Unit Policy
Title
School of Education: Salary Policy
Introduction
Purpose
This document outlines the salary policies for the UNC School of Education, covering how beginning salaries are determined and how increases are awarded for faculty, EPA non-faculty, and SPA staff appointments. It also establishes the criteria and process for distributing faculty merit salary increases based on annual performance reviews.
Scope
This policy document applies to all School of Education employees, including tenure-track and clinical faculty, EPA non-faculty, and SPA staff, with the Faculty Merit Review Policy section specifically applying to tenure-track and clinical faculty with full-time assignment to the School.
School of Education Salary Policies
Faculty Appointments
Beginning salary based on prior work experience, degree level, and equity within appointment rank.
Increases: Annual Review by Dean and Associate Dean
- Annual Report submitted by individual (includes information on scholarly productivity, teaching, and service)
- Exceptional service to School initiatives
- Equity within appointment rank
EPA Non-Faculty Appointments
Beginning salary based on prior work experience, degree level, and equity among peers.
Increases:
- Often at the Legislative increase rate applied to SPA staff
- Equity among peers
- Outstanding performance
SPA Staff Appointments
Beginning salary is determined first on budget availability and approved salary offer. Factors include education, experience, and equity within the School.
Increases:
- Legislative increase
- Any approved increases based on availability of funding and current UNC guidelines for awarding increases
Faculty Merit Review Policy
(Extracted from the School of Education General Policy Manual-Revised April 12, 2013)
This section applies to tenure track faculty and clinical faculty with full-time assignment to the School. Criteria for merit salary increases will be the same as those specified for appointment, promotion, or tenure for tenure track faculty and for fixed term faculty in the School of Education APT manual (e.g., research, teaching, service, leadership). The Dean shall apply these criteria in awarding merit salary increases. Merit increases will be distinct from cost of living increases, and be distributed as: meets expectations=1 share, exceeds expectations=1.5 shares, and outstandingly exceeds expectations=2 shares. The Dean will base decisions on the annual review submitted by faculty, the annual conference with each faculty member, and in consultation with program coordinators and relevant others. At least fifteen percent of the merit pool is reserved to address equity/compression and salary anomalies (e.g., salary/rank/years of service; number of standard deviations from the mean; race and gender).
Contact Information
Primary Contact
Name: Jill Hamm, Dean
Telephone: (919) 966-7000
Email: jill.hamm@unc.edu