Chapter III. Faculty Compensation and Benefits
3.1 Salary Schedule
State colleges and universities in the Commonwealth of Virginia do not
have a common salary schedule. Through appropriate offices of the
Commonwealth, a maximum allowable faculty salary average is developed
for each state-supported institution. However, the General Assembly
determines appropriations for the state colleges, and the money
provided for faculty salaries at a particular institution may result in
an average salary substantially lower than the maximum allowable.
The Board of Visitors establishes a salary schedule for the
University's faculty on the basis of recommendations from the President
and the Provost. The salary schedule provides normal entrance rates
for each rank and specifies the increments for rate increases. It also
specifies the normal frequency for incremental increases, which is
currently each year.
Within the limits of its budget, the University attempts to be as
competitive as possible in its recruitment of faculty. The differences
that are found among disciplines and departments with regard to salary
ranges within a given academic rank reflect supply and demand in the
marketplace.
There is a variety of sources that may be used to compare George Mason
University faculty compensation (salary plus certain benefits) with
other colleges, both private and public. For example, the reader is
referred to such data as that published annually by the American
Association of State Colleges and Universities. A list of faculty
salaries for the current academic year is on file in the library.
3.2 Salary Increases
When available to the University, salary increases are given annually.
The effective increment date for full-time faculty is normally
September 1. The salary that becomes effective on that date is
confirmed to the faculty member by a letter from the President.
Unless the performance of the faculty member is unsatisfactory for a
given year, in the allocation of salary increases the University takes
into account such factors as the prevailing rate of inflation and the
cost of living in the University's service region. The magnitude of
individual salary increments, however, will depend chiefly on
performance.
Faculty members who are dissatisfied with a salary increase normally
seek recourse within their local academic unit. If dissatisfaction
persists, grievance procedures outlined in Section 2.12.2 may be followed.
3.3 Summer Salary
The University offers a summer program consisting of several terms.
Full-time faculty are given first priority for summer assignments in
courses they are qualified to teach. This priority, however, is not
absolute; budget considerations may require increased use of part-time
faculty to accomplish the institutional mission during the summer.
Local unit administrators should notify all faculty in December of
opportunities for summer employment. If there are more faculty members
who wish to teach than there are courses available, the work will be
assigned in an equitable manner consistent with individual
qualifications. Grievances involving such assignments should be
resolved at the local level, but if no agreement can be reached, the
faculty member may appeal to the academic unit's grievance committee
(see Section 2.12.2). Summer school
teaching is optional, and in no case may be required of a faculty
member.
Faculty who teach in the summer session are normally paid 10% of their
academic-year salary per course, up to a specified maximum. If
budgetary considerations necessitate a reduced scale of compensation,
faculty and administrators will work together to identify the least
objectionable alternatives to the present, long-standing practice.
3.4 Salary Matrix
Most part-time faculty, and full-time faculty teaching overload,
evening, off-campus credit courses and other so-called contract courses
are paid on the salary matrix. Part-time faculty in highly competitive
areas of instruction may be paid above matrix rates. These exceptions
are considered on an individual basis and in light of the prevailing
job market.
3.5 Faculty Benefits
As employees of the Commonwealth of Virginia, GMU faculty members are
provided with health insurance, retirement plans, life insurance, and
medical and child care flexible spending accounts. In addition, the
University offers certain employee-funded benefits. All such benefits
are described in more detail in the Faculty Information Guide.
3.6 Faculty Development
The quality of the institution depends on the vitality of its faculty.
Faculty members have a responsibility to continue to grow as scholars
and educators so that they remain contributing members of the
intellectual community. The University recognizes its responsibility
to foster faculty growth by providing a variety of opportunities for
professional development. These may include departmental study leaves,
competitive awards in the form of summer stipends and University study
leaves, opportunities to consider new approaches to teaching and the
assessment of teaching (e.g. portfolio development), and assisting
faculty with the application of new technologies to instruction.
Details relating to faculty development may be found in the Faculty
Information Guide.