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Selective Salary Process - Academic Staff
Selective Salary Review
Academic Staff
Article XII.B.4 and XII.C
Per the contract, part of the annual pay increase is determined through a “selective salary” review process. According to the contract recommendations for selective salary increases “shall be guided by unit factors, general university criteria and factors for tenure or employment security status (ESS) and promotion for academic staff.”
This pay increase takes effect the first day of the following fall semester, the same time as across-the-board (ATB) and promotional increases take effect.
Please note….
Pay increases typically do not take effect on the first day of the fall semester. They usually occur a pay period or two later with back pay granted from the first day of the fall term.
The administration advises that the delay is due to processing increased numbers of new hires this time of year. |
Eligibility --------------------
Any member of the bargaining unit represented by the AAUP-AFT and will be represented by the AAUP-AFT on the last day of winter semester and the first day of the fall term may be considered for a selective salary adjustment and should be evaluated.
Criteria – Your Professional Record
You prepare and submit a written professional record detailing your accomplishments over the last 5 years in the categories of job performance, professional achievement and service. Scholarship will be included for academic staff with tenure/on tenure track or at the academic staff person’s request. Recommendations for increases are guided by unit factors, general university criteria and factors for tenure or employment security status (ESS) and promotion for academic staff. Increases can also be based upon "equity" to adjust the salary of lower paid staff.
Don’t Wait!….
It is advised that you update your professional record throughout the year to ensure that you do not overlook any of your accomplishments. |
You are responsible for having an updated professional record available in your dean’s/director/VP’s office for the selective salary review. The review process generally takes place in the late winter or spring semester. Some, but not all units contact academic staff to request submission of their professional records. It is advised that you prepare and submit an updated professional record by the end of the winter semester each year.
Department/Unit Salary Committee Review and Ranking
In the department or similar unit the salary committee is composed of at least three elected academic staff members who have attained Employment Security Status (ESS) or tenure. Non-ESS/tenured academic staff can be elected to serve on the salary committee provided the majority has ESS or tenure. Your chair/assistant dean/director chairs this committee with vote. The committee chair does not provide a separate recommendation to the dean but is part of the committee decision.
The committee reviews the professional record and determines a ranking from 1 (excellent) to 4 (needs improvement) in the major categories of job performance, professional achievement, service, and it appropriate, scholarship. Each category is weighted with job performance being given the most weight (4/7th), followed by professional achievement (3/7th) and service (1/7th).
If a department/unit has less than three academic staff with ESS or tenure your chair/assistance dean/director or other appropriate unit supervisor will act as the unit salary committee.
These rankings are forwarded to the College/School/Division salary committee.
College/School/Division Salary Committee Review
According to University guidelines “each dean/vice president shall, in addition, consult a salary advisory committee prior to making recommendations on selective salary adjustments to the Provost.” This College/School/Division committee shall consist of bargaining-unit academic-staff members elected according to college/school/division by-laws.
This committee meets in consultation with the Dean/VP to review, and if necessary, recommend adjustments to the rankings determined by the unit committee.
Grievances and Appeals
Since the process is based upon peer review, no selective salary adjustments may be grieved.
That said, procedural defects that may occur and undermine the peer review process may be subject to the grievance procedure. If your unit does not adhere to the procedures outlined above, please contact the union office so that this can be addressed.
Selective Salary ≠ Annual Review
The Selective Salary process is separate and distinct from the Annual Review process. Selective salary is a means for bargaining unit members to get additional pay in their base salary by demonstrating they are meeting or exceeding the expectations of their job.
The annual review process is a means for academic staff on term appointments to receive constructive feedback to guide them in obtaining continued employment, ESS or tenure. Once ESS or tenure is obtained annual reviews cease. For more information on annual reviews see Art XX.C.
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