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Part I Section I: Salary and Benefit Provisions for Active Faculty

A-1 Faculty Salary

  1. University faculty are paid bi-weekly. A faculty member can select to receive the contractual salary over a twelve-month or a ten-month period.
  2. On June 15 of each year, continuing faculty are informed of their salary for the next academic year. The Salary and Benefits Committee annually negotiates salary increments for continuing faculty with the Administration. The annual Salary and Benefits Report, which is reported to and approved by the Faculty Senate, specifies the across-the-board, merit, and promotion increments that are available to continuing faculty.
  3. In 1983, the Faculty Senate passed the following directive on norms for merit awards, with the understanding that each Department/School determine the weight assigned to teaching, research/publication and service. Merit increments are a portion of the annual faculty salary increase, which the Faculty Salary and Benefits Committee (or its counterpart in the Law School) sets aside to reward exceptional performance of duty. This committee recommends to the Senate on a yearly basis (1) whether or not to have merit increments and (2) the general procedures according to which merit increments will be awarded. Faculty eligible for merit increments include all full-time tenure track faculty including instructors on tenure track lines. Merit increments are intended to reflect actual meritorious performance and are not to be awarded alternately to different faculty members.
    1. Faculty who wish to be considered for a merit increment shall attach to their annual Faculty Activity Report a letter indicating why they should be considered for a merit increment.
    2. Faculty applying for a merit increment shall also submit an updated curriculum vitae.
    3. Merit awards are given to faculty whose performance in one or more categories [teaching, service, research/publication] is outstanding in the past year and/or over the years. A good record of teaching, service and research over the years is presumed of all Fordham faculty. Merit awards are not automatically given for performance of ordinary faculty duties.
    4. Most weight is given to actual publication and not acceptance for publication, during the past twelve-month period.
    5. Because merit increments are competitive, it will probably not be possible to award merit increments each year to all that may be eligible.
  4. Merit procedures:
    1. Each faculty unit (School or Department) will select a committee on merit on a regular basis. Both tenured and non-tenured faculty will be eligible to serve on the merit committee.
    2. Each faculty committee will draft or review a set of merit norms for its unit, which will be approved annually by vote of the faculty of that unit by November 1. The committee will then file these norms with the Provost, the Dean (s), and the Faculty Senate Office. If the Deans disagree with the norms established by the Department or School, consultation and agreement between the Dean and the Department or School must occur by February 15. If no agreement is reached, the matter will be referred to the Executive Committee of the Faculty Senate.
      1. Each merit committee will review the materials of each member of its unit applying for merit, will compile a ranked list of those to receive merit, and will submit the list to its dean of Faculty by March 31. To enhance confidence in the integrity and fairness of the merit system, the merit committee will make the submitted lists available to the members of its unit.
      2. If the Deans wish to modify the submitted lists, they may do so only in accordance with the merit norms established by each unit. Any such modifications must be justified to the appropriate merit committee, first in writing and then in a meeting with the committee, during which the Deans and the committee members will reach a consensus about a final list. This meeting must take place by May 1. In the event that the Deans and the faculty committee cannot reach a consensus, the matter will be referred to the Executive Committee of the Faculty Senate, which will resolve the dispute as soon as possible but no later than September 30. The decision of the Executive Committee will be binding, excepting personal appeals by individual faculty members.
      3. By May 15, the Dean of the Arts and Sciences and Deans of the Professional Schools will make available to the Chair of each Department or Area the complete list of all faculty in that Department or Area who have been awarded merit. Once in possession of the list, Deans of Professional Schools and Chairs of Departments will make the final list available to their faculties.
      4. Merit will be awarded to up to half of the faculty of the Arts and Sciences (not Departments) and half of the faculties in each of the Schools of Business, Education, and Social Service. The minimum award in such cases is $750. In special circumstances, a School may petition the Faculty Salary and Benefits Committee for permission to award merit to up to 60% of its faculty. Such a petition must be made on an annual basis, and, when granted, the amount of money allotted to that School for merit increments will not change.
      5. Deadline Schedule for Merit Procedures
        November 1 - Departments/Schools approve/submit merit norms
        February 15 - When necessary, last date for consultation/agreement between Deans and Departments/ Schools on submitted merit norms
        February 28 - Executive Committee of the Senate adjudicates differences between Deans and Departments/Schools on submitted merit norms
        March 3 - Merit committee's ranked lists to be submitted to the Dean of Faculty
        May 1 - When necessary, Deans and merit committees meet
        May 15 - Office of the Provost sends to Chairs and Deans the complete list of merit awards for the appropriate School/Department
        September 30 - Executive Committee of Faculty Senate resolves outstanding disputes between merit committees and Deans
  5. In 1987, Fordham University made a commitment to achieving and maintaining a level of faculty compensation that places the University in the first quintile of Category I educational institutions, as designated by the AAUP.
  6. During the fall semester, each faculty member is contacted by the Office of Human Resources to establish whether the faculty member wishes to participate in a tax sheltered expense account for the next calendar year for [a] dependent care and/or [b] medical expenses. Funds contributed to a tax sheltered account that are not used during the designated calendar year are forfeited.