Faculty Senate Meeting Minutes - December



Meeting Minutes for December 2002


 

Meeting 6 December 4, 2002
Central Missouri State University
Faculty Senate Minutes
Approved

The Faculty Senate met 3:15 p.m. in Union 237B with President Shellie Myers presiding.

Roll Call: All Senators were present. Also present were President Patton and Provost Carter.

ANNOUNCEMENTS
President Patton reported that the millennium tree on campus was cut down and the campus security officers have offered a $500 reward for any information. President Patton reported he and Provost Carter attended the luncheon for the Governor’s Excellence in Teaching Awards to recognize Dr. Mary Snyder for her achievement as an honoree.

Provost Carter congratulated the faculty for making it through another semester and from what he has heard from students it has been a good one. Provost Carter explained the footnotes to the Faculty Compensation Procedure document and stated the comments were added after consultation with Dr. Patton. They reflect Dr. Pattons views. Provost Carter stated that the work on the Faculty Compensation Procedure has occurred over the past two years and feels the last three months have been productive.

Myers referred to the printed reports from the President’s Extended Cabinet and Academic Council, highlighting two items: 1) Attached memorandum from the University General Council related to discussion on changing the language of the Board of Governors Policy and University Administrative Guidelines and Operating Procedures. Topic is under discussion at President’s Extended Cabinet. 2) Attached email from Provost Carter to the Academic Council after discussion at the Academic Council meeting on November 12. Item addressed clarification on procedures for Promotion and Tenure where the original letter from the reviewing committee is to be delivered the candidate.

Eason reported she would send electronically the Council of Deans report at a later date.

COMMITTEE REPORTS
Eason referred to the nomination by the FS Committee on Committees. Richard Bruce for the CAST position to the U/A Awards Selection Committee. Approved unanimously.

OLD BUSINESS
Myers introduced the Best & Atkinson motion: The Faculty Senate approves the Faculty Compensation Policy proposal for Base Salary and Market Pay Components and the Faculty Compensation System Implementation Recommendations dated November 20, 2002.

Myers referred to the printed president’s response to the Faculty Compensation. Senators worked through the document making motions for change as follows:

Title of document Faculty Compensation Policy word changed to Procedure. Passed with 23 yes votes, 0 no votes and 2 abstentions.

Page 1 Faculty Compensation Philosophy second paragraph last sentence add to language to read…except as specified in these procedures. Passed with 24 yes votes, 1 no vote and 0 abstentions.

Section 1 item 2 added to language to read. In determining the annual allocation of monies made available for faculty compensation, the university president will establish funding priorities for base salary, market, merit, and equity adjustments in consultation with the Faculty Senate and Fringe Benefit Committee and provost. Under normal circumstances, priority will be given to base salary consistent with Section 2 (3). Passed with 12 yes votes, 11 no votes and 3 abstentions.

Section 2 item 2 remove faculty governance groups and replace with the Faculty Senate Salary and Fringe Benefit Committee and provost. Passed unanimously

Section 6 item 5 added to read. If an issue regarding faculty compensation arises that is not covered by the Faculty Compensation Procedures or an existing university administrative policy and regulation, the provost, in consultation with the Faculty Senate Salary and Fringe Benefits Committee, shall develop a procedure to address it. This procedure shall be submitted to the Faculty Senate for its review and recommendation to the president. If the situation demands an immediate response, the provost, working with the Faculty Senate Salary and Fringe Benefits Committee, will develop and implement an interim procedure, which shall be submitted without delay to the Senate for its review and recommendation. Passed unanimously.

Myers referred to the president’s response to the Faculty Compensation System Implementation Recommendations. Senators worked through the document making motions for change as follows:

Item 1 (a) added at the end of the paragraph to read…as quickly as institutional finances permit. Passed with 21 yes votes, 3 no votes, and 0 abstention votes.

Item 1(c) deleted from document. Failed 9 yes votes, 13 no votes and 3 abstentions.

Item (3) moved to Faculty Compensation Procedure, page 6 section 6 item (5). Previously passed.

Best requested to amend the language of the Best-Atkinson motion to: The Faculty Senate approves the Faculty Compensation Procedure proposal for Base Salary and Market Pay Components and the Faculty Compensation System Implementation Recommendations dated November 20, 2002, as amended at the December 4 meeting. Atkinson agreed.

Roll call vote was requested on the Best & Atkinson motion.

The Faculty Senate approves the Faculty Compensation Procedure proposal for Base Salary and Market Pay Components and the Faculty Compensation System Implementation Recommendations dated November 20, 2002, as amended at the December 4 meeting.

For: 16 Against: 8 Abstentions: 1 (2002-2003-6)
Those in favor were Atkinson, Best, Bigby, Davis, Joy, Kamal, Kemp, Laster, McCord, Miller, Neal, Palmer, Raveill, Riley, Sarkar, Young. Those opposed were Bryant, Callahan, Eason, Lynch, Morgan, Norwood, Sundberg, Zupnick. Abstentions were Check.

Miller made motion for a five-minute recess.

NEW BUSINESS
Myers opened discussion on the Riley & Morgan motion to the Policy Review & Approval Process Policy.

Myers reported the Administrative Council has disbanded itself and all policies will be routed through the President’s Extended Cabinet where items are then distributed for review by governance groups. Myers expressed concern with item 2 stating “This open review period will normally last six weeks,” it depends when the document is delivered at President’s Extended Cabinet whether it gives the Faculty Senate enough time for review. Morgan expressed concern that there is no procedure to direct it back to the Senate. Myers responded yes through the President’s Extended Cabinet. Myers explained that the new review procedure is to distribute policy and procedure documents for review by all governance groups through the President’s Extended Cabinet. Since the Faculty Senate President sits on the Cabinet, the Faculty Senate President is responsible for bringing it to the Faculty Senate.

The Faculty Senate approves the Policy Review and Approval Process Policy.

For: 16 Against: 1 Abstentions: 4 Passed (2002-2003-7)

Myers opened discussion on the Best & Atkinson motion for the Public Speech Activities Policy. Bigby expressed concern that at the end of the policy there should be reference to legal aspects. Myers will take this to the President’s Cabinet Friday 12/6. In response to Young, Myers reported that this document has been reviewed and approved by legal council.

The Faculty Senate approves the Public Speech Activities Policy.

For: 5 Against: 16 Abstentions: 0 Failed (2002-2003-8)

Myers opened discussion on the Morgan & Miller motion for the Immunization Policy. Raveill referred to section II item A. do those who have had childhood diseases have to have an immunization? Morgan answered that at times they need to have immunizations. Norwood explained the process of retaining immunization records.

The Faculty Senate approves the Immunization Policy.

For: 20 Against: 0 Abstention: 1 Passed (2002-2003-9)

Myers opened discussion on the Riley & Eason motion for the Short Term Illness/Disability Assistance Policy. Morgan referred to the strike out in item H and asked for the rational. Myers responded it was not an attempt to eliminate a particular position or fill the position the change in the language was to recognize that the university may not be able to hold the position open so it is stated in this manner. Sarkar asked how this policy affects faculty. Myers responded that the policy primarily addresses those in staff positions. Bigby clarified that it would affect those who have zeroed out their sick/vacation leave. Bigby expressed concern about who would determine someone’s health condition. Eason responded and referenced item II E in that the university would select a physician. Myers stated the intent of the policy is to provide assistance to those who are caught at the end of short-term benefits before long-term benefits are available.

The Faculty Senate approves the Short-Term Illness/Disability Policy.

For: 19 Against: 0 Abstentions: 0 Passed (2002-2003-10)

Myers asked to skip item B, Faculty Senate Representative as Liaison to Student Government Association on the Faculty Senate Agenda under New Business. All were in agreement.

The meeting was adjourned at 5:50 p.m.

Chris Hayward
Faculty Senate, Office Professional

 

The following documents are the amended Faculty Compensation Procedures and Implementation Recommendations
from the December 4, Faculty Senate Meeting

Faculty Compensation Procedures*
Proposal for Base Salary and Market Pay Components
*(Recommendation to change Policy to Procedures. Accepted throughout document with 23 yes, 0 no & 2 abstentions)

Recommendations to the Faculty Compensation Conference Committee’s Proposal from the Faculty Senate
November 20, 2002
Updated December 4, 2002

Faculty Compensation Philosophy: In order to nurture a positive attitude of trust in the faculty compensation system, we affirm that the system should encompass the characteristics of openness, transparency, honesty, and responsible stewardship. It should be equitable and efficient; provide reasonable compensation for faculty members in all disciplines; insure that appropriately qualified faculty can be employed and retained to teach in each program and discipline offered by Central Missouri State University; and reflect meritorious contributions to the university community.

Faculty compensation includes three components: base salary, market pay, and merit pay. An open transparent system encourages discussion and general agreement by current members of the department about salary offers to incoming faculty as well as the public acknowledgement of market adjustments. Finally, although we recognize there might be disciplines for which the national salary for the discipline falls below the base salary ranges proposed for Central, we affirm that in our community of scholars each and every discipline has equal importance; therefore, no individual, regardless of discipline, shall be paid below the lower limit of the range for any rank, except as specified in these procedures. (Recommendation to add. Accepted with 24 yes, 1 no and 0 abstentions)

Section 1. Base Salary

(1) Base salary is a minimum competitive salary for a given rank when compared to similar institutions located in Central’s geographic region. The base salary range for faculty members who hold a terminal degree recognized by Central as appropriate to the discipline shall be an amount between 90% and 105% of the mean salary reported for each respective academic rank in the most recently available AAUP Salary Survey, Category IIA (Comprehensive), West North Central Region. The base salary range for faculty members who do not hold the appropriate terminal degree for the academic discipline shall be 85% of the upper and lower limits for terminally qualified faculty members.

(2) In determining the annual allocation of monies made available for faculty compensation, the university president shall establish funding priorities for base salary, market, merit, and equity adjustments in consultation with the Faculty Senate Salary and Fringe Benefit Committee and provost. Under normal circumstances, priority will be given to base salary consistent with Section 2 (3).
(Recommendation to change. Accepted with 12 yes, 11 no and 3 abstentions)

3) Entry Base Salary

(a) Using the range described in Section 1 (1), a base salary for each vacant faculty position shall be determined by the provost in consultation with the dean at the time the position search is approved. If the approved total salary exceeds the top of the base salary range described in Section 1 (1), the amount in excess of the top of the base salary range will be a market pay adjustment and treated accordingly.

(b) If the approved total salary (less merit) exceeds the total salary (less merit) paid to incumbent faculty members in the discipline with comparable rank and credentials, the incumbent faculty members shall be considered for an adjustment in salary to a comparable level.
(c) Candidates for employment arriving without an appropriate terminal degree shall receive a base salary consistent with the pay range for faculty members who do not hold the appropriate terminal degree until such time as the terminal degree is completed.
(d) For a faculty member to be eligible for a salary increase resulting from a completed terminal degree, the Provost's Office needs to have received an Official Status of Advanced Degree Form (available in the Provost's Office) before the first day of the month for which the salary adjustment is to become effective. If the notice is received during the final month of the contract period, no salary adjustment shall be made on that contract. Upon receipt of the form as indicated, a new Appointment and Employment Record Form shall be completed by the Provost’s Office. The Official Status of Advanced Degree Form is to be completed and signed by the registrar, the dean of The Graduate School, or another authorized academic officer of the university granting the degree. Official transcripts showing all work completed shall be sent to the Provost's Office as soon as possible.
(e) Incumbent tenured/tenure-track faculty members in the discipline shall be advised of and consulted regarding the salary to be offered before a salary offer is extended to a prospective faculty member.

(4) The provost may authorize base salary adjustments beyond the limits specified in Section 1 (1) to hire or retain faculty in response to university initiatives to employ faculty in underrepresented groups.

Section 2. Across-the-Board Increase in Base Salary

(1) All full-time faculty members shall receive a permanent annual across-the-board percentage increase in base salary. For faculty members who receive a market pay adjustment, the annual across-the-board increase shall not cause the total salary (less merit) to rise more rapidly than the applicable market benchmark salary.

(2) The university president shall determine the annual across-the-board increase in consultation with the Faculty Senate Salary and Fringe Benefits Committee and provost. Across-the-board increases shall be applied to base salary only, not to merit and market pay adjustments. (Recommendation to change. Accepted unanimously)

(3) Annual across-the-board percentage increases in base salary are intended to maintain incumbent base salaries within the base salary benchmark range described in Section 1 (1). Incumbent base salary levels shall be reviewed annually and revised to remain consistent with the range described in Section 1 (1).

Section 3. Market Pay

(1) Market pay shall be defined as the difference between the top of the entry base pay range for the relevant rank and the total salary (less merit pay).

(2) Market pay shall be awarded based on discipline groups and minimum required credentials for each discipline group rather than individuals. All faculty members within a given academic rank and discipline who possess the established minimum required credentials shall receive comparable total pay (less merit).

(3) Market pay shall be based on salary benchmark data appropriate to the institution and discipline. The provost in consultation with the FS Salary and Fringe Benefits Committee shall determine the salary benchmark data source(s) used for each discipline receiving a market adjustment. The Provost’s Office shall maintain a list of approved market benchmark data sources for each discipline and provide the list annually to the Faculty Senate.

(4) Market disciplines shall be defined as those whose approved salary data indicates that the benchmark salary of their faculty exceeds the upper limit of the base salary range.

(5) Entry Market Pay

(a) Entry market pay is defined as the difference between the top of the entry base pay range for the relevant rank and the total salary (less merit pay).

(b) Using the approved benchmark data, a market pay adjustment for each vacant faculty position shall be determined by the provost in consultation with the college dean at the time the position search is approved.

(c) Under exceptional circumstances and after consultation with the tenured/tenure-track faculty members in the discipline, the chair may request that the dean seek approval from the provost to extend an offer above the benchmark market salary, based upon the immediate needs of the department (e.g. accreditation, a history of unsuccessful searches, or vacancy that has existed for a number of years). This proviso shall not be used to circumvent the limits of the established procedure, but to provide options to deal with rare circumstances.

(d) Incumbent tenured/tenure-track faculty members in the discipline shall be advised of and consulted regarding the proposed market pay component of a salary offer before that offer is extended to a prospective faculty member.

(6) Market Pay Adjustments for Incumbent Faculty:

(a) All market pay adjustments require approval of the provost. The college dean shall justify market adjustment recommendations on the basis of uniform guidelines and convincing data.

(b) Market pay adjustments shall be considered only for faculty members who possess the minimum required credentials for the discipline. These credentials require approval by the provost.

(c) Faculty members who receive a market pay adjustment and who continue to possess the minimum required credentials shall receive an adjustment in market pay. The increase in total salary (less merit) shall not exceed the percentage change in the applicable benchmark salary (unless the benchmark salary declines).

1. In disciplines where benchmark salaries rise at rates greater than or equal to the annual across-the-board increase in base salary, the adjustment in market pay shall result in a total salary (less merit) consistent with the benchmark salary for the discipline and rank. In the event that sufficient funds are not available to accommodate all market pay adjustments, market adjustments for each discipline and rank shall be made in equal proportion with respect to the percentage increase in the respective benchmark salaries.

2. In disciplines where benchmark salaries rise at rates below the annual across-the-board increase in base salary, the portion of total salary defined to be a market adjustment shall be reduced (to a potential minimum of zero) such that the total salary (less merit) does not exceed the benchmark salary. However, in no case shall the total salary (less merit) of a faculty member be reduced.

(7) Timely information regarding entry market pay and market pay adjustments shall be available to the public on the web.

(8) In the event that an incumbent faculty member receives a bona fide offer of academic employment from another institution, the provost may authorize a counter-offer at a salary consistent with the guidelines for base and market salary as specified in these procedures. If a salary adjustment is made, other faculty members in the discipline with equivalent rank and academic credentials shall be considered for the same salary adjustment. The university is not obligated to make such counter-offers.

Section 4. Promotion in Rank

(1) When promoted in rank, faculty members shall receive the greater of the following:

(a) An increase in base salary equal to 10% of the top of the base range for the previous rank, or

(b) A total base salary equal to the minimum of the range for the new rank.

(2) When promoted in rank, the increase in total salary (less merit) for faculty members who receive a market pay adjustment shall not exceed the applicable benchmark salary for the new rank.

Section 5. Merit Pay

(This section is to be developed by a subsequent conference committee)

Section 6. Monitoring the Faculty Compensation System

Success of the faculty compensation system requires ongoing review by the provost in collaboration with the faculty governance groups. In addition to the other provisions of these procedures:

(1) The Provost’s Office shall maintain individual salary data in three separate pay components: base, merit, and market.

(2) The provost, in consultation with the FS Salary and Fringe Benefits Committee, shall conduct annual reviews of the base salary range and market adjustments to assure reasonable competitiveness for all disciplines. The FS Salary and Fringe Benefits Committee shall report findings and make recommendations to the Faculty Senate. The university shall provide the resources and administrative support necessary for this monitoring.

(3) The provost, working with the FS Salary and Fringe Benefits Committee, shall undertake periodic studies to detect and remedy salary inequities including those concerning age, race, color, religion, sex, national origin, sexual orientation, marital status, Vietnam Era veterans, and persons with handicaps and disabilities in accordance with the faculty salary equity review process.

(4) The Provost’s Office shall undertake long term studies of compensation for underrepresented groups, formulate recommendations, and advise the university president regarding appropriate courses of action to achieve university objectives for the employment of faculty members in underrepresented groups.

(5) If an issue regarding faculty compensation arises that is not covered by the Faculty Compensation Procedures or an existing university administrative policy and regulation, the provost, in consultation with the Faculty Senate Salary and Fringe Benefits Committee, shall develop a procedure to address it. This procedure shall be submitted to the Faculty Senate for its review and recommendation to the president. If the situation demands an immediate response, the provost, working with the Faculty Senate Salary and Fringe Benefits Committee, will develop and implement an interim procedure, which shall be submitted without delay to the Senate for its review and recommendation. (Recommendation to add, moved from implementation. Accepted unanimously)

 

Faculty Compensation System
Implementation Recommendations

Recommendations to the Faculty Compensation Conference Committee’s Proposal from the Faculty Senate
November 20, 2002
Updated December 4, 2002

(1) When the new compensation system becomes effective, the total salary received by each incumbent faculty member shall be divided into “base,” “market,” and “merit” components.

(a) The total current salary received by incumbent faculty members shall not be reduced by this process. In cases where the current salary falls below the lower limit of the new range, the base salary shall be adjusted to the lower limit of the new range as quickly as institutional finances permit. (Recommendation to add. Accepted with 21 yes, 3 no and 0 abstentions)

(b) Total salary in excess of the upper limit of the base range described in Section 1 (1) shall be defined as initial incumbent “market” compensation for faculty members who have previously received a market adjustment. For incumbent faculty who do not currently receive a market adjustment, the total salary shall be defined as base salary.

(c) Under the new faculty compensation model, the minimum base salary for the instructor, assistant professor, and associate professor ranks is less than step 1 of the FY 2003 salary schedule. This inconsistency shall not affect incumbent faculty salaries and will disappear as the base salary ranges increase over time. Until this inconsistency disappears, the minimum salary for each academic rank shall not be less than step 1 of the FY2003 salary schedule for the corresponding rank. (Recommendation to delete item (1) (C). Rejected with 9 yes, 13 no and 3 abstentions)

(d) Initial “merit” pay shall be assumed to be zero for all incumbent faculty members.

(2) When the new compensation plan is adopted, its provisions shall supercede those of all previous university administrative policies and regulations that are inconsistent with it.

(3) The development of the “merit pay” section of the faculty compensation policy may require some modifications of the wording and content of some sections of this policy recommendation dealing with the base and market pay. Such modifications shall not change the intent of these policies. (Recommendation to move item (3) to page 6 of the Faculty Compensation Procedure. Previously accepted, see page 6 of Compensation Procedure document)

(4) Transition requirements (to be completed prior to implementation)

(a) Faculty in market disciplines: Establish minimum required academic and/or professional credentials to qualify for market pay adjustments in the discipline. These standards require approval by the provost. [See Section 3(2) - 3(6).]

(b) Faculty in market disciplines: Identify the benchmark and data source(s) to be used for market pay adjustments in the discipline. The benchmark data and data source(s) require approval by the provost. [See Section 3 (3).]

(c) Faculty in all disciplines: Recommend the terminal degree designation as it applies to faculty compensation. This designation requires approval by the provost. [See Section 1 (1) and Section 1 (3) (c).]

(d) Provost: Work with deans, chairs, and appropriate faculty governance groups to resolve issues related to treatment of department chair salaries and 12 month salaries. This process shall include consideration of issues relating to the selection and term of department chairs.

(e) Provost: Work with the Faculty Senate Salary and Fringe Benefits Committee to identify inequities in incumbent base and market salaries and prepare a plan for mitigating existing inequities. The plan shall include priorities, sources of funds, and a timetable to accomplish the required adjustments. [See Section 6 (3).]

(f) Provost and FS Salary and Fringe Benefits Committee: Monitor the implementation of the plan described above in (4) (e) as part of their annual review of the base salary range and market adjustments.


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