Gustavus Adolphus College

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Appendix B

Faculty Compensation

• Faculty Salary Report
• Faculty Salary and Compensation Notes
• Faculty Emeriti Privileges

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2006-07 Faculty Salary Report

Compensation is composed of salary and fringe benefits. The faculty salary schedule and fringe benefits may be amended annually and are effective upon the approval of the appropriate faculty committee, administration, and the Board of Trustees. The table below shows the ranges and averages for nine-month step-system faculty salaries (plus flex dollars) for 2006-2007 at the College. Note that this may include some faculty salaries not reported to AAUP. Full-time, continuing faculty on non-tenure-track appointments were given raises of 4.2%.

Rank	Count	Mean	Median	Minimum	Maximum
Assistant	31	$54,381	$53,540	$49,123	$64,892
Associate	61	$60,522	$57,416	$51,894	$65,739
Professor	62	$75,370	$75,229	$63,588	$82,560

Contract offers and appointment letters are received by faculty annually not later than April 15 unless notification and explanation has been made to the Faculty Senate . Faculty members on continuous tenure are not required to respond; letters of acceptance from other members of the faculty should be returned to the Dean of the College not later than 30 days after the date of issuance. The salary schedule is reviewed annually. The salary schedule is an indication of intention only and carries no contractual commitment beyond the contract year.

Administrative discretion allows for special abilities or conditions relating to a specific person or position; this type of differentiation rests on one or more of the following conditions:

1. Demonstrated excellence in teaching
2. Relation of the position to the total program of the College
3. Professional recognition beyond the campus
4. Continued academic preparations and improvement
5. Competitive market conditions
6. Other

The pay period for faculty and staff is monthly. Salary checks are issued on the first day of each month following the month of work. Yearly salaries are paid in nine or twelve installments at the option of the payee.

Faculty Salary and Compensation Notes

The Compensation Subcommittee

The members of the Compensation subcommittee are appointed by the Faculty Senate and serve as the representatives of faculty interests in the discussion of salary and fringe benefits with the administration, and as liaison between the administration and the Faculty Senate in such matters. The subcommittee meets periodically throughout the academic year to discuss these issues. The Dean of the Faculty is generally in attendance when issues involving that office are discussed, including issues of salary. Despite the fact that the Dean is usually involved in the discussions, it has become traditional for the committee to make recommendations through the Faculty Senate to the administration concerning salary increases and changes to the system.

Tenure-Track Faculty Salary System at Gustavus Adolphus College

Tenure-track and tenured faculty members at Gustavus are placed on a salary-step system. The main goals of the system are:

1. to provide internal equity by increasing each faculty member's annual salary based upon length of service to the College; and
2. to provide external equity throughout each faculty member's career by setting the salary steps at a level commensurate with the AAUP#1 ranking for Type IIB (4-year baccalaureate) institutions.

Details of the system

- There are 30 steps. Steps #1-17 are for assistant professors and associate professors; steps #18-30 are only for professors.

- Salaries at each step are determined annually by setting steps #3, #14, and#27 (which represent the average salary step for each of the three ranks) equal to the coming year's projected AAUP #1 salary for assistant professors, associate professors and professors respectively, and then interpolating/extrapolating linearly to form 30 steps.

- Each faculty member will move up one step each year with three exceptions:

1. Professors reaching step #30 will remain there, and no additional steps will be added.
2. Assistant/associate professors reaching step #17 will not advance to step #18 until they received promotion to professor.
3. In the year their rank changes to professor, faculty members move to step 18.

• New faculty hired into tenure-track positions will be paid their negotiated salary and will normally be assigned to step #1 for their first year. However, at the discretion of the Dean of the Faculty, a new faculty member may be placed on a higher step to reflect hiring at advanced rank, prior experience at another institution, or in rare cases market-value variation across disciplines.

Financial Contingency

In any year, if the salary pool budgeted for the following year is insufficient to pay all faculty embers at the calculated steps, the following procedure will be implements:

1. Calculate the (AAUP#1) steps as usual, and determine what each person should have received next year (normally moving up one step).
2. For each person, calculate the difference between his/her current year's salary and what he/she should have been plaid next year.
3. Give everyone a raise in base salary for the next year which is the same fraction of this difference.

Current State and History

Step Targets for 2006-07 are contained in the table below. The Target Salary does NOT include the $2484 in flex dollars.

This year, faculty members on the step system will receive a base salary that moves them 38% of the way from their 2005-06 base salary to their 2006-07 target.

AAUP targets are calculated as projections of the AAUP #1 (80th percentile) salaries, using the national figures published in Academe.*

Our 2006-07 AAUP targets are as follows:

Step	Target	Step	Target	Step	Target
1	$49,922	11	$60,159	21	$73,514
2	$50,945	12	$61,183	22	$74,984
3	$51,969	13	$62,207	23	$76,453
4	$52,993	14	$63,230	24	$77,922
5	$54,107	15	$64,699	25	$79,391
6	$55,040	16	$66,169	26	$80,860
7	$56,064	17	$67,638	27	$82,329
8	$57,088	18	$69,107	28	$83,798
9	$58,112	19	$70,576	29	$85,268
10	$59,135	20	$72,045	30	$86,737

The following charts show the history of salaries and compensation at Gustavus in comparison to the College's adopted goal of achieving AAUP #1 (i.e. the 80th percentile for Category IB institutions nationwide). In the salary graphs, the dashed lines for Fiscal Year 2007 represent projections.

Faculty Emeriti Privileges

Privileges of faculty emeriti shall include:

1. continuation of hospitalization and medical insurance benefits to the same extent as those benefits are accorded all faculty members;
2. provision for office space at the College where possible;
3. participation in all public academic events such as commencement exercises;
4. library privileges and use of athletic facilities;
5. faculty identification cards for admission to all college events such as plays, concerts, recitals, and athletic contests; and
6. complimentary subscriptions to college publications.

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Copyright 2007, Gustavus Adolphus College. All Rights Reserved.

As last amended: June 23, 2008

Last modified: September 18, 2008 by Barbara Simpson