Consistent with University of Colorado faculty compensation principles, merit will be the prevailing factor in recommending adjustments to total faculty compensation for the School of Medicine plan and for any alternative compensation plans that may be developed by other schools and colleges within the University of Colorado System. Alternative compensation plans require approval by the Board of Regents. Because of the dean's and the vice chancellor's roles in the annual salary review process, the criteria used by primary units must be developed in consultation with the dean and the vice chancellor for academic affairs. Article 4., Parts B.1. Recommendations for merit increases are to be determined by the department.
Deans also play an important role in the determination of salary increases.
Similarly, the vice chancellor for academic affairs and the chancellor have responsibility for ensuring that the overall allocation of salary increments to colleges and schools serves to benefit the campus as a whole and that the process of annual merit increases conforms to guidelines established by the Board of Regents. Campus merit evaluation processes must carefully balance the need to reward extraordinary performance with the need to reward meritorious performance that is the backbone of the University. Campuses should set goals for salary allocations that embody this principle of fairness. Highly productive units should be more highly rewarded than less productive units, just as highly productive faculty should be more highly rewarded than less productive faculty. In the School of Medicine, this requirement is waived because of the BSI system of salary allocations.