Faculty salary policies and procedures
Recommendations for Merit Raises
The guidelines for merit raises are intended to foster an environment where meritorious performance is rewarded and where non-performance based factors play a minimal role. They are intended to allow, promote, and support individuality, creativity, and academic freedom. All decisions concerning merit should be thoroughly documented and justified to preclude the use of nebulous or difficult to document criteria and irrelevant criteria. Promotion and Tenure Guidelines should also be used for evaluating meritorious performance. The evaluation should be based upon performance in all of the areas consistent with the institutional purpose of Winthrop University – teaching effectiveness, scholarship and professional recognition, and professional service and academic responsibility.
Promotion Raises. Salary increments accompany promotions to the various academic ranks. These amounts are awarded by the President each year.
Administrative Supplements. In some instances faculty may receive salary supplements and/or release time for administrative assignments. The supplement is not considered during the raise process, i.e., raises are only applied to the base amount of the salary.
Review Process. All faculty are reviewed by their administrative supervisor in the spring semester. These evaluations form the basis of the unit supervisor’s recommendation of meritorious, satisfactory, or unsatisfactory performance. Criteria used in determining the merit recommendations are teaching effectiveness, scholarship and professional recognition, and professional service and academic responsibility. In order to achieve a merit raise a faculty member must excel in one of these areas and contribute to the University above and beyond his/her normal performance expectations.