Chair: Stacey Wolf
Membership: 11 members elected by the Faculty Senate according to the following: 1 member from each of the 8 voting groups and 3 members elected at-large. Elections shall be such that no single subunit is represented by more than 1 member. The committee shall elect a chair from among its members.
Terms: 3 years
*Indicates second term
- Group I: Christophe Chaguinian (WLLC) - Term 2022*
- Group II: Diane Robson (LIBR) - Term Ends 2022
- Group III: Mary Ann Barber (MATH) - Term Ends 2022*
- Group IV: Adam Trahan (DCJ) - Term Ends 2022*
- Group V: Paul Hutchison (ACCT) - Term Ends 2022*
- Group VI: Carol Wickstrom (TEA) - Term Ends 2020*
- Group VII: Sophia Kinyanjui (CHEM) - Term Ends 2022
- Group VIII: Jennifer Lane (MUVS) - Term Ends 2021
- Group A-L1: Cathie Norris (LTEC) - Term Ends 2021
- Group A-L2: Stacey Wolf (LIBR) - Term Ends 2020
- Group At-L3: Joy Houser (MLOM) - Term Ends 2022
Faculty Salary Study Committee
- In conjunction with the Faculty Load Committee, follow up on last year’s report to ensure that the Provost has identified and established a procedure to facilitate recognition of performance in research with excellence raises and request data indicating the connection between research excellence and actual merit pay allocations.
- Monitor the process by which faculty merit raises (including “excellence” raises) and market adjustments are allocated, and analyze the faculty salaries, especially under the potential salary impacts starting in 2009-10 under the new workload policy. Review findings with the Committee on the Status of Women and the Committee on the Status of People of Color.
- In conjunction with the Academic Affairs Committee, study the impact of the summer 2005-2009 salary schedule on teaching quality and student satisfaction.
- Work with the Faculty Load Committee, the Faculty Research Committee, and the Faculty Senate Budget Committee to share information and identify issues of mutual concern regarding workload, research support, salaries, and other budget issues affecting faculty.
- At least once per semester report to the Committee on Faculty Participation in Governance regarding any issues of concern the Faculty Salary Study Committee might have with respect to implementation of its recommendations.
- Work with Institutional Research to examine market trends in regular salary compensation for faculty, especially in relation to our peers. Given the economic issues this year, there should be flexibility in determining which peers to compare to. Monitor actual changes in staff and graduate student compensation for next year.
- Some departments are showing signs that salary compression is occurring. While it is important that we stay competitive with new hires, the committee should monitor faculty salary trends to ensure that long term UNT faculty members are not disadvantaged.