Presentation is loading. Please wait.

Presentation is loading. Please wait.

David Sanders Chair, Senate Salary and Benefits Committee Professor, Civil and Environmental Engineering.

Similar presentations


Presentation on theme: "David Sanders Chair, Senate Salary and Benefits Committee Professor, Civil and Environmental Engineering."— Presentation transcript:

1 David Sanders Chair, Senate Salary and Benefits Committee Professor, Civil and Environmental Engineering

2 Sharon Brush, College of Liberal Arts Sharon Brush, College of Liberal Arts Kristin Burgarello (Spring Only), Development/Alumni Relations Kristin Burgarello (Spring Only), Development/Alumni Relations Livia D'Andrea, College of Education Livia D'Andrea, College of Education Kent Ervin, College of Science Kent Ervin, College of Science Bill Evans, College of Education Bill Evans, College of Education Charlene Hart, Office of Sponsored Projects Charlene Hart, Office of Sponsored Projects Serge Herzog, Planning Budget and Analysis Serge Herzog, Planning Budget and Analysis Michelle Kelley, Business Center North Michelle Kelley, Business Center North Amy McFarland (Exec. Comm. Spring), School of Medicine Amy McFarland (Exec. Comm. Spring), School of Medicine Swatee Naik (Exec. Comm. Fall), College of Science Swatee Naik (Exec. Comm. Fall), College of Science David Sanders (Chair), College of Engineering David Sanders (Chair), College of Engineering Mark Simkin, College of Business Mark Simkin, College of Business

3 UNR Bylaw states, “In the event that merit funds were not available in the previous year(s), the record of the previous evaluation period(s) shall also be considered in awarding of merit increases.” UNR Bylaw states, “In the event that merit funds were not available in the previous year(s), the record of the previous evaluation period(s) shall also be considered in awarding of merit increases.” Investigate how administration plans to implement this requirement if and when merit funds are made available. Work with administration to create a procedure for applying merit fairly under these circumstances. Investigate how administration plans to implement this requirement if and when merit funds are made available. Work with administration to create a procedure for applying merit fairly under these circumstances.

4 Fresh Start Fresh Start Independent of Years Independent of Years Weight Placed on Years of Service and Merit Weight Placed on Years of Service and Merit Presented concepts to Tim McFarling and staff

5 Years of no merit are not included. Years of no merit are not included. Only merit year that would matter would be the year in which merit was started. Only merit year that would matter would be the year in which merit was started. Positives: There have been years in the past at UNR when there was no cost-of-living raise awarded. When a cost-of-living raise was awarded, there was no adjustment for previous years. All cost-of-living was applied evenly. The “fresh start” would be consistent with that method. Positives: There have been years in the past at UNR when there was no cost-of-living raise awarded. When a cost-of-living raise was awarded, there was no adjustment for previous years. All cost-of-living was applied evenly. The “fresh start” would be consistent with that method.

6 Years of no merit are not included. Years of no merit are not included. Only merit year that would matter would be the year in which merit was started. Only merit year that would matter would be the year in which merit was started. Negatives: Negatives: Ignoring merit performance for the years where merit was not available is against the code. Code provision states that “the record of the previous evaluation period(s) shall also be considered in awarding of merit increases.” Ignoring merit performance for the years where merit was not available is against the code. Code provision states that “the record of the previous evaluation period(s) shall also be considered in awarding of merit increases.” Many faculty have worked extremely hard during these years of no merit and their efforts should be rewarded. Many faculty have worked extremely hard during these years of no merit and their efforts should be rewarded.

7 Average merit raise would be calculated. Average merit raise would be calculated. Merit would be rewarded based on the average merit score. Merit would be rewarded based on the average merit score. Faculty member with a merit score of 4 for five years and another faculty with a merit score of 4 for one year (just arrived) would have the same average merit score of 4. Therefore, both faculty members would receive the same merit raise. Faculty member with a merit score of 4 for five years and another faculty with a merit score of 4 for one year (just arrived) would have the same average merit score of 4. Therefore, both faculty members would receive the same merit raise. Positives: We want to reward excellence. New faculty should get the same merit raises as those that have been here for a long time. Positives: We want to reward excellence. New faculty should get the same merit raises as those that have been here for a long time.

8 Negatives: Negatives: While this meets the basic statement of the code, that all years were included in the evaluation, this method greatly devalues the years without merit. While this meets the basic statement of the code, that all years were included in the evaluation, this method greatly devalues the years without merit. Since merit is typically awarded on a year by year basis, this method devalues the years in which merit was not given. Since merit is typically awarded on a year by year basis, this method devalues the years in which merit was not given. This method does not reverse the salary compression that has been occurring in the years with no merit. This method does not reverse the salary compression that has been occurring in the years with no merit.

9 Each faculty will receive points based on their merit score for each year a merit raise was not given and for the year in which merit will be awarded. Each faculty will receive points based on their merit score for each year a merit raise was not given and for the year in which merit will be awarded. The total number of points, over all the years, will be divided into the merit pool available to establish the merit raise per each point. The total number of points, over all the years, will be divided into the merit pool available to establish the merit raise per each point. A faculty member with a merit score of 4 for five years will have 20 points and another faculty with a merit score of 4 for one year (just arrived) will have 4 points. A faculty member with a merit score of 4 for five years will have 20 points and another faculty with a merit score of 4 for one year (just arrived) will have 4 points. A faculty member with five years of merit will receive 5 times as much merit as the person that only has one year of merit, with the same merit score. A faculty member with five years of merit will receive 5 times as much merit as the person that only has one year of merit, with the same merit score.

10 Positives: This methods rewards years of service and merit. It provides compensation for the years in which there was no merit. Positives: This methods rewards years of service and merit. It provides compensation for the years in which there was no merit. Negatives: Negatives: In the past, the merit pool has been 2.5% for each year of the biennium. Therefore, unless additional money is provided, the amount of money available for each year is very small. In the past, the merit pool has been 2.5% for each year of the biennium. Therefore, unless additional money is provided, the amount of money available for each year is very small. This method has the potential to be discouraging for faculty that have been at UNR for a limited number of years. This method has the potential to be discouraging for faculty that have been at UNR for a limited number of years.

11 Merit should be distributed based on both years of service and level of merit. Therefore the philosophy of “Weight Based on Years of Service and Merit” should be selected. Merit should be distributed based on both years of service and level of merit. Therefore the philosophy of “Weight Based on Years of Service and Merit” should be selected. A larger merit pool in the first year that merit available should be created to enable the years without merit to be appropriately rewarded. A larger merit pool in the first year that merit available should be created to enable the years without merit to be appropriately rewarded. Best if addition money in the first year of the biennium is provided with still having a 2.5% merit pool in the second year of the biennium. Best if addition money in the first year of the biennium is provided with still having a 2.5% merit pool in the second year of the biennium. In the case where a 2.5% merit pool is available for both years of the biennium, money to the 1 st year of the biennium. For example, 3.75% in the first year and 1.25% in the 2 nd year. In the case where a 2.5% merit pool is available for both years of the biennium, money to the 1 st year of the biennium. For example, 3.75% in the first year and 1.25% in the 2 nd year.


Download ppt "David Sanders Chair, Senate Salary and Benefits Committee Professor, Civil and Environmental Engineering."

Similar presentations


Ads by Google