Selective Salary

This pay increase takes effect the first day of the following fall semester, the same time as across-the-board (ATB) increase takes 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 told the delay is due to processing increased numbers of new hires this time of year.

Information contained in a faculty member’s annual selective-salary report, along with department norms and existing school/college/division policies can be used to determine a faculty member's teaching and research load. See Art XXIV.I.B.

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 –Annual Selective Salary Report
According to Art XXIV B the annual selective salary report should consist of “(a) an updated professional record; (b) a summary of the teaching evaluations for the previous year; (c) a summary of the last three years of the faculty member's activities, a presentation of current activities, and what results are expected from these activities.” All faculty members are expected to submit an annual selective salary report.

The professional record you prepare, should detail your accomplishments over the last 5 years in the categories of scholarship (or creative professional achievement for faculty in the creative or performing arts), teaching and service. Recommendations for increases are guided by unit factors, general university criteria and factors for tenure and promotion for faculty and may include equity where appropriate. For faculty not on the tenure track, only the portions of the factors or general University criteria that apply to their assignments shall be considered.

You are responsible for having an updated professional record available in your dean’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 faculty 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 tenured faculty. Non-tenured faculty can be elected to serve on the salary committee provided the majority is tenured. 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 scholarship (or creative professional achievement for faculty in the creative or performing arts), teaching, and service. Each category is weighted with scholarship and teaching both weighted (3/7th). Service is weighted (1/7th).

Evaluation of Teaching
Teaching evaluation has been particularly problematic to evaluate. Article XXIX of the contract which, covers teaching evaluation, allows the university to use scores from standardized student evaluations of teaching (SET scores). Article XXIX also makes clear that “data from student evaluations will not be the only basis for comparisons between units.” SET scores are to be sent automatically to the department. Student written comments can be forwarded to the department if faculty member chooses to do so.

Save your SET score…
Although SET scores are supposed to be automatically forwarded to departments, it doesn’t always happen. It is therefore recommended that you save your SET score emailed to you …just in case!

Article XXIX also speaks to teaching portfolios, but portfolios are used only for tenure and promotion evaluations, not selective salary. The annual selective salary report is used for selective salary evaluation.

According to the professional record template the following data should be included for selective salary teaching evaluation: years teaching, both at WSU and elsewhere, courses taught in the last 5 years (note any new courses and the level of courses), essays/theses/dissertations directed, curriculum developed and unpublished course materials. You may also want to include lists of students you advise, teaching awards or nominations, any publications in pedagogical journals and syllabi. For clinicians teaching and supervising relatively small numbers of students you may want to include written letters or evaluation from your students and a list of students’ accomplishments while under your direction including and successful job placement.

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.