Faculty Manual - COST Home Page - Texas Southern University

4.12 Salary Determination Procedures
Although the basis for salary increases vary among the colleges, the following process outlines
the typical considerations across all academic units.
Each state-allocated biennial university budget includes an allocation for salaries. If the state
allocates funds for a salary increase, there are three possible types: cost of living, merit, and
promotion.
Increases for cost-of-living and merit are not uniform in terms of percentage due to faculty
differences in productivity, prior inequities, and for other reasons.
The dean or his/her appropriate designee shall perform an annual salary review with each faculty
person in the unit over which he/she has administrative responsibility. This shall consist of a
review of the academic contributions of each faculty person for the past academic year, or from
the date of the last annual faculty review. The performance review shall cover the areas of
teaching, research and scholarship, public and University services, and any other areas related to
academic performance. The Salary Determination Forms are attached as an appendix to this
manual.
The dean shall request in a timely fashion an annual activity report from each faculty person
listing or outlining that person’s activities in these or other specific areas for the past academic
year, or from the date of the last annual review. The activity report shall be the primary basis of
the performance review. Where other material, information, and data are to be considered in the
performance review, said material, information, and data shall be provided to the faculty person
in a timely manner prior to the date of the annual review. The faculty person shall be given an
adequate opportunity to rebut, mitigate, or challenge any negative information or data that might
adversely affect his or her status, including the right to know the source of said information and
data, and where appropriate, the right to confront and cross-examine such source or sources.
The dean shall provide the faculty person with a detailed written articulation after each annual
performance review, and if said review is the basis for merit compensation, he or she shall
articulate how said compensation was determined in light of the review.
Each academic unit and or college or school shall establish and promulgate procedures, standards
and criteria for awarding and distributing merit compensation. These processes, procedures,
standards and criteria shall be submitted to the Provost and the University Rank, Tenure,
Promotion, and Salary Committee for compliance review and approval, and shall be kept on file
along with promotion and tenure criteria. Copies of the process, procedures, standards and
criteria shall be given to each faculty person by the dean and/or through the department
chairperson.
The faculty person shall have the right to appeal the dean’s merit increase recommendation to the
Provost. The Provost shall provide the faculty person an opportunity to present his or her appeal
directly to him/her, or in the alternative, the Provost may delegate this review process to the
University Rank, Tenure, Promotion and Salary Committee to hear the appeal, make a finding of
facts, and render a binding decision to uphold, or overturn the decision of the dean. If the
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