BOISE STATE UNIVERSITY · 1910 UNIVERSITY DRIVE · BOISE, IDAHO 83725

March 2, 1995

TO: Daryl Jones, Provost
FROM: Bill Ruud, Dean
RE: Salary Distribution Guidelines

Daryl, attached please find a copy of the College of Business Salary Guidelines that have been approved by the Executive Council of the College. There are only slight modifications from the guidelines we used last year. I am submitting them to you for your approval.

Subsequent to your approval, they will be distributed to the entire College.

Approved by Daryl Jones 3-3-95

CC: Nancy Napier Charlotte Twight Kevin Learned Alan Frankle     Bill Lathen Jerry LaCava    Bill Wines

The following guidelines will be used annually for the distribution of the College of Business allocation for salary increments:

1) Money associated with promotions will be removed at the university level prior to distribution to the college. Ten percent of the remainder will be withheld until after all appeals are brought to a conclusion.

2) Salary equity and outstanding performance in teaching, intellectual contribution, and service may be addressed by the Dean in consultation with department chairs through the withholding of a maximum of 50% of the total discretionary funds allocated to the college after promotions have been addressed. The dean and chairs should always seize opportunities to address internal equity issues with discretionary funds available through salary savings or other sources, if any.

3) Department chairs will be evaluated by the Dean With 30% of that evaluation based on academic criteria and 70% based on administrative criteria. Administrators with teaching responsibility will be evaluated by the Dean with 70% of that evaluation based on administrative criteria and 30% based on academic criteria if their load is less that 1/2 of a normal faculty load. If their load is 1/2 or more they will be evaluated at either 50% academic and 50% administrative or 70% academic and 30 % administrative. Non-teaching administrators will be evaluated by the Dean, with 100% of their evaluation based on administrative criteria. Faculty will be evaluated by their respective department chairs based 100% on academic criteria.

4) The money available for faculty salary increases in each department shall be determined by multiplying the target percentage increase (as determined by the Legislature, Governor, State Board, and Central Administration) times the total faculty salaries in each department or unit. All department chair and other administrative salaries will be factored out before distribution to the faculty. Each department chair will evaluate and recommend appropriate salary increases to the Dean and Associate Dean(s). Each chair must provide an appropriate rationale to defend his/her position. Salary recommendations must be based on performance of each faculty member. Percentage allocation figures may then be modified by the Dean within a range of ninety percent (90%) to one hundred-ten percent (110%) of the percentage increase recommended by the department chair. The total monies represented by the adjusted percentage in all departments must equal the money originally available to the college as expressed earlier. These adjustments are to be made on the basis of the relative contribution of the individuals to the department, the college, the university, and the community at large. The Dean must provide a written rationale explaining any adjustment made at the Dean’s level.

5) At the time the salary recommendation is made, the department chair and/or the dean will provide each faculty member with the following information:

a) the total amount of the departmental target salary allocation;

b) the amount of the individual salary recommendation; and

c) a departmental distribution (without names attached) of salary recommendations so the individual faculty member can determine his/her relative position.

6) A faculty member has the right to appeal a salary recommendation. The appeal must be initiated at the department/unit level within three working days of the individual faculty members notification of the salary recommendation and any dean’s discretionary recommendation. The appeal will be directed to the department chair with a copy to the Dean. After hearing any appeals, the Dean and/or the department chair may or may not adjust the target percentage and will inform the individual faculty member in writing. If there are any remaining funds after appeals, they will be distributed in accordance with all individual evaluations.

7) The Workload and Teaching Workgroup will annually review this policy and recommend changes that may be appropriate.

8) Any guidelines established annually by the Central Administration of Boise State University, the State Board of Education, or the Legislature of the State of Idaho may supersede part or all of this policy.