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 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.