Compensation Plan Adjustments
Dear Faculty and Staff:
I realize that every day you make an important difference in the lives of our students and the other faculty and staff at Tarleton. Please know that I am sincerely grateful for all you do.
Over the past two years, together we faced the challenges and opportunities presented by the State budget reductions and enrollment growth. Across the entire campus, careful planning allowed us to successfully overcome the reductions in State funding. Through your hard work, we were able to improve Tarleton’s operations and more closely align the budget with our mission and strategic goals.
One very important area we need to address going forward is compensation. Achieving competitive compensation levels for all faculty and staff is a goal I share with each of Tarleton’s vice presidents. We have a shared vision to do our best, as resources allow, and to make progress toward realizing this goal.
Like any worthwhile goal, achieving competitive compensation levels will take time and effort. To get us started, our Employee Services and Budgets and Payroll departments conducted an extensive review of current compensation levels and provided the Executive Cabinet with options designed to take the first steps necessary to improve salary minimums and establish a merit pool in FY 2012.
I am pleased to announce that we have submitted recommendations for salary increases to the Board of Regents and, pending their approval, will implement them effective September 1, 2011. The proposed options were based on comparisons with data from the College and University Professional Association, members of the A&M System, and other universities with profiles similar to Tarleton. The recommended salary plan for FY2012 is as follows:
Increase floors for faculty ranks (based on 9 months)
- Professor from $51,000 to $59,000
- Associate Professor from $43,000 to $50,000
- Assistant Professor from $38,000 to $43,000
- Instructor from $32,000 to $36,000
- Lecturer from $24,000 to $28,000
- Assistant Lecturer from $22,000 to $26,000
- Improve position minimums by 6.8% (two grade levels).
- Improve position minimums by 3.4% (one grade level).
As a result of these changes, employees would receive either the greater of the new position minimum or a compression adjustment of $75 per month (based on the term of their budgeted position).
In addition to the changes in minimums, a 1% merit pool would be established to reward meritorious employees who have been in their current position for at least 6 months. Eligible employees must have completed all required training and received a minimum of “exceeds expectations” on their 2011 performance evaluation. The vice presidents and deans will be given their proportional share of the merit funds to distribute as they determine to be most appropriate.
I commend the work of our Employee Services and Budgets and Payroll departments and appreciate their efforts to help address this important issue. Although these adjustments are not as large as we would like, they are a step in the right direction and we are dedicated to improving faculty and staff compensation as university resources allow.
F. Dominic Dottavio