Faculty Salary Committee
Faculty Salary Committee March 8, 2006
“Guidance for the Criteria and Process of Salary Increases” to be followed by
the Faculty Salary Committee in making its year-end recommendations to the Dean
Statement of General Principles
The Faculty Salary Committee has a mission, which it takes with the utmost
seriousness, to provide the dean with recommendations that will assist in
distributing funds allocated to salary increases in order to maintain an
atmosphere of collegial respect and cooperation on a campus with a small family
atmosphere. The basic principle actuating committee members is to make
recommendations founded in a spirit of fairness and openness so that excellence
is fully rewarded with salary increases.
Part A. Criteria
- All tenure-line faculty, regardless of hire date or status, are eligible
for salary adjustments and are encouraged to respond to the dean's call for
annual reports, which provide the committee with the basic tools of their
deliberations. The committee strongly encourages applicants to present a
summary of their accomplishments in the year under review in the areas of
research, teaching and service, using those three headings and in that order,
as concisely as possible on one or two sheets separate from the main body
of the cumulative c.v. or serial annual report. Highlighting the new
material in the body of the full c.v. or annual report is not objectionable,
but the separate summary is urgently requested by the dean and the
committee. The report must be received by the committee by May 1 for the
candidate to be considered for a salary adjustment.
- Merit is the primary determinant for pay decisions, and the only proper
consideration of the Faculty Salary Committee. Other, market-related
considerations are the purview of the dean in making final decisions about the
distribution of salary awards. The committee's recommendations concerning
those candidates who have demonstrated exemplary performance will be taken
into account by the dean in regard to twenty-five percent of the total salary
adjustment pool. The remainder of the pool will be dedicated to annual merit
adjustments for all faculty members.
- The standard period of evaluation of the applicant will be the calendar
year. That is, the evaluations carried out in May will weigh the applicant's
accomplishments of the previous January to December period.
- The standard expectation in rewarding merit should be consistent with the
existing mission of the regional campus, based on the formula: 40 percent
research, 40 percent teaching, and 20 percent service. The dean obviously will
have the right to use discretion to compensate a given applicant by a somewhat
different formula if special merit in any one of these categories deserves
stronger weighting in a given year.
- Research presents the most difficult problem for the committee because
weighing the true value of research across the various disciplines is
daunting. In most cases, for example, a book of any kind would seem to command
more value (i.e., represent a greater investment of time and effort) than an
article. But in one discipline an article may very well demonstrate more time
and effort than a book in another discipline. Even within a given discipline,
one book may require substantially less input than another or even less than
an article in a major peer-reviewed journal. This criterion for judging merit
is precisely the one that presents the committee with its greatest challenge
and opportunity to assist the dean, by making the finest distinctions
possible, without invidious comparisons, between the various results of
research submitted by applicants for salary adjustments. In ordinary
circumstances, this is done in open discussion at the committee's meetings,
after members have read the files and the published research results, based on
- scholarly endeavor, and so on), and
- the overall character of achievement in this category and others.
Finally, a given publication "counts" in the committee's evaluation
process only for the calendar year in which it appears. The committee will
take into account the multi-year research required for most books and some
articles, but a given book or article should be listed only in the year of its
publication. The committee does not merely count absolute numbers of
publications. Teaching is more straightforward, since we all are expected to teach
approximately the same number of classes, allowing for special leave, which
should not affect the committee’s evaluation of an applicant’s teaching
record. Nonetheless, there are problems of interpretation. For example,
student evaluations are notoriously difficult to weigh. Improvements in SEI’s
over the course of a year will be taken into account by the committee.
The Faculty Salary Committee is open to evaluating multiple aspects of
teaching, in addition to student evaluations. These aspects can include, but
are not limited to:
Service The committee will consider participation on university-level
committees, local campus committees, professional service committees, and all
community services during the year under review.
- Working with students to apply teaching to community service projects;
- Introducing a new course to the course catalog;
- Introducing a new course to the Lima campus that is already in the OSU
bulletin, or developing an honors option for an existing course on the Lima
- Making substantial changes to an existing course on the Lima campus, i.e.
changing pedagogy and/or content.
- Attending workshops or programs to improve teaching.
Committee members should study the applicants' files in detail before their
deliberations and make rankings of all applicants according to the 40-40-20
formula, that is, separate rankings of the applicants within each category
(research, teaching, and service). Then the committee should meet and decide how
to deliberate. A favorite method in years past is for each member to present and
defend his or her rankings, followed by open discussions concerning any
differences of opinion. This method usually leads to some degree of consensus on
most rankings early on. More difficult decisions between closely-ranked
individuals can require extensive discussion, and this is where the applicant's
very specific descriptions of innovation in research, teaching, or service play
The committee will then speak as one voice in its report to the dean, ranking
the applicants in alphabetical order within quartiles. Appeals to the dean's
final decision shall be made by the applicant directly to the dean.
The procedure outlined above for Part B ("Process") is a general guideline.
The committee in any given year may decide to proceed differently, depending on
the tastes of the committee members, to carry out the mandate outlined in Part
A. However, efforts to arrive at a more precise method of ranking have failed in
the past. Specifically, ingenious point systems have foundered on disparate
interpretations, and the committee has decided that it must maintain flexibility
in its deliberations to achieve the greatest degree of fairness.