Minutes of a Regular Meeting, June 22-23, 2004 - Digital Collections

REGENTS’ POLICY MANUALSECTION 2—ACADEMICS(The text below appears in the Health Sciences Center Campus Faculty Handbook)SALARY ADJUSTMENTS(a) The most frequent reflection of a continuing faculty evaluation system is in the annualrecommendations for merit salary increases. Deserving faculty should be rewarded, within the limitsof the financial resources of the University for meritorious performance as set out in the specificcriteria for evaluation of faculty performance (Section 3.9.4).(b) Under no circumstances will merit increases in salary be based upon race, color, national origin, sex,age, religion, disability, or status as a veteran.(c) In certain circumstances, merit salary increases may cause the salary of a faculty member to equal orexceed the salary of faculty in higher ranks. Such a situation is perfectly acceptable, provided thesalary levels are fair reflections of the respective merits in effort and achievement of the faculty.Procedures for Recommendations on Salary AdjustmentsProcedural guidelines for salary recommendations are as follows:(a)(b)(c)(d)(e)The chair of the academic unit will annually collect (1) achievement data from all academic units’faculty and (2) evaluations of each individual's performance from those who are in supervisorypositions and from other sources agreed upon as suitable in departmental policy.For each faculty member, the chair will prepare a recommendation based upon a comparison offaculty performance with University and departmental criteria and forward a documentedrecommendation to the dean.The dean will review each recommendation and notify the chair of any changes or adjustmentsmade.The salary recommendations from the college will be forwarded from the dean to the Senior VicePresident and Provost for additional discussion, further recommendations, and administrative action.The chair will discuss with each faculty member the reasons for the salary recommendation that wasmade. It is the duty of the chair to discuss such matters individually with each faculty member in theunit. These discussions should take place as soon as feasible following approval of the budget by theBoard of Regents.Adjustments of Salary InequitiesUpon occasion, adjustments in salary may be needed to correct inequities caused by annual variations inavailable funds, changing conditions in the academic profession or in the economy, or other elementsbeyond the University's control. The responsibility for making adjustments, where needed, lies primarilywith the dean. After consultation with the appropriate academic unit, the dean recommends to the SeniorVice President and Provost specific salary adjustments to correct evident inequities. Such adjustmentsshould be made as funds are available, without causing disruption to the merit reward system.(RM, 12-3-02, p. 28355)THE UNIVERSITY OF OKLAHOMA 32