implementation plan.
Please note that you are not explicitly bound by any document.
Forward your proposal by November 5, 2001 in the form of a motion to the Faculty Senate Salary & Fringe Benefits Committee, Don Wallace, chair, for its consideration.
If the FS Salary & Fringe Benefits Committee fails to bring a motion (for consideration by the Faculty Senate at its December 5, 2001 meeting) to the Faculty Senate office by November 26, 2001 this committee must submit its proposal in the form of a motion by November 27, 2001.
Committee members
Joe Mazza, Chair - Arts & Sciences
Dianna Bryant - Applied Sciences & Technology
Greg Brown - Education & Human Services
Roger Best - Harmon College of Business Administration
Cheryl Riley - Library/Academic Enrichment
Shellie Myers, FS Vice President, ex-officio, non-voting
Michael Bersin, FS President, ex-officio, non-voting
Timeline
1. Proposal to FS Salary and Fringe Benefits Committee - November 5, 2001
2. FS Salary and Fringe Benefits Committee motion(s) to FS office - November 26, 2001
3. FS Ad-hoc Committee on Faculty Compensation motion(s) to FS Office - November 27, 2001 (if needed)
4. Faculty Compensation motion(s) on FS meeting agenda - December 5, 2001
5. FS motion(s) to President Patton - December 6, 2001
6. Board of Governors meeting - December 14, 2001
