The fundamental purpose of the A/B Salary Policy for Faculty Retention is to ensure that sufficient mechanisms exist to support the retention of University of Washington tenured and tenure-track faculty consistent with the University of Washington Faculty Salary Policy.

The university policy is available at http://www.washington.edu/admin/acadpers/faculty/adjustment_ab.html

This local level A/B salary plan for the School of Pharmacy is intended to be consistent with and supplement the University’s A/B Salary Policy.

School of Pharmacy faculty will be considered eligible for an A/B retention salary adjustment if they are deemed by their colleagues to be meritorious and a retention risk, are considered to be critical to the mission of their department, have a three year history of a minimum of 25% of their total salary offset from grants, contracts, or other applicable sources, and have evidence of sustainable salary sources into the foreseeable future. The Department Chair in consultation with the Dean will determine School-level eligibility. Final review and approval of A/B retention salary adjustments is made in the Office of the Provost.

The A/B ratio is expected to be between 90/10 and 75/25 in five percent increments as shown below. Exceptions are possible but require the special approval of the Department Chair, Dean, and Provost.

With an A/B retention salary adjustment, the state-committed salary level is a reduced fraction of the full-time equivalent of the University base salary, but remains unchanged in actual dollar levels. Faculty being considered for an A/B ratio of 80/20 or 75/25, will be expected to meet the required minimum salary offset from multiple sources of funding (e.g., R01 grant and other applicable sources, or two R01 grants). A letter of agreement, outlining the terms of an A/B retention salary adjustment, must be signed by the faculty member, Department Chair, and Dean.

Final review and approval of the Part B salary request occurs in the Provost’s Office.

It is important that faculty entering into such agreements understand that the decision is irrevocable and that the University is under no obligation to provide funding if the B salary component becomes unfunded. If the B salary component funding decreases, the following options are available:

1. The salary distribution associated with the B salary component is reduced; or
   

2. Alternative applicable sources of funds may be used if consistent with the requirements of the funding source and approved by the Department Chair and Dean. Factors to be considered by the Chair and Dean include:

1. The extent to which the use of the proposed alternative source of funding would adversely affect the ability to support graduate students, post-docs, research or program supplies and contracted services.

2. Indications that there is a feasible plan and time-line for restoration of the lost funding.

See also: Sample letter