Report to Faculty Senate on uses of “Star Fund” monies.

 

Submitted by

The Promotion, Tenure and Salary Committee

 

March 6, 2008

 

 

 

CHARGE: Investigate previous uses of “star fund” monies and make recommendations for future uses.

 

 

High Demand Faculty Retention Fund (Formerly “Star Fund”)

 

FY2007-2008             $98,261.00

FY2008-2009             $98,261.00

 

FY2007-2008              CBA = 53.4%

SAH = 40.3%

                                    CLS = 6.3%

 

FY2008-20009            CBA = 34.5%

SAH = 29.5% 

CLS = 36.0%

 

 

 

When we compared the distributions for FY08 and FY09, most notable was the 6.3% awarded to CLS (the largest college within the university) in comparison to CBA and SAH .

It was the feeling of the committee that the new guidelines* set forth for the High Demand Faculty Retention Fund and the Dean of CLS requesting more of this fund seems to have resulted in a leveling of the playing field for all colleges for FY09.

 

At a meeting of the PTS Committee on February 29, the committee approved the following recommendation:

 

Recommendation:

The committee felt that re-visiting the guidelines and distribution would be a prudent standing charge for future PTS committees as this is merely one year to compare.  It may be interesting to note that both the Dean of CLS and the Provost are different this year and may have also had some bearing on the change in distribution.

 

*3. The addition of “mission-critical” to the guidelines.

 

 

 

High Demand Faculty Retention Fund - Guidelines

 

1.     Those involved in the distribution decision-making process.

 

The Provost and Chief Business Officer (CBO), with participation by the deans of UW-L’s three academic colleges (Business Administration, Liberal Studies, and Science and Health) determine the distribution of the Faculty Retention Funding.

 

2.     The distribution methodology used.

 

The Provost requires the deans of all three academic colleges to identify the most pressing retention and recruitment needs for faculty in high-demand and/or mission-critical academic disciplines engaged in instructional activities within their respective colleges.  The Provost (in consultation with the CBO) makes the decisions on which of the requests to fund.  Faculty salary adjustments are based upon which requests are deemed most critical to the university.  No funding will be distributed in an across-the-board methodology.  Requests from the deans are submitted for the following retention/recruitment needs:

 

·          Salary adjustment for a faculty member to match an offer from another institution.

 

·          Proactive salary adjustment for a faculty member who has not yet received an offer but who is being actively sought by another institution to apply for a position and where the faculty member’s salary is below comparative market salaries.

 

·          Proactive salary adjustment for a faculty member who is below comparative market salaries, is in a high-demand discipline, and who is identified as critical to a department or college.

 

·          Adjustment to augment an existing salary line where the salary offered to recruit a faculty member is not competitive to hire an individual in a high-demand discipline.

 

3.     The rationale and/or mission-critical nature of the decision. 

 

Funding decisions are based upon requests to address the most critical recruitment and retention needs for high-demand faculty or mission-critical academic disciplines.  The following factors are among those most heavily considered in making the decisions:

 

           ▪     Is the faculty member a well established academic leader or does s/he demonstrate significant potential to become a future leader of
                 the program, department, college, and/or university?

 

▪     Does the faculty member play a critical role in an academic program/department that would be very difficult to replace, perhaps as identified by an external academic program reviewer?

 

▪     Does the faculty member have significant potential to be recruited to another institution or to seek employment at another institution?

 

▪     Is there evidence that faculty members have been lost to other institutions because of below-market salaries? 

 

4.     The schools/colleges eligible and reason.

 

All three colleges at UW-La Crosse (Business Administration, Liberal Studies, and Science and Health) are eligible to submit requests for Faculty Retention Funding.  Each college is required to demonstrate need, based on the UW System guidelines that state the funds should only be expended for high-demand faculty, and/or mission-critical academic disciplines engaged in instructional activities.