III.I. Compensation
III.I.1. Salary
Personnel in faculty positions at the publicly supported colleges and universities of Virginia are not included in the classified services of the state's personnel system. Faculty member salary ranges and conditions of employment are determined by the BOV.
As a condition of employment, a faculty member must participate in the university's direct deposit program. This program provides for pay to be deposited directly into the faculty member's account at the financial institution of her or his choice. For each pay period, a faculty member will receive a written form containing current and year-to-date pay information. Participation in direct deposit begins by completing the necessary paperwork available in the Office of Human Resources.
III.I.2. Salary Adjustments
Funds disbursed by the commonwealth to the university for annual salary adjustments are to be allocated principally on the basis of performance (merit). Annual adjustments in the salaries of faculty members are not an entitlement but rather reflect continued meaningful contributions in the three areas of expected faculty member performance (i.e., for an instructional faculty member, teaching, scholarship and service). This system of salary adjustment is intended to encourage all faculty members toward continuous performance improvement.
III.I.2.a. Adjustments Due to Promotion
A faculty member who is granted tenure is eligible for a salary increase, in an amount to be set by the BOV, which will go into effect at the beginning of the following contract year. A faculty member who is promoted is eligible for a salary increase, in an amount to be set by the BOV. This includes a faculty member who is promoted to assistant professor, a faculty member who is promoted to associate professor, and a faculty member who is promoted to professor. However, if a faculty member is promoted and tenured in the same year, or if the tenure and promotion occur within two years of each other, the faculty member is only eligible for one such salary increase, absent extraordinary circumstances. An exception to this limitation must be approved by the Provost, upon recommendation of the AUH, dean and appropriate vice provost.
III.I.2.b. Adjustments Due to Merit
Salary adjustments that reflect merit will be dependent on annual evaluations and will be allocated by the AUH or supervisor. For details on the annual evaluation, see Faculty Handbook, Section III.E.4.
III.I.2.c. College Allocation
At the dean's level of allocating funds designated for adjustments to faculty member salaries, there shall be a prior, explicit description of the basis on which the allocation is to be made. This shall include the mechanism for distributing funds among the relevant academic units for merit pay adjustments and the basis used for any other distribution of the funds. The description must also contain a specification of the total adjustment funds to be allocated directly to individual faculty member salaries by the dean as a proportion of all funds to be allocated for faculty salary adjustments in all academic units of the college. This description shall not abridge any individual's privacy rights. The college's criteria shall require approval by the appropriate vice provost and the Provost.
III.I.2.d. Academic Unit Allocation
III.I.2.d. Academic Unit Allocation Continued >>
III.I.2.e. Timetable
III.I.2.e. Timetable Continued >>
III.I.3. Overload Pay
A faculty member may receive extra pay for overload employment. The amount of extra salary will be decided in advance by negotiation between the faculty member and the AUH. Overload employment of this nature must be approved by the AUH, dean, appropriate vice provost and Provost. Overload employment which includes compensation from sponsored programs is limited by federal guidelines. See Manual of Policies and Procedures, Policy 1306, Extra Employment for Faculty Members Within the University.
III.I.4. Noncontract Period Compensation
A faculty member who teaches, serves on a committee, commission, or task force, or conducts research under specific endorsement of the university during a time period defined as being outside the contract period may receive additional compensation. See Manual of Policies and Procedures Policy 1306, Extra Employment for Faculty Members Within the University.
