I. THIS IS A TWO-YEAR PLAN.
 

II. SOLID PERFORMANCE:

The first component will use one third of the available pay plan amount to provide a solid performance award to the individual salaries of all faculty whose satisfactory performance has been certified by their respective Department Chair. Those faculty not performing satisfactorily will not be eligible to receive this distribution.

The second component, the discretionary one third of the pay plan will be made up of two parts. In the first part, up to 50% of the one third, may be used for individual cases of market, equity or compression. The remainder will address compression by providing a solid performance award on salary base for individual faculty.

Procedure for determining individual cases of market, equity or compression adjustments
Each teaching faculty has inalienable rights to submit (per year) an individual case of market, equity, or compression adjustments. These rights are not subject to veto power by the Department or College.

Issues to be considered in the market, equity or compression adjustments will include
Candidates may provide data on:

those hired since faculty member's hire
those in other ranks
years in rank and merit history
inequity relative to national market discipline averages
departmental/division averages
consideration may by given to faculty with extraordinary merit
other relevant data may be presented

Time line:
Second Friday of February: Faculty shall submit individual cases of market , equity or compression adjustments to the Department.

First Friday of March: Departments shall forward to the Dean written recommendation for each individual request.

Third Friday of March: Dean shall forward to the Provost written recommendation for each individual request.

Third Friday of April: Chancellor shall report his/her decision to the Salary Committee and to each individual faculty involved.

The remaining one third of the regular pay plan funds will be distributed in a single category of merit. Faculty who receive a solid performance adjustment are eligible for a merit adjustment. The one third of the salary package designated for merit will be distributed to department/units 50% by SALARY BASE and 50% by FTE.

Departments/units may not distribute merit across the board.

Awards will be made to eligible faculty according to the department/unit criteria and procedures. College/Constituency Salary Committees and Deans must certify merit procedures.

ADJUSTMENTS FROM THE UNCOMMITTED PORTION OF THE PAY PLAN INCREASE:
Promotions will be funded through the salary increase originally targeted for non-continuing (resigned or retired) faculty. Any shortfall will next come from pay plan savings transferred to the contingency fund in the previous year(s). Finally, any remaining balance will be taken off the top of UW-Whitewater' total pay plan allocation for faculty.

Promotion to Professor 3.5% of average UW-W Professor's salary
Promotion to Associate Professor 3.5% of average UW-W Assoc. Prof.'s salary
Promotion to Assistant Professor 2.5% of average UW-W Asst. Prof's salary

Any remaining funds from this portion will be used first to address compression, market, and inequity adjustments as outlined in part III.

FS0001-12  By action taken under agenda item 4.c. of its December 12, 2000 meeting the 2000/2001
Faculty Senate approved the attached Report of the Faculty Salary Committee for 2001-03;