Pay plan or salary increment schemes can vary from processes that allocate funds using a percentage of one's base to mechanisms that distribute funds in equal dollar shares to members of certain subgroups. In recent years, UW Pay Plans have carried the stipulation that one-third of the allocation must be based on solid performance, one-third must be tied to merit, and the final third can be connected to either solid performance or merit as determined by the individual campus. The process described below utilizes a mixture of equal dollar and base-percentage allocations, and is consistent with the solid performance stipulations of recent UW Pay Plans.

Performance Categories

Faculty performance will be judged, based on departmental criteria and review procedures (in accordance with Board of Regent guidelines), as being Unsatisfactory, Satisfactory, Meritorious, or Exceptionally Meritorious. Individuals with Satisfactory, Meritorious or Exceptionally Meritorious performance will be considered as having exhibited solid performance; those with Unsatisfactory evaluations will not. Not more than 25% of the faculty may be judged Exceptionally Meritorious.

Pay Plan Distribution by Categories

Each year the Faculty Pay Plan comes to the campus as a percentage of the total faculty payroll in October of the previous year. From this pool of funds, each faculty member with an Exceptionally Meritorious evaluation will receive a fixed dollar "Exceptional Merit" award of up to $500. No more than 25% of the Pay Plan pool of funds may be used for this purpose.

Departments will send their nominees for Exceptional Merit Awards to the Vice Chancellor with supporting documentation. The Vice Chancellor will review, evaluate and determine the Exceptional Merit Awardees, in consultation with the Personnel Council. (Over)

After allocating the "Exceptional Merit" awards, the remaining Pay Plan funds will be distributed as a percentage of one's base salary. Faculty whose performance is judged to be Satisfactory- will receive a percentage increase which is two-thirds the percentage increase allocated to faculty whose work is deemed Meritorious or Exceptionally Meritorious. Faculty whose work is judged to be Unsatisfactory will receive no salary increase.

Rate Calculation

The percentage increase r for Meritorious (and Exceptionally Meritorious) faculty is calculated as follows:

r =   divided by                                                                                                                                

Example

During the 1997-98 academic year we have approximately 100 continuing faculty with an average salary of about $43,000. If next year's Pay Plan rate is 4.5% and 25 Extra Merit awards of $500 each are awarded, the base rate r will be approximately 4.2%. Thus, faculty whose work is deemed Satisfactory would receive a 2.8% salary increase, those judged to be Meritorious would receive 4.2%, and those with an Exceptionally Meritorious rating would receive 4.2% plus $500.

Inequities and Promotion Awards

Salary inequities and promotion awards will be addressed with funds other than those that are part of the Pay Plan for continuing faculty.

D R A F T (CWS - 12/22/97)

Promotion Adjustments

Beginning in Fiscal Year 1999, the base salaries of newly promoted faculty will be increased as follows.

Promotion to Base Salary Adjustment

Assistant Professor $1,000

Associate Professor $1,500

Professor $2,000

In each year after Fiscal Year 1999, efforts will be made to increase the promotion adjustments by an amount equal to the Pay Plan percentage increase.

Rank Adjustments

Until the UW-Superior average salaries in each faculty rank are no less than the average salaries in each rank for the other UW Cluster campuses, each year funds will be committed to increasing the base salaries of those faculty with salaries significantly below the average for their rank. The level of significance to be addressed will be determined by the Vice Chancellor in consultation with the Personnel Council. Years in rank and holding the terminal degree (prep code 1) will be a factor in determining these adjustments.

Equity Adjustments

Salary equity adjustments can be made for individuals in cases where a salary inequity is clearly and convincingly demonstrated. Each department will have a formal procedure (developed in consultation with the Vice Chancellor) for reviewing salary equity requests and forwarding them to the Vice Chancellor. These requests must be based on comparative data, usually with other faculty in the same rank and discipline and with comparable years of experience, and they should have the support of the Department Chair. Adjustments will be made only in those cases where an inequity is clearly established, as judged by the Vice Chancellor and/or the Chancellor.