Our Committee broadened the agenda for study beyond the annual merit program to include a review of a variety of factors affecting overall faculty compensation, including market adjustments and retention offers. In our discussions, we discovered that there is a great deal of ambiguity in the terms used to describe salary increase programs.
Deans have ultimate authority for ensuring proper compensation for their faculty.
Any set of principles or guidelines adopted must be flexible and adaptable to a variety of settings with evolving cultures and processes for performance evaluation and compensation. We interpreted our charge to be to review the CESF proposed guidelines and examine existing mechanisms available within and across units that affect the compensation program and faculty perceptions thereof. CESF Compensation Policy Guidelines 1999 Non-Discrimination. Policies and procedures should be written, public and accessible. Factors that affect salary should be applied consistently.