Policy

An annual review of this plan must be completed prior to the end of spring semester each year to insure that the process remains fair and achieves the goal of awarding annual salary adjustments based on meritorious performance.

Initial placement of the present faculty should distribute the faculty within the three levels.  If this plan had been in effect since 1971, there would be a few Level III performers, most would be in Level II, and the least experienced faculty would be at Level I.  Faculty, as of Fall 1995, will have the responsibility of providing data for initial placement.

In the Fall of 1998, the System President formed the Faculty Pay Plan Task Force to evaluate the success of each college's pay plan and to identify strengths and weaknesses in each plan.  The findings and recommendations of that task force outlines the guidelines for distribution of the annual Faculty Salary Pool.

Using the recommendations from the Task Force, The Annual Salary Adjustment at Morgan Community College will distribute the Faculty Salary Pool (defined as that amount of money actually awarded to faculty for salary increases) in two parts, subject to the following:

Performance Award

   40% of total pool

1. Shall be given as an adjustment to the base salary of those deemed to have performed at a satisfactory level (i.e., acceptable or above.

2. The performance award will be distributed by dividing each faculty member's individual salary by the total faculty salary amount and then multiplying this ratio times the performance pool amount.

3. Those who do not perform at this level (i.e., unsatisfactory) would not be eligible for this adjustment.

Merit Award

    60% of total pool

1. Shall be given in addition to the Performance Award as an adjustment to the base salary based upon the MCC distribution model that distinguishes between levels of performance.  The merit award distribution model is included in this plan under the Annual Salary Adjustment Section.  All faculty deemed to have performed at a satisfactory level (i.e. acceptable) and above will be eligible for this adjustment.
2. The salary pool distribution model described above will be implemented only when the salary pool allocation, by the State Board for Community Colleges, equals or exceeds 75% of the Consumer Price Index as identified in the legislative general fund appropriation process.  If the appropriated salary pool falls below 75% of the Consumer Price Index, then that distribution model will be set aside for that fiscal year.  In that instance, salary increases will be given to all faculty who have performed at a satisfactory level or above utilizing the distribution formula for the performance award pool.
3. The college may elect, if authorized by the Board, to provide a salary increase larger than allocated by the Board, provided funds are available for that purpose.  In that event, those additional dollars must be included in the Faculty Salary Pool.
4. Faculty who have performed above the level of "acceptable" will also be eligible for non-base building awards to be funded by non-general, one-time sources, such as interest monies, grants, foundations, etc.

The amount of these awards will be determined annually and will be based upon the availability of such funds as well as other commitments/priorities of the college/system for that year.

These awards will be structured to be PERA eligible and are intended to allow colleges to increase recognition for excellent performance to a meaningful amount without adding to ongoing salary commitments.

Initial Placement

Level definitions:

Level I  -  Assistant Professor

• meets all job requirements

• completes all assigned duties satisfactorily

• demonstrates competency in assigned area of teaching

Level II - Associate Professor

• meets all the standards of an Assistant Professor

• demonstrates academic leadership

• consistently has an active involvement in college functions

Level III - Professor

• meets all the standards of an Associate Professor

• demonstrates mentoring skills

• demonstrates ongoing commitment to the academic field

The compensation plan consists of three levels.  Point ranges will be assigned to each level as listed below:

Points will be determined from the following categories:

For education, points will be awarded as follows:

No degree          0 points

Associate            5

Bach/or equiv     10

Masters              15

Specialty             20

PhD                    25

For training, work-related or teaching experience, one point per year will be awarded up to a maximum of 20 points.  Placement of existing MCC faculty into levels will be exempted from this restriction.

One point will be granted for each credential, certification, or national qualification initially achieved if related to the area in which the faculty member is teaching.  Five points will be added for an additional degree at the same level if it applies to the area of instruction.

Market place/demand will be considered when appropriate.

An incoming faculty member representing essentially a lateral transfer of experience, education, and qualifications may be placed at a comparable level, with notification of the executive committee of the Faculty Senate.

Final assignment to a level will be made at the recommendation of the Dean and the College President.

Level Advancement

After initial placement or level advancement, points would be set to 0.  Points would then be accumulated by adding points earned from the Annual Salary Adjustment as outlined below:

From the Teaching Effectiveness section, eight points will be awarded for Tier A, six points for Tier B, and four points for Tier C.

From the Education/Training section, when a faculty member completes another degree, points would be earned in accordance with the degree chart in the Initial Placement section.  Two points will be earned for each credential, certification, and license earned which applies to the teaching area.

From the Professional Contributions and Accomplishments section, two points per year may be awarded for significant professional contribution, service, and accomplishment agreed upon by the faculty member and Dean.

Two points will be awarded each additional year of satisfactory (acceptable or above) teaching experience. (45 points is the minimum number of points to be rated meritorious.)

A minimum of three years will be required before advancement to the next level.  The recommendation of the Dean and College President will be required after sufficient points for advancement are accumulated.  No more than 50% of the faculty can be in Level III.

Annual Salary Adjustment

The salary adjustment will be based upon a pre-negotiated work plan done each fall before October 15 between the faculty members and the Dean.  As outlined at the beginning of the plan, the Annual Salary Adjustment will be distributed in two parts consisting of a Performance Award and a Merit Award.  The performance award will be distributed by dividing each faculty member's individual salary by the total faculty salary amount and then multiplying this ration times the performance pool amount.  the merit award will be based upon the following criteria with the supervisor's evaluation of the instructor's portfolio:

A.  Teaching Effectiveness - 70 points

Accomplishments of Annual Work Plan - 40 points maximum

 The progress of both long-term and short-term objectives will be considered as they relate to the goals of teaching effectiveness and the mission and action plans of the institution.

Percentage of completion will be an agreement between supervisor and faculty member. Appeals may be made according to the appeals section.

In order to provide flexibility in evaluation for the faculty member and the Dean, these two dimensional tier tables were developed. In Tier Table A, a faculty member would receive 34 points for completing 100% of the work agreed to by the faculty member and the Dean if the quality of the work was at the acceptable level as determined from the pre-negotiated work plan. It was felt that 34 points would also describe the work of a faculty member who complete only 90% of their goal but at the exemplary level as negotiated in the faculty member's work plan. Simply stated, 100% of a job completed at a lesser level of quality would be equal to completing only 90% of the goal at the highest level of quality, as negotiated between the faculty member and the Dean.

Example:

Goal 1 - Revision of Astronomy 101 electronic graphics in PowerPoint.
100% means all 32 sets of lesson graphics were revised.
90% means 27 sets of lesson graphics were revised.
80% means 24 sets of lesson graphics were revised.
Similar percentages down to 10%, etc.

All graphics must be completed with:
1. No spelling errors.
2. Easy to read contrasts between lettering and background.
3. Clearly drawn diagrams.
4. Quality graphics.
5. Correct course information.

To receive an Exemplary rating, 5 of 5 listed qualities must be met. A Superior rating would be awarded if 4 of 5 listed qualities are met. A Meritorious level would be awarded if 3 of 5 qualities are met. An Acceptable level is awarded if 2 of 5 listed qualities are met. Unsatisfactory would be awarded for 1 or 0 listed qualities.

Meritorious Tiers

Tier A

Tier B

Annual evaluation will be based upon a predetermined instrument or instruments as it (they) pertain to teaching effectiveness. The instrument will be reviewed by the supervisor and the faculty member at the beginning of each academic year.

3.  Student evaluation of teaching effectiveness - 15 points maximum

College approved student evaluations will be utilized for measuring this portion of teaching effectiveness.

Fifty percent of this category may come from the measurement of student progress using pre/post assessments.

Examples of items related to the faculty member's teaching field that can be considered are courses completed, satisfactory and active conference participation, Morgan Community College inservices, and special assignments such as summer work experiences.

C.  Professional Contributions and Accomplishments - 15 points maximum

Examples of items to be considered include holding memberships and offices in internal and external organizations or committees, presenting workshops, publishing professional articles, and participating in community activities. Other examples include awards and recognition, sponsorship of student organizations, and other indicators of meritorious fulfillment of the faculty member's job description.

Tier 3 - 75 points = 3 merit units
Tier 2 - 60 points = 2 merit units
Tier 1 - 45 or more points = 1 merit unit

The total merit units will be determined by adding the number of faculty members in Tier 1, plus two times the number of faculty in Tier 2, plus three times the number of faculty in Tier 3. For example, if 20 faculty members were in Tier 1, and 12 faculty members were in Tier 2, and 4 faculty members were in Tier 3, the total units would be:

10 x 1 = 10
12 x 2 = 24
  4 x 3 = 12
Total = 46 merit units

The value of one merit unit will be the total salary increase available to the College divided by the total merit units earned by faculty members. For instance, if $46,000 were available, the merit unit value would be $1,000 ($46,000/46 merit units.) Using the example above, a faculty member in Tier 1 would receive a $1,000 increase, a Tier 2 member would receive a $2,000 increase, and a Tier 3 member would receive a $3,000 increase.

Appeals

Table of Contents