Salary and Fringe Benefits Committee

I.          FUNCTION 

A.   To investigate, initiate, and recommend annually policy concerning faculty members' salaries and fringe benefits. 

B.   To recommend annual allocations for base pay, market pay, merit pay and fringe benefits, as appropriate. 

C.   To establish and maintain liaison with parallel UCM committees for nonexempt staff and professional non-faculty groups, as well as other faculty, university, and special committees, for the purpose of investigating and recommending fringe benefit programs of common interest. The chair or his/her designee is responsible for communicating with such parallel UCM committees.

D.   To review annually all components of the UCM faculty compensation model (base/market/merit/benefits) to assure reasonable competitiveness for all disciplines. 

E.   To conduct periodic reviews of salary and benefits data from other comprehensive institutions, in conjunction with established comparison benchmarks. "Periodic" is here defined as allowing a period of no more than three years between such reviews.

F.   To develop and monitor periodic reviews, in conjunction with the Provost, to detect and suggest remedies for salary inequities based on race, color, sex, religion, national origin, age, disability, sexual orientation, marital status, or veteran status. "Periodic" is here defined as allowing a period of no more than three years between such reviews.

G.   To consult with and provide advice/counsel to the Provost on matters regarding faculty compensation, including benefits.  

H.   To approve/disapprove market pay status for any department/discipline making application through the Office of the Provost.

II.         POSITION IN THE ORGANIZATIONAL STRUCTURE 

A.   Reports to the Faculty Senate generally, but may report to the Office of the Provost in designated matters.

III.        MEMBERSHIP 

     A. Composition (10 or more members) 

1.   The Committee shall consist of two faculty members from each college, and Library/Academic Enrichment.

2.   The Committee may seek ex officio, non-voting members from related committees (faculty senate/university/special) and/or from the Office of Human Resources.

B.Selection 

Faculty members are elected from among the full-time faculty of each college and Library/Academic Enrichment.

     C. Selection of Chair 

The Committee elects the chair from among its elected members.  The chair must either have served on the Committee the previous year or have past experience serving on the Committee.

     D. Term of Service 

1.   Two years, staggered terms:  one member from each college and Library/Academic Enrichment elected annually. 

2.   Members may serve no more than two consecutive terms.  The Faculty Senate Elections Committee may make an exception if a college has no qualified representative to serve on the Committee.

V.       COMMENTS 

A.   The Committee chair is responsible for creating and maintaining a Policy and Procedures Manual, a copy to be kept in the Faculty Senate office. 

B.   The Committee is likely to meet during the summer months. 

C.   The Committee will make recommendations regarding annual compensation increases no later than January 30. 

D.   Each May, the Chair will file a written report with the Faculty Senate office summarizing Committee activities for the year. 

E.   The Committee typically interfaces with the following groups during the fiscal year:

• Office of the Provost

• Office of Human Resources

• Faculty Senate

• Professional Staff Council

• Support Staff Council

• Strategic Planning Resource Council (SPRC)

REV 1/07; 11/10; REV 4/2011;  REV 11/2012