Faculty Compensation Review Committee
Membership
The Faculty Compensation Review Committee shall be composed of one faculty representative from each college (including the Library), elected by college to a three year term; an at large representative elected by and from the Lecturers and an at-large representative elected by and from the Clinical Faculty, both serving three year terms; the Vice President for Inclusion and Institutional Equity (or a representative of that office designated by the Vice President), ex officio and non-voting; the Associate Provost for Administration and Finance, ex officio and nonvoting; one Dean representative appointed to a three-year term and on a rotating basis by the Deans’ Council, ex officio and non-voting; one Office of Human Resources Talent Management and Total Rewards representative appointed to a three-year term, ex-officio and non-voting.
| Name | Department | College | Term Expires |
|---|---|---|---|
| Claire Holmes | Library | Library | 2026 |
| Justin Ji | Management | CBE | 2026 |
| Doug Pryor | Sociology, Anthropology & Criminal Justice | CLA | 2025 |
| Jeffrey Howard | Music | COFAC | 2026 |
| Tara Blackshear | Kinesiology | CHP | 2026 |
| Ming Tomayko | Mathematics | FCSM | 2026 |
| Omari Jackson | Instructional Leadership & Professional Development | COE | 2026 |
| Jenny Atwater | Mass Communication (COFAC) | Lecturer Representative | 2025 |
| Shelly Huggins | Elementary Education (COE) |
Clinical Faculty Representative |
2025 |
| Patricia Bradley, Vice President, OIIE | Inclusion & Institutional Equity | ex officio & non-voting | N/A |
| Regina Carlow | Deans' and Provost's Council Representative | ex officio, non-voting | 2025 |
| Jen Stano | Office of Human Resources Talent Management and Total Rewards | ex officio, non-voting | 2025 |
Meetings
The Faculty Compensation Review Committee meets once a semester and more frequently if necessary.
Responsibilities
- To monitor and review compensation packages (salaries and/or benefits) of all faculty at the University, with regard to competitiveness with peer institutions; relative equity across colleges and departments; and issues of compression.
- To advocate by a variety of means, including statistics and studies, for fair and equitable compensation for all faculty at the University.
- To assemble data and reports on faculty compensation following a three year cycle.
- To track issues such as faculty salary compression, inversion, retention/competitiveness, and any actions taken by the Provost and/or Human Resource Office to address such issues within a three year cycle.
- To make recommendations for implementing adjustments to faculty compensation packages within available funds and resources.
- To make recommendations on minimum floor compensation to be used at each rank.
- To ensure that faculty compensation information is being collected.
- To work collaboratively with the Provost’s Budget Office (PBO) and the Office of Human Resources to review and recommend on policies, plans, procedures, methodologies, analysis, and issues related to faculty compensation.
- To work collaboratively with the PBO and the Office of Human Resources to communicate, or review communication regarding, any compensation package changes to faculty.
- To provide an annual report to the Academic Senate
- The committee is authorized to request that the Provost’s Budget Office and the Office of Human Resources conduct analyses of faculty compensation issues for this report.