Faculty Handbook - Fairmont State University

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107 employees. This plan shall address increases for all employees other than the President. 2.2. The general salary increase plan shall be developed after state-wide salary mandates have been accounted for. Statewide salary mandates shall include salary increases for faculty promoted in rank, as well as required incremental funding of the classified employee “entry rate,” if applicable. 2.3. After the cost of state-wide salary mandates has been separately accounted for, the President’s general salary increase plan shall be submitted to the Board for approval. 2.3.1. The plan shall reflect separately the total projected costs of aggregate salary increases for faculty, for non-classified employees, and for classified employees. 2.3.2. The plan shall reflect the aggregate percentage increase in salary to be paid to faculty, non-classified, and classified employees. 2.3.3. The increase in salary for each of the three groups of employees shall be comparable, but not necessarily equivalent. If the increases are not comparable, the President shall present a justification with the proposal. 2.4. The Board shall act, in response to the plan submitted, to establish the aggregate dollars to be allocated each year for general salary increases for each of the three groups of employees. The aggregate increase in dollars shall be distributed in accordance with Sections 3, 4 and 5 of this Policy. SECTION 3. FACULTY SALARY POLICY The total dollars for this increase in aggregate faculty salaries shall be distributed among faculty as follows: 3.1. The Distribution of Faculty New Pay Monies Each Fiscal Year 3.1.1. Salary Inequities Distributions: Twenty-five percent (25%) of the total faculty salary pool shall be distributed to address salary inequities until such time that a lower percentage is sufficient to bring all faculty to 90% of their target salary. Of this amount, a minimum of 80% (or 20%) will be used to fund the salary equity model with the balance restricted for special cases at the discretion of the Provost. The salary equity model is based on median data from the College and University Professional Association for Human Resources (CUPA), taking into account discipline and rank. Time in rank and possession of a terminal degree affect the actual target salary as follows: The CUPA peer group will be all Bachelor and Masters Institutions. No terminal degree - 10% reduction in CUPA base for rank and discipline. This does not apply to C&TC faculty. Zero time in rank - 10% reduction in CUPA base for rank and discipline
108 Maximum credit for time in rank – 9 years Maximum target salary – 110% of CUPA base The equity adjustments will have two components, fixed and variable. The maximum possible variable percentage will be no greater than the fixed percentage and will be determined based on dollars available. The variable percentage for each individual will be determined by the difference between their OCR score and the minimal acceptable OCR score. To be eligible for an equity adjustment in any given year, a faculty member must be eligible for a merit increase. 3.1.1.1. For the purpose of accelerating approach to target salary, an additional amount of money may be made available by the Board. These dollars will be dispersed as described in 3.1.1. 3.1.2. Merit Pay Allocations: The remaining salary increase pool after Section 3.1.1 is implemented shall be distributed on the basis of merit pay. The procedures for determining merit will be those developed by the faculty in the respective schools and colleges and approved by the Provost. Graduated Rankings of Recipients. The merit raise will have two components, fixed and variable. The maximum possible variable percentage will be no greater than the fixed percentage and will be determined based on dollars available. The variable percentage for each individual will be determined by the difference between their OCR score and the minimal acceptable OCR score. The percentage of the variable component pool available to each School or College will equal the School or College’s percentage of the total salary pool. Those rated below a minimal acceptable level as determined by the Provost in consultation with the Faculty will not receive a merit increase. SECTION 4. CLASSIFIED STAFF SALARY POLICY 4.1. Salaries of classified employees shall be set consistent with Article 9, Chapter 18B of the Code of West Virginia and Series 8, as amended by the Higher Education Policy Commission. 4.2. In computing the salary increases for all classified employees, the target salary under the salary schedule set forth in Section 3, Article 9, Chapter 18B of the Code of West Virginia, as amended, shall be identified. The gaps between the target and current salary shall be established. Salaries of all classified employees shall be increased in equal proportions toward eliminating all gaps; however no raises will be given if the employee’s overall job performance evaluation is “unsatisfactory.” Beginning January 1, 2007, no raises will be given if the employee’s overall job performance evaluation is “needs improvement” or “unsatisfactory.” SECTION 5. NON-CLASSIFIED SALARY POLICY The total dollars for the annual increase in aggregate non-classified salaries shall be distributed among non-classified staff as follows: 5.1. Salary Inequities Distributions: The President may distribute a portion of the non-classified salary increase pool at his/her discretion to address salary inequities.
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2013-2014 Faculty Handbook
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i A MESSAGE FROM THE PROVOST Dear C
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iii Faculty Meetings ..............
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v FOREWORD The Fairmont State Unive
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1 ADMINISTRATIVE STRUCTURE The foll
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3 Director of Procurement is respon
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5 Advisory Council of Faculty The F
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classified employees duly elected b
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9 EDUCATIONAL PERSONNEL PREPARATION
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Section 4. The Faculty may review a
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Section 4. The Fairmont State Unive
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FAIRMONT STATE UNIVERSITY FACULTY S
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Senate may direct the President of
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f. If the vote fails to resolve the
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a. Publicize and solicit applicatio
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23 N. PRESIDENTIAL PERCEPTION SURVE
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The Faculty Personnel Committee eva
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EXPERIENCE: 27 1) six years of coll
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FACULTY 8 (For Faculty Whose Initia
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to that professional and scholarly
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Primary consideration will be given
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(2) Merit Evaluations for a minimum
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the Office of the Provost before th
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Classroom Equivalencies The 12-hour
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41 The reviewer will submit a memor
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AUTHORITY TO RELEASE PERSONALLY IDE
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45 Faculty Meetings Faculty meeting
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New Faculty Enrollment Period for P
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49 Dependent Care FSA Set aside fun
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2 days of accrued leave = 100% of t
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Military Caregiver under FMLA entit
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Fairmont State University Board of
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Page 68 and 69: 59 SUPPORT SERVICES Advertising Fai
Page 70 and 71: other related support functions. Al
Page 72 and 73: 63 Electronic Reserves Electronic r
Page 74 and 75: The Supply operation provides servi
Page 76 and 77: Publicity The Office of Public Rela
Page 78 and 79: BLACKBOARD LEARN AT FAIRMONT STATE
Page 80 and 81: should be noted that "approved" in
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Page 86 and 87: speak or write as citizens outside
Page 88 and 89: 3.4. Faculty appointed to clinical-
Page 90 and 91: 4.3.1. The appointee shall render f
Page 92 and 93: 7.2. Promotion shall not be granted
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Page 98 and 99: 2.6. A recognized institutional hol
Page 100 and 101: as they or other employees would be
Page 102 and 103: coverage pursuant to Section 13, Ar
Page 104 and 105: 13.3. Absences from work due to wea
Page 106 and 107: 97 6.3. While on sabbatical leave,
Page 108 and 109: 99 SECTION 4. FILING of COMPLAINTS
Page 110 and 111: 101 responsible for encouraging and
Page 112 and 113: 103 8.2. Institutional Support. Per
Page 114 and 115: 105 student may be academically dis
Page 118 and 119: 109 5.2. Merit Pay Recipients: The
Page 120 and 121: 111 Important Note: Since gifts of
Page 122 and 123: 113 (2) He/she will meet with the c
Page 124 and 125: When a consensual relationship ends
Page 126 and 127: 117 II. The responsibility for unde
Page 128 and 129: 119 clarifying or interpreting a ma
Page 130 and 131: 121 the Conduct Discipline and Grie
Page 132 and 133: 123 STATEMENT ON SEXUAL HARASSMENT
Page 134 and 135: 125 aspect of campus life and emplo
Page 136 and 137: 127 III. IV. maintenance. Personal
Page 138 and 139: 129 2. In identifying faculty whose
Page 140 and 141: 131 agenda item shall be submitted
Page 142 and 143: 133 leave of absence, and available
Page 144 and 145: 135 (2) The nominee must have attai
Page 146 and 147: 137 absence of the Dean or Associat
Page 148 and 149: 139 APPENDIX A ADDITIONAL CERTIFICA
Page 150 and 151: 141 by this examination include sit
Page 152 and 153: 143 INDEX Absence Policy Faculty, 3
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Faculty Handbook - Fairmont State University

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