In the determination of salaries and salary increments, consideration shall be given to the total contributions of an individual to the University. Salaries shall not be justified merely on the basis of offers from other institutions. Consistent with University of Colorado faculty compensation principles, merit will be the prevailing factor in recommending adjustments to total faculty compensation. 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. 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. 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. These increments may not be given across the board to all members of a unit or department, but by rank and discipline, where needed, and always on the basis of merit. The policy also allows for an investment or special opportunity increment in units that have been targeted for building centers of excellence, pursuing major grants, or hiring women and minorities. This permits extra consideration of market forces for programs in which a campus has invested heavily to achieve excellence.