Salary Policies, July 2001
These salary policies shall be in effect and shall govern the assignment of salaries for employees of Shepherd College for all periods through and including June 30, 2002.
FACULTY SALARY POLICY
It is the policy of Shepherd College that faculty shall be compensated on a competitive level with peer institutions. The average baccalaureate faculty salary, as of Fall 1999, at the institutions designated by the Policy Commission as peers to Shepherd College, is hereby found to be $48,232. The average community college faculty salary, as of Fall 1999, at the free -standing community and technical colleges in West Virginia is hereby found to be $39,000. For purposes of equalizing the peer data to Fall 2000 Shepherd data, a 4% inflation factor is assumed.
The Shepherd College average baccalaureate faculty salary shall be the mean average of the salaries of all baccalaureate faculty whose service is designated as "primarily instructional " in the Fall personnel data report to the Commission. The Shepherd College average community college faculty salary shall be the mean average of the salaries of all community college faculty whose service is designated as "primarily instructional" in the Fall personnel data report to the Commission.
The difference between the peer average and the Shepherd College average, respectively, shall be the target for Shepherd faculty salaries.
For FY '02, the salaries of all continuing baccalaureate faculty shall be increased in the aggregate by 4.2%. The total dollars for this increase in aggregate faculty salaries shall be distributed among faculty as follows:
The Distribution of Baccalaureate Faculty New Pay Monies Each Fiscal Year
- a. The State of West Virginia mandates that those faculty members who are promoted will receive a minimum 10% salary increase. The distribution of promotion monies will be the first priority allocation of monies allocated for faculty salary increases. Salary increases that accompany promotion in rank, resulting from the institution processes for evaluating such promotions, will be considered as merit increases.
- b. Once the promotion pay raises have been funded, the balance of any new annual allocation of funds for faculty pay will be distributed as follows:
- i. An across-the-board increase to be allocated equally to each full-time faculty member, 47%;
- ii. An equity increase adjustment to be allocated on the basis of a ³years of service² formula, 43%;
- iii. Salary inequities adjustment for market related and discipline issues, as well as salary compression and other factors, 10%.
- c. The funding of new faculty stipends as attached to particular positions is to be reported in a timely manner to the Faculty Senate by the Vice President for Academic Affairs. These monies will be deducted in the first year after the allocation of the across-the-board faculty pay distribution. If the stipends are to be continued in subsequent years, funding will be from the regular faculty salary allocation.
For FY '02, the salaries of all continuing community and technical college faculty shall be increased in the aggregate by 4.2%. The total dollars for this increase in aggregate faculty salaries shall be distributed among faculty as follows:
The Distribution of CTC Faculty New Pay Monies Each Fiscal Year
- a. Across-the-Board Equal Percent of Current Salary - The first step in distributing the new pay monies will be for across-the-board increases computed by an equal percent of each faculty memberıs current salary. Across-the-board monies will be comprised of 60% of the total new monies pool.
- b. Promotions - The second step in distributing the new pay monies will be for faculty promotions. It is mandated by the state of West Virginia that those faculty members who are promoted will receive a minimum 10% salary increase. Promotion monies will be deducted from the remaining 40% balance.
- c. The third step, after across the board and promotion dollars have been deducted from the balance, will be the allocation of the remaining dollars for equity adjustments. Equity monies will be placed in a central, equity adjustment pool. The Provost will note those faculty who are most deserving of equity adjustments. After consulting with the appropriate supervisors, the Provost will make the final recommendation to the President regarding those faculty who will receive equity adjustments and the dollar amount for each. The Provost may consider such factors for equity as current salary, years of service at the College, degree held (doctorate or equivalent, or non-doctorate), rank, years in rank, and market (discipline) issues.
Salaries of faculty in phased retirement shall be set as provided for in the applicable policy. The adjustment of faculty returning from leave of absence shall be at the discretion of the President.
CLASSIFIED STAFF SALARY POLICY
Salaries of classified employees shall be set consistent with Article 9, Chapter 18B of the Code of West Virginia and Series 62, as amended by the Higher Education Policy Commission.
For FY'02, in computing the salary increases for all classified employees continuing in employment from dates preceding September 1, 2001, the target salary under the salary schedule set forth in Section 3, Article 9, Chapter 18B of the Code of West Virginia, as amended in 2001, shall be identified, together with the projected target salary in the five following fiscal years. The gaps between the target and current salary shall be established. Salaries of all classified employees shall be increased in equal proportions toward full funding of all gaps over a total of six years.
For FY'02, in setting the beginning salaries of classified employees beginning employment on or after September 1, 2001, the entry rate shall be proportional to the progress that current employees salaries have progressed toward full funding of the salary schedule.
NON-CLASSIFIED SALARY POLICY
The FY'02 salaries for a limited number of non-classified employees was set by the President at the time of hire, on or after March 1. These salaries are hereby ratified.
The FY'02 salaries of all other non-classified employees shall be increased in the aggregate by 4.2%. The President shall establish a national average for each non-classified position, at his discretion. The President shall set the salary increase for each non-classified employee reporting directly to him, taking the national average into consideration, together with other factors including but not limited to experience and past performance. The President shall similarly set the salary of all other non-classified staff, or he may delegate this task to the executive officer with oversight of the respective non-classified employees.
THE PRESIDENT'S SALARY
No provision herein shall be deemed to apply in any manner to the salary of the President of the College, whose remuneration shall be set, from time to time, at the will and pleasure of the Board and with the approval of the Policy Commission.