|
Faculty Compensation
Texas
Woman's University is a doctoral, professions dominant university
dedicated to the pursuit of educational, research, and public service
objectives. To attain these objectives, the University must secure
the services of a diverse and highly qualified faculty. It is the
policy of the University to distribute fairly and equitably money
available for faculty salaries. Discrimination based upon race, color,
religion, sex, age, national origin, or veteran status is a violation of
University policy. Faculty salaries are based on duties,
responsibilities, education, experience, knowledge, skills, abilities,
internal equity, market analysis, and the availability of funds.
Market analysis involves periodic review of salaries paid for similar
work in institutions of higher education in Texas
and the United States.
The
Provost and Vice President for Academic Affairs, in consultation with the
deans, are responsible for establishing faculty salaries.
Salary
Floors for Tenure Track Faculty
Professor
$55,000
Associate
Professor
$50,000
Assistant
Professor
$45,000
Salary
Floors for Clinical Track Lecturer/Faculty
Clinical
Professor
$50,000
Associate Clinical Professor/Senior
Lecturer
$45,000
Assistant Clinical Professor/Lecturer
II
$41,000
Clinical Instructor/Lecturer
I
$39,000
Salary
Increases for Promotion and Tenure
If all faculty receive a pay increase, those individuals
being promoted will receive the raise for the rank currently
held. After that increase is calculated, the following will
apply. The individual will receive the floor salary of the new rank
or 3 percent of the base for the rank to which promoted, whichever is
greater. The 3 percent increase would be:
$1,650
promotion to professor
$1,500
promotion to associate professor
$1,500
promotion to clinical professor
$1,350
promotion to associate clinical professor/senior lecturer
$1,230
promotion to assistant clinical professor/lecturer II
In
addition, each individual granted tenure will
receive a salary increase of $2,000.
Compensation
for Department Chairs and Program Directors
There
are two compensation plans for department chairs and program
directors. One is an administrative model used primarily for
department chairs. The second is a faculty model used for program
directors and some department chairs. The model to be used is
determined by the provost in consultation with the dean. Faculty
salary floors apply to portion of the salary of department chairs and
program directors that is based on faculty status not including the
stipend.
Model
1: Department Chair
Appointment
is for 12 months and is considered an administrative appointment.
Earns
vacation hours at the normal accrual rate. Must use vacation hours
for time off; does not follow faculty schedule for time off.
Faculty
salary is determined based on rank and experience. Raises are based
on faculty rank. If the individual returns to a faculty position,
only the faculty salary will continue.
A
monthly stipend is paid for 12 months; current stipend is $250/month.
Individual
is expected to earn 3- 6 work units from teaching each semester (Fall,
Spring, and Summer) depending on size and complexity of department.
The teaching units per semester will be approved by the Dean of the
College.
Model
2: Program Director
Appointment
is for 9 months and is considered a faculty appointment.
Follows
faculty schedule for time off.
Faculty
salary is determined based on rank and experience. Raises are based
on faculty rank. If the individual returns to a faculty position,
only the faculty salary will continue.
A
monthly stipend is paid for 9 months; current stipend is $200.
Individual
is expected to earn a minimum of 6 work units from teaching in Fall and
Spring. The individual may be given a regular faculty contract for
summer, if needed to teach; may be paid for 3 work units in summer to act
as program director, if approved by dean.
All
faculty offers of employment, promotions, transfers, demotions, and
changes in compensation will be subject to review prior to any action by
the Provost & Vice President of Academic Affairs, or his/her
designee; and the Equal Employment Opportunity Officer, or his/her
designee; to ensure EEO Compliance.
APPROVED:
7/05
See Section B - Ranks and Titles
|
