MCOBBanner175_E

Annual Compensation Adjustments

1. PURPOSE:

  1. The purpose of the College of Business salary program shall be to recognize differences in professional performance and market conditions in compensating present faculty.
  2. This document supplements the Ball State University Guidelines for Annual Compensation Adjustments for Professional Staff Employees.

2. SALARY COMMITTEE:

  1. College of Business Salary Committee
    1. The members of the College Salary Committee will consist of an elected member from each department chair, the College of Business Associate Dean and the Dean of the College of Business.
    2. The responsibility of the College Salary Committee is to review and recommend policy changes in this document to the Dean. In addition, the Committee will make recommendations each year concerning the administration of the salary program.
  2. Department Salary Committee
    1. The members of the Department Salary Committee will consist of at least one elected member and the department chair.
    2. The responsibility of the Department Salary Committee will be to review annually the professional performance and market value of each faculty member in the department and make salary recommendations to the Dean.

      * In this document all references to the College of Business may be interpreted to mean the Salary Unit. References to Departments or other salary subunits may be interpreted to mean Salary Subunit of which each of the departments are so labeled, as well as an Administrative Subunit consisting of Department Chairs and other professional staff members of the College.
  3. College Salary Appeals Committee
    1. The College Salary Committee will sit as a College Salary Appeals Committee.
    2. The responsibility of the College Salary Appeals Committee will be to hear appeals from individual who feel they have been aggrieved by an action taken in determining their salary and to recommend appropriate action to the Dean. The Dean and the representatives of the appellant’s department will abstain from voting.
    3. The faculty member must make an appeal no later than twenty days after notification of annual appointment from the University. The appeal must be in writing to the Dean of the College. The twenty day period may be extended as the sole discretion of the Dean.
    4. Upon receipt of an appeal from a faculty member, the Dean will notify the membership of the College Salary Appeals Committee and will arrange for a meeting of the committee to hear the appeal within twenty days after receipt of the appeal.
    5. If a faculty member is awarded on appeal a salary adjustment by the College Salary Committee and current funds are not available, the salary adjustment shall be allocated at the time funds for salary increases are identified in the next annual budget awarded to the College.

      If the salary adjustment awarded by the committee is allocated in a subsequent year, the adjustment will be added to the faculty member’s salary base prior to determining increases for that subsequent year.

3. PROCEDURES FOR ADJUSTING ANNUAL COMPENSATIONS:

  1. Funds budgeted for College of Business salaries will be allocated to the departments and other subunits for the following purposes and be determined in the order listed. The Dean, after conferring with the College Salary Committee, will make these allocations.
    1. An amount not to exceed one percent of the continuing employees salary base will be determined for the cost of market adjustments. This will be distributed according to market conditions as reflected by data such as those of the American Assembly of Collegiate Schools of Business compared with qualifications of our professional staffs. Full market adjustment may take more than one year. If the University specifically appropriates money designated for market adjustment, this money shall be excluded from the one percent restriction in this section.
    2. The amount of across the board increases will be determined on the basis of the number of continuing faculty members. This amount may not be less than thirty percent of the residual funds after 3.11 has been determined.
    3. The remaining funds will be allocated for professional performance differentials in proportion to the departmental continuing salary bases. However, this amount may not be less than thirty percent of the residual funds after 3.11 has been determined.
  2. The Departmental Salary Committee will review the credentials of each department member to appraise marketability and professional performance and make salary recommendations to the Dean of the College.
    1. In cases of unsatisfactory performance, no salary increase (including across the board, merit or market adjustment) will be recommended.
    2. For non tenured faculty members, an unsatisfactory performance rating for non-tenured faculty members, an unsatisfactory performance rating for progress towards tenure will imply unsatisfactory rating for salary increases. For tenured faculty, the across the board increase will be earned primarily by having at least satisfactory performance in the teaching area.
    3. The weights assigned to teaching, research and service components for departmental merit will be: teaching-approximately 40% (30-50%); research-approximately 40% (30-50%); and service-approximately 20% (10-30%).
  3. The Dean of the College will make the final decision on each department member’s salary after considering the recommendation of the Department Salary Committee and after consulting with the department chair if there is a difference.
  4. The criteria for awarding professional performance allocation shall be based on teaching, research and service as determined by the departmental salary committee and as detailed in the Annual Report and/or Promotion and Tenure Document of the College of Business.
  5. Any changes in this document must be approved by a majority vote in a called meeting of the continuing faculty of the College of Business.

4. PROCEDURES FOR INFORMING FACULTY MEMBER OF DECISIONS:

It will be the duty of the chair of each Salary Subunit to inform faculty of recommendations forwarded to the Salary Unit. Any changes made subsequent to initial recommendations will be communicated by the Dean and the chair of the affected Salary Subunit in order that this information may be transmitted to the affected person.

04/09/97