III. FACULTY COMPENSATION

3.1 SALARY

3.1.1 Ranked faculty are compensated according to their academic background, professional experience and development, level of scholarly activity, and service to the University and community. The Academic Dean, in consultation with the President, determines individual faculty salaries based upon the current salary range established for each level of faculty rank.

3.1.2 Salary ranges are established individually for the four academic ranks of instructor, assistant professor, associate professor, and professor. Such ranges are periodically reviewed and published, no less than every three years.

3.1.3 Initial placement within the range is made based on academic background, professional experience and development, level of scholarly activity, and service to the field or community.

3.1.4 Adjustments within the range to compensation for continuing faculty are dependent upon performance, professional experience and development, level of scholarly activity, and service to the University, field, and community.

3.1.5 Faculty on ten, eleven, or twelve-month contracts will be compensated on an adjusted basis.

3.1.6 When a faculty member is promoted from one rank to the next higher rank, an appropriate adjustment will be made within the next range.

3.1.7 Ranked faculty member may submit request for review in writing to the Academic Dean and include a thorough explanation of why they believe their compensation should be adjusted.

1. The Academic Dean may request the Faculty Review Committee review the request and make a recommendation. The Academic Dean may also decide the issue without seeking a recommendation from the Faculty Review Committee.
2. The Academic Dean will notify the requesting faculty member in writing regarding the review and decision within ten working days of the initial request.
3. The affected faculty member may appeal a negative decision by the Academic Dean to the President, who will make a final determination within seven working days.

3.1.8 Adjunct faculty and special appointment faculty are paid at a rate determined by the Academic Dean in consultation with the department chair or program director, and the President

3.1.9 Adjunct faculty and special appointment faculty are compensated based upon the nature of the course (General University Requirement, required course within a major, lower division, upper division, or graduate), number of students registered for the course, and length of service as an adjunct.

3.2 CONTRACTS

Contracts for the ensuing academic year are issued by June 15^th of the applicable year by the Academic Dean. Nine-month contracts begin mid-August and end the following mid-May. Twelve-month contracts begin July 1st and end the following June 30^th.

3.3 CONTRACT LENGTH

Ranked faculty contracts may be offered for the following terms:

For Year 1:

Fulltime or part-time appointments will be for one year or less.

For Year 2:

Depending upon evidence of one year of satisfactory performance, fulltime or part-time appointments will be one year. If there is insufficient evidence of satisfactory performance and/or performance needs improvement, a one year terminal contract may be offered.

For Year 3:

Depending upon evidence of two years of satisfactory performance, fulltime or part-time appointments will be two years. If there is insufficient evidence of satisfactory performance and/or performance needs improvement either a one year renewable or a one year terminal contract may be offered.

For Year 5:

Depending upon evidence of satisfactory performance during the previous two-year contract term, fulltime or part-time appointments are three years. If there is insufficient evidence of satisfactory performance and/or performance needs improvement a one year renewable or terminal contract may be offered.

For Year 7:

Depending upon evidence of satisfactory performance, all future appointments are three years. If there is insufficient evidence of satisfactory performance and/or performance needs improvement a one year renewable or terminal contract may be offered.

3.4 TERMINAL CONTRACTS (See section 2.4.4)

Contracts may be terminal if performance or conduct is unsatisfactory as determined by the Faculty Review Committee and the Academic Dean. Faculty whose performance is unsatisfactory or needs improvement will receive counseling that may include mentoring, verbal warning, written warnings, written improvement plans, and/or other assistance as determined by the Academic Dean in consultation with the department chair.

3.5 CONTRACT RENEWAL

Near completion of the individual ranked faculty contract, the Faculty Review Committee will consider whether or not the faculty member demonstrates continuing satisfactory performance, recommending to the Academic Dean a contract term as set forth in 3.3 and 3.4. If the Academic Dean does not agree with the committee recommendation, the Dean will so notify the committee and discuss the matter with the committee at its request. If agreement is not reached both opinions will be forwarded to the President who shall make the final determination of the contract term to be offered.

3.6 PAY PERIODS

Pay periods are semimonthly ending on the 15^th and the last day of each month.

3.7 OVERTIME

Faculty members are exempt employees and are not eligible for overtime compensation pursuant to applicable wage and hour laws.