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

The University establishes minimum full-time, monthly rates at which a unit may pay faculty members. The salary floors apply to persons appointed into permanent positions as well as to those in temporary, visiting, acting, affiliate, or clinical positions. The salaries are UW minimums – the actual salary will be determined according to the following methods:

• For all professorial positions (teaching, research, and tenure track) a salary range will be determined in discussion with the Divisional Dean prior to the recruitment. Once a top candidate is identified, the department will coordinate with the Divisional Dean to determine the salary.
• For all temporary positions salary will be determined by existing departmental policy or standing practice, with an toward maintaining equity among ranks. 

The National Institutes of Health set limitations on the levels of salary that faculty may receive for compensated efforts on funded grants and contracts. (See the NIH site for information: http://grants.nih.gov/grants/policy/salcap_summary.htm)  Salary payments to the University-authorized base salary level, if that level exceeds the maximum federal salary level for salary received from NIH, can only come from non-federal sources which do not have effort requirements. These supplemental funds may come from state sources dedicated to support general research duties (like general faculty salary recapture funds), indirect cost revenue funds, or discretionary funds requiring no direct project effort. Questions about the NIH salary limit may be directed to Gretchen Davis Richey in the Dean's Office.

For a temporary appointment paid from temporary funds (for example, leave-vacancy recapture), where the appointment is less than full-time and/or less than nine months, the percent of time is usually based on credits for the course(s) taught, whether day or evening course offerings. The following percentages may be used for these temporary, less-than-full-time appointments:

For example, the total minimum salary for a Lecturer Part-Time, temporary, (nine-month rate) for a 5-credit course for one quarter would be $4,670 x 50% x 3 months = $7,005.*

If both matriculated students and Educational Outreach (EO) students are enrolled in a course, a portion of the instructor’s salary must come from Educational Outreach, calculated according to the percentage of EO students.

Using the example above, if EO students make up 30 percent of the class enrollment, the total salary of $7,005 would be paid 70% from departmental funds ($7,005 x 70% = $4,903.50) and 30% from EO funds ($7,005 x 30% = $2,101.50).

* Please note that these numbers are only an example, not a requirement.

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).

Handbook guidelines allow full-time faculty to engage in remunerated outside work up to thirteen days in each calendar quarter. Arrangements must be approved in advance, and a summary of all outside professional activities for the previous academic year is reported in Autumn Quarter. University forms are used for these purposes. If you are employed elsewhere, even while on leave, you need to compete the form.

To report outside professional work, use the form found on the Office of Research Web site (Request Approval for Outside Professional Work). The form should be forwarded to Ivy Mason-Sharrah for review and signature. The Dean's Office will forward the form to the Office of Research. When approved, the Office of Research will send an electronic copy to the employee, the department chair/director, and the Dean's Office.

Effective immediately, faculty, librarians, and other academic personnel are no longer required to submit an annual summary of outside professional work.  In the past, annual reports of all outside professional work (compensated or uncompensated) for each fiscal year ending June 30 were to be submitted via the UW 1461 on-line system by the following November 15. The relevant UW Outside Professional Work Policy (Executive Order 57) is being revised, eliminating those reporting requirements, and the 1461 on-line system is being decommissioned.

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 excess compensation.  Excess compensation is designed to pay faculty for services provided outside normal duties.  Typically it is for service performed on a one-time-only bases such as a lecture or workshop.   Please refer to the AHR website on this topic for institutional/UW guidelines and appropriate processes.