Faculty

Hiring the best candidate to meet the strategic goals of a unit and the Division has never been more important.  The best way to hire a great candidate is to ensure you have a diverse and strong candidate pool.

Please reference the following procedural guidance for information on designing the position, search process, search committee, active recruitment techniques, and hiring process guidance.  The Hiring & Onboarding page also has many resources for the process that should be referenced.

Goals

Faculty receive a salary increase for promotion from assistant to associate rank and for promotion from associate to full rank.  The amount of the increase will be set at a flat 10% increase for each of the major promotions. Individuals who receive promotion increases and who also receive an administrative stipend will have the promotion applied to their base salary as a faculty member. Salary amounts and the calculation methodology for the increases are subject to regular review and change.  All salary increases are contingent on the availability of funding.

Revised from an earlier policy, all endowed chairholders will have their performance as chairholder reviewed every five-years.  Additional information is found in the attached document. 

To the greatest extent possible, all personnel actions should be implemented on the first day of a pay period.

Procedure for faculty to transfer their tenure/continuing home from one academic unit to another CALS unit. This is expected to be a very rare event.

The Executive Council (EC) is responsible for overseeing all compensation programs. Regardless the adjustment process, it uses the following definitions.