In order to attract and retain an effective, committed work force, Wright State University must offer competitive levels of compensation and recognize the achievements of its employees. The Board of Trustees has charged the university administration with making every possible effort to maintain average salary levels for each tenure-earning faculty rank at a position within the second quartile of the array of such salaries for all Ohio public four-year institutions (Board of Trustees Resolution 92-4). Classified and unclassified salaries will be determined within pay ranges, competitive to the recruitment market, including comparably sized Ohio public universities.

Wright State University believes that most faculty and staff are meritorious and deserve compensation increases which recognize their accomplishments while remaining competitive with other Ohio public universities. Wright State University's faculty and staff endorse a system that begins with a university-wide salary increase pool and combines across-the board percent increases for effective faculty, unclassified, and classified staff with special recognition for superior performance. Merit awards should reflect real and measurable differences in individual or group performance. Increases should be denied to faculty and staff who fail to meet minimum performance standards.

Any successful compensation policy must rest upon reliable procedures for evaluating employee performance. Such evaluations will occur regularly for employees in the form of narrative assessments. Evaluations of managers/administrators will include an assessment of their effectiveness in evaluating those who report to them, as well as their demonstrated commitment to the university's affirmative action and equal opportunity goals and their commitment to quality team performance.

1. New external appointments. New external appointees are hired at the range minimum for the position as posted. If a department believes that a pay rate of up to 10 percent above the range minimum is necessary, a request accompanied by supporting documentation must be presented to the Department of Human Resources. The documentation requesting the exception may include such information as: difficulty in recruiting for the position; the specialized requirements of the position; and, the candidate's experience, credentials, or other factors. The Department of Human Resources will evaluate the request and forward its decision to the appropriate vice president. If the vice president disagrees with the decision made by the Department of Human Resources, the issue shall be presented to the president for adjudication. Applicants who do not exceed the minimum requirements posted for a position shall normally not be approved for a pay rate above the minimum. A recommendation for more than 10 percent above the pay range minimum shall be forwarded to the associate vice president for review. Should the recommendation be disapproved, it shall be returned to the college/school dean with a recommendation for further action. If the recommendation is approved, it shall be forwarded to the Department of Human Resources.
2. Internal promotions. An employee who receives an internal promotion will receive a 5 percent increase or an increase to the minimum of the new pay range, whichever is greater.
3. Position audits. If a position audit results in a reclassification, the employee who currently holds the position will receive a 5 percent increase or an increase to the minimum of the new pay range, whichever is greater.
4. Equity adjustments. When a department director or equivalent level position perceives that an inequity in compensation exists within his/her unit, a request for a review accompanied by supporting documentation shall be submitted to the Department of Human Resources. A compensation inequity may exist due to current market conditions, or the inequity may be internal within a department. The Department of Human Resources will evaluate the information and submit its findings to the appropriate vice president for approval.

1. Fully Affiliated Faculty
1. A faculty member's initial compensation shall recognize the relevant academic market and his or her rank within disciplines.
2. A faculty member's annual compensation adjustments shall take into account performance, advancement in rank, change in the relevant academic market, inequities, and internal and external economic conditions.
3. The salary portion of compensation for a newly promoted faculty member shall be increased in accordance with the schedule below, and such increments shall apply equally to faculty members on nine and twelve-month contracts.

Promotional Increases for Fully Affiliated Faculty

At the time of promotion to a higher academic rank, a faculty member will receive a promotional increment to his or her salary, in addition to any merit increase. The salary portion of compensation for a newly promoted faculty member shall be whichever is greater of the following:

Professor - $3,000 or 7.5 percent of base salary
Associate Professor - $2,500 or 7.5 percent of base salary
Assistant Professor - $2,000 or 7.5 percent of base salary

2. Adjunct Faculty and Overload Assignments
1. Salaries for adjunct faculty and faculty teaching in excess of their regular teaching duties (overload assignments) shall be determined on the basis of rank and performance and in accordance with the following schedule:

Rank	Basic Rate Per Credit Hour	Maximum Rate Per Credit Hour
Instructor	$225	$425
Assistant Professor	275	500
Associate Professor	325	575
Professor	375	650

2. Normally, a newly appointed adjunct faculty member shall be paid the basic rate per credit hour. Exceptionally well-qualified adjunct faculty may be paid at a higher rate within the range, if approved by the college/school dean. Reappointed adjunct faculty who have received a written performance evaluation at the meritorious or outstanding level may receive a rate increase not to exceed the maximum rate for the rank. It is also acceptable for adjunct faculty to be continued indefinitely at the basic pay rate.

3. Summer Quarter Salaries
1. A faculty member on a three-quarter year contract who has completed three quarters of service specified in his or her contract will receive the basic pay rate per quarter credit hour for full-time assignment, which is 1/36th of the faculty member's base salary for the preceding three quarters. Salary for teaching in excess of full-time assignment will be calculated at the overload rate, as specified in paragraph 4210.3 b).
2. Summer salary for a faculty member who was not employed full time by the university during the preceding three quarters shall be determined on the basis of rank and other relevant considerations.
3. Summer salary for a newly appointed fully affiliated faculty member shall be based on the initial salary and calculated in the same way as regular fully affiliated faculty.
4. A full-time teaching assignment during only one five-week term is six quarter credit hours per term. A full-time teaching assignment for courses that are scheduled for the full ten-week term is twelve quarter credit hours.
5. Teaching assignments in excess of the full-time assignment should be avoided whenever possible. Salary will be determined by the standard policy on teaching overloads.

4. Off-Campus Teaching Assignments

As part of a faculty member's commitment to the university and the community, it may be necessary for a faculty member to teach courses off campus as part of his or her regular teaching responsibilities. A faculty member who has been assigned duties beyond a 25 mile radius of his or her campus office may be authorized inconvenience compensation in accordance with the following schedule:

Distance	Quarterly Increment
0 to 25 miles	None
26 to 50 miles	$150
Over 50 miles	$300

5. Non-Credit Courses and Programs
1. The rate of pay per contact hour (per 60 minutes) for both fully affiliated and adjunct faculty teaching non-credit courses and/or programs shall not exceed $110. Remuneration in excess of $50 per contact hour shall be paid only after all direct and indirect costs have been recovered by the university.
2. Additional remuneration may be made in special cases for program development and coordination. Such additional compensation shall be permitted only when the non-credit course or program involves special subject matter preparation or administrative duties for the faculty member concerned.
3. Within these guidelines, the rate of pay per contact hour shall be determined by the dean or director of the administrative unit offering the non-credit course or program.
4. Only the vice president for academic affairs may authorize exceptions to this policy.

1. New Appointments
1. A new appointee will be compensated based upon the pay range for the position, the individual's qualifications, and market variables. The salary shall be recommended by the principal investigator or supervisor and approved by the department chair and the college/school dean (for recruitment purposes, advertisements can state that the salary is negotiable within the appropriate pay range).
2. A recommendation of up to 10 percent above the minimum shall be forwarded to the Department of Human Resources for review and approval. The Department of Human Resources will notify the principal investigator or hiring supervisor of the approval. A recommendation for more than 10 percent above the pay range minimum shall be forwarded to the associate vice president for research for review. Should the recommendation be disapproved, it shall be returned to the college/school dean with a recommendation for further action. If the recommendation is approved, it shall be forwarded to the Department of Human Resources.

2. Internal Promotions
1. An employee whose responsibilities have increased can be recommended for a promotion. The principal investigator should forward documentation to the department chair and the college/ school dean for approval. If approved, this recommendation shall be forwarded to the associate vice president for research who will review the request and verify available funding. If approved, the recommendation shall be forwarded to the Department of Human Resources for review and approval. If disapproved, the recommendation will be returned to the college/school dean.
2. An employee who receives an internal promotion will receive a 5 percent increase or an increase to the minimum of the new pay range, whichever is greater.

3. Equity Adjustments

When a perceived inequity in compensation exists, the principal investigator or supervisor shall forward appropriate documentation to the department chair and college/school dean, who will then forward the documentation to the associate vice president for research for review. If approved, the recommendation shall be forwarded to the Department of Human Resources for review.