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SECTION 800 - PERSONNEL

SECTION 800 - HUMAN RESOURCES

 

802.07             FACULTY COMPENSATION POLICY

 

Determination of Salaries for New Faculty

 

Starting salaries for new faculty are based on educational preparation, teaching experience, other related work experience, and discipline.  Minimum salaries are established for each discipline based on data from the Chronicle of Higher Education Almanac, availability of faculty in each academic discipline, and funds available for faculty salaries in each academic year.  The Academic Deans review salary guidelines on a yearly basis prior to the beginning of the hiring process.

 

After a minimum salary is determined for each discipline, a $l500 supplement is added for those faculty who hold a doctoral degree.  An additional supplement is added for each year of college teaching experience and a smaller supplement for each year of high school experience and each year of related work experience.  These supplements vary based on available funds each year, with consideration given to keeping new salaries in equity with existing salaries.  Other types of experience may also be considered when appropriate.

 

Salary recommendations are made by the Academic Dean to the Vice President for Academic and Student Affairs.  The Vice President for Academic and Student Affairs reviews the salary calculation in consultation with the Executive Vice President for Financial and Administrative Affairs.  The Guidelines for Faculty Salaries for each particular year is available in the Human Resources Department and the Office of the Vice President for Academic and Student Affairs.

 

Determination of Rank for New Faculty

 

Faculty holding a doctoral degree are normally granted a rank of Assistant Professor.  Those not holding a doctoral degree are normally granted the rank of Instructor.

 

Exceptions to the above are made when a faculty member held a higher rank at another college.  In these cases, the faculty member is considered for the rank held at the other institution provided the faculty member meets the Georgia Perimeter College Criteria for the higher rank.  Any exceptions must be approved by the President.

 

Probationary credit towards tenure may be granted for full-time tenure-track teaching experience at another college. The Academic Dean recommends probationary credit to the Vice President for Academic and Student Affairs.  The maximum probationary credit granted by Georgia Perimeter College is two years.

 

Normally a maximum of one year is awarded for three to five years experience and a maximum of two years is awarded for more than five years experience.  Exceptions to the maximum must be approved by the President or the President’s designee.

 

Determination of Salary Increases

 

Annual Salary Increases

 

The Board of Regents allocates a specific pool of money for salary increases each year.  A cost-of-living percent is sometimes allocated for each employee but may be withheld from individual employees at the discretion of the institution.  In addition to the cost-of-living adjustment, funds are allocated which must be distributed based on merit.  The average merit percentage is specified by the Board of Regents.  Based on merit, some faculty will receive less than the average and some will receive more than the average.

 

Merit raises are based on the Annual Department Chair Evaluation of Faculty; this process includes an evaluation of Teaching, College Service, and Professional Growth and Development/Academic Achievement.  In considering merit raises, Teaching is given more weight than College Service, and Professional Growth and Development/Academic Achievement.  In special circumstances, factors which are not reflected in the Annual Department Chair Evaluation of Faculty may be considered in determining merit raises.

 

Faculty members who are on leave for a quarter or longer will not receive merit pay for the time they are on leave.  Cost-of-living increases will not be affected and generally will be awarded to those on leave.

 

All salary increases including cost-of-living, merit, promotion, and adjustments are subject to available funding and Board of Regents guidelines.

 

Salary Increases Based on Promotion

 

Salary increases are normally awarded for promotion to a higher faculty rank.  The amount to be awarded for promotion in a particular year is specified in the yearly Guidelines for Faculty Salaries which is available in the Human Resources Department and the Office for Academic Affairs.

 

Salary Increases Based on Award of a Doctoral Degree

 

A $1,500 salary increase will be awarded to a faculty member who earns a doctoral degree from a regionally accredited institution.  The salary increase will be for the fiscal year after the award of the degree, unless the degree is received on or after April 1.  Due to budget restrictions, a salary increase for a degree received on or after April 1 will be compensated the second (subsequent) fiscal year.  In order to receive the monetary award, a faculty member must submit an official transcript and/or letter from the institution confirming completion to degree to the Human Resources Department.

 

Revised 7/96

Revised 2/01 (“DeKalb College” was changed to “Georgia Perimeter College.”  The out-of-date 1996/97 Compensation/Guidelines for Faculty Academic Salaries chart was removed.)

Revised 11/7/01 (Title Corrections Only - “Discipline Dean” changed to “Academic Dean”; “Vice President for Academic Affairs” changed to “Vice President for Academic and Student Affairs”.

NOTE:  Full review and revision of this policy is currently underway by the Human Resources Policy Council.

 

CONTINUING EDUCATION ASSIGNMENTS

COMPENSATION/GUIDELINES FOR FACULTY

 

Extra compensation may be paid when all four of the following conditions exist:

 

A.  The work is carried in addition to a normal full load.

B.  No qualified person is available to carry the work as part of his normal load.

C.  The work produces sufficient income to be self-supporting.

D.  The additional duties must not be so heavy as to interfere with the performance of regular duties.

 

When extra compensation is paid, it shall be in line with compensation paid for performance of the teacher’s normal duties.

 

When off-campus services conducted through the Continuing Education Center can be included in the normal work load of an individual, no additional compensation shall be paid.  Extra compensation shall be paid when the off-campus service meets the four conditions stated above.