Total Compensation (Salary and Benefits) FY ’12

A large portion of the University’s operating budget is committed to providing a total compensation program for faculty and staff. Total compensation — the value of all benefits and monetary and non-monetary programs — must be considered when determining how much money will be allocated to our various programs. This year we were faced with a number of important requests, not all of which could be honored. The following is a summary of how funds for compensation were allocated for FY ’12.

Salary. Faculty and staff will receive letters this month indicating their new salary for fiscal year 2011-12. The total salary pool was two percent, most of which was used to fund general salary increases. This year all full-time faculty and staff were eligible for a two percent increase on their base salary, up to a maximum of $1,500. A minimum raise of $1,000 was established for those making under $50,000. Faculty and staff working less than full-time were eligible for a prorated portion of the two percent, while anyone with a less than satisfactory performance received substantially less, including no increase. The remainder of the pool was used to fund six faculty and 18 staff promotions. Due to budgetary restraints, no monies were available to close “gaps” that may exist between a staff member’s actual and benchmark salary.

Benefits. Despite the implementation of a number of changes to help contain our costs, healthcare is projected to increase by as much as 15-20 percent in FY ’12 and was the major factor behind a significant increase in the cost of benefits to the university. In an effort to limit the size of the increase to faculty and staff and maintain the current contribution ratio (i.e. 70 percent of the premium is paid by the University while faculty and staff pay 30 percent), the difficult decision was made to limit the salary increase pool and make more compensation dollars available for benefits.

TIAA/CREF Contribution . As you may know, the university was forced to make a choice this year when creating its budget for FY’12 — restore a portion of the TIAA/CREF pension contribution that was cut in 2009 or put all the available dollars toward salary increases. The university has decided to do the latter. As a result, its TIAA/CREF contribution for eligible employees will remain at eight percent in 2011-2012.

***Payroll Deadlines***

To ensure that monthly paid faculty and staff are paid correctly, all paperwork, including benefit enrollment and stipend forms, must be received in HR or Payroll no later than the dates shown below:

  • July 20 for the July 31 paycheck
  • August 19 for the August 31 paycheck

Life’s Challenges

The University provides the services of CONCERN, an Employee Assistance Program (EAP) that offers free confidential counseling and information services to you and your family members. CONCERN provides assistance in many areas, including financial pressures, depression and anxiety, alcohol & drug problems, eating disorders, marital and relationship issues and self-esteem. If you or an immediate family member is having difficulties, consider contacting CONCERN. Confidential telephone consultations are available by calling 1-800-242-7371.

Life Conversations also provides online and 24/7 advisor-supported access to services and tools that help to guide us through major life decisions from estate planning, selecting the appropriate amount of life insurance and creating a will, to funeral planning and grief counseling. Life Conversations is available to faculty and staff enrolled in the life insurance benefit from The Hartford and is available at no additional cost. To use Life Conversations, please go to

Sexual Harassment and Employment Discrimination Training

On-line Sexual Harassment and Employment Discrimination Training is mandatory for all full and part-time faculty — including adjuncts — and staff. Designed to help us understand, respond to and prevent employment discrimination and sexual harassment in the workplace, the online training takes less than one hour of your time and you can take it at anytime and anywhere you have access to a computer. If you have not already done so, please fulfill your responsibility by going to: to take the sexual harassment training and for employment discrimination training. If you have difficulty with either of the links, the links can be found on HR’s webpage. If you are not certain whether you have taken the training, call Fredi Cox at 3795.

Calendar of Events

  • Independence Day Monday, July 4 University Holiday
  • New Faculty and Staff Orientation:
    • Tuesday, July 5 9:00 am – 11:30 am Carriage House B
    • Tuesday, July 19 9:00 am – 11:30 am Madison House, Room 104
    • Monday, August 8 9:00 am – 11:30 am Madison House, Room 104
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