Some specifics on the salary policy

Faculty Senate Vice Chair Gerry Philipsen outlined last week the basic principles of the proposed new faculty salary policy. The purpose of this report is to point to some of the specifics related to those principles.

As Gerry pointed out, the first principle provides for an “increased and substantial commitment to predictable annual merit increases for all meritorious faculty.” But what does this really mean? First of all, this policy signifies a shift in priorities. Recruitment and retention was the top priority in the past. With this policy, the number one priority will be predictable annual salary increases for all meritorious faculty. The policy itself does not say what the size of the annual increases will be for the simple reason that it needs to be negotiated more frequently than the Code itself is subject to change. For the foreseeable future, however, the size of the minimum increases was negotiated to be 2 percent, and it will be stated in an executive order that is currently being drafted. President McCormick agreed to sign such an order.

Is 2 percent enough? Based on the fact that we are about 15 percent behind our peers, 2 percent is not enough, but it is slightly higher than what we averaged during the last several years. The other thing to keep in mind is that the University must be able to afford it, even when the Legislature is not providing any resources for salaries. This is a new concept in the salary policy and it was not easy for the administration to accept. Such a commitment opens up the possibility for a serious compromise of administrative financial flexibility, which is just as important as respectable faculty salaries are. We hope this will not happen often. But what makes the 2 percent very attractive is the stipulation that it is a minimum and is awarded to all meritorious faculty on an equal basis. Since the overwhelming majority of our faculty is meritorious, very few individuals are expected not to receive the 2 percent.

While the 2 percent will always be available, unless the University is faced with a financial emergency, there is a provision in the new salary policy for the possibility of “additional merit increases,” which we trust will happen very often. The size of these increases will depend on how much money is available from the Legislature and other sources, such as tuition and recaptured funds from retirements. It will also depend on how much of the available money will be allocated for some other basic needs related to faculty salaries. These needs include: (a) promotions at the level of 7.5 percent above the basic annual merit of 2 percent; (b) raising the floors, when necessary, and following mandated biennial reviews; (c) differentially allocating funds to the units for closing the market gap; and (d) providing funds for recruitment and retention.

It is important to emphasize that the new salary policy requires the participation of the faculty at all levels and types of decision making having to do with the allocation and distribution of funds available for salary. This is true at the top administrative levels as well as at the level of the various units. The determination of the way this requirement is to be carried out at the unit level is left up to the faculty of each unit.

It is my hope that the above is helpful in better understanding the policies in the proposed new faculty salary. If you have any questions, please call at 685-2703 or send an email at senchair@u.washington.edu or senate@u.washington.edu ¶

Theodore Kaltsounis, chair, Faculty Senate