Shepherd University is pleased to implement the first iteration of the following Salary Reinvestment Process. As a reminder, Shepherd University instituted a new policy that calls upon the administration to annually consider salary enhancements across the University based on projected increases of recurring net revenue.
In November 2025, the Board of Governors approved a reinvestment of $500,000 as an aggregate to be distributed to employees who meet the following criteria:
- Full-time faculty and staff earning less than $100,000 and hired on or before December 31, 2022; and
- Employees who have not received a performance improvement plan (PIP) due to poor work performance during the past three years.
In addition, employees whose base salaries are funded by grants are excluded from this initiative but remain eligible for increases funded within their grant, following University guidelines. In this implementation any employee whose current compensation is at or above the inflation-adjusted CUPA median will not be eligible for this year’s salary enhancement.
Funding Formula
Eligible employees will receive salary increases based on a composite score, that takes into account the following weighted parameters:
| Faculty Parameters | Staff Parameters | ||
| Salary Gap to CUPA Median | 30% | Salary Gap to CUPA Median | 50% |
| Time at Shepherd University | 30% | Time at Shepherd University | 50% |
| Time in Rank | 40% |
For example, the gap between a faculty members’ salary and the CUPA median will be worth 30% of their overall composite score; their time at Shepherd, 30%, and their time as Full Professor, 40%. Next, that faculty member’s composite score will be applied as a percentage toward the overall reinvestment amount ($500,000).
Frequently Asked Questions (FAQs)
1. What is CUPA-HR?
Answer: CUPA-HR (the College and University Professional Association for Human Resources) is a national organization that collects and publishes salary data for higher-education employees, including administrators, faculty, professional staff, and non-exempt staff. More than 1,000 colleges and universities participate, making it one of the most widely used and reliable compensation benchmarks in higher education.
2. Why do we use it?
Answer: We use CUPA-HR because it provides consistent, peer-based, national data that allows Shepherd to evaluate salaries against comparable institutions. This helps ensure our compensation decisions are informed, equitable, and aligned with the broader higher-education market.
3. How do we use it?
Answer: Shepherd compares individual positions to CUPA-HR salary medians from peer institutions with similar characteristics (public institutions, master’s-level universities, comparable enrollment size, and operating budgets). In some cases, a Shepherd position is aligned with more than one CUPA-HR job category to ensure the most accurate comparison. These benchmarks are then adjusted as appropriate and used as one data point in evaluating salary equity and competitiveness.
4. What are the objective parameters used to determine the salary enhancements?
Answer: The University administration developed a model using several factors including, but not limited to, meritorious performance, time at Shepherd, market equity as defined by CUPA, and time in rank (faculty specific). A detailed explanation of the model can be found above.
5. How was my specific increase amount determined?
Answer: A detailed explanation of the model can be found above.
6. Will all eligible employees receive the same percentage or dollar increase?
Answer: No, the salary adjustments vary based on several factors as noted above.
7. When will the new salary rates take affect?
Answer: The effective date for the approved salary equity increases is January 10, 2026, pending final state approval.
8. When will I see the change in my paycheck?
Answer: If the effective date of January 10, 2026 is implemented by the State, as expected, the new pay rate will be reflected in the February 6, 2026 paycheck.
9. How/when will we know if future salary equity enhancements will be allocated?
Answer: The intent of the new policy is to review salary enhancements each year depending on the increasing net revenue of the University. Following the approved audit of Shepherd University’s previous year’s financial statements, the President and administration may bring to the Board of Governors a proposal for additional salary enhancements.
10. Will this raise affect my retirement contributions, overtime rate, or employee premiums for WV PEIA health insurance?
Answer: Yes. Your retirement contribution amount will change because it is calculated from your salary, and is always a 6% contribution rate. Your overtime rate (if applicable) will change since it is based on a higher hourly rate. In addition, your health insurance premium through WV PEIA is determined by your base salary, and may affect your premium.
11. If I am not eligible for a salary adjustment because of my date of hire, will I be eligible in the future?
Answer: Criteria such as date of hire will be adjusted in each future year to determine eligibility.
12. Will I receive a written confirmation?
Answer: All full-time employees will receive a letter in early January 2026.
13. Who can I contact with questions about my adjustment?
Answer: Employees can talk to their respective Dean or Vice President over their department.