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. Because of the dean's role 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.
And because deans are responsible for the overall intellectual health and vigor of their colleges through academic planning and budget decisions, they have responsibility for ensuring that allocations of merit-based salary increments to individuals and units serve the larger academic purposes of the college. 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. This policy recognizes that, while salary increments are given primarily to reward the performance of meritorious individual faculty, other legitimate considerations may shape the allocation of salary pools to colleges and units in order to further the goals of the campus as a whole. 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.