Salaries and compensation

Dean's Office contacts: Linda Nelson, Ivy Mason-Sharrah, Susan Miller

• Minimum rates
• Temporary Faculty Salaries
• Additional Salary
• Salary increase when promoted
• Merit salary increases
• Outside professional work
• Excess compensation

Salary Floors

The University sets minimum full-time monthly rates for faculty salaries. These salary floors apply to all hires.

It's important to note that these are minimum rates, and actual salaries may be higher.

Salary Determination Process

The process for determining salaries differs based on the type of position:

Professorial Positions (Teaching, Research, and Tenure Track)

1. A salary range is determined through discussions with the Divisional Dean before recruitment begins.
2. Once a top candidate is identified, the department coordinates with the Divisional Dean to determine the final salary.

Temporary Positions

Salaries for temporary positions are determined by:

• Existing departmental policy
• Standing practice
• Consideration of maintaining equity among ranks

NIH Salary Limitations

The National Institutes of Health (NIH) imposes limitations on salary levels for faculty working on funded grants and contracts. If a faculty member's University-authorized base salary exceeds the maximum federal salary level set by NIH, the following applies:

• Salary payments above the NIH limit must come from non-federal sources without effort requirements.
• Acceptable sources for supplemental funds include:
  • State sources dedicated to support general research duties (e.g., general faculty salary recapture funds)
  • Indirect cost revenue funds
  • Discretionary funds requiring no direct project effort

For questions about the NIH salary limit, faculty can contact Gretchen Davis Richey in the Dean's Office.

Appointment Percentage Calculation

The percentage of time for a temporary appointment is typically based on the number of credits for the course(s) taught. Here's a breakdown of the percentages:

Salary Calculation Example

For a Lecturer Part-Time teaching a 5-credit course for one quarter:

1. Base salary (nine-month rate): $6,000
2. Appointment percentage: 50% (for a 5-credit course)
3. Duration: 3 months (one quarter)

Calculation: $6,000 x 50% x 3 months = $9,000

Mixed Enrollment Scenario

When a course has both matriculated students and Educational Outreach (EO) students, the instructor's salary is split between departmental funds and EO funds based on the enrollment composition.

Example:

• Total salary: $9,000
• EO students: 30% of class enrollment
• Matriculated students: 70% of class enrollment

Salary breakdown:

1. Departmental funds: $9,000 x 70% = $6,300
2. EO funds: $9,000 x 30% = $2,700

It's important to note that the numbers provided in these examples are for illustration purposes only and not mandatory requirements.

Additional salary from the state budget may be earned for summer teaching, administrative duties, and for teaching in the Interdisciplinary Social Sciences Degree Program.

Nine-month-salaried faculty who direct outside-funded research projects can earn up to one month of salary beyond eleven months.

A faculty member receives a salary increase of 10% when promoted to the Associate Professor level or to the full Professor level (this applies to the tenure, research, and teaching tracks). The increase is effective on September 16 for nine-month appointments and on July 1 for twelve-month research appointments.

The procedures for determining merit recommendations are described in the Handbook, Vol. II, Section 24-55. The Code continues the practice of collegial merit reviews each year; it also states that a faculty member who does not receive a merit salary increase for two consecutive years should be provided with a departmental assistance committee.

Research and WOT faculty members are evaluated for salary increments at the same time and in the same manner as state-funded faculty members.

The faculty activity reports and the faculty conferences with chair provide important documentation in the evaluation of each faculty member's contributions. Both student and collegial teaching evaluations must also be part of an individual's cumulative record (see Teaching evaluations).

Departments should consider faculty members' contributions to research, teaching, and service. Each individual's accomplishments may be distributed differently among these categories in a given year and over time, and greater achievement in one category can compensate for lesser achievement in another. For the unit as a whole, however, about equal portions of available merit funds should be used to reward teaching and research, with a smaller (but significant) portion used to reward service. Teaching should be rewarded according to overall unit teaching responsibilities (for example, a unit with a large ratio of undergraduate to graduate student credit hours should distribute its merit funds in the same proportion).

Full-time faculty members are expected to provide full-time teaching, research, and service to the University. These activities are assigned as a part of an individual's duties and are not eligible for additional compensation.  Additional compensation is designed to pay faculty for services provided outside normal duties. 

Please refer to the Academic Personnel & Faculty Additional Compensation website for institutional/UW guidelines and appropriate processes.